ELE brings leaders together across companies and industries to work through the messy stuff: decisions, risk, handoffs, execution drag, and what it takes to move from idea to action.

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Figure out if ELE is for you. Straight answers on what ELE is, who it’s built for, and how contributing members actually work together. Still have a question? Contact us.

Lead Belay

Session Focus: Developing self-aware, culturally attuned leaders through peer learning
In this session, we explored innovative strategies for nurturing mid-level "leaders of leaders" through Lead Belay's virtual peer coaching program. Three key takeaways emerged:

<ol class="list-decimal pl-8 space-y-2 -mt-1">
 	<li class="whitespace-normal break-words">Use minimal content and instead create space for self-discovery, peer learning, and practicing skills like coaching.</li>
 	<li class="whitespace-normal break-words">Allow participants to choose their own development objectives within a guiding framework rather than forcing set objectives.</li>
 	<li class="whitespace-normal break-words">Prioritize building psychological safety and trust within diverse small cohorts, including from cross-company participants.</li>
</ol>
The 7 or 11-week program breaks from traditional leadership training by being highly experiential and content-light.
Panelists who went through the program lauded features like rapid relationship building exercises that quickly fostered cohort trust despite being virtual. They appreciated the freedom to define their own leadership vision through self-reflection and peer workshopping, while still getting light facilitation from professional coaches.

<blockquote>"You learn to apply the skills to the challenges you face in your organization's culture." -- <a href="https://www.ele.llc/members/andrea-nunez" target="_blank" rel="noopener">Andrea Nunez</a></blockquote>
Rather than one-size-fits-all content dumps, Lead Belay's design meets leaders where they are through small cohorts purposefully grouped for diversity. This creates an intimate environment for vulnerable discussions and mutual accountability for committed behavior changes back on the job.
By prioritizing self-awareness over rote skill teaching, the Next-Level Leader Ascent program exemplifies a powerful shift towards developing authentic leaders attuned to their organizational culture's unique challenges.

Mid-level Leader Development | Next-Level Leader Ascent

experiential learning

Leadership

Peer-to-Peer Learning

learning culture

coaching

mike.kester

assessments

leadership development

anton.maletich

self-awareness

Adding Value

psychological safety

amanda.mickelson

lindy.stockton

peer-learning

andrea.nunez

organizational culture

wise2024

mid-level leaders

Nomadic Learning

ELE Group, LLC

Discussion Group 6: Debrief | Experiencing Global Cohort Learning on the Josh Bersin Academy platform optimized to scale.


This debrief session explored the effectiveness of a global cohort-based learning program on the Josh Bersin Academy platform. Participants discussed optimizing scalable learning experiences, yielding valuable insights for L&amp;D professionals.
Key takeaways:
1. Balancing asynchronous and synchronous learning for flexibility and engagement.
2. Implementing diverse engagement strategies to enhance participant interaction.
3. Tailoring learning experiences for L&amp;D professionals to foster innovation.

<blockquote>A crucial insight emerged: "I think when we get to a place where we say that it's to help the organization reach its strategic goals that's when we'll see a better distribution of the budget." This underscores the importance of aligning L&amp;D initiatives with organizational objectives.</blockquote>
The session covered optimal group sizes, balancing individual and organizational development, and strategies for improving engagement and completion rates. Participants collaboratively shared experiences and suggestions, demonstrating the L&amp;D community's commitment to advancing learning practices.

JBA/ELE Leading L&D 6: Debrief

evidence-based research

Digital &amp; AI

dirk.tussing

learning design

cohort learning

collaborative learning

edward.desrosiers

judy.albers

flow of work

Learning Agility

ann.brownell

Semi-synchronous Collaborative Peer-Learning

Scalable Global Cohorts

lisa.mendoza

robert.burnside

Discussion Group 6: Debrief | Experiencing Global Cohort Learning on the Josh Bersin Academy platform optimized to scale.


What a great experience the last 5 weeks have been taking The Leading L&amp;D Program as an ELE cohort.

Let’s wrap up with a final 30-minute debrief on the following two goals:
<ol>
 	<li>Experience a well-built cohort designed to scale, and</li>
 	<li>Upskill ourselves: Develop new strategies that align with employees' and organizations' needs to thrive while learning new tools.</li>
</ol>
Diving deeper into cohort-based learning solutions and finding success using some or all of the eight principles while getting hands-on, practical guidance and time-tested wisdom from two CLOs, Pamay Bassey, Chief Learning and Diversity Officer at the Kraft Heinz Company, and Cameron Hedrick, Chief Learning Officer at Citi.
<ol>
 	<li>Well-designed social interactions</li>
 	<li>A sense of safety and belonging</li>
 	<li>Real people engaging authentically</li>
 	<li>Opportunities for individual reflection</li>
 	<li>Knowledge sharing and peer facilitation</li>
 	<li>Arguing (constructively) together</li>
 	<li>Learners, not instructors, at the center</li>
 	<li>Human stories expertly told</li>
</ol>
<img class="aligncenter size-full wp-image-37039" src="https://www.learningexecutive.com/wp-content/uploads/2022/10/8-principles-design-cohorts-to-scale-nomadic.jpg" alt="Eight Principles for Successful Cohort-Based Learning at Scale" width="915" height="502" />

&nbsp;

? Cohort-based collaborative learning and coaching are the hottest topics in L&amp;D. Fundamental shifts and paradoxes we explored over the five weeks include:

<ol>
 	<li>From Periphery to Center</li>
 	<li>From Inputs to Outcomes
</li>
 	<li>From Individuals to Cohorts</li>
 	<li>From Executives to Everyone</li>
 	<li>From Training to Culture</li>
</ol>
By learning with your global peers, this five-week lets us experience the forward-thinking concepts and principles for how we can design cohort-based learning at scale. 

Pre-read: <a href="https://cohort.nomadiclearning.com/cohort-based-learning-report">Cohort-Based Learning at Scale – Eight Principles for Success</a> (Nomadic, 2022)

ELE Produces this Learning Circle: Designing Cohort Learning to Scale

single-event

Team Leaders

Your Teams

Learning Circles

jesse.james

online event

Equity & Access to Learning | Creating Learning Journeys in the Flow of Work Case Study: ELE/JBA Leading L&D Debrief

carlos.velazquez

kelly.stallbaum

matt.burr

CHIE2022

AbleLight

The delivery of coaching is wide-ranging and can be very costly. How can you get the most value and still have a big impact? In this session, we’ll discuss an approach to establishing an enterprise-wide Coaching Center that transforms development and saves tens of thousands of dollars each year.

&nbsp;

Objectives:
<ul>
 	<li>Establish a comprehensive enterprise-wide coaching system in a period of transformation</li>
 	<li>Harness the potential of certified internal coaches to gain a significant return on investment</li>
 	<li>Examine coaching engagement phases from initiation through summation including surveys to evaluate the effectiveness</li>
</ul>
About Michelle

Michelle is an executive coach and talent and organization development leader. She led the creation of an internal coaching practice for a 70,000+ employee multi-state integrated health system including building an internal certified pool of coaches as well as the vetting of external coaches. She’s worked in nonprofit and for profit global and national organizations in service, product, and manufacturing industries.

Radically Transform Potential and Gain Value through a centralized Coaching Practice Center: Case Study: Six Months to Saving Thousands

analytics

engagement &amp; culture

future of work

Engagement &amp; Culture

people strategy

upskilling

talent development

missy.gonzales

measurement

Coaching Conversations

wendy.greeson

business impact

organizational agility

<div class="session_abstract">

ELE spent the summer benchmarking for seven consecutive weeks series discussing how different companies have implemented cohort-based learning solutions. We are interested in exploring if an emerging next practice is semi-synchronous collaborative peer learning. When designing cohort learning to scale, learning solutions can be instructorless and easier to scale when well thought out and done right. During each session, we explored why these eight principles are creating successful cohort-based learning at scale:
<div id="collapse-36711" class="collapse show">
<div class="abstract-content my-4">
<ol>
 	<li>Well-designed social interactions</li>
 	<li>A sense of safety and belonging</li>
 	<li>Real people engaging authentically</li>
 	<li>Opportunities for individual reflection</li>
 	<li>Knowledge sharing and peer facilitation</li>
 	<li>Arguing (constructively) together</li>
 	<li>Learners, not instructors, at the center</li>
 	<li>Human stories expertly told</li>
</ol>
Pre-read: <a href="https://cohort.nomadiclearning.com/cohort-based-learning-report">Cohort-Based Learning at Scale – Eight Principles for Success</a> (Nomadic, 2022)

</div>
</div>
</div>

Debrief: Designing Cohort Learning to Scale: Learning in the Flow of Work

leading remote workers

remote

tim.chudy

hybrid workforce

virginia.cavanagh

Designing Cohort Learning to Scale

Executives &amp; Thought Leaders share insights &amp; strategies for
Leading L&amp;D with Josh Bersin Academy

ELE Team-Leader Members can register online for this 5-week cohort program: <a title="JBA/ELE Leading L&amp;D Cohort Program" href="https://ideation-lab.s3.amazonaws.com/LC_DesigningCohortLearning/2022SEP-flyer_LeadingL-D_JBA-ELE_Cohort.pdf" target="_blank" rel="noopener">PDF Flyer (2-pages)</a>

Discussion Group 5: From Training to Culture | Experiencing Global Cohort Learning on the Josh Bersin Academy platform optimized to scale.


✅ TWO OPTIONS: Too busy to join a live session, no problem.
Most participants will engage in this cohort semi-synchronously—whenever you fit an “hour/week” in your schedule to learn with peers as a global cohort.

The final session of the Josh Bersin Academy's "Leading L&amp;D" program demonstrated the shift from traditional training to cultivating a learning culture through global cohort learning on the JBA platform.
Key Takeaways:

<ol class="-mt-1 list-decimal space-y-2 pl-8">
 	<li class="whitespace-normal break-words">Semi-synchronous learning combines self-paced study with scheduled interactions, supporting the transition to an integrated learning culture.</li>
 	<li class="whitespace-normal break-words">The format fosters networking and relationship-building, crucial for developing a global learning culture.</li>
 	<li class="whitespace-normal break-words">Analytics and follow-up are essential for tracking engagement and demonstrating the impact of cultural transformation initiatives.</li>
</ol>
A notable quote highlighted the essence of semi-synchronous learning:

<blockquote>
"Semi-synchronous is different than Blended because... there's a whole lot of pure learning going on that you're learning from each other and so and there is a schedule Associated"
</blockquote>
The JBA platform showcased how semi-synchronous learning can be scaled to create consistent experiences for global audiences. The program's structure of self-paced modules, peer discussions, and optional live sessions engaged learners across diverse backgrounds.
This experience emphasized that the future of L&amp;D lies in embedding learning into daily work. Semi-synchronous learning, as exemplified by the JBA platform, offers L&amp;D leaders a powerful tool to drive cultural transformation at scale.
We are interested in diving deeper into cohort-based learning solutions and finding success using some or all of the eight principles:
<ol>
 	<li>Well-designed social interactions</li>
 	<li>A sense of safety and belonging</li>
 	<li>Real people engaging authentically</li>
 	<li>Opportunities for individual reflection</li>
 	<li>Knowledge sharing and peer facilitation</li>
 	<li>Arguing (constructively) together</li>
 	<li>Learners, not instructors, at the center</li>
 	<li>Human stories expertly told</li>
</ol>
Pre-read: <a href="https://cohort.nomadiclearning.com/cohort-based-learning-report">Cohort-Based Learning at Scale – Eight Principles for Success</a> (Nomadic, 2022)

JBA/ELE Leading L&D 5: From Training to Culture

jean.ryan

teresa.oliszewicz

Executives &amp; Thought Leaders share insights &amp; strategies for
Leading L&amp;D with Josh Bersin Academy

ELE Team-Leader Members can register online for this 5-week cohort program: <a title="JBA/ELE Leading L&amp;D Cohort Program" href="https://ideation-lab.s3.amazonaws.com/LC_DesigningCohortLearning/2022SEP-flyer_LeadingL-D_JBA-ELE_Cohort.pdf" target="_blank" rel="noopener">PDF Flyer (2-pages)</a>

&nbsp;

Discussion Group 4: From Executives to Everyone | Experiencing Global Cohort Learning on the Josh Bersin Academy platform optimized to scale.

In this insightful session, participants explored the power of global cohort learning and its potential to scale learning and development initiatives across organizations. The discussion centered on the Josh Bersin Academy platform and its application in creating engaging, scalable learning experiences.
Key takeaways from the session include:

<ol>
 	<li style="list-style-type: none;">
<ol class="-mt-1 list-decimal space-y-2 pl-8">
 	<li class="whitespace-normal break-words">Scalability and Flexibility: Cohort learning can be effectively scaled using a combination of large cohorts and smaller discussion groups, leveraging technology for semi-synchronous learning. This approach allows for greater flexibility and accessibility for participants, making it possible to extend learning opportunities from executives to everyone in the organization.</li>
 	<li class="whitespace-normal break-words">Diversity and Relationship Building: Diverse cohorts tend to outperform homogeneous groups, providing richer learning experiences and building valuable cross-functional relationships. The session emphasized the importance of measuring not just knowledge gain, but also the connections and knowledge sharing that occur during cohort learning.</li>
 	<li class="whitespace-normal break-words">Innovative Program Design: Successful cohort learning programs can be designed using a mix of expert content (e.g., pre-recorded videos) and facilitated discussions led by experienced professionals or high-potential talent. This approach can help scale programs while managing the time commitments of in-demand experts and developing internal talent.</li>
</ol>
</li>
</ol>
<blockquote>
A key insight from the session was captured in this quote from Dirk: "ELE platform is 100% user generated content and so most of our sessions we might have somebody share their expertise, it might be a case study, Teresa might be doing something that she's spent two years and she's going to summarize it in the PowerPoint but there's a lot of expertise in the room."
</blockquote>
This statement highlights the power of leveraging internal expertise and user-generated content to create rich, relevant learning experiences. By tapping into the collective knowledge of participants, organizations can create more engaging and impactful learning programs that scale effectively across all levels of the organization.


<hr />

We are interested in diving deeper into cohort-based learning solutions and finding success using some or all of the eight principles:
<ol>
 	<li>Well-designed social interactions</li>
 	<li>A sense of safety and belonging</li>
 	<li>Real people engaging authentically</li>
 	<li>Opportunities for individual reflection</li>
 	<li>Knowledge sharing and peer facilitation</li>
 	<li>Arguing (constructively) together</li>
 	<li>Learners, not instructors, at the center</li>
 	<li>Human stories expertly told</li>
</ol>
Pre-read: <a href="https://cohort.nomadiclearning.com/cohort-based-learning-report">Cohort-Based Learning at Scale – Eight Principles for Success</a> (Nomadic, 2022)

JBA/ELE Leading L&D 4: From Executives to Everyone

marcie.stern

Executives &amp; Thought Leaders share insights &amp; strategies for
Leading L&amp;D with Josh Bersin Academy

ELE Team-Leader Members can register online for this 5-week cohort program: <a title="JBA/ELE Leading L&amp;D Cohort Program" href="https://ideation-lab.s3.amazonaws.com/LC_DesigningCohortLearning/2022SEP-flyer_LeadingL-D_JBA-ELE_Cohort.pdf" target="_blank" rel="noopener">PDF Flyer (2-pages)</a>

Discussion Group 3: From Individuals to Cohorts | Experiencing Global Cohort Learning on the Josh Bersin Academy platform optimized to scale.

In this dynamic session, participants explored the power of cohort-based learning through the Josh Bersin Academy platform. The discussion centered on the shift from individual-focused learning to cohort experiences, emphasizing how this approach can drive sustained behavior change and enhance learning outcomes.
<blockquote>A key quote that resonated throughout the session was from Ann: "Sustained Behavior change is the outcome of a harmonized set of systems."</blockquote>
This sentiment underscores the importance of creating holistic learning environments that support long-term growth and development.

Key Takeaways:
1. Semisynchronous, Cohort-Based Learning Design: The session highlighted the effectiveness of a flexible yet engaging learning approach. This design allows participants to learn at their own pace while still benefiting from group interactions and discussions. The semisynchronous nature ensures that no one falls behind, as learners can easily catch up and remain part of the cohort experience.
2. Challenges in Measuring L&amp;D Impact: Participants discussed the ongoing challenge of demonstrating the value of L&amp;D initiatives, particularly for leadership development programs. While immediate results are often elusive, the session explored strategies for illustrating impact, including the use of engagement metrics, best practice data, and long-term outcome measurements.
3. Power of Peer Learning: The session emphasized the significant value of diverse perspectives within a cohort. Participants shared how insights from peers led to "aha moments" and fresh ideas, helping them overcome challenges in their own projects and roles. This collaborative aspect of cohort learning emerged as a key driver of engagement and learning effectiveness.
By experiencing this cohort-based learning approach firsthand, participants gained valuable insights into how to implement and optimize similar programs in their own organizations. The session demonstrated how the Josh Bersin Academy platform can be leveraged to scale this type of learning experience globally, fostering a harmonized system that supports sustained behavior change and continuous professional development in the field of L&amp;D.

<hr />

We are interested in diving deeper into cohort-based learning solutions and finding success using some or all of the eight principles:
<ol>
 	<li>Well-designed social interactions</li>
 	<li>A sense of safety and belonging</li>
 	<li>Real people engaging authentically</li>
 	<li>Opportunities for individual reflection</li>
 	<li>Knowledge sharing and peer facilitation</li>
 	<li>Arguing (constructively) together</li>
 	<li>Learners, not instructors, at the center</li>
 	<li>Human stories expertly told</li>
</ol>
Pre-read: <a href="https://cohort.nomadiclearning.com/cohort-based-learning-report">Cohort-Based Learning at Scale – Eight Principles for Success</a> (Nomadic, 2022)

JBA/ELE Leading L&D 3: From Individuals to Cohorts

nick.allen

carole.widmer

janna.scheese

john.kelly

Session Focus: Case Study that dives deep into Coaching as a Capability Solution, Marketing, Measurement, and more.
This session presented a compelling case study from Physicians Immediate Care, demonstrating how a comprehensive coaching program can address organizational challenges and drive positive change.

<blockquote>
The presenter emphasized, "We really wanted to push coaching as the main focus of the solution because especially after the initial push, coaching as a development opportunity was going to be the solution to keep scaling."
</blockquote>
Key Takeaways:

<ol class="-mt-1 list-decimal space-y-2 pl-8">
 	<li class="whitespace-normal break-words">Comprehensive Approach: Implementing coaching across all organizational levels improves retention, engagement, and productivity.</li>
 	<li class="whitespace-normal break-words">Leadership Buy-in and Modeling: Success depends on leadership support and active engagement in coaching practices.</li>
 	<li class="whitespace-normal break-words">Adaptability and Continuous Improvement: Flexibility in coaching strategies is crucial for long-term success, especially during organizational changes.</li>
</ol>
This session offered practical insights into leveraging coaching as a strategic tool for organizational development, applicable across various industries and company sizes.

Global Coaching Strategies for Capability Building

richard.busby

tomas.ramirez

geovanny.andino

Coaching

diversity &amp; inclusion

mike.rockelmann

leslie.lighton-humphreys

hybrid workplace

hybrid learning

Executives &amp; Thought Leaders share insights &amp; strategies for
Leading L&amp;D with Josh Bersin Academy

ELE Team-Leader Members can register online for this 5-week cohort program: <a title="JBA/ELE Leading L&amp;D Cohort Program" href="https://ideation-lab.s3.amazonaws.com/LC_DesigningCohortLearning/2022SEP-flyer_LeadingL-D_JBA-ELE_Cohort.pdf" target="_blank" rel="noopener">PDF Flyer (2-pages)</a>

Discussion Group 2: From Inputs to Outcomes | Experiencing Global Cohort Learning on the Josh Bersin Academy platform optimized to scale.

In this insightful session, L&amp;D professionals explored the transition from input-focused learning to outcome-driven experiences through the lens of a global cohort learning program. Participants engaged with the Josh Bersin Academy platform, designed to optimize scalable learning experiences.
The discussion revealed three key takeaways essential for modern L&amp;D practitioners:

<ol class="-mt-1 list-decimal space-y-2 pl-8">
 	<li class="whitespace-normal break-words">The Power of Peer Interaction: Cohort learning thrives on active engagement and experience sharing among peers. This interaction not only enhances the learning experience but also builds valuable professional connections that extend beyond the program.</li>
 	<li class="whitespace-normal break-words">Time Management is Crucial: Success in cohort programs hinges on participants' ability to carve out dedicated time for learning activities. Treating learning time with the same priority as other critical tasks is fundamental to maximizing the benefits of the program.</li>
 	<li class="whitespace-normal break-words">Concise Content Delivery: The effectiveness of learning content is closely tied to its brevity and focus. Short, impactful content – particularly videos ranging from 90 seconds to 3 minutes – proves most effective in maintaining engagement and knowledge retention.</li>
</ol>
<blockquote>
Highlighting the importance of concise content delivery, one participant noted, "It's harder, it takes more time, but if you show flip out a video to 10,000 people and it's 10 minutes longer than it needs to be, the number of minutes that are wasted by the organization is crazy." This statement underscores the critical balance between content creation effort and organizational efficiency in learning delivery.
</blockquote>
By focusing on these key elements, L&amp;D professionals can design and implement more effective, engaging, and impactful learning experiences that drive meaningful outcomes for both individuals and organizations.

JBA/ELE Leading L&D 2: From Inputs to Outcomes

marsha.love-morrow

ariel.mcgrew

teresa.henderson

shailesh.kamath

Executives &amp; Thought Leaders share insights &amp; strategies for
Leading L&amp;D with Josh Bersin Academy

ELE Team-Leader Members can register online for this 5-week cohort program: <a title="JBA/ELE Leading L&amp;D Cohort Program" href="https://ideation-lab.s3.amazonaws.com/LC_DesigningCohortLearning/2022SEP-flyer_LeadingL-D_JBA-ELE_Cohort.pdf" target="_blank" rel="noopener">PDF Flyer (2-pages)</a>

Kick-off and Introduction for experiencing Global Cohort Learning on the Josh Bersin Academy platform optimized to scale with ELE’s strong community will be on September 7, 2022.

The Leading L&amp;D Cohort Program kick-off session introduced participants to an innovative learning experience that combines the power of global cohort learning with the flexibility of a cutting-edge digital platform. The Josh Bersin Academy, in partnership with ELE (Executive Learning Exchange), has created a program that promises to revolutionize how L&amp;D professionals learn and grow together.

<blockquote>
As Laura Clark, VP of Sales for Josh Bersin Academy, emphasized: "Our approach to the content in anyone one of our programs is the mixture of theory and real-world application that help the Learners take what they've learned and apply it immediately to their work."
</blockquote>
This philosophy underpins the entire program, ensuring that participants gain not just knowledge, but actionable insights they can implement in their organizations.

<h2 class="font-600 text-xl font-bold">Key Takeaways</h2>
<ol class="-mt-1 list-decimal space-y-2 pl-8">
 	<li class="whitespace-normal break-words">Flexible, Manageable Learning: The program is designed to fit seamlessly into your work life. Each weekly module, called a "Field Manual," requires only about an hour of your time. You have the flexibility to complete the work at your own pace within the week, making it easy to balance with your other professional responsibilities. This approach truly embodies learning in the flow of work.</li>
 	<li class="whitespace-normal break-words">Collaborative and Interactive: The Josh Bersin Academy platform fosters a rich, collaborative learning environment. Through comments, discussions, and voting features, you'll have the opportunity to engage with and learn from other L&amp;D professionals in your cohort. This peer-to-peer learning adds a valuable dimension to the course content, allowing you to benefit from the diverse experiences and insights of your fellow participants.</li>
 	<li class="whitespace-normal break-words">Practical Application: The program strikes a perfect balance between theory and practice. By combining conceptual learning with real-world applications, you'll be able to immediately apply what you've learned to your work. This practical approach, supplemented by optional weekly discussions and a culminating in-person session, will equip you with actionable strategies to drive impact in your organization.</li>
</ol>
<h2 class="font-600 text-xl font-bold">Looking Ahead</h2>
As we embark on this learning journey together, we encourage you to fully engage with the platform, your peers, and the content. The program's high completion rate of over 85% speaks to its engaging and valuable nature. Whether you're looking to earn SHRM credits, expand your professional network, or gain cutting-edge insights in L&amp;D, this cohort program offers a unique opportunity to grow and excel in your field.
Stay tuned for our weekly modules and optional discussion sessions. Remember, the more you put into this experience, the more you'll get out of it. Let's learn, collaborate, and innovate together in this global cohort learning adventure!

Leading L&D Cohort Program | Kick-off & Introduction

laura.clark

WeLearn

Session Focus: “Connecting  the Dots” for creating engaging onboarding experiences for a hybrid workforce


This session provided valuable insights on rethinking onboarding for today’s hybrid workforce. As we adapt to remote and flexible work environments, it’s clear that traditional, one-time onboarding processes no longer suffice. Senior HR leaders must focus on creating experiences that foster deeper connections, cultural integration, and sustained engagement for new hires.
<blockquote>As Bill Ryan pointed out, "Onboarding isn't just orientation; it's an ongoing process that integrates both technology and culture to create meaningful connections across the organization."</blockquote>
This shift toward continuous onboarding ensures that employees not only reach proficiency but also feel integrated into the broader organizational fabric.

Here are three key takeaways that senior HR talent leaders should consider:
<ol>
 	<li>Onboarding as a Continuous Process: Move beyond the transactional view of onboarding. Focus on long-term cultural integration and regular feedback loops to ensure new hires are supported well after their first day.</li>
 	<li>Leveraging Technology for Scalability: Use technology to automate routine tasks and provide scalable solutions for hybrid work environments. This allows HR teams to manage larger onboarding cohorts while maintaining a personalized touch.</li>
 	<li>Creating Intentional Connections: Ensure that onboarding is designed to build meaningful relationships, both within teams and across departments. This can be achieved through buddy systems, virtual check-ins, and cross-functional collaboration that fosters a sense of belonging.</li>
</ol>
By embracing these strategies, HR leaders can create onboarding experiences that not only meet compliance requirements but also build strong, engaged communities within the organization.

Creating Engaging Onboarding Experiences for the Hybrid Workforce

Future of Work

mentoring

employee experience

individual development plan

bill.ryan

hybrid onboarding

erin.higgins

jr.burch

iris.farley

employee retention

workplace culture

Diversity and Inclusion

remote work

HRLeadership

OnboardingStrategy

HRTechnology

ContinuousOnboarding

HRBestPractices

Session Focus: CDW develops line managers globally to become better remote leaders.


This session provided valuable insights into rethinking leadership development in a remote-first world. One of the standout lessons was the need to move beyond traditional, rigid training programs.
<blockquote>As Katrina Williams shared, “We didn’t want this to be a checkbox; we designed it to be flexible and engaging, something that leaders could consume in their own time.”</blockquote>
This approach led to one of the most effective leadership programs CDW had ever run, driven by peer collaboration and a flexible structure.

For senior HR talent leaders, three key takeaways emerged:
<ol>
 	<li>Adaptability and Flexibility in Leadership Programs: Leadership development must adapt to changing environments. Flexible, self-paced learning enables leaders to balance professional demands while still building crucial skills.</li>
 	<li>Cohort-Based Learning and Peer Engagement: Encouraging peer-to-peer learning and authentic discussions fosters continuous collaboration. This cohort model proved highly effective in enhancing leadership capabilities through shared experiences.</li>
 	<li>Bite-Sized Learning to Enhance Retention: Delivering content in small, digestible segments ensures better engagement and retention. Leaders can reflect, collaborate, and apply their learnings in real time, making the program more impactful and manageable.</li>
</ol>
HR leaders looking to revitalize their leadership programs should consider integrating these principles to drive higher engagement and long-term success.

Remote Leadership Skills | Designing Cohort Learning to Scale

microlearning

talent management

katrina.williams

diego.frausto

learning and development

employee development

alan.todd

HR leadership

Leadership Skills

Leadership Training

remote leadership

flexible work

workspace culture

excutive leadership

Deloitte

Session Focus: Global DEI learning journey combining on-the-job application, peer coaching, and experiential learning to improve business impact.


This session provided deep insights into designing impactful DEI programs that go beyond traditional compliance training.
<blockquote>Julian Malnak from Goodyear emphasized the importance of cohort-based learning by stating, “Our reason for cohort learning is to make it not feel like a compliance exercise. If it becomes a box-checking activity, the impact is lost.” </blockquote>
This reflects a broader shift in DEI training—one that prioritizes meaningful engagement over mere completion.

Here are three key takeaways for senior HR talent leaders looking to design more effective DEI programs:
<ol>
 	<li>Prioritize Social Learning and Interaction: DEI topics demand real, honest conversations. By implementing cohort-based learning, organizations can foster deeper engagement and personal connection with DEI issues, helping participants reflect on their own biases and behaviors.</li>
 	<li>Avoid Compliance Mindsets: Successful DEI initiatives must feel purposeful and not just another box to check. HR leaders should focus on creating programs that inspire reflection, self-awareness, and actionable steps, rather than mandating participation.</li>
 	<li>Design for Flexibility and Reflection: Asynchronous learning allows participants to digest and reflect on sensitive DEI topics at their own pace. Providing flexibility while maintaining engagement ensures that employees feel included and can fully participate in these critical discussions.</li>
</ol>
By following these strategies, HR leaders can create DEI programs that have a lasting impact, fostering a culture of inclusion and belonging within their organizations.

DEI Transformation | Designing Cohort Learning to Scale

inclusion

julian.malnak

employee engagement

erg-brg dei groups

Equitable Inclusive

organizational development

diversity

belonging

DEIB

brian.bianca

HR Strategy

workplace diversity

Session Focus: Summarize lessons learned from the case studies presented during previous live discussions.


This session provided invaluable insights into the evolving role of cohort-based learning and its potential to transform talent development strategies. A key takeaway was the importance of creating diverse, cross-functional learning groups.
<blockquote>As noted by Alan Todd, "Heterogeneous networks outperform homogeneous networks... The more you increase diversity across all components, the better the network performs."</blockquote>
Here are three strategic takeaways for senior HR talent leaders to consider:
<ol>
 	<li>Prioritize Diversity in Learning Groups: Building diverse cohorts—across age, role, experience, and background—can drive creativity and innovation. By encouraging cross-functional collaboration, you’ll help foster a culture of inclusivity and shared learning across your organization.</li>
 	<li>Leverage Technology for Deeper Insights: Advanced tools like AI and natural language processing can track engagement, uncover barriers, and provide real-time analytics. These technologies enable HR leaders to make informed decisions about their learning programs, boosting both participation and effectiveness.</li>
 	<li>Adopt Simple, Scalable Learning Models: Keep learning interventions manageable with bite-sized daily sessions, followed by live group discussions to reinforce knowledge. This structured, yet flexible approach not only increases retention but also allows for easier scaling across teams and departments.</li>
</ol>
By applying these insights, HR leaders can create impactful, scalable, and inclusive learning environments that meet the needs of today’s dynamic workforce.

Benchmarking | Designing Cohort Learning to Scale

azizeh.constantinescu

benchmarking

tamora.martin

ira.hall

HR Analytics

Goodyear Tire & Rubber Company

Session Focus: Goodyear cohort-based onboarding for new hires.


This session provided valuable insights into transforming onboarding processes to create a lasting impact on new hires. One key takeaway was the shift in focus from traditional metrics to more meaningful measures.
<blockquote>As Julian Malnak emphasized: “You have to rethink what you’re measuring and how you’re going to tell your story. I would suggest focusing on engagement, not completion.”</blockquote>
For senior HR talent leaders, the session underscored three important strategies for designing effective onboarding programs:
<ol>
 	<li>Prioritize Process Over Tools: Before adopting new technology, evaluate your existing onboarding processes. Even the best tools can fall short if the underlying processes are flawed or misaligned.</li>
 	<li>Engagement Over Completion: Focus on how well new hires are engaging with the content, their teams, and the company’s culture. Measuring engagement offers deeper insights into long-term employee retention and performance than simply tracking course completion.</li>
 	<li>Create a Distinctive Experience from Day One: First impressions matter. Ensure your onboarding process reflects the company’s culture and values from the outset, setting a strong foundation for employee satisfaction and loyalty.</li>
</ol>
By shifting to a data-driven, engagement-focused approach, HR leaders can create onboarding experiences that resonate with employees and contribute to long-term organizational success.

Onboarding | Designing Cohort Learning to Scale

Integrated Talent Management

Performance Improvement

daryl.fleary

EmployeeEngagement

EmployeeExperience

HR Metrics

onboarding strategy

talent acqui

DX Learning Solutions

Session Focus: Let’s talk about talent strategies for Measuring Coaching Impact


This session provided valuable insights into the transformative power of coaching in leadership development and organizational success.
<blockquote>As highlighted by Michelle Gonzales and Alex Draper, "The ultimate goal of coaching is human betterment... If we improve a leader, it leads to a better employee experience."</blockquote>
This simple yet profound truth emphasizes the lasting impact of coaching on both individual leaders and the teams they lead.

Here are three key takeaways for senior HR talent leaders:
<ol>
 	<li>Coaching Drives Leadership and Organizational Growth: Coaching helps unlock the potential of leaders, fostering personal and professional growth. When leaders improve, it directly influences team performance and strengthens overall company culture. Make coaching a central component of leadership development.</li>
 	<li>Shift from Command-and-Control to Empowerment: Today’s workforce expects more than traditional top-down management. Coaching nurtures decision-making skills and promotes an empowering, empathetic approach. Senior HR leaders should build a coaching culture that encourages autonomy and development at all levels.</li>
 	<li>Measuring the Impact of Coaching: Investing in coaching is only effective if outcomes are measurable. Align coaching programs with key business metrics such as leadership effectiveness, team performance, and employee engagement. This ensures coaching delivers tangible returns and fosters accountability.</li>
</ol>
For senior HR leaders, coaching is not just a leadership tool; it’s a pathway to a more engaged, high-performing organization.

Measuring Coaching Impact

alex.draper

LeadershipDevelopment

CoachingCulture

UL Solutions

Session Focus: UL Solutions combines peer learning, on-the-job application, group coaching, and experiential learning for yellow belt certification to increase on-the-job application and improve business impact.

&nbsp;

This session provided invaluable insights into the power of cohort-based learning and how a learner-centric, feedback-driven approach can drastically improve training outcomes.
<blockquote>One of the standout moments came when Azizeh Constantinescu shared: "Our learners co-created this program with us... We continuously made modifications based on their feedback."</blockquote>
This quote underscores the importance of involving employees in the learning process, ensuring that programs remain relevant and effective through continuous feedback and improvement.

Here are three key takeaways that HR leaders should focus on:
<ol>
 	<li>Learner-Centric Design is Crucial: Shifting from a top-down instructional approach to one where learners actively pull information ensures better retention and engagement. HR leaders should prioritize programs that put employees in control of their learning.</li>
 	<li>Continuous Feedback Fuels Improvement: Real-time feedback and iterative program design allow training to stay aligned with learner needs. By embracing this agile approach, HR leaders can build adaptable learning experiences that resonate with their workforce.</li>
 	<li>Balance Information with Practical Application: Increasing hands-on, practical activities rather than focusing solely on content delivery leads to more successful on-the-job application. HR leaders should emphasize learning designs that provide opportunities for employees to apply concepts in real-world scenarios.</li>
</ol>
By integrating these principles, senior HR talent leaders can create training programs that not only engage employees but also drive measurable results in performance and development.

Yellow Belt Lean Six Sigma Certification | Designing Cohort Learning to Scale

newton.moore

alison.cowan

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