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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.

About ELE

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

Figure out if ELE is for you. Straight answers on what ELE is, who it’s built for, and how contributing members actually work together. Still have a question? Contact us.

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

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Insights on Talent Challenges | Captured Peer Conversations | ELE

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Lake Forest Center for Leadership

It’s time to stop treating succession like a box to check—and start seeing it as your best tool for unlocking hidden talent.
At the Milwaukee Talent Development Conference 2025, <a href="https://www.ele.llc/members/jennifer-kern" target="_blank" rel="noopener">Jennifer Kern</a> and <a href="https://www.ele.llc/members/matt-sernaker" target="_blank" rel="noopener">Matt Sernaker</a> delivered a powerful call to action: evolve your leadership playbook from control and cloning to trust, improvisation, and inclusive growth. Their session reframed succession planning as a daily practice—not a once-a-year HR task.
<img class="aligncenter wp-image-43060" src="https://wp.ele.llc/wp-content/uploads/2025/05/Jennifer-Kern-WISE2025-Keynote-Speaker.jpg" alt="" width="691" height="518" />
Instead of grooming carbon copies of today’s leaders, they challenged us to foster environments where individuals can experiment, stretch, and bring their full selves forward. That means modeling courage, showing vulnerability, and creating space for people to take risks without fear of retribution.
🔑 What Forward-Thinking Talent Leaders Can Do Now:

<ul data-start="1162" data-end="1503">
 	<li data-start="1162" data-end="1257">
Coach, don’t just delegate: Empowerment means being present—co-creating, not handing off.
</li>
 	<li data-start="1258" data-end="1379">
Liberate talent to lead differently: Stop rewarding mimicry. Invite diverse thinking, even when it’s uncomfortable.
</li>
 	<li data-start="1380" data-end="1503">
Set the rhythm, then step back: Think jazz, not marching band. Define outcomes—but let your people shape the journey.
</li>
</ul>
<blockquote data-start="1505" data-end="1592">
“Potential won’t show up unless leaders make it safe to act.” — <a href="https://www.ele.llc/members/jennifer-kern" target="_blank" rel="noopener">Jennifer Kern</a>, Lake Forest Center for Leadership
</blockquote>
This session emphasized that empowerment isn’t passive. Liberation isn’t about letting go—it’s about leaning in with intention and trust. Real succession planning happens in the moments when leaders choose to make space, model learning, and prioritize long-term development over short-term perfection.
If you want a stronger bench and a more resilient culture, stop replicating what worked in the past—and start unlocking what’s possible now.

Liberating Potential in Individuals

Integrated Talent Management

Leadership

growth mindset

leadership development

succession planning

talent management

employee engagement

psychological safety

organizational development

inclusive leadership

matt.sernaker

jennifer.kern

future-ready workforce

HR Strategy

Coaching Culture

Trust-Based Leadership

wise2025

leadership agility

liberating potential

talent empowerment

Is Your Leadership Pipeline Ready for What’s Next?

<a href="https://www.ele.llc/members/jennifer-kern" target="_blank" rel="noopener">Jennifer Kern</a> and <a href="https://www.ele.llc/members/matt-sernaker" target="_blank" rel="noopener">Matt Sernaker</a> didn’t just deliver a session on succession planning—they challenged us to rethink it entirely. With 1 in 5 Americans hitting retirement age by 2030, the real risk isn’t just leadership turnover. It’s losing momentum, institutional knowledge, and the cultural continuity that drives innovation.
Their core message: Succession planning shouldn’t live in HR binders. It must live in the daily decisions of people leaders across the organization.
<img class="aligncenter wp-image-43059" src="https://wp.ele.llc/wp-content/uploads/2025/05/Matt-Sernaker-WISE2025-Keynote-Speaker.jpeg" alt="" width="718" height="539" />
Becoming future-ready doesn’t require a massive overhaul. It starts with a mindset shift.
🔍 Key Insights for Future-Ready Succession Planning

<ul>
 	<li data-start="1785" data-end="1914">Make it daily, not annual: Leadership development must be baked into everyday behaviors—not backloaded into annual reviews.</li>
 	<li data-start="1785" data-end="1914">Trust is your signal: The most promotable leaders earn trust by growing others.</li>
 	<li data-start="1785" data-end="1914">Use the 3-part lens: Spot potential using Trust &amp; Talent, Strategic Mindset, and Organizational Influence.</li>
 	<li data-start="1785" data-end="1914">Time isn’t the issue—priority is: Micro-observations, intentional questions, and lightweight routines build momentum.</li>
 	<li data-start="1785" data-end="1914">Frontline activation is essential: Culture shifts when frontline leaders know they’re part of the succession story.</li>
 	<li style="list-style-type: none;"></li>
</ul>
One powerful quote captured the spirit of the session:

<blockquote data-start="1729" data-end="1807">
“The question isn’t just who’s next, but how are we helping them get there?” -- <a href="https://www.ele.llc/members/matt-sernaker" target="_blank" rel="noopener">Matt Sernaker</a>, Lake Forest Center for Leadership
</blockquote>
Succession planning only works when it’s embedded in the culture—and when it’s contagious. When frontline leaders, managers, and HR share ownership, leadership development becomes part of the everyday rhythm of work.
So, how future-ready is your organization? Are your leaders just managing today—or building what comes next?
💬 Share how you're sparking succession momentum on the <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a>.

Succession Planning: How Future-Ready are Your Leaders?

future of work

Future of Work

talent development

Talent Strategy

talent pipeline

workforce planning

HR leadership

Strategic HR

Leadership Mindset

HR Best Practices

leadership growth

organizational catalyst

leadership reflection

strategic talent management

leadership assessment

executive readiness

high-potential talent

LAK Group

Executive Learning Exchange (ELE)

Session Focus: Leveraging Assessments to Enhance Leadership Skills and Organizational Impact

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In today’s fast-changing talent landscape, senior HR leaders are being challenged to rethink how assessments are used across the organization. Assessments are no longer just tools for selection — when used purposefully, they can strengthen leadership pipelines, drive cultural alignment, and fuel organizational resilience. At our recent ELE peer discussion, we explored how leveraging assessments with insight and intentionality is becoming a critical capability for future-ready organizations.


<blockquote>"Assessments should drive development, not just selection—they’re valuable for onboarding, team building, and career growth." -- <a href="https://www.ele.llc/members/yolanda-mangram" target="_blank" rel="noopener">Yolanda Mangram</a></blockquote>
This mindset — seeing assessments as tools to build leadership strength and organizational impact — was echoed by many of the senior talent leaders in the room.
However, as Erin Joslin wisely reminded us:


<blockquote>"You have to align with leadership before using assessments—otherwise, you defeat the purpose." -- <a href="https://www.ele.llc/members/erin-joslin" target="_blank" rel="noopener">Erin Joslin</a>, Weber</blockquote>
It’s not just about using assessments — it’s about using them the right way, with clear strategic intent, governance, and purpose.
🔑 Here are 3 Key Takeaways for Senior HR Talent Leaders:

<ul>
 	<li class="" data-start="1575" data-end="1674">
Purpose Before Tools: Define why you’re using assessments before choosing what to use.
</li>
 	<li class="" data-start="1675" data-end="1790">
Data Is One Piece, Not the Whole Picture: Assessments should inform human decision-making, not replace it.
</li>
 	<li class="" data-start="1791" data-end="1908">
Governance and Validation Are Critical: Without validation and oversight, even good intentions can backfire.
</li>
</ul>
💡 5 Practical Actions you can take:
<ul>
 	<li class="" data-start="1951" data-end="2029">
Define and align assessment strategies with leadership before rollout.
</li>
 	<li class="" data-start="2030" data-end="2120">
Audit and validate your current tools to ensure fairness, relevance, and compliance.
</li>
 	<li class="" data-start="2121" data-end="2213">
Limit and govern your assessment portfolio to create a shared organizational language.
</li>
 	<li class="" data-start="2214" data-end="2301">
Integrate assessments into development and succession planning — not just hiring.
</li>
 	<li class="" data-start="2302" data-end="2378">
Communicate results thoughtfully to empower employees, not label them.
</li>
</ul>
As the role of assessments continues to expand, the opportunity for HR leaders is clear: use them not only to select talent, but to cultivate it. When aligned to strategy, culture, and leadership development goals, assessments become a powerful driver of future-ready organizations. Let’s move beyond "assessment as a gatekeeper" toward "assessment as a growth enabler."
Curious — how are you evolving your use of assessments to enhance leadership skills and culture in your organization? Please share your insights with us on the ELE <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">Idea Exchange</a>.

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</div>
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Leading with Insight: How Assessments Drive Organizational Leadership Excellence

dirk.tussing

michael.grubich

suzanne.sherry

jane.shlaes

keri.kersten

lorna.malloy

employee experience

workforce development

organizational effectiveness

continuous learning

reskilling

jenny.heitman

patricia.ouzounian

assessment

yolanda.mangram

people analytics

audrey..hackley

HR strategies

charlie.l..moore1

Data-Driven Learning

Data-Driven Decisions

erin.joslin

organizational learning

team communication

knowledge sharing

innovation culture

teaming techniques

leadership excellence

ben.warner

owen.burns

2Q2025

amy.curler

Future Ready Leadership

Assessment Tools

Leadership Assessments

Skills Assessment

Session Focus: Building talent reviews and personas using AI tools, moving from theoretical understanding to real-world implementation.
<blockquote>"I've demonstrated to our leaders how using ChatGPT can efficiently create excellent individual development plans based on the 70, 20, 10 model" - stated <a href="https://www.ele.llc/members/jesse-james" target="_blank" rel="noopener">Jesse James</a>, highlighting the practical application of AI in streamlining HR processes.</blockquote>
This session provided an in-depth look at how artificial intelligence is transforming talent management. By leveraging tools like ChatGPT, HR departments can enhance their strategic capabilities, making the process of creating personalized development plans more efficient.

Key Takeaways:
<ol>
 	<li>AI as an Augmentation Tool: AI should be seen as a complement to human expertise, enhancing decision-making and freeing up time for more strategic tasks.</li>
 	<li>Detailed Input Equals Valuable Output: The success of AI tools is heavily dependent on the quality and specificity of the data provided. Accurate, detailed inputs lead to more actionable insights.</li>
 	<li>Maintaining the Human Element: Despite the efficiency gains from AI, it's vital to keep a personal touch in HR practices. AI should enhance human interactions, not replace them.</li>
</ol>
Practical Actions:
<ul>
 	<li>Implement AI Tools Strategically: Start with integrating AI tools in areas that benefit most from automation, such as administrative tasks and initial data analysis for talent reviews.</li>
 	<li>Train HR Teams on AI Capabilities: Ensure that HR professionals are well-equipped to use AI tools effectively, understanding both their strengths and limitations.</li>
 	<li>What To Avoid &amp; Lessons Learned: Make sure leaders create performance reviews that are personal—best practice is to use existing documentation and have AI Tool improve. Importance to keep a “Human in the Loop".</li>
</ul>
Embracing these insights and integrating AI responsibly allows senior HR talent leaders to drive their organizations toward more efficient and effective talent management practices, preparing the workforce to meet future challenges more robustly.

<a href="https://www.ele.llc/events?tags=4022" target="_blank" rel="noopener">💡Continue to learn together through monthly hands-on applications of AI in L&amp;D 🚀 REGISTER NOW!</a>

✨ AI Practical Lab: Building Talent Reviews & Personas—From Theory to Practice

Digital &amp; AI

digital transformation

richard.busby

Operations

upskilling

mickey.mantas

jesse.james

jason.davis

performance management

katrina.williams

learning and development

employee development

nichole.quinn

learning trends

AI tools

HR leaders

HR future

AI in HR

GenAI

nicholas.leonard

lauren.marder

Talent Reviews

HR Technology

ai practical lab

AI Implementation

HR Analytics

HR Tech

data driven HR

susan.c.guest

AI For HR

Talent Management AI

Hands On Lab

Practical AI

Talent Personas

Talent Optimization

Innovation in HR

michael.hruska

baryons.aimentor

Session Focus: Explore as a community how generative AI revolutionizes top organizations' talent reviews and succession planning.
&nbsp;

This session provided a wealth of knowledge on the intersection of AI and HR talent management, particularly regarding the evolving role of AI in talent reviews and succession planning.
<blockquote>
"Human plus AI outperforms AI alone or human alone in all sorts of domains." -- <a href="https://www.ele.llc/members/brian-richardson" target="_blank" rel="noopener">Brian Richardson</a>

</blockquote>
This statement encapsulates the need for a balanced approach, combining AI's analytical power with the critical thinking and empathy only humans can provide. As we reflect on the discussions, here are three critical takeaways for senior HR talent leaders:
<ol>
 	<li>AI as a Supplement, Not a Replacement: While AI offers powerful tools for data-driven decision-making, it’s essential to maintain human oversight. AI should serve as an enhancement to HR processes, not as a substitute for the nuanced understanding and judgment that leaders bring.</li>
 	<li>Broadening the Talent Pool: AI's ability to identify talent beyond the obvious candidates allows organizations to tap into a more diverse and comprehensive range of future leaders, challenging traditional succession planning methods and reducing bias.</li>
 	<li>Ongoing Conversations on AI: Adopting AI successfully requires continuous learning and collaboration. Leaders must engage in ongoing discussions to fully understand AI's capabilities and limitations, ensuring its ethical and effective implementation in talent management.</li>
</ol>
This session reaffirmed that by combining the strengths of AI and human expertise, HR leaders can make more informed, equitable, and strategic decisions for their organizations.

Using Gen AI for Talent Reviews and Succession Planning

allyson.carter

azizeh.constantinescu

edward.desrosiers

learning &amp; development

anton.maletich

sara.larson

brian.richardson

megan.bickle

workplace culture

HR Innovation

workplace innovation

shelley.saeger

generative AI

Session Focus: Explore as a community how generative AI revolutionizes top organizations' talent reviews and succession planning.
&nbsp;

As generative AI continues transforming the business landscape, its applications in talent reviews and succession planning are emerging as game-changers for HR professionals. This session delves into the practical uses of generative AI by leading organizations to enhance their talent management strategies.
<blockquote>
Discover how leading companies are harnessing generative AI to revolutionize talent reviews and succession planning, shaping the future of leadership development.

</blockquote>
Participants will explore how AI tools are being leveraged to predict potential leadership gaps, personalize development plans, and streamline the decision-making process in succession planning. We will hear firsthand accounts from companies that have integrated these technologies, uncovering the benefits and challenges they have encountered. Join us to gain insights into how generative AI can revolutionize talent reviews and help shape the future of your organization's leadership pipeline.

&nbsp;

<img class="size-large wp-image-41159" src="https://wp.ele.llc/wp-content/uploads/2024/04/DALL·E-2024-06-12-20.38.26-A-professional-realistic-photograph-style-horizontal-banner-image-for-a-corporate-event-promotion-focusing-on-the-practical-use-of-generative-AI-to--1024x585.webp" alt="Using Gen AI for Talent Reviews/Succession Planning" width="1024" height="585" />

&nbsp;

ELE produces this Learning Circle: Reskilling Talent Development.

ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>: Collaborate online with your peers.

single-event

Your Teams

Learning Circles

Complimentary

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Digital

Charter Manufacturing

Session Focus:  Engaging Employees with a simple framework moving beyond 9-box assessments


Case Study: Talent Builder (Charter Manufacturing)

<img class="lazyautosizes lazyloaded aligncenter wp-image-36904 size-full" src="https://wp.ele.llc/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box.jpg" alt="9-box Grids for Succession Planning" width="745" height="449" data-src="https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box.jpg" data-srcset="https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box.jpg 745w, https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box-300x181.jpg 300w, https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box-234x141.jpg 234w" data-sizes="auto" />

Source for graphic: AIHR (The Netherlands)

In this insightful presentation, Megan Joecks, VP of Talent Management at Charter Manufacturing, shared how her organization revolutionized their talent management approach by moving beyond traditional 9-box grids. The new "Talent Builder" framework focuses on engaging employees at all levels while providing a more nuanced and actionable talent assessment process.
<blockquote>Megan emphasized, "We are taking the stance that development is for everyone and there might be additional engagement or retention tactics that may need to be deployed for your top talent."</blockquote>
This philosophy underpins their innovative approach to talent management and development.

Key Takeaways:
1. Rethinking Talent Assessment: By transitioning from the traditional nine-box grid to a "Development Paths" approach, organizations can foster more meaningful talent conversations and generate actionable insights for employee growth and succession planning.
2. Transparency and Engagement: Implementing a transparent talent management process that actively involves employees in their own development journey can significantly boost engagement levels and improve the effectiveness of succession planning efforts.
3. Facilitating Meaningful Conversations: Equipping both managers and employees with tools like conversation starters can help initiate and maintain productive discussions about career development and potential, leading to more engaged and motivated workforce.
This session provided valuable insights for HR professionals and leaders looking to modernize their talent management practices and create a more engaging, transparent, and development-focused organizational culture.

Using Gen AI for Talent Reviews and Succession Planning

Moving Beyond 9 Box Grids | Talent Builder Engaging Employees

2022 May Exchange Oshkosh Wisconsin | IN-PERSON

2022 May Learning Leadership Summit | Virtual