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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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Bring a real bottleneck. Name what's stuck, what's at stake, and why it matters now.

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Find the peer conversation that moves your work forward.The right exchange builds better leaders, closes capability gaps, and cuts through what internal meetings can't.

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.

Get answers about how Executive Learning Exchange (ELE) works — peer-powered leadership development that fixes real work issues, reverses burnout, and accelerates business value. No programs. No vendors. In the flow of work.

Real challenges. Real peers. Clear next moves.

This is where people-leaders get sharper.

Want ELE to come to you? Propose a local gathering — the community decides what gets scheduled.

Rush Health

Session Focus: Building Relationships &amp; Rapport, Influencing Others, Political Savviness

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

✅ This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization’s strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.
<ol>
 	<li>First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.</li>
 	<li>Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.</li>
 	<li>Finally, we will explore key considerations and skills required to build and maintain client relationships.</li>
</ol>
During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Client Resistance</li>
 	<li>Data Gathering, Data Analysis &amp; Diagnosis</li>
 	<li>Generating Options and Taking Action</li>
 	<li>Building Relationships &amp; Rapport (Session 8)</li>
</ul>

How To Be a Consultative Learning Partner 8 | Building Relationships & Rapport

Sales &amp; Customer Service

kery.mortenson

Project Management

Operations

tomas.ramirez

learning culture

consultative

relationship building

laura.schart

jesse.james

agility

teresa.oliszewicz

wendi.barlow

trust

improving engagement

relationship resiliency

planning

Session Focus: Generating Options and Taking Action, Recommendation &amp; Implementation, Change Management

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

✅ This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization’s strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.
<ol>
 	<li>First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.</li>
 	<li>Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.</li>
 	<li>Finally, we will explore key considerations and skills required to build and maintain client relationships.</li>
</ol>
During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Client Resistance</li>
 	<li>Data Gathering, Data Analysis &amp; Diagnosis</li>
 	<li>Generating Options and Taking Action (Session 7)
</li>
 	<li>Building Relationships &amp; Rapport</li>
</ul>

How To Be a Consultative Learning Partner 7 | Generating Options and Taking Action

Session Focus: Data Gathering Methods, Resistance to Data Sharing, Data Analysis &amp; Diagnosis


The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

✅ This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization’s strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.
<ol>
 	<li>First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.</li>
 	<li>Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.</li>
 	<li>Finally, we will explore key considerations and skills required to build and maintain client relationships.</li>
</ol>
During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Client Resistance</li>
 	<li>Data Gathering, Data Analysis &amp; Diagnosis (Session 6)</li>
 	<li>Generating Options and Taking Action</li>
 	<li>Building Relationships &amp; Rapport</li>
</ul>

How To Be a Consultative Learning Partner 6 | Data Gathering, Data Analysis & Diagnosis

relationship resilience

Session Focus: Client Resistance


The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

✅ This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization’s strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.
<ol>
 	<li>First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.</li>
 	<li>Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.</li>
 	<li>Finally, we will explore key considerations and skills required to build and maintain client relationships.</li>
</ol>
During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Client Resistance (Session 5)</li>
 	<li>Data Gathering, Data Analysis &amp; Diagnosis</li>
 	<li>Generating Options and Taking Action</li>
 	<li>Building Relationships &amp; Rapport</li>
</ul>

How To Be a Consultative Learning Partner 5 | Client Resistance

richard.busby

Session Focus: Contracting (continue)

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

? This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization’s strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Contracting (Session 4)</li>
 	<li>Resistance</li>
 	<li>Data Gathering &amp; Diagnosis</li>
 	<li>Moving Forward</li>
 	<li>Key Considerations for Client Relationship</li>
</ul>

How To Be a Consultative Learning Partner 4 | Contracting

improvement engagement

Session Focus: Client Engagement


The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

💥 This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization’s strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

✅ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

✅ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

✅ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement (Session 3)</li>
 	<li>Resistance</li>
 	<li>Data Gathering &amp; Diagnosis</li>
 	<li>Moving Forward</li>
 	<li>Key Considerations for Client Relationship</li>
</ul>

How To Be a Consultative Learning Partner: Client Engagement

dirk.tussing

nick.allen

janice.simmons

cavinda.caldera

Session Focus: Internal Consultant Role

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

? This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization’s strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

✅ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

✅ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

✅ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role (Sessions 1 &amp; 2)</li>
 	<li>Client Engagement</li>
 	<li>Resistance</li>
 	<li>Data Gathering &amp; Diagnosis</li>
 	<li>Moving Forward</li>
 	<li>Key Considerations for Client Relationship</li>
</ul>

How To Be a Consultative Learning Partner: Consultant Roles, Skills and Competencies

chris.lazzerini

edward.desrosiers

monica.macfarlane

Executive Learning Exchange (ELE)

Session Focus: Internal Consultant Role

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

? This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization’s strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role (Sessions 1 &amp; 2)</li>
 	<li>Client Engagement</li>
 	<li>Resistance</li>
 	<li>Data Gathering &amp; Diagnosis</li>
 	<li>Moving Forward</li>
 	<li>Key Considerations for Client Relationship</li>
</ul>

How To Be a Consultative Learning Partner: Internal Consultant Role

alison.cowan

lisa.williams

Session Focus: Building Relationships &amp; Rapport, Influencing Others, Political Savviness

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

? This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization's strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Client Resistance</li>
 	<li>Data Gathering, Data Analysis &amp; Diagnosis</li>
 	<li>Generating Options and Taking Action</li>
 	<li>Building Relationships &amp; Rapport (Session 8)</li>
</ul>
ELE Produces this Learning Circle: How To Be a Consultative Learning Partner

single-event

Team Leaders

Your Teams

Learning Circles

online event

Session Focus: Generating Options and Tacking Action, Recommendation &amp; Implementation, Change Management

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization's strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Client Resistance</li>
 	<li>Data Gathering, Data Analysis &amp; Diagnosis</li>
 	<li>Generating Options and Tacking Action (Session 7)
</li>
 	<li>Building Relationships &amp; Rapport</li>
</ul>
ELE Produces this Learning Circle: How To Be a Consultative Learning Partner

Session Focus: Data Gathering Methods, Resistance to Data Sharing, Data Analysis &amp; Diagnosis


The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization's strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Client Resistance</li>
 	<li>Data Gathering, Data Analysis &amp; Diagnosis (Session 6)</li>
 	<li>Generating Options and Taking Action</li>
 	<li>Building Relationships &amp; Rapport</li>
</ul>
ELE Produces this Learning Circle: How To Be a Consultative Learning Partner

Session Focus: Client Resistance


The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization's strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Client Resistance (Session 5)</li>
 	<li>Data Gathering, Data Analysis &amp; Diagnosis</li>
 	<li>Generating Options and Taking Action</li>
 	<li>Building Relationships &amp; Rapport</li>
</ul>
ELE Produces this Learning Circle: How To Be a Consultative Learning Partner

Session Focus: Resistance

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization's strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Resistance (Session 4)</li>
 	<li>Data Gathering &amp; Diagnosis</li>
 	<li>Moving Forward</li>
 	<li>Key Considerations for Client Relationship</li>
</ul>
ELE Produces this Learning Circle: How To Be a Consultative Learning Partner

How To Be a Consultative Learning Partner 4 | Resistance

Session Focus: Client Engagement


The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization's strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li> Client Engagement (Session 3)</li>
 	<li>Resistance</li>
 	<li>Data Gathering &amp; Diagnosis</li>
 	<li>Moving Forward</li>
 	<li>Key Considerations for Client Relationship</li>
</ul>
ELE Produces this Learning Circle: How To Be a Consultative Learning Partner

How To Be a Consultative Learning Partner 3 | Client Engagement

Session Focus: Internal Consultant Role

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization's strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li> Internal Consultant Role (Sessions 1 &amp; 2)</li>
 	<li>Client Engagement</li>
 	<li>Resistance</li>
 	<li>Data Gathering &amp; Diagnosis</li>
 	<li>Moving Forward</li>
 	<li>Key Considerations for Client Relationship</li>
</ul>
ELE Produces this Learning Circle: How To Be a Consultative Learning Partner

How To Be a Consultative Learning Partner 2 | Internal Consultant Role

How To Be a Consultative Learning Partner 1

<div class="event-content">

Session Focus: Managing Projects with Microsoft Teams
Case study: Embracing agile Project Management with Teams

Are you prepared for the future? Organizations need us, HR and L&amp;D, to help enable new ways of collaborating that engage, streamline, and keep people connected. We can make this happen with a focus on the critical team and individual practices and leveraging the right tools, which we may already have at our fingertips.

During this series of six one-hour interactive sessions, we will learn together. Both the challenges and best practices for leading a remote/hybrid team while increasing collaboration using MS Teams correctly:
<ul>
 	<li>Leveraging Teams for Learning</li>
 	<li>Managing Your Personal Experiences with MS-Teams</li>
 	<li>Finding and managing files, chats, people, and more</li>
 	<li>Moving from Zoom/Adobe Connect/GoToMeeting to MS-Teams</li>
 	<li>Transitioning from MS-Outlook to MS-Teams</li>
 	<li>Managing projects with MS-Teams</li>
</ul>
Going back to the office will never be the same. After the pandemic, hybrid teams are now the new normal.
<ul>
 	<li>Use this as an opportunity to change your organization for the better by learning practical tips and best practices in effectively leading hybrid teams</li>
 	<li>Learn new approaches for virtual meetings using Microsoft Teams</li>
</ul>
This highly interactive session will allow you to upskill yourself while experimenting with MS-Teams for delivering online learning.

ELE produces this Upskilling HR for Digital Transformation Learning Circle that explores one or more of The Three Gaps uncovered by i4cp research on Automating Work: The Human/AI Intersection
<ul>
 	<li>The Organizational Capability Gap</li>
 	<li>The Workforce Motivation Gap</li>
 	<li>The HR Readiness Gap</li>
</ul>
<a href="https://www.i4cp.com/productivity-blog/work-automation-and-ai-mind-the-three-gaps" data-elementor-open-lightbox=""><img src="https://www.learningexecutive.com/wp-content/uploads/2019/10/2019CHIE_WorkAutomationResearch_i4cp2-300x156.jpg" sizes="(max-width: 300px) 100vw, 300px" srcset="https://www.learningexecutive.com/wp-content/uploads/2019/10/2019CHIE_WorkAutomationResearch_i4cp2-300x156.jpg 300w, https://www.learningexecutive.com/wp-content/uploads/2019/10/2019CHIE_WorkAutomationResearch_i4cp2-768x399.jpg 768w, https://www.learningexecutive.com/wp-content/uploads/2019/10/2019CHIE_WorkAutomationResearch_i4cp2.jpg 770w" alt="Work Automation Research (2019, 4cp)" width="300" height="156" data-pagespeed-url-hash="1829386431" /> </a>

</div>

Managing Projects with Microsoft Teams: Microsoft Teams for L&D 6

Digital &amp; AI

collaborative learning

upskilling

richard.rykhus

virtual teams

Upskilling MS-Teams

communication

Session Focus: Navigating your way around Microsoft Teams
Case study: Sharing, managing and finding files, chats, and people with Teams

Are you prepared for the future? Organizations need us, HR and L&amp;D, to help enable new ways of collaborating that engage, streamline, and keep people connected. We can make this happen with a focus on the critical team and individual practices and leveraging the right tools, which we may already have at our fingertips.
<iframe src="https://www.youtube.com/embed/cwdiG4jrpqU" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe>
During this series of six one-hour interactive sessions, we will learn together. Both the challenges and best practices for leading a remote/hybrid team while increasing collaboration using MS Teams correctly:
<ul>
 	<li>Leveraging Teams for Learning</li>
 	<li>Managing Your Personal Experiences with MS-Teams</li>
 	<li>Finding and managing files, chats, people, and more</li>
 	<li>Moving from Zoom/Adobe Connect/GoToMeeting to MS-Teams</li>
 	<li>Transitioning from MS-Outlook to MS-Teams</li>
 	<li>Managing projects with MS-Teams</li>
</ul>
Going back to the office will never be the same. After the pandemic, hybrid teams are now the new normal.
<ul>
 	<li>Use this as an opportunity to change your organization for the better by learning practical tips and best practices in effectively leading hybrid teams</li>
 	<li>Learn new approaches for virtual meetings using Microsoft Teams</li>
</ul>
This highly interactive session will allow you to upskill yourself while experimenting with MS-Teams for delivering online learning.

&nbsp;

What to register for the next, one-hour session in two weeks?
Click here to open a new browser window for <a href="https://www.learningexecutive.com/evt/upskilling-teams-lc-4/" target="_blank" rel="noopener noreferrer">Upskilling HR for Digital Transformation: Teams Basics for Purposeful Collaboration 4</a> so you finish registering for this session first.

Upskilling HR for Digital Transformation: Teams Basics for Purposeful Collaboration 3

digital transformation

Digital

Discover

Last October at our Chicago ELE Exchange, Kirk Hallowell shared how Navistar L&amp;D is transforming traditional L&amp;D courses into a new Just-In-Time &amp; Peer Learning experience for leadership development.
As more L&amp;D groups are exploring curation, Ted &amp; Rochelle will walk through Kirk’s framework but for building better Project Management skills.

Departing from traditional classroom training, this framework involves an L&amp;D team partnered with a curated learning resource to offer a unique, six-session program focused on behavior change as a clear outcome. Participants are engaged in learning assignments and activities prior to each session. The hour-long, biweekly sessions are structured to assure that each individual has accountability for implementing new behaviors. Specific leadership issues and opportunities are addressed in a facilitated, peer coaching format. Participant’s take on accountability for their own improvement as well as encouraging and support the growth of others.

ELE Insights (a few curation resources uncovered):
<ul>
 	<li>ELE Customizable Job-aid: &lt;href="https: target="_blank" practicalprojectmanagerefresh.pdf"="" ele="" hrdq="" ideation-lab="" s3.amazonaws.com=""&gt;Practical Project Management &lt;/href="https:&gt;</li>
 	<li>Mindtools App (free download): Project Management Tools</li>
</ul>

Curating Tips to be a Better Project Manager: Cohort Experience Framework integrating Just-In-Time & Peer Learning

rochelle.house

ted.prohov1

Session Focus: Curating Tips to be a Better Project Manager
Cohort experience integrating Just-In-Time &amp; Peer Learning (an ELE Case Study)

Essential Forwarding-thinking Skill: The intersection of Design &amp; Development

This invite-only collaborative aligns with the research <a href="https://learningexecutive.com/influencer/karen-kocher/" target="_blank" rel="noopener noreferrer">Karen Kocher</a> shared on Oct 17, 2019, <a href="https://learningexecutive.com/2019/10/essential-behaviors-skills-driving-digital-cultural-transformation/" target="_blank" rel="noopener noreferrer">Essential Behaviors &amp; Skills Driving for 2019 and Beyond</a>. By participating in this 90-minute, highly interactive virtual learning circle, HR and Talent Development Team Leaders can build essential new skills critical as our workplaces are evolving.

Curation Learning Circle: Tips to be a Better Project Manager

curation

learning strategy

samir.desai

kirk.hallowell

learning experience

learning &amp; development

social learning

Froedtert ThedaCare Health

If You Build It, They May Not Come.

Learning leaders have long developed opportunities for development in silos and we have sometimes embraced our ivory towers, allowing consultation and strategic work to be completed by our HR Business Partner colleagues. This can cause a disconnect between what the organization and learners wants from the investments being made in learning. Our constituents begin to voice concerns about the number of courses, the time they are spending away from work and the results they are getting from learning opportunities. Learning professionals must find ways to unite their team and their customers in order to provide a significant impact.

To be seen as effective in the eyes of our organizations, this session will explore how to maximize internal learning team structures as well as guidelines for managing external relationships in new ways that can help organizations see learning professionals and programs in entirely different, positive ways.

This session will focus on providing insight into:
<ul>
 	<li>Explore ways to develop internal learning team structures in order to maximize effectiveness and learning outcomes in the organization</li>
 	<li>Identify tactics to transform the external learning relationships, processes and tactics in order to develop meaningful relationships with internal customers and ensure meaningful outcomes</li>
 	<li>Articulate adaptive learning mechanisms that help your organization see you and your learning colleagues in different ways and provide new paradigms for learning environments.</li>
</ul>

Case-Based Consultative Learning & Practice: High Engagement, Relationship Building and Adaptive Learning

brent.brazell

operations

strategic business partner

alignment

Most startups fail. But many of those failures are preventable. The Lean Startup is a new approach being adopted across the globe, changing the way companies are built and new products are launched.

Eric Ries defines a startup as an organization dedicated to creating something new under conditions of extreme uncertainty. This is just as true for one person in a garage or a group of seasoned professionals in a Fortune 500 boardroom. What they have in common is a mission to penetrate that fog of uncertainty to discover a successful path to a sustainable business.

The Lean Startup approach fosters companies that are both more capital efficient and that leverage human creativity more effectively. Inspired by lessons from lean manufacturing, it relies on “validated learning,” rapid scientific experimentation, as well as a number of counter-intuitive practices that shorten product development cycles, measure actual progress without resorting to vanity metrics, and learn what customers really want. It enables a company to shift directions with agility, altering plans inch by inch, minute by minute.

Rather than wasting time creating elaborate business plans, The Lean Startup offers entrepreneurs—in companies of all sizes—a way to test their vision continuously, to adapt, and adjust before it’s too late. Ries provides a scientific approach to creating and managing successful startups in an age when companies need to innovate more than ever.

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