Goodyear Tire & Rubber Company

CNA Insurance

Lead Belay

Amplitude

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According to HR and leaders, the most critical skills for the future are
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<ol>
 	<li>Building Talent,</li>
 	<li>Managing Change,</li>
 	<li>Influencing.</li>
</ol>
Additionally, according to leaders, digital acumen and strategic thinking are two areas they need to develop as they look to expand new business opportunities for their organizations.

The problem? These five areas highlighted in the yellow quadrant represent the most significant future skills gap. According to the latest findings from Global Leadership Forecast 2021, fewer than half of all leaders feel effective in any of these skills. Even worse, they aren’t being developed where they need it most. Only 28% of leaders indicate they are currently receiving development in any of these critical areas for the future.

Source: https://ddiworld.medium.com/the-leadership-skills-gap-what-it-reveals-about-the-future-9138b5422b5e

</div>
</div>
</div>
&nbsp;

</div>
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Uncovering Future Leadership Skill Gaps: Designing Mid-manager Development Programs

Leadership

middle-manager

mike.kester

julian.malnak

leadership development

Culture Change

hybrid learning

flex skills

skill development

brady.bair

CHIE2023

durable skills

megan.bickle

organizational culture

building talent

managing change

ELE Group, LLC

Session Focus: AI Tools &amp; Resources Assisting L&amp;D Prepare Today’s Workforce for Tomorrow


In this insightful session, learning leaders explored the transformative impact of AI on the workplace and the evolving role of L&amp;D professionals. Speakers Mike Vavav, chief editor of The Thinking Effect, and Dr. Keith Keating, chief learning officer and author, shared their expertise on navigating the rapidly changing AI landscape.

Key Takeaways:
1. L&amp;D professionals need to embrace AI and take an active leadership role in guiding their organizations through the AI-driven workplace transformations to remain relevant.
2. Using resources like The Thinking Effect website can help L&amp;D professionals navigate the overwhelming number of AI tools available and identify the most useful ones.
3. L&amp;D leaders should proactively assess which roles may be impacted by AI within their organizations and start planning for reskilling or supporting affected employees during workforce transitions.
Dr. Keith Keating emphasized the urgency of this issue, stating, "We have a responsibility as aspiring trusted learning advisers to look at that at least in our own company and say who do we think are the roles that are going to be impacted and how can we start having those conversations now about what does that timeline look like and how can we upskill those people."

The session provided a wealth of insights and practical strategies for L&amp;D professionals to embrace AI as a catalyst for growth and innovation. By adopting a proactive approach, leveraging resources like The Thinking Effect, and prioritizing reskilling efforts, L&amp;D leaders can position themselves as trusted advisors, guiding their organizations through the AI revolution while ensuring a future-ready workforce.

ChatGPT and The Thinking Effect | AI Tools & Resources Assisting L&D

future of work

Strategy

Future of Work

people strategy

upskilling

edward.desrosiers

jesse.james

marti.konstant

talent development

judy.albers

michael.vaughan

AI Bot Technology

Adding Value

strategic alignment

communication skills

evolving workplace

darcy.pierson

internal talent marketplace

skill-based hr

talent marketplace

state of skills

ChatGPT

josh.cavalier

trusted advisor

keith.keating

Oshkosh Corporation

Session Focus:  Ideate on required skills, capabilities &amp; latest trends for developing NextGen middle managers enabling workplace agility.

In this insightful roundtable discussion, learning leaders from various organizations came together to ideate on the required skills, capabilities, and latest trends for developing the next generation of middle managers, enabling workplace agility.

The session focused on the unique challenges faced by mid-level managers, who are often caught in the middle, lacking resources, and struggling with work-life balance. As one participant poignantly stated, "Middle managers are really stressed, and what I thought was really interesting is where they're spending their time – 18% on administrative tasks and 31% on individual contributor work."

Key Takeaways:
1. Mid-level managers face unique challenges, including being caught in the middle, lack of resources, work-life balance issues, and spending too much time on administrative/individual contributor work instead of strategic leadership.
2. Developing critical skills such as emotional intelligence, accountability, coaching, strategic influence, and managing up is crucial for mid-managers' success.
3. Cohort-based leadership development programs, especially cross-company ones that foster psychological safety, can effectively address mid-managers' needs through personalized learning, peer sharing, and hands-on application.
The session delved into various use cases and approaches to mid-manager development, including cross-company cohort models with intimate groups focusing on personal development, coaching skills, and strategic influence. Participants also shared insights from their organizations' programs, highlighting the importance of building trust, collaboration, and addressing personal challenges.

As organizations strive for workplace agility, investing in the development of mid-level managers emerges as a critical priority. By equipping these leaders with the necessary skills and creating supportive learning environments, companies can unlock the potential of their middle management and drive organizational success.

Join us in our upcoming events to continue exploring innovative strategies for developing the next generation of mid-level leaders, fostering an agile and future-ready workforce.

Designing Mid-manager Development Programs | Benchmarking Roundtable

Cohort-WI

Cohort-Virtual

dirk.tussing

marge.feely

kelly.chickos

amanda.mickelson

alan.todd

nicole.phipps

Online <a href="https://www.learningexecutive.com/events/change-management-m-and-a/agenda">Agenda</a> with Session Leaders
Session Focus:  Ideate on required skills, capabilities &amp; latest trends for developing NextGen middle managers enabling workplace agility.

As many companies are designing Mid-manager Development Programs, this roundtable discussion is to community-sourced best practices. Challenging areas: Feedback, Career, Time, and Stress and Pressure (Source: <a href="https://www.learningexecutive.com/books/succeed-from-the-middle">Succeed from the Middle</a>).

Who are Middle Managers:
<ul>
 	<li>Managers of managers, people who are likely to be at the director/senior director level</li>
</ul>
We are particularly interested in gathering insights and best practices that have successfully developed mid-managers with the skills, knowledge, and mindset needed to thrive in today's rapidly changing business landscape. Fostering their growth and equipping the middle with the right tools is essential.

<img class="aligncenter size-full wp-image-37465" src="https://wp.ele.llc/wp-content/uploads/2022/11/CDW-Remote-Leadership-Skills.png" alt="Remote Leadership Skills at CDW" width="929" height="212" />

&nbsp;

Working Agenda 

<ul>
 	<li style="list-style-type: none;">
<ul>
 	<li>Introduction
<ul>
 	<li>Define Middle Managers</li>
 	<li>What Skills are essential?</li>
 	<li>What are the ideal cohort size and length of a program?</li>
</ul>
</li>
 	<li> Research
<ul>
 	<li><a href="https://www.weforum.org/agenda/2023/05/future-of-jobs-2023-skills/" target="_blank" rel="noopener">Future of Jobs: These are the most in-demand core skills in 2023 | World Economic Forum</a> (weforum.org)</li>
 	<li><a href="https://www.learningexecutive.com/insights/improving-hybrid-leadership-skills">Insight: Effective Leadership in a Hybrid World of Work</a> (CEB, Udemy &amp; University of Michigan)</li>
</ul>
</li>
 	<li>Use Cases
<ul>
 	<li>Build In-house: <a href="https://www.learningexecutive.com/insights/remote-leadership-skills-designing-cohort-learning-to-scale">Insight: Remote Leadership Skills</a> (CDW) | <a href="https://www.learningexecutive.com/insights/curation-lc-3q2018">Curating a Manager Development Cohort Learning Experience</a> (Navistar)</li>
 	<li>Coach-led/Peer-supported: <a href="https://www.learningexecutive.com/insights/emerging-manager-development-designing-cohort-learning-to-scale">Insight: Emerging and Mid-Manager Development</a> (Lead Belay)</li>
</ul>
</li>
 	<li>Debrief</li>
</ul>
</li>
</ul>
To help guide the discussion, please <a href="https://community.learningexecutive.com/t/skills-capabilities-developing-nextgen-middle-manager-latest-trends-enabling-workplace-agility/5215">contribute your "Developing Mid-Managers" expertise on the Idea Exchange:</a>
<ol>
 	<li> What are the essential qualities and competencies mid-managers should possess in the NextGen workforce?</li>
 	<li>What development strategies, programs, or initiatives have positively prepared mid-managers for leadership responsibilities?
How have you measured effectiveness?</li>
 	<li>Are there any specific training methodologies or approaches that you have found particularly effective in developing the necessary skills and mindset in mid-managers?</li>
 	<li>How do you ensure ongoing support and growth opportunities for mid-managers to help them thrive in their roles and stay motivated?</li>
</ol>
<img class="aligncenter wp-image-39317" src="https://wp.ele.llc/wp-content/uploads/2023/07/Succeed-from-the-Middle-2022-Walters.jpg" alt="Succeed from the Middle" width="240" height="370" />

In addition to successful practices in developing mid-managers, we plan to address any pitfalls or challenges you have encountered in this process and mitigation strategies to overcome them.

Space will be limited. We are looking for an ELE member with a conference room to experiment with creating Hybrid roundtables. After registering, please confirm with Dirk Tussing if you will attend in person so we can plan logistics accordingly.

Please submit your questions to any of the session leaders.

single-event

Talent Executives

Chicago Cohort

Wisconsin Cohort

Virtual Cohort

online event

in-person event

cristi.burrill

Session Focus: Use ChatGPT to generate tips and ideas ideate on the four toughest areas for a middle manager: Feedback, Career, Time, and Stress and Pressure.


Here's an alternative version:

Title: Empowering Middle Managers with ChatGPT: Conquering Feedback, Careers, Time, and Stress

In the ever-evolving landscape of AI, learning leaders are exploring innovative ways to leverage tools like ChatGPT to support middle managers in their multifaceted roles. The session "DEVELOPING MIDDLE-MANAGERS | AI (ChatGPT) Use Case" delved into how this powerful language model can become a powerful ally for middle managers grappling with four critical challenges: delivering constructive feedback, guiding career development, optimizing time management, and mitigating stress and pressure.

The interactive discussion yielded three key takeaways:

1. Equip middle managers with training, demos, and guides on effectively prompting ChatGPT, interpreting outputs, and formatting responses for practical applications within their purview.

2. Foster a culture of collaborative learning through cohort-based discussions, where middle managers can share ChatGPT use cases, best practices, and collectively define guidelines for appropriate usage.

3. Concentrate efforts on leveraging ChatGPT to drive productivity gains at scale, such as enhancing ubiquitous management tasks like performance reviews across the organization.

As one participant astutely noted, "The real winner for an organization to improve productivity with these tools is when you can impact and improve the masses so if you could have all managers be able to prepare and deliver better performance reviews that would be amplified magnified in a positive way."

By harnessing the power of ChatGPT, middle managers can streamline feedback processes, offering more personalized and insightful guidance to their teams. They can tap into the tool's capabilities to provide tailored career development recommendations, optimizing time management strategies, and developing techniques to combat stress and pressure effectively.

As AI continues to permeate the business landscape, fostering a learning culture that embraces these technologies will be pivotal. By equipping middle managers with the knowledge and skills to leverage ChatGPT judiciously, organizations can unlock new horizons of productivity, engagement, and success, empowering this critical leadership layer to thrive in an increasingly complex and demanding environment.

DEVELOPING MIDDLE-MANAGERS | AI (ChatGPT) Use Case

helping managers

manager development

ann.brownell

jennifer.kern

diane.alexander

Zurich North America

Session Focus: Community-source tips for starting from scratch to create a skills database.

As learning leaders, we often find ourselves excited about initiatives like creating skills databases, but do the CEO and other business leaders truly understand the "why" behind it? In this insightful session, a panel of experts shared tips on how to approach this from the ground up while keeping the core business objectives in mind.

Key Takeaways:
1. Clearly define the "why" - link it to core business objectives beyond just HR/talent goals to get leadership buy-in.
2. Focus on the employee experience and career journey to drive engagement with the skills initiative.
3. Take an iterative approach, celebrate small wins, and get broad input - don't aim for perfection from day one.

A poignant quote that resonated: "While for us as HR practitioners and professionals this is really exciting and we get it and we know why it makes sense but does the CEO know, do they care just of marketing or sales like so it is the why are we doing this not just for HR but help the organization like does everyone get it is everyone on board with like the why and the impacts?"

Join us as we dive deep into practical tips shared by leaders who have been through this journey, from establishing a clear purpose aligned with business priorities to managing change effectively. Whether you're just starting out or looking to refine your approach, this session offers valuable insights to create a skills database that truly moves the needle for your organization.

Tips for Starting from Scratch | Creating Skills Databases

evidence-based research

Integrated Talent Management

Digital &amp; AI

talent mobility

jean.ryan

career development

career path

organizational readiness

Change Management

azizeh.constantinescu

geovanny.andino

Learning Agility

employee engagement

business

skills​

skillsforthefuture

stateofskills

reskilling

career mobility

future-skill

future of learning

maryann.kennedy

reskill

paula.y..spears

mary.zolna

skills database

personalization of skills

skills data

gordon.ritchie

Session Focus: GE Digital case study upskilling HR to make progress with a capability-based talent strategy.

In this insightful session, Megan Bickle, former leader of culture, engagement, and employee listening at companies like Western Digital, Dropbox, and GE Digital, shared GE Digital's pioneering journey to build an integrated capabilities framework from 2013-2017.
The key takeaways were:
1) Build a capability/skills framework aligned to your talent processes like hiring, promotions, learning etc. to enable consistency and data-driven decisions.
2) Get buy-in and involvement from influential leaders and subject matter experts - don't make it just an HR initiative. Constantly sell the value. 
3) Integrate the framework into your culture and employee/manager conversations. Provide a shared skills language.
As Megan stated: "It was really through that lens of how are we growing Talent, how is Talent, what are the capabilities that people are taking with them when they leave new talent that we're bringing in, are they a good fit for their role and how do we grow them"

GE Digital's pioneering work predated much of the modern skills cloud technology. Despite being very labor-intensive upfront, their integrated approach transformed how they hired, developed, promoted, and planned talent needs. It enabled better coaching through a shared language around capabilities.

However, new leadership's lack of buy-in led to its dismantling by 2021 as GE split into three companies. This case study highlights the potential impact but also the challenges of undertaking an integrated capabilities approach in today's skills-based landscape.

Integrated Capabilities Framework | GE Digital Case Study Upskilling HR

integrated talent management

prashant.Bhat

jill.mack

brian.richardson

jennifer.rainey

katie.hoff

capabilities

Session Focus: Use Case, Personalized Career Advancement Coaching with ChatGPT

In this engaging session, members of a learning and development community explored the potential of leveraging ChatGPT and other AI tools for personalized career advancement coaching.

The discussion covered techniques for crafting effective prompts to get useful outputs from ChatGPT, such as providing clear context, breaking down tasks into steps, and iteratively refining questions. As one participant noted, "For visual learners like me, it's very helpful to see what the syntax should look like to yield better results."

While ChatGPT can serve as a supplemental resource by offering suggestions, industry insights, and prompting self-reflection, participants acknowledged its limitations compared to working with an experienced human coach. As the quote highlighted, "We rely on a tool like ChatGPT to be a coach to help coach us through what we have in front of us in this case it's career advancement...what's people's thoughts on using ChatGPT or these types of AI tools for coaching?"

Three key takeaways emerged:
1. ChatGPT can be a useful supplemental tool for career coaching and development by providing suggestions, resources, and prompting self-reflection, but has limitations compared to a human coach.
2. Crafting effective prompts by providing clear context, breaking down tasks, and refining questions is crucial to getting better outputs from ChatGPT.
3. While AI writing assistants like ChatGPT have potential, it's important to understand their limitations around data recency, potential biases, and regulations, especially when used by organizations.
The session fostered a rich discussion around balancing the capabilities of AI with human expertise in an area as nuanced as personalized career coaching and development.

ChatGPT Use Case: Personalized Career Advancement Coaching

allyson.carter

wendy.greeson

ruben.abarca

susy.poncedeleon

debbie.plager

Session Focus: Tips for creating a skills database with Skills Cloud (Workday)

In this insightful session, panelists shared their real-world experiences implementing skills initiatives like Workday Skills Cloud. Key takeaways included:
1) Data harmonization across different skill source systems like learning platforms and applicant tracking systems is a major challenge that should not be underestimated. Having a unified skills taxonomy/ontology is helpful for scaling skills efforts.
2) Manage expectations by starting small with pilots/proof of concepts rather than overselling an enterprise-wide skills solution upfront. Properly resourcing the skills initiative is critical for success.
3) As one panelist stated: "I think depends on your industry, some Industries have a lot of rapidly changing skills where you need a lot more flexibility. While others maybe things haven't changed as much." The flexibility vs structure required in your skills model should depend on how rapidly skills are evolving in your organization's roles.
Attendees gained valuable tips on getting a skills implementation off the ground, from defining skills and harmonizing data sources, to rightsizing expectations and resources. The panel's insights highlighted both the potential and pitfalls to be aware of when launching a skills cloud platform like Workday's offering.

Tips for Getting Started with Workday Skills Cloud

anton.maletich

serena.huang

workday

skills-cloud

rigo.barragan

UL Solutions

Session Focus: A case study capacity study using lean methods to develop a skill matrix analyzing the processes used to do the actual work.


In the session "Creating a Skill Matrix | Identification of Skills Needed To Do the Work", presenter Azizeh Constantinescu shared a case study on how she conducted a capacity analysis that revealed powerful insights into mapping employee skills to the granular work tasks and processes within her organization.

The core takeaway, as quoted in the session, is that "Skills-based organization is really about unlocking skills from jobs and that happens across a number of dimensions - it's not just a talent thing, it's not just a learning thing, it is a business thing."

Through careful observation of work processes and dialogue with employees actually performing the tasks, Aiza was able to deconstruct high-level activities like "conducting product testing" into detailed step-by-step processes. For each granular task step, she mapped out the specific skills an employee would need to have mastery over.

This skills mapping exercise yielded three critical takeaways for participants:
1. Map employee skills directly to the granular tasks and processes involved in the actual work being done, not just high-level job descriptions.
2. Use this granular skills mapping to facilitate knowledge transfer between employees, identify skills gaps, inform training, and enable dynamic staffing of work based on employee skill inventories.
3. Get leaders and stakeholders aligned on consistent skill definitions and taxonomies across the organization to allow true skills transferability and mobility between roles/departments.
By taking a bottoms-up, lean approach to analyzing work at the process level, organizations can "unlock" employee skills from traditional job roles and titles. This enables much more agility in workforce deployment, skills development, and strategic capacity planning aligned to business objectives.

The session provided a compelling case study on how analyzing skills through the lens of actual work processes, rather than just job descriptions, can transform an organization into a truly skills-based operating model.

Creating a Skill Matrix | Identification of Skills Needed To Do the Work

deborah.lenchard

bill.ryan

Skills Needed

Capacity Study

Lean Methods

Reskilling and Upskilling

Corporate Relevance

Competitive Edge

Skills Gaps

Skills Audit

Agile Transformation

Skill Matrix

HTLF Bank

Lake Forest Center for Leadership

We recognize the importance of staying ahead of the curve when it comes to integrating emerging technologies into our talent development strategies. This panel discussion will explore various use cases of ChatGPT and its transformative impact on organizational talent development and learning programs.

During this roundtable discussion, we will delve into topics such as:
<ol>
 	<li>ChatGPT in Onboarding and Orientation: Ideate how ChatGPT can be leveraged to create personalized and interactive onboarding experiences while reducing the time and resources required for new employees to become productive team members.</li>
 	<li>ChatGPT for Leadership Development: Discuss how ChatGPT can be utilized for scenario-based training, real-time coaching, and decision-making support to help develop the next generation of leaders.</li>
 	<li>Navigating the Ethical and Privacy Considerations: Understand the ethical and privacy concerns surrounding using ChatGPT in talent development and identify best practices to address them responsibly.</li>
</ol>
This session is designed for HR and L&amp;D professionals, talent development strategists, and decision-makers interested in leveraging the power of AI to revolutionize their organization's approach to talent development. Attendees will gain valuable insights, practical examples, and actionable strategies for incorporating ChatGPT into their own talent development initiatives to drive business success.

Harnessing the Power of ChatGPT | Talent Development Use Cases and Strategies for Success

insights-wise-2023

tresha.lovell

Workplace Sustainability and Skills Development: Preparing for the Future of Work

In this dynamic and thought-provoking keynote presentation, Shweta Srivastava, Global Skills Lead at a Global 50 company, will delve into the essential role of HR as the driving force behind digital transformation, with a focus on promoting agility and skills development in the future of work. Attendees will be guided through the latest AI and automation trends and their implications for HR practices, the workforce, and overall workplace agility.

This session will emphasize the importance of developing a skills-based approach to HR, exploring how HR professionals can harness digital transformation to enable agile decision-making, foster continuous learning, and adapt to rapidly changing workplace demands. Attendees will learn strategies for overcoming challenges and embracing opportunities presented by emerging AI technologies.

Drawing from best practices and success stories, this presentation will showcase the next practices for cultivating a culture of agility and innovation. Furthermore, the session will outline the key skills and capabilities HR professionals need to acquire to thrive in this new digital transformation era.

Join us for this engaging and informative session as we delve into the critical role of HR in leveraging digital transformation for workplace agility and skills development, empowering organizations to navigate the ever-evolving landscape of the future of work.

Digital Transformation: HR's Skillful Pivot

shweta.srivastava

engagement

The Role of Analytics and AI in Improving Internal Mobility, Succession Planning, and Upskilling

In this keynote presentation, you'll hear from Dr. Serena Huang, who has created and implemented skills-first workforce strategies at global companies, including PayPal, Kraft Heinz, and GE. You'll learn from real-world examples how to measure and validate skills data at scale, the role of people analytics experts in these initiatives, and concrete ways to get started on your skills journey using data analytics and AI.

Skills Data: What You Need to Predict the Next Rainmakers

Analytics

Session Focus: Develop career brand phrases using ChatGPT

In the ever-evolving world of AI, one tool that has captured the attention of professionals across industries is ChatGPT. During the recent "ChatGPT Command Prompts 101 | Personal Brand Crafting AI Series" session, experts shared invaluable insights on leveraging this generative AI for developing memorable career brand phrases.

The session focused on empowering attendees to harness the power of ChatGPT in crafting compelling personal brands, particularly for HR and L&amp;D professionals. As Josh Cavalier aptly put it, "I was thoroughly confused because honestly we still don't know how it's going to completely show up, but we have our current situation which is generative text and generative images, and we can run with that. Still, I wanted to think about the big picture and give guidance around what L&amp;D practitioners need to consider as they start applying generative AI."

Amid the uncertainties surrounding AI's future impact, three key takeaways emerged:
1. Leverage ChatGPT as a creative partner and idea generator, but critically review and edit its output before publishing to ensure it aligns with your voice and brand.
2. Be consistent in terminology used in prompts to get more relevant and cohesive responses from ChatGPT.
3. Find creative ways to customize and train ChatGPT, such as by uploading your own content, using image prompts, or even creating custom knowledge bases from your written works.
The session provided attendees with practical strategies and real-world examples of how to harness ChatGPT's capabilities in developing career brand phrases that resonate with influencers within their organizations. Whether you're an HR professional, an L&amp;D specialist, or a marketer seeking to elevate your personal brand, embracing the power of generative AI tools like ChatGPT can be a game-changer in today's competitive landscape.

ChatGPT Command Prompts 101 | Personal Brand Crafting AI Series

beverly.kaye

chris.broderick

Session Focus: AI Tools &amp; Resources Assisting L&amp;D Prepare Today's Workforce for Tomorrow


The future of work is rapidly evolving, and L&amp;D professionals have a critical role in shaping it. By prioritizing upskilling, embracing AI technologies, and developing essential skills, L&amp;D professionals can become strategic consultative partners and drive business priorities. Let's explore highly relevant AI Tools and ChatGPT Use Cases that will benefit every influential HR and Talent Leader.

Mike Vaughan, CEO at Regis Learning, and Dr. Keith Keating, author of The Trusted Learning Advisor, Marti Konstant, will explore practical tips, tools, and advice for developing key consultative skills.

Group Activity:  <a href="https://www.thinkingeffect.com/" target="_blank" rel="noopener">ThinkingEffect.com</a> -- Peer-review this directory of Resources, AI Tools, and Community for L&amp;D and contribute our expertise.

<a title="Resources" href="https://www.thethinkingeffect.com/resources" target="_blank" rel="noopener"><img class="aligncenter size-full wp-image-39530" src="https://wp.ele.llc/wp-content/uploads/2022/11/The-Thinking-Effect-What-you-will-find.jpg" alt="What you will find | The Thinking Effect" width="800" height="306" /></a>

During our peer review, remember that adaptability and continuous learning are critical in an ever-changing world and explore:
<ol>
 	<li>How do you envision the future of work impacting the demand for consultative skills, and what new skills do you believe will become increasingly essential in this evolving landscape?</li>
 	<li>AI is becoming more prevalent in various industries. How can we leverage AI tools and technologies to enhance our consultative abilities and deliver greater value to clients and colleagues?</li>
 	<li> How can we continually foster a learning culture within our organizations to develop and refine our consultative skills?</li>
 	<li>Data-driven insights are becoming increasingly important in decision-making. How can we incorporate data analytics into our consulting approaches to provide more informed and impactful recommendations?</li>
</ol>
In October, Dr. Keith Keating will publish <a href="https://www.learningexecutive.com/books/the-trusted-learning-advisor">The Trusted Learning Advisor: The Tools, Techniques, and Skills You Need to Make L&amp;D a Business Priority</a>. Let's conclude this session with Keith sharing his perspectives on how AI tools assist L&amp;D in preparing today's workforce for tomorrow.

<a class="flex justify-center" title="Book: The Trusted Learning Advisor: The Tools, Techniques and Skills You Need to Make L&amp;D a Business Priority" href="https://www.learningexecutive.com/books/the-trusted-learning-advisor" target="_blank" rel="noopener"><img class="wp-image-39374 aligncenter" src="https://wp.ele.llc/wp-content/uploads/2022/11/Trusted-Learning-Advisor-Keating.jpg" alt="The Trusted Learning Advisor" width="276" height="414" /></a>

<hr />

Let's Talk Talent Strategies is our invite-only complimentary event for senior HR and L&amp;D leaders, people managers, and anyone passionate about talent and innovation and ready to embrace new ideas.

Learn new skills and explore talent development capabilities with this opportunity to Connect, Contribute, Collaborate &amp; Impact talent development leaders virtually.
<ul>
 	<li>How Do We in L&amp;D Add Unexpected Value? </li>
 	<li>Why does it matter?</li>
</ul>
ELE hosts this complimentary event monthly on Zoom for active Lite and Leader members.

Your Teams

Meet-ups

Complimentary

complimentary event

Session Focus: Generate tips and ideas for using AI tools (i.e., ChatGPT) to create better middle managers.


During this session, we plan to:
<ul>
 	<li>Reflect on what skills will the middle manager needs to develop for the future,</li>
 	<li>Review <a href="https://www.learningexecutive.com/members/josh-cavalier">@Josh Cavalier's</a> list of items for middle managers to consider when implementing AI,</li>
 	<li>Engage in a robust interactive conversation with the four most demanding areas for middle managers. This Use Case is based on concepts from <a title="Succeed from the Middle (2022, Kacie Walters)" href="https://www.learningexecutive.com/books/succeed-from-the-middle">Succeed from the Middle</a>, by <a href="https://www.learningexecutive.com/members/kacie-walters">@Kacie Walters</a>, where she uncovers actionable tips to balance the Middle Manager Tug of War—you, your team, and your boss across four challenging areas: Feedback, Career, Time, and Stress and Pressure.</li>
</ul>
Let's explore a highly relevant ChatGPT use case that will benefit every influential HR and Talent Leader.

<hr />

What skills will the middle manager need to develop for the future as AI and other emerging technologies continue to reshape the workplace?
<ul>
 	<li>Digital literacy</li>
 	<li>Adaptability</li>
 	<li>Creative thinking</li>
 	<li>Emotional intelligence</li>
 	<li>Strategic thinking</li>
</ul>
Source: <a href="https://www.linkedin.com/pulse/redefining-value-middle-manager-chatgpt-era-smita-das-jain/" target="_blank" rel="noopener">Smita Das Jain</a>

<hr />

When implementing AI, middle managers should consider the following:
<ul>
 	<li>REVIEW GOVERNANCE AND SECURITY POLICIES AROUND AI FOR YOUR ORGANIZATION:
Make sure those are in place before creating AI workflows for your team. What is the process for implementing a new AI tool behind your firewall?</li>
 	<li>BUILD AI LITERACY:
Your team should understand the meaning of AI terms like Large Language Models, Natural Language Processing, GPT, Transformer, Prompting, Encoder/Decoder, etc.</li>
 	<li>IDENTIFY YOUR DEPARTMENT AI STRATEGY:
What are the existing tools and outputs? How can AI augment? How does AI show up for your front-line workers, leaders, and contributors? Access to custom performance support Chatbots would be one example.</li>
 	<li>IDENTIFY YOUR WORKFLOWS TACTICS:
For instance, using ChatGPT to write multiple choice questions, video scripts, eLearning Storyboards, etc.</li>
 	<li>BUILD AN EVERGREEN PROMPT LIBRARY:
Your team has access and can version prompts out. Build in Notion, Monday.com, Excel, Sheets, etc.</li>
</ul>
Source: <a href="https://www.learningexecutive.com/members/josh-cavalier">Josh Cavalier</a>

&nbsp;

<hr />

Let's Talk Talent Strategies is our invite-only complimentary event for senior HR and L&amp;D leaders, people managers, and anyone passionate about talent and innovation and ready to embrace new ideas.

Learn new skills and explore talent development capabilities with this opportunity to Connect, Contribute, Collaborate &amp; Impact talent development leaders virtually.
<ul>
 	<li>How Do We in L&amp;D Add Unexpected Value? </li>
 	<li>Why does it matter?</li>
</ul>
ELE hosts this complimentary event monthly on Zoom for active Lite and Leader members.

DEVELOPING MIDDLE-MANAGERS | ChatGPT Use Case #3 of 4

Session Focus: Use Case, Personalized Career Advancement Coaching with ChatGPT

During this session: With ChatGPT, we can learn prompts for the following.
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Situation

Alice is a marketing professional at a technology company who wants to advance in her career. She wants to be chosen for high-profile projects and increase her visibility in her professional field. Her goal is to land a leadership role within her company or at another reputable organization.

Use Case Description

Alice can use ChatGPT as a personal career advancement coach. She can use it for advice on various topics related to professional growth. Below are some ways Alice can utilize ChatGPT:
<ol>
 	<li>Career Planning: Alice can discuss her career goals and aspirations with ChatGPT. The AI can then provide her with possible career pathways and advice on how to reach her goals.</li>
 	<li>Personal Branding: ChatGPT can help Alice build her brand by providing tips on increasing her visibility in her field. This could include suggestions for social media activity, thought leadership, networking strategies, and ways to demonstrate her skills and abilities.</li>
 	<li>Resume and Cover Letter Assistance: ChatGPT can provide feedback on Alice's resume and cover letter, helping her present herself best for new job opportunities or internal promotions.</li>
 	<li>Interview Preparation: Alice can use ChatGPT for mock interviews, providing her with potential questions, feedback on her responses, and strategies to showcase her skills and experience effectively.</li>
 	<li>Negotiation Techniques: When Alice is ready to negotiate her role or salary, she can role-play with ChatGPT to prepare herself for the real conversation.</li>
 	<li>Continuous Learning: ChatGPT can recommend books, online courses, articles, and podcasts to Alice for continuous learning in her field, helping her stay up-to-date with the latest trends and information.</li>
 	<li>Project Proposal Drafting: Alice can use ChatGPT to draft project proposals and ideas that she can present to her bosses, helping her get chosen for high-profile projects.</li>
</ol>
Demonstration

Alice: "Hey ChatGPT, I need some advice. I want to increase my visibility at work and in my professional field. Can you give me some tips?"

ChatGPT: "Of course, Alice. Here are some strategies you could consider:
<ul>
 	<li>Start by strengthening your online presence. This includes LinkedIn, where you can share industry-related content, participate in discussions, and network with professionals in your field. You can also consider writing articles or blogs about your area of expertise.</li>
 	<li>Regularly communicate your accomplishments to your superiors. This can be done during performance reviews or by briefly updating your successful projects.</li>
 	<li>Offer to lead meetings or to present in team meetings when you have valuable insights to share. This can help demonstrate your leadership skills.</li>
 	<li>Volunteer for new projects, especially ones outside your comfort zone. This can show your willingness to learn and take on challenges.</li>
 	<li>Engage in networking events within your company and your industry. These are great opportunities to meet new people and get your name out there.</li>
 	<li>Finally, continuous learning is essential. Make sure to stay up-to-date with the latest trends in your industry. This can also give you more material to share with your team and superiors."</li>
</ul>
Alice: "That sounds great! I am also working on a project proposal that I want to present to my boss. Can you help me with that?"

ChatGPT: "Absolutely, Alice. I'd be happy to help. Let's start with an overview of the project: what is it about, what are the objectives, and who would be involved?"...

Through this use case, Alice can increase her visibility and personal brand, stand a better chance of being chosen for high-profile projects, and ultimately, land her dream role.

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<img class="aligncenter wp-image-38478" src="https://wp.ele.llc/wp-content/uploads/2023/04/ChatGPT-Command-Prompts-Cheat-Sheet-Source-Simon-Chan-LInkedIn-861x1024.jpg" alt="ChatGPT Command Prompts Cheat Sheet" width="504" height="599" />
Source: <a href="https://www.linkedin.com/in/kanojiyaaakash96/">Aakash K. | LinkedIn</a>


<hr />

Personal Brand Crafting with ChatGPT - A Series of ChatGPT Use Cases 

Career branding is an essential strategy for:
<ul>
 	<li>Advancing in your career.</li>
 	<li>Getting chosen for a high-profile project.</li>
 	<li>Being visible.</li>
 	<li>Being remembered.</li>
 	<li>Being seen.</li>
 	<li>Landing the perfect role.</li>
</ul>
&nbsp;

Let's explore a highly relevant ChatGPT use case that will benefit every influential HR and Talent Leader.

&nbsp;

<hr />

Let's Talk Talent Strategies is our invite-only complimentary event for senior HR and L&amp;D leaders, people managers, and anyone passionate about talent and innovation and ready to embrace new ideas.

Learn new skills and explore talent development capabilities with this opportunity to Connect, Contribute, Collaborate &amp; Impact talent development leaders virtually.
<ul>
 	<li>How Do We in L&amp;D Add Unexpected Value? </li>
 	<li>Why does it matter?</li>
</ul>
ELE hosts this complimentary event monthly on Zoom for active Lite and Leader members.

Digital

Session Focus: Develop career brand phrases using ChatGPT

During this session: with ChatGPT, you'll learn the prompts required to craft smart career brand phrases using your personal information.

💥 What are career brand phrases?


Career brand phrases are the clever tools ready for distribution among influential decision-makers who determine future opportunities and your career path.

💥 Why? Easier to remember. 

Because simple is easier than complex when it comes to summarizing your strengths and milestones.

💥 How do you develop them using ChatGPT?

By feeding the AI platform the following:

✅ Career themes from your career map

✅ Well-written "about section" from your LinkedIn profile written in the first person

✅ Answer the question, "What makes your heart sing?"

✅ Recommendations received on LinkedIn

✅ Your skills and strengths

&nbsp;

<img class="aligncenter wp-image-38478" src="https://wp.ele.llc/wp-content/uploads/2023/04/ChatGPT-Command-Prompts-Cheat-Sheet-Source-Simon-Chan-LInkedIn-861x1024.jpg" alt="ChatGPT Command Prompts Cheat Sheet" width="504" height="599" />
Source: <a href="https://www.linkedin.com/in/kanojiyaaakash96/">Aakash K. | LinkedIn</a>


<hr />

Personal Brand Crafting with ChatGPT - A Series of ChatGPT Use Cases 

Career branding is an essential strategy for:
<ul>
 	<li>Advancing in your career.</li>
 	<li>Getting chosen for a high-profile project.</li>
 	<li>Being visible.</li>
 	<li>Being remembered.</li>
 	<li>Being seen.</li>
 	<li>Landing the perfect role.</li>
</ul>
&nbsp;

Let's explore a highly relevant ChatGPT use case that will benefit every influential HR and Talent Leader.

&nbsp;

<hr />

Let's Talk Talent Strategies is our invite-only complimentary event for senior HR and L&amp;D leaders, people managers, and anyone passionate about talent and innovation and ready to embrace new ideas.

Learn new skills and explore talent development capabilities with this opportunity to Connect, Contribute, Collaborate &amp; Impact talent development leaders virtually.
<ul>
 	<li>How Do We in L&amp;D Add Unexpected Value? </li>
 	<li>Why does it matter?</li>
</ul>
ELE hosts this complimentary event monthly on Zoom for active Lite and Leader members.

Re-Calibrating The Focus: Performance Management in an evolved Workplace and Workforce

The traditional performance management process is ripe for an overhaul as the nature of work and workforce expectations evolve rapidly. In the session "Performance Management of the Future", experts explored how HR can realign performance management to drive greater business impact and employee engagement.

Nick Allen highlighted that "the more that you're increasing the effectiveness of Performance Management, the less the effort part even matters." When performance management processes are highly effective at fueling organizational performance, leaders and employees are willing to put in the work.

Three critical strategies were discussed for recalibrating performance management's focus:
1. Make it business-driven - Closely align performance management to each business unit's strategy, key results, and outcomes rather than treating it as just an HR process. Customize the process by job family/function.
2. Make it employee-owned - Incorporate more employee voice through self-evaluations, individualized development plans, and an ongoing dialogue around skills and career growth. Position performance management as a "people process."
3. Make it work-centered - Shift away from a rigid, annualized approach to one that is agile and focused on actual work being done cross-functionally. Create transparency by allowing stakeholders to view others' goals.
By becoming more business-driven, employee-owned, and work-centered, performance management can transform from a burdensome routine into a catalyst for organizational agility, collaboration, and talent development. HR has a critical role in rearchitecting the process and training leaders to make this shift.

Performance Management of the Future

engagement &amp; culture

learning strategy

Engagement &amp; Culture

nick.allen

kacie.walters

performance improvement

aimee.louw

talent management

learning &amp; development

ariel.mcgrew

steve.griffith

talent review

workforce sustainability

workforce planning

Session Focus: Community-source tips for starting from scratch to create a skills database.

💥 Does your organization’s workforce have the skills and capabilities needed now and for the future?

As HR leaders, one of your key responsibilities is to ensure that your organization has the right talent with the necessary skills to achieve business objectives.

Tips for starting from scratch
<ul>
 	<li>Start with Why</li>
 	<li>Measure the pieces to understand the whole, then thread them through everything</li>
 	<li>Start small, scale incrementally; don't build what you can’t scale</li>
 	<li>Technology should follow process &amp; strategy, not the other way around</li>
 	<li>It doesn’t take an army, but an intern never hurts</li>
 	<li>“Buy-in” beats brawn; bring employees and leaders into the journey</li>
 	<li>Not just change management, change acceleration</li>
 	<li>It has to be embedded into everything you do and the culture</li>
 	<li>Start with the outcomes and goal in mind</li>
 	<li>Start with data in mind, but don’t start with data</li>
</ul>
&nbsp;

Connecting Job Profiles, Roles, Capabilities, Competencies, and Skills
<blockquote><img class="aligncenter size-large wp-image-39203" src="https://wp.ele.llc/wp-content/uploads/2023/06/FranklinCovey-Research-Developing-a-Skills-Based-Organization-1024x538.jpg" alt="Developing a Skills-Based Organization" width="1024" height="538" /></blockquote>
ELE produces this Learning Circle: Skills Needs a Comprehensive Strategy

Team Leaders

Learning Circles

Session Focus: GE Digital case study upskilling HR to make progress with a capability-based talent strategy.

As HR leaders, understanding and effectively implementing this approach is essential for driving talent development and organizational success.

We will explore how GE Digital upskilled its HR team to advance its capability-based talent strategy and foster a culture of continuous learning and growth.
<img class="aligncenter wp-image-39057" src="https://wp.ele.llc/wp-content/uploads/2022/12/Skills-DB-3-Capabilities-Source-Josh-Bersin-1024x574.jpg" alt="ELE produces this Learning Circle: Skills Needs a Comprehensive Strategy" width="589" height="330" />

&nbsp;

During this session, we will delve into the concept of an integrated capabilities framework, which forms the foundation for identifying, assessing, and developing the skills and competencies needed to excel in different job roles. We will examine the GE Digital case study, highlighting their journey of upskilling HR professionals to drive capability-based talent management initiatives.

💥 Engage in a dynamic discussion with fellow HR leaders and learn from their experiences and perspectives.

Key Takeaways:
✅ Understanding the importance of an integrated capabilities framework in talent management.
✅ Exploring the GE Digital case study: Challenges, goals, and strategies.
✅ Building a skills database: Capturing and mapping skills to job roles.
✅ Leveraging technology for effective skills database management.
✅ Upskilling HR professionals: Strategies and best practices.
✅ Fostering a culture of continuous learning and growth.
✅ Implementing a capability-based talent strategy: Lessons learned from GE Digital.
Megan Bickle will share valuable insights from the GE Digital case study and learn from their experiences in implementing an integrated capabilities framework.

<img class="aligncenter size-full wp-image-39060" src="https://wp.ele.llc/wp-content/uploads/2022/12/Skills-DB-3-GE-Digital-Integrated-Capabilities-Talent-Strategy.png" alt="GE Digital Integrated Capabilities Talent Strategy" width="647" height="332" />

&nbsp;

Whether you are in the early stages of adopting a capability-based talent strategy or looking to enhance your existing framework, this session will equip you with the knowledge and tools to create effective skills databases and upskill your HR team to drive organizational growth and talent development. Don't miss this opportunity to gain valuable insights from the GE Digital case study and connect with industry experts and peers.

<img class="wp-image-37608 aligncenter" src="https://wp.ele.llc/wp-content/uploads/2022/12/WorkWithoutJobs_ITM-Tip-of-Iceberg-1.jpg" alt="Simplifies Journey to be a Skills-based Enterprise (Ravin Jesuthasan)" width="545" height="398" />

ELE produces this Learning Circle: Skills Needs a Comprehensive Strategy

Session Focus: Tips for creating a skills database with Skills Cloud (Workday)


As HR leaders, one of your key responsibilities is to ensure that your organization has the right talent with the necessary skills to achieve business objectives.  During this session, we will explore the powerful capabilities of Skills Cloud, a cutting-edge feature offered by Workday, a leading HR technology provider. Skills Cloud enables organizations to create a comprehensive skills database that accurately captures and leverages employee capabilities, fostering a culture of talent optimization and strategic workforce planning.

<img class="aligncenter size-full wp-image-36727" src="https://wp.ele.llc/wp-content/uploads/2022/09/skills-abilities-knowledge.jpg" alt="Keys to a Successful Skill Database" width="300" height="225" />

&nbsp;

Join us as Serena Huang delves into real-world examples and best practices from organizations implementing Skills Cloud. During this roundtable discussion, HR leaders will share their insights, providing you with valuable tips and actionable strategies to manage your workforce's skills and improve your organization's performance.

<img class="aligncenter wp-image-39058" src="https://wp.ele.llc/wp-content/uploads/2022/12/Skills-DB-2-Workday-Skills-Cloud-1024x576.png" alt="" width="489" height="275" />

During this roundtable discussion, let's explore:
<ul>
 	<li>Understanding the importance of skills management in today's business environment.</li>
 	<li>Exploring the features and benefits of Skills Cloud in Workday.</li>
 	<li>Practical tips for effectively creating and maintaining skills that matter most.</li>
 	<li>Strategies for promoting skills visibility and fostering collaboration across teams.</li>
 	<li>Leveraging skills data for talent acquisition, learning and development, and succession planning.</li>
 	<li>Overcoming common challenges in implementing and utilizing a skills database.</li>
</ul>
Three main components: 
<ol>
 	<li>Skills Inference</li>
 	<li>Skills Verification</li>
 	<li>Skills Strength

<img class="aligncenter wp-image-39056" src="https://wp.ele.llc/wp-content/uploads/2022/12/Skills-DB-2-Inference-and-Verification-Source-Josh-Bersin-1024x586.jpg" alt="Inference and Verification | Workday Skills Cloud " width="434" height="248" /></li>
</ol>
&nbsp;

Whether you are considering adopting Skills Cloud or already utilizing it within your organization, this session will equip you with the knowledge and tools to make the most of this powerful feature. Don't miss this opportunity to engage with industry experts and fellow HR leaders in a dynamic discussion on creating a skills database with Skills Cloud (Workday).

ELE produces this Learning Circle: Skills Needs a Comprehensive Strategy

Session Focus: A case study capacity study using lean methods to develop a skill matrix analyzing the processes used to do the actual work.


As HR leaders, you play a vital role in ensuring that your organization's workforce possesses the right skills to drive productivity, efficiency, and innovation. To effectively align your talent with the demands of the ever-evolving workplace, it is essential to develop a comprehensive skill matrix that accurately identifies the skills required to perform various job roles.

<img class="aligncenter wp-image-39055" src="https://wp.ele.llc/wp-content/uploads/2022/12/Skills-DB-1-Job-Design-Source-Josh-Bersin-1024x578.jpg" alt="Skills Strategy | Job Design" width="595" height="336" />

Azizeh will share her current capacity study project, using lean methods to develop a skill matrix by analyzing the processes used in the actual work. She will explore the importance of a skill matrix in strategic workforce planning. This approach allows organizations to understand better the skills required for each job role and make data-driven decisions to optimize their workforce.

Key Takeaways:
<ol>
 	<li>Understanding the significance of creating a skill matrix for effective talent management.</li>
 	<li>Exploring a case study on the capacity study and lean methods for skill matrix development.</li>
 	<li>Applying capacity study techniques to analyze the processes used in the actual work.</li>
 	<li>Identifying and defining the essential skills needed for each job role.</li>
 	<li>Building a comprehensive skill matrix that aligns with organizational goals.</li>
 	<li>Leveraging the skill matrix for talent acquisition, development, and succession planning.</li>
 	<li>Overcoming challenges in implementing a capacity study and developing a skill matrix.</li>
</ol>
Whether you want to enhance your current skill assessment processes or start from scratch, this session will equip you with valuable knowledge and tools to create a robust skill matrix that drives workforce optimization and supports strategic decision-making. Don't miss this opportunity to engage with industry experts and fellow HR leaders in a dynamic discussion on creating a skill matrix using capacity study and lean methods.

&nbsp;

Pre-read: <a href="https://www.aihr.com/blog/create-skills-matrix-competency-matrix/">How to Create a Skills Matrix for Success | Competency Matrix (aihr.com)</a>

<img class="aligncenter wp-image-39063" src="https://wp.ele.llc/wp-content/uploads/2023/05/Skills-DB-1-AIHR-create-skills-matrix-competency-matrix.jpg" alt="AIHR Create Skills Matrix Competency Matrix" width="636" height="341" />

Resources: i4cp's Creating a Skills Database Guide book and AIHR's <a href="https://www.aihr.com/wp-content/uploads/2018/02/SKILL-MATRIX-POWERPOINT-TEMPLATE.pptx">Skills Matrix PowerPoint Template</a> &amp; <a href="https://www.aihr.com/wp-content/uploads/2018/02/SKILL-MATRIX-EXCEL-TEMPLATE.xlsx">Skills Matrix Excel Template</a> (these and similar data-driven tools that will help the HR professional check their <a href="https://www.aihr.com/hr-analyst-course/">HR analyst course</a>).

ELE produces this Learning Circle: Skills Needs a Comprehensive Strategy

Session Focus: This session focuses on one foundational element of accelerating workforce readiness: developing, maintaining, and leveraging a skills database.


In today's rapidly evolving business landscape, organizations are increasingly recognizing the importance of understanding and effectively utilizing their employees' skills. This session delves into the critical process of creating and maintaining a comprehensive skills inventory to enhance talent mobility within organizations.

Key Takeaways:
1. Building a skills database is crucial for enhancing internal talent mobility and retention. It allows employees to see potential career paths within the organization and helps match internal talent with job opportunities more effectively than external job boards.
2. Implementing a skills database requires careful planning, including defining competencies, aligning skills with job profiles, and choosing the right technology. Starting with a pilot project in a specific department can be an effective strategy.
3. A well-implemented skills database can provide strategic value beyond HR, including improving the company's value proposition to clients and supporting business growth strategies. It enables data-driven decision-making about talent deployment and development.
The session emphasizes the importance of employee engagement in this process, as highlighted by Kris Doveika: "The idea is that the person sees the value in the learning and achieving that specific competency at a specific proficiency level and actually progressing in their career."

By focusing on these key elements, organizations can create a more dynamic, adaptable workforce ready to meet future challenges and opportunities. This session provides valuable insights for HR professionals, learning and development specialists, and business leaders looking to optimize their talent management strategies.

Leveraging a Skills Inventory to Promote Talent Mobility

kery.mortenson

richard.busby

leah.oriordan

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