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ELE is a peer-powered community where people leaders don't just reframe challenges — they leave with decisions, next moves, and 30/60/90-day commitments to move real work forward.&nbsp;For 22 years, leaders from Fortune 1000 companies have brought their hardest problems here — and left sharper than they arrived.

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This is where people leaders get sharper — and their teams get smarter.ELE is a peer-powered network of people leaders who accelerate business results through shared intelligence and real-work collaboration. Learn more below about why ELE has been the trusted choice for leaders building high-performing teams for over 20 years.

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Insights on Talent Challenges | Captured Peer Conversations | ELE

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FranklinCovey

This will be an interactive session where we’ll discuss skills-based organizations, developing strategic skills and capabilities, possible futures of AI and skills, and the value of large-scale behavior change in building organizational capability and driving results. You’ll get a chance to learn from the presenter as well as interact with each other in discussions around building the critical human capabilities your organizations need to win in the future.

Adam Merrill is the Executive Vice President of Strategy and Customer Intelligence for FranklinCovey, where he leads the research of market and technology trends and drives evidence-backed insights that help talent leaders make better decisions as they work to unleash the human potential of their organizations.

Skills & Capabilities–Developing NextGen Leaders: Skills-First Talent Practices and Workplace Agility

future of work

Future of Work

Culture Change

talent practices

CHIE2023

organizational capability

skills-based talent practices

adam.merrill

Skills-based organizations

workplace agility

AI and skills

human capabilities

NextGen Leaders

Zurich North America

Ensuring we have a skilled workforce to meet the demands of the future has always been part of the critical work of L&amp;D. But how do we sustain this in a world where the pace of skills disruption is accelerating, and work is becoming more challenging? Teams are hybrid and more dispersed than ever. Sustaining work means investing in people and creating an environment where they can grow and thrive to be “fit for the future.” It also means we have leaders that can pave the way for a new world of work.

Welcome Address & Conference Objectives: Skills-First Talent Practices and Workplace Agility

Engagement &amp; Culture

Integrated Talent Management

Leadership

teri.hart

leadership development

workforce development

learning and development

skills disruption

workforce sustainability

Skills-First

hybrid teams

Glanbia

Session Focus: Integrated Skills-based Talent Practices Strategies


Organizations prioritize upskilling and reskilling because the skills landscape is changing fast, and employee skills may become outdated. Investing in employee development can improve productivity, retain top talent, provide a competitive advantage, and future-proof the organization.

But upskilling talent is a small piece of a broader trend around the journey to be a skills-based enterprise.

We will start the session by inviting the group to brainstorm and share how to start their skills-based approach.

Companies see the benefit of skills but are challenged with implementation.


Potential benefits of a skills-based enterprise include:
<ul>
 	<li>Better Talent Management</li>
 	<li>Enhanced employee engagement</li>
 	<li>Increased flexibility</li>
</ul>
What can we learn/leverage from our external partners (Workday, LinkedIn, Gloat, etc.)?

Glanbia’s talent team will share a case study about their journey to becoming a skills-based enterprise. We welcome you to join us and share what business and talent problems your organization wants to address by integrating skills-based talent practices.
<img class="aligncenter wp-image-38611" src="https://wp.ele.llc/wp-content/uploads/2023/04/MicrosoftTeams-image-7-1024x768.jpg" alt="Skills-First Talent Practices Roundtable" width="603" height="452" />
&nbsp;

SKILLS-BASED ORGANIZATIONS IN PRACTICE
<figure id="attachment_38146" class="wp-caption aligncenter" aria-describedby="caption-attachment-38146"><figcaption id="caption-attachment-38146" class="wp-caption-text"><img class="aligncenter size-full wp-image-38614" src="https://wp.ele.llc/wp-content/uploads/2023/03/Applying-System-Thinking-HR-Talent-Practices-Tim-Treger.jpg" alt="Applying System Thinking - HR Talent Practices" width="749" height="464" />Source: Tim Treger</figcaption></figure>
<blockquote>“You will be focused on skills in 2022 because your learning, recruiting, mobility, career, and pay systems all rely on it. Rather than defining skills differently in all these systems, the skills taxonomy creates a common language—the basis for your talent intelligence layer” – Josh Bersin, HR Predictions for 2022</blockquote>
How do you define skills? Is it the same as all the line leaders in your organization?

&nbsp;

ACCELERATING THE TRANSITION FROM JOBS TO SKILLS

<img class="aligncenter size-large wp-image-38145 lazyautosizes lazyloaded" src="https://wp.ele.llc/wp-content/uploads/2023/03/Deloitte-Skills-based-Talent-Practices-FROM-TO-FROM-JOBS-TO-SKILLS-1024x232.jpg" sizes="770px" srcset="https://wp.ele.llc/wp-content/uploads/2023/03/Deloitte-Skills-based-Talent-Practices-FROM-TO-FROM-JOBS-TO-SKILLS-1024x232.jpg 1024w, https://wp.ele.llc/wp-content/uploads/2023/03/Deloitte-Skills-based-Talent-Practices-FROM-TO-FROM-JOBS-TO-SKILLS-300x68.jpg 300w, https://wp.ele.llc/wp-content/uploads/2023/03/Deloitte-Skills-based-Talent-Practices-FROM-TO-FROM-JOBS-TO-SKILLS-768x174.jpg 768w, https://wp.ele.llc/wp-content/uploads/2023/03/Deloitte-Skills-based-Talent-Practices-FROM-TO-FROM-JOBS-TO-SKILLS-1536x348.jpg 1536w, https://wp.ele.llc/wp-content/uploads/2023/03/Deloitte-Skills-based-Talent-Practices-FROM-TO-FROM-JOBS-TO-SKILLS-250x57.jpg 250w, https://wp.ele.llc/wp-content/uploads/2023/03/Deloitte-Skills-based-Talent-Practices-FROM-TO-FROM-JOBS-TO-SKILLS.jpg 1571w" alt="Skilled-Based Talent Practices" width="1024" height="232" data-src="https://wp.ele.llc/wp-content/uploads/2023/03/Deloitte-Skills-based-Talent-Practices-FROM-TO-FROM-JOBS-TO-SKILLS-1024x232.jpg" data-srcset="https://wp.ele.llc/wp-content/uploads/2023/03/Deloitte-Skills-based-Talent-Practices-FROM-TO-FROM-JOBS-TO-SKILLS-1024x232.jpg 1024w, https://wp.ele.llc/wp-content/uploads/2023/03/Deloitte-Skills-based-Talent-Practices-FROM-TO-FROM-JOBS-TO-SKILLS-300x68.jpg 300w, https://wp.ele.llc/wp-content/uploads/2023/03/Deloitte-Skills-based-Talent-Practices-FROM-TO-FROM-JOBS-TO-SKILLS-768x174.jpg 768w, https://wp.ele.llc/wp-content/uploads/2023/03/Deloitte-Skills-based-Talent-Practices-FROM-TO-FROM-JOBS-TO-SKILLS-1536x348.jpg 1536w, https://wp.ele.llc/wp-content/uploads/2023/03/Deloitte-Skills-based-Talent-Practices-FROM-TO-FROM-JOBS-TO-SKILLS-250x57.jpg 250w, https://wp.ele.llc/wp-content/uploads/2023/03/Deloitte-Skills-based-Talent-Practices-FROM-TO-FROM-JOBS-TO-SKILLS.jpg 1571w" data-sizes="auto" />
<blockquote>“The skills-based organization is a new operating model for work and the workforce that turns talent management on its head, redefining and reimagining every talent practice to be based more on skills than on jobs, and redefining how work is organized so that skills can be fluidly developed to keep pace with work as it evolves―all in a state of perpetual reinvention” — Deloitte.</blockquote>
As a group, we will ideate how to define and implement it.
<ul>
 	<li aria-level="1">What business and talent problems do we want to address?</li>
 	<li aria-level="1">How will we prioritize them?</li>
 	<li aria-level="1">What are the critical dependencies?</li>
 	<li aria-level="1">Who are the key stakeholders?</li>
 	<li aria-level="1">What’s already happening in the company that we can learn from and build on?</li>
</ul>
Pre-Read: <a href="https://medium.com/disruptive-design/tools-for-systems-thinkers-the-6-fundamental-concepts-of-systems-thinking-379cdac3dc6a" target="_blank" rel="noopener">Tools for Systems Thinkers: The 6 Fundamental Concepts of Systems Thinking</a> (Leyla Acaroglu--Medium, 07-SEP-2017)

Skills-First Talent Practices Roundtable (Downers Grove) @ Glanbia

integrated talent management

chicagoland

dirk.tussing

tim.treger

shahid.najmi

stella.cannon

kacie.walters

ele chicago cohort

tim.kirkpatrick

joanne.prochnow

jill.mack

sara.lorenzo

anton.maletich

wendy.greeson

ana.bedard

skills​

nichole.quinn

skills framework

skills taxonomy

brian.richardson

kelly.wojda

Session Focus: Integrated Skills-based Talent Practices Strategies


Organizations prioritize upskilling and reskilling because the skills landscape is changing fast, and employee skills may become outdated. Investing in employee development can improve productivity, retain top talent, provide a competitive advantage, and future-proof the organization.

But upskilling talent is a small piece of a broader trend around the journey to be a skills-based enterprise.

We will start the session by inviting the group to brainstorm and share how to start their skills-based approach.

💥 Companies see the benefit of skills but are challenged with implementation.


Potential benefits of a skills-based enterprise include:
<ul>
 	<li>Better Talent Management</li>
 	<li>Enhanced employee engagement</li>
 	<li>Increased flexibility</li>
</ul>
💥 What can we learn/leverage from our external partners (Workday, LinkedIn, Gloat, etc.)?

Glanbia's talent team will share a case study about their journey to becoming a skills-based enterprise. We welcome you to join us and share what business and talent problems your organization wants to address by integrating skills-based talent practices.

&nbsp;

SKILLS-BASED ORGANIZATIONS IN PRACTICE

[caption id="attachment_38146" align="aligncenter" width="517"]<img class="size-full wp-image-38146" src="https://wp.ele.llc/wp-content/uploads/2023/02/Bersin-2022-HR-Predictions-Skills-Based-Organizations-in-Practice.jpg" alt="Skills-Based Organizations in Practice" width="517" height="244" /> Source: Bersin 2022 HR Prediction[/caption]
<blockquote>“You will be focused on skills in 2022 because your learning, recruiting, mobility, career, and pay systems all rely on it. Rather than defining skills differently in all these systems, the skills taxonomy creates a common language—the basis for your talent intelligence layer” - Josh Bersin, HR Predictions for 2022</blockquote>
💥 How do you define skills? Is it the same as all the line leaders in your organization?

&nbsp;

ACCELERATING THE TRANSITION FROM JOBS TO SKILLS

<img class="aligncenter size-large wp-image-38145" src="https://wp.ele.llc/wp-content/uploads/2023/03/Deloitte-Skills-based-Talent-Practices-FROM-TO-FROM-JOBS-TO-SKILLS-1024x232.jpg" alt="Skilled-Based Talent Practices" width="1024" height="232" />
<blockquote>“The skills-based organization is a new operating model for work and the workforce that turns talent management on its head, redefining and reimagining every talent practice to be based more on skills than on jobs, and redefining how work is organized so that skills can be fluidly developed to keep pace with work as it evolves―all in a state of perpetual reinvention” -- Deloitte.</blockquote>
As a group, we will ideate on defining and putting into practice.
<ul>
 	<li aria-level="1">What business and talent problems do we want to address?</li>
 	<li aria-level="1">How will we prioritize them?</li>
 	<li aria-level="1">What are the key dependencies?</li>
 	<li aria-level="1">Who are the key stakeholders?</li>
 	<li aria-level="1">What’s already happening in the company that we can learn from and build on?</li>
</ul>
&nbsp;

<hr />

ELE's Chicagoland cohort for DEI, Talent &amp; HR Executives is a year-long learning process through face-to-face collaboration and networking with other local heads of Learning &amp; Talent Development. Each senior leader is encouraged to bring a peer from their organization that contributes to, engages, or supports the Learning &amp; Talent spectrum for their workplace.

Our quarterly cohort exchanges use the following design elements:
<ol>
 	<li>Sharing practical case studies aligned to business needs</li>
 	<li>Identifying key issues and developing insights and solutions</li>
 	<li>Canvassing learning industry trends applied at ELE members’ workplace</li>
</ol>
ELE produces this Chicagoland CLO/CTO/CHRO cohort.

single-event

Talent Executives

Chicago Cohort

in-person event

Skills-First Talent Practices Roundtable (Downers Grove) @ Glanbia

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