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

About ELE

Companies In Our Network

Contact ELE

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.

ELE Group, LLC

Session Focus: Embracing the diversity of workstyles and bringing equity to the core of teams.

Some companies worry that hybrid work options will result in a productivity decline. By embracing the diversity of work styles, leaders can build trust and embrace the purpose of equity. Inclusion comes when leaders invite everyone to participate in the standards to which we’ve all agreed to work in this new space. Join our discussion as we reverse engineer DEI and how your team can feel supported in the hybrid workspace of your organization.

Together, let’s explore:

✅ Leaders are challenged to differentiate preferences in a way that is equitable and doesn’t get you in trouble for treating people differently. As leaders, what is the impact on equity and inclusion if we have a “sameness” approach because we believe we have to treat everyone the same?

✅ If you are a people leader, how does your style differ from other people in your team, and what are strategies you can do to be more inclusive for those who differ?

✅ As leaders or as an organization, how are you practicing tolerance of preference of workstyles (i.e. working parent vs single employee)?

If you would like to dig deeper into Embracing the diversity of workstyles and bringing equity to the core of teams, here are two resources:

✅ <a href="https://www.linkedin.com/pulse/diversity-inclusion-post-pandemic-world-shreya-choubey/" target="_blank" rel="noopener">DEI in Post Pandemic World</a> (Fortune, May 2020)

✅ <a href="https://fortune.com/2021/06/24/designing-for-inclusion-post-covid-office-workplace-business-leadership-dei/" target="_blank" rel="noopener">How Business Leaders are Designing for Inclusion in the Post Pandemic Workplace</a> (Fortune, June 2021)

This Learning Circle – Culture Shaping is produced by Executive Learning Exchange.

Workstyles Diversity: Shapes Culture, Equity, Inclusion And Belonging

engagement &amp; culture

Engagement &amp; Culture

Integrated Talent Management

retention

alison.cowan

tomas.ramirez

learning culture

culture

joanne.prochnow

jesse.james

return to workplace

Empathy

employee engagement

karen.gilley

lynn.yazbec

brigette.richaerson

trust

scenario planning

well-being

betty.hart

agile leaders

ruben.abarca

return to office

hybrid workplace

hybrid professional

julie.hassel

Equitable Inclusive

erika.whyte

LAK Group

Session Focus: Embracing the diversity of workstyles and bringing equity to the core of teams.

Some companies worry that hybrid work options will result in a productivity decline. By embracing the diversity of work styles, leaders can build trust and embrace the purpose of equity. Inclusion comes when leaders invite everyone to participate in the standards to which we’ve all agreed to work in this new space. Join our discussion as we reverse engineer DEI and how your team can feel supported in the hybrid workspace of your organization.

Together, let's explore:
<ol>
 	<li>? Leaders are challenged to differentiate preferences in a way that is equitable and doesn’t get you in trouble for treating people differently. As leaders, what is the impact on equity and inclusion if we have a “sameness” approach because we believe we have to treat everyone the same?</li>
 	<li>? If you are a people leader, how does your style differ from other people in your team, and what are strategies you can do to be more inclusive for those who differ?</li>
 	<li>? As leaders or as an organization, how are you practicing tolerance of preference of workstyles (i.e. working parent vs single employee)?</li>
</ol>
If you would like to dig deeper into Embracing the diversity of workstyles and bringing equity to the core of teams, here are two resources:
<ul>
 	<li>✅ <a href="https://www.linkedin.com/pulse/diversity-inclusion-post-pandemic-world-shreya-choubey/" target="_blank" rel="noopener">DEI in Post Pandemic World</a> (Fortune, May 2020)</li>
 	<li>✅ <a href="https://fortune.com/2021/06/24/designing-for-inclusion-post-covid-office-workplace-business-leadership-dei/" target="_blank" rel="noopener">How Business Leaders are Designing for Inclusion in the Post Pandemic Workplace</a> (Fortune, June 2021)</li>
</ul>
This Learning Circle – Culture Shaping is produced by Executive Learning Exchange.

Idea Exchange: Collaborate your insights online with your peers <a href="https://www.learningexecutive.com/idea-exchange/" target="_blank" rel="noopener">here</a>.

Workstyles Diversity: Shapes Culture, Equity, Inclusion and Belonging

single-event

Team Leaders

Learning Circles

michael.grubich

kym.anglin

online event

How do leading companies create strategies for making their investment in effectively blending formal and informal learning pay off? How do organizations go beyond the formal training event to use informal learning to support leadership thinking and behaviors?
The purpose of this learning leader roundtable is to share how various companies are answering some of these questions:
<ol>
 	<li>Definition of informal learning vs. formal learning</li>
 	<li>Types of informal learning</li>
 	<li>How to blend informal and formal learning into programs</li>
 	<li>How to effectively measure and evaluate informal learning</li>
</ol>

Effectively Blending Formal and Informal Learning

Strategy

newton.moore

blended learning

learning design

informal learning

kent.barnett

dani.petrie1

McDonald's Corporation

Most learning leaders agree they should enhance the current measurement strategy, monitor specific metrics on an ongoing basis, and strive for greater visibility to business impact. But many can't get out of the starting blocks, for several reasons. As a result, many learning leaders are faced with a decision to "measure now or measure later?"
You've heard the saying, "there's no better time than the present." We could apply that phrase to just about anything in life where we're trying to produce positive results – a healthier lifestyle, saving for retirement, etc. You clearly understand the consequences if you procrastinate too long in any of those areas. Couldn't we say the same about learning measurement?

The purpose of learning is to produce a positive impact on results, and the pursuit of measurement is to make better, more accurate decisions. So if you could make informed decisions about impacting results from learning, why would you knowingly put that off?

Unfortunately, there are many reasons why. In fact, in most cases, they're the same reasons we don't exercise regularly or implement a steady savings plan. Perhaps we're too busy, or we don't have enough funds after our general expenses. The truth is, most of us don't make those tasks a priority. When we don't, we put our future and livelihood at risk. And that's precisely what happens when you continue to push learning measurement off to next month, next quarter, and next year.

No one loses all their extra weight at once or saves a considerable nest egg in a couple of months. It's the same with learning measurement. You have to start sooner than later and take an incremental approach. It's the small, steady steps forward that yield the big pay off down the line. Learning measurement is no exception to that rule.

This panel examines the big reasons to get started measuring your learning function today and makes common-sense suggestions for how to take an incremental approach to get to the full impact measurement we all know our business partners would like to have to run their operations more successfully.

Our panelists and measurement expert facilitator will discuss real hurdles to measurement and the strategies they're employing to leap beyond and deepen measurement activities that will increase learning's enablement of the business.

Strategies for Measuring Business Impact

analytics

Analytics

diana.thomas

merrill.anderson

return on learning

From one of the world's best-known corporations comes this in-depth, inside story of how Accenture revitalized its fabled corporate training organization in the midst of worldwide economic downturn and major marketplace change. The company did so by focusing on the "return on learning": how Accenture's investments in learning and knowledge management could be planned and managed to deliver measurable business advantage.

Return on Learning: Training for High Performance at Accenture

samir.desai

return on investment

don.vanthournout

kurt.olson

tad.waddington

The Field Guide to the 6Ds is an easy-to-use and widely-applicable guide to getting the most from learning and development.

The Six Disciplines of Breakthrough Learning has become a standard for companies serious about increasing the return on their investment in learning and development. Now the authors help workplace learning professionals apply the concepts of their bestselling book. With real-world applications, case studies, how-to guidelines, practical advice, and recommendations for implementing the 6Ds, The Field Guide to the 6Ds: How to Use the Six Disciplines to Transform Training into Business Results will help organizations substantially increase the return on investment and decrease "learning scrap," the potential value that goes unrealized in many learning and development initiatives.
<ul>
 	<li>Helps OD professionals apply the concepts of the bestselling Six Disciplines of Breakthrough Learning</li>
 	<li>Includes 43 all-new case studies, plus examples, tools, and best practices used by organizations that have successfully used the 6Ds</li>
 	<li>Taps into the experience and expertise of 6Ds practitioners</li>
</ul>

The Field Guide to the 6Ds: How to Use the Six Disciplines to Transform Learning into Business Results

Operations

marketing learning

performance assessment

key performance indicators

learning &amp; development

Learning Agility

roy.pollock

The Six Disciplines of Breakthrough Learning describes a proven process for maximizing the value of training and development that has been used by organizations large and small across industries and around the world.

The "6Ds" are the six disciplines practiced by organizations that earn the highest return of their training investment:
<ul>
 	<li>Define business outcomes</li>
 	<li>Design the complete experience</li>
 	<li>Deliver for application</li>
 	<li>Drive learning transfer</li>
 	<li>Deploy performance support</li>
 	<li>Document results</li>
</ul>
<div>What's unique about the 6Ds approach is its focus on learning as a business process--one that begins with a rigorous definition of the business objectives and continues through documenting the results in ways that inform action. The authors show why isolated training "events" have little impact and what workplace learning professionals must do to move from "order takers" to true strategic business partners.</div>
<div>Throughout the book, readers will find insights, checklists, practical steps to take, and examples of the success that is possible by applying a disciplined approach to learning and development. You will learn how to ensure that employees answer both "Yes I can" and "Yes I will" so that they apply what they learned after training.  By doing so, you will earn a seat at the management table.</div>

The Six Disciplines of Breakthrough Learning: How to Turn Training and Development Into Business Results

stacey.boyle

How can I make learning part of the overall company strategy? How do I convince key stakeholders of the value of L&amp;D? How can I develop a proactive approach to L&amp;D rather than reactive? How can I help my stakeholder see me as a Trusted Learning Advisor instead of an order taker?

Progress requires change. It has never been clearer that those in the field of learning and development are the changemakers for organizations. L&amp;D is an integral puzzle piece for achieving growth and creating value. But for decades, L&amp;D has sat by while others called the shots, made the decisions, and dictated how, when, why, and what type of training or learning interventions would be used in organizations.

Many L&amp;D practitioners are still there—comfortably nestled in the familiarity of playing the role of an order taker for the organization's learning and development needs. Some even justify it by adopting the belief that they should stay in their lane and focus on the work they've been told to do.

But every great innovation in life begins when someone dares to ask, - "But why?"

Written by an author with over 20 years of experience in the industry, this book explains what skills are needed by L&amp;D professionals to become strategic consultative partners to the business by driving value for the organization and unlocking human potential. Full of practical tips, tools, and advice, The Trusted Learning Advisor covers everything from strategies for developing key consultative skills needed to build trust and relationships with stakeholders, which is the foundational concept of a Trusted Learning Advisor, to identifying the L&amp;D maturity level of an organization. There is also practical advice on measuring the value of learning and communicating this impact to the organization and connecting the learning strategy to the business strategy.

This essential guide also includes support on critical thinking, communication, and influencing skills, as well as advice on how to master a growth mindset. Full of examples, actionable steps, and global case studies from Fortune 500 companies, this is crucial reading for all L&amp;D practitioners looking to develop their role as strategic consultative business partners that add true value to the organization, and ultimately achieve their highest purpose in L&amp;D: changing lives through learning.

The Trusted Learning Advisor: The Tools, Techniques and Skills You Need to Make L&D a Business Priority

Login