Dashboard

Forms

Page banners

Plan landings

Main navigation

Gallery

Upload

Media library

Memberships

All tickets

Create ticket

Prepaid tickets

Users

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.

UPCOMING CALENDAR

LATEST IDEA EXCHANGE

RECENT INSIGHTS

WHO WE ARE

Schedule a Meetup

About ELE

Schedule a Local Meetup

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

Community-Powered Calendar

Signal what matters most. Your vote shapes what this community tackles next.

Companies In Our Network

Contact ELE

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.

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

Simple Rules: Alignment, Process, Relationships

leadership

Leadership

steve.king

leadership development

helping managers

strategic alignment

alignment

process management

framework

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

Clients and Suppliers have the potential to be powerful allies, enabling each other's growth. Clients seek learning services partners with the expertise they need to achieve results quickly. Yet all too often, we don't realize what we hoped for, and both parties end up frustrated by unmet expectations. Budget pressures and staff cuts have increased the pressure, and the tendency to blame each other when deadlines are missed or deliverables are off-target.

This session will be an interactive discussion of best (and a few worst) practices from both the client and supplier perspectives. Marty Murrillo served as Intrepid Learning Solutions' client manager for a large scale outsourcing partnership with Boeing. Judy Albers led JPMorganChase's learning technologies function before joining Intrepid, where she managed relationships with LMS and online content suppliers. Marty and Judy will share their experiences and facilitation with a discussion of strategies for establishing and maintaining solid partnerships, avoiding common pitfalls, and delivering reliable results.

Together with session participants, Marty and Judy will share and discuss lessons learned as clients and suppliers, providing a take­away list for all who attend.

Client-Supplier Relationships in Chicagoland: Are You in the Groove Like Jake and Elwood Blues, or at Odds Like Al Capone & Elliott Ness? @ Intrepid Learning Solutions

people strategy

judy.albers

customer service

vendor management

vendors

The professional landscape is transforming, and the only way to maintain a competitive advantage is to maximize the unique skills of your workforce. In Humanity Works, bestselling author, global workplace consultant, and futurist Alexandra Levit provides a guide to making the most of the human traits of creativity, judgment, problem-solving and interpersonal sensitivity. Revealing what the 'robot takeover' will really look like, how talent and machines can work side by side and how you can make organizational structures more agile and innovation-focused, this book will prepare you to lead organizations of the future.

Humanity Works doesn't just explain the fascinating trends of the future of work; it condenses cutting-edge academic and business thinking to show what you can do about the future right now. Original, real-life case studies including Nestle, The Washington Post, Deloitte, and Pepsi combined with exercises and workplace tools will equip you for staying innovative and successful in the wake of major workplace disruption. Everything hinges on capturing the human edge in your organization.

Humanity Works: Merging Technologies and People for the Workforce of the Future

future of work

Future of Work

digital transformation

alexandra.levit

communities of practice

Knowledge

michael.hruska

baryons.aimentor

We are entering what has often been described as the fourth industrial revolution. The power and influence that corporate institutions hold over wider society have reached new heights, as global brands and technological monopolies infiltrate every aspect of modern life. Many traditional organizations are unprepared for this changing world, as they fail to recognize the extent of the changes that are required to operate competitively in the new digital world.

With these cultural and technological shifts has also come a newfound focus on the distribution of information assets and human capital across the world, and in real-time. Share demonstrates the importance of developing new business models based on sharing, reciprocity, and cooperation, as authors Chris Yates and Linda Jingfang Cai challenge corporate executives and institutional leaders to reconsider how their organizations may benefit from engaging more effectively with local communities and wider societies.

Share: How Organizations Can Thrive in an Age of Networked Knowledge, Power and Relationships

linda.cai

This expanded edition of The Go-Giver includes the text of the original business parable, together with a foreword by Arianna Huffington, a new intro­duction, a discussion guide, and a Q&amp;A with the authors.

“Most people just laugh when they hear that the secret to success is giving....Then again, most people are nowhere near as successful as they wish they were.”

The Go-Giver tells the story of an ambitious young man named Joe who yearns for success. Joe is a true go-getter, though sometimes he feels as if the harder and faster he works, the further away his goals seem to be. Desperate to land a key sale at the end of a bad quarter, he seeks advice from the enigmatic Pindar, a legendary consultant referred to by his many devotees sim­ply as the Chairman.

Over the next week, Pindar introduces Joe to a series of “go-givers”: a restaurateur, a CEO, a financial adviser, a real estate broker, and the “Connector” who brought them all together. Pindar’s friends teach Joe the Five Laws of Stratospheric Success and help him open himself up to the power of giving. Joe learns that changing his focus from getting to giving—putting others’ interests first and continually adding value to their lives—ultimately leads to unexpected returns.

Imparted with wit and grace, The Go-Giver is a classic bestseller that brings to life the old proverb “Give and you shall receive.” Since its original publication, the term “go-giver” has become shorthand for a defining set of values embraced by hundreds of thousands of people around the world. Today this timeless story continues to help its readers find fulfillment and greater success in business, in their personal lives and in their communities.

The Go-Giver: A Little Story About a Powerful Business Idea

Engagement &amp; Culture

talent management

employee engagement

servant leadership

yolanda.mangram

organizational culture

HR Innovation

Professional Growth

Team Dynamics

Strategic HR

values-based leadership

executive coaching

Human Capital

Business Philosophy

Influence Strategies

Unified Analysis & Measurement Strategy | Reverse Kirkpatrick Model + Needs Assessment

Login