ELE Group, LLC

<p data-start="794" data-end="1063">This live discussion with experienced talent executives, mostly ex-Accenture, made one thing clear: <strong data-start="832" data-end="917">skills are more than a talent metric—they’re the language of business capability.</strong> When viewed as data, skills connect individual growth to enterprise agility, shifting the conversation from headcount to capability management.</p>
<p data-start="1065" data-end="1099"><a href="https://www.ele.llc/members/craig-friedman" target="_blank" rel="noopener">Craig Friedman</a> reminded us that:</p>

<blockquote data-start="1100" data-end="1220">
<p data-start="1102" data-end="1220"><em data-start="1102" data-end="1218">“Skills are both people data and business data. That shift takes us from counting heads to managing capabilities.”</em></p>
</blockquote>
<p data-start="1222" data-end="1401">That single shift reframes how talent leaders partner with the business. Instead of defending headcount, we’re managing capabilities that drive agility, growth, and performance.</p>
<p data-start="1403" data-end="1440">But, as Heber cautioned:</p>

<blockquote data-start="1441" data-end="1560">
<p data-start="1443" data-end="1560"><em data-start="1443" data-end="1558">“Skills data only matters if it’s accurate. Decisions are only as strong as the confidence you have in the data.” -- </em><a href="https://www.ele.llc/members/heber-sambucetti" target="_blank" rel="noopener">Heber Sambucetti</a>, Skillsoft</p>
</blockquote>
<p data-start="1562" data-end="1690">Confidence in your data determines whether leaders trust skills intelligence to shape pay, succession, and workforce planning.</p>
<p data-start="1692" data-end="1739">And as Craig warned, complexity is the enemy:</p>

<blockquote data-start="1740" data-end="1840">
<p data-start="1742" data-end="1840"><em data-start="1742" data-end="1838">“If your taxonomy is exploding, step back. Keep the skill the skill—and separate the context.”</em></p>
</blockquote>
<p data-start="1847" data-end="1970">The conversation didn’t just redefine skills—it revealed what leaders must prioritize to make skills strategy work in practice</p>

<h3 data-start="1972" data-end="1991">Key Takeaways:</h3>
<p data-start="1992" data-end="2398">🔹 Skills are strategic currency, bridging individual growth with enterprise capabilities.<br data-start="2082" data-end="2085" />🔹 Data quality is non-negotiable—without it, business decisions crumble.<br data-start="2158" data-end="2161" />🔹 Start where the business hurts; pilots anchored in real challenges prove value fast.<br data-start="2248" data-end="2251" />🔹 Simplicity wins—overbuilt taxonomies collapse under their own weight.<br data-start="2323" data-end="2326" />🔹 AI is an accelerant, not a replacement; governance keeps it usable.</p>


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<h3 data-start="2405" data-end="2447">Practical Actions for Talent Leaders:</h3>
<p data-start="2448" data-end="2884">✅ Frame conversations with executives around <strong data-start="2493" data-end="2523">capability, not headcount.</strong><br data-start="2523" data-end="2526" />✅ <strong data-start="2528" data-end="2549">Audit skills data</strong> before using it to drive staffing, comp, or workforce plans.<br data-start="2610" data-end="2613" />✅ Launch a <strong data-start="2624" data-end="2669">pilot tied to a pressing business problem</strong> to win support and credibility.<br data-start="2701" data-end="2704" />✅ Establish <strong data-start="2716" data-end="2741">governance guardrails</strong> early: clear definitions, owners, and refresh cycles.<br data-start="2795" data-end="2798" />✅ <strong data-start="2800" data-end="2818">Use AI smartly</strong>—let it speed tagging and content, but apply governance filters.</p>

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<p data-start="2891" data-end="3022">Skills strategy isn’t about boiling the ocean. It’s about <strong data-start="2949" data-end="3020">building trust, proving value, and scaling what works—step by step.</strong></p>
<p data-start="3024" data-end="3098">Which of these actions feels most urgent in your organization right now? Let’s continue this conversation in the <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a>.</p>

Skills Are Data: Designing a Strategy for Agility and Growth

future of work

Strategy

Future of Work

Analytics

dirk.tussing

jean.ryan

janice.simmons

talent development

reskilling

organizational agility

learning and development

maryann.kennedy

talent agility

workforce planning

skills taxonomy

matt.sernaker

future skills

skills strategy

skills data

audrey..hackley

HR Innovation

Organizational Growth

Strategic HR

Workforce Strategy

craig.friedman

AI in talent development

Workforce Agility

3Q2025

capability building

skills-based organization

HR data

skill mapping

talent analytics

organizational design

talent development strategy

talent intelligence

heber.sambucetti

capability management

skills governance

data quality in HR

business capability

<p data-start="115" data-end="450">This robust discussion underscored a powerful truth: talent development leaders can no longer afford to wait for lagging indicators to reveal problems. To stay ahead, we must anticipate needs, align talent metrics with strategy, and act before gaps derail performance.</p>
<p data-start="452" data-end="482">As <strong data-start="455" data-end="472">Matt Sernaker</strong> shared:</p>

<blockquote data-start="483" data-end="650">
<p data-start="485" data-end="650"><em data-start="485" data-end="648">"Shifting from surveys after the fact to shaping daily experiences turned our lowest-rated hotel into the top performer—and gave everyone a role in improvement."</em></p>
</blockquote>
<p data-start="652" data-end="714">And <strong data-start="656" data-end="677">Angelica Stilling</strong> reinforced with her systemic view:</p>

<blockquote data-start="715" data-end="864">
<p data-start="717" data-end="864"><em data-start="717" data-end="862">"A focused talent scorecard reveals workforce patterns early—speeding time-to-fill, boosting retention, and giving leaders actionable visibility."</em></p>
</blockquote>
<p data-start="866" data-end="1152">Together, these perspectives highlight a shift in mindset and practice. It’s not just about reporting outcomes—it’s about shaping them. Predictive talent strategies bring business and HR closer together, using early signals to drive accountability, innovation, and measurable results.</p>
<p data-start="1154" data-end="1421">When leaders integrate predictive metrics into strategy, they move from reactive firefighting to proactive value creation. And when those metrics are transparent, they don’t just inform decisions—they shape culture, empowering people at every level to own outcomes.</p>


<hr data-start="1423" data-end="1426" />

<h3 data-start="1428" data-end="1450">🔑 5 Key Takeaways</h3>
<ol data-start="1451" data-end="1813">
 	<li data-start="1451" data-end="1519">
<p data-start="1454" data-end="1519">Lagging tells you what happened; leading tells you what’s next.</p>
</li>
 	<li data-start="1520" data-end="1595">
<p data-start="1523" data-end="1595">Predictive metrics must align with business strategy to gain traction.</p>
</li>
 	<li data-start="1596" data-end="1667">
<p data-start="1599" data-end="1667">Sales and DEI examples show how early signals prevent costly gaps.</p>
</li>
 	<li data-start="1668" data-end="1732">
<p data-start="1671" data-end="1732">Transparency in data creates ownership and cultural buy-in.</p>
</li>
 	<li data-start="1733" data-end="1813">
<p data-start="1736" data-end="1813">Don’t wait for perfect dashboards—directionally correct data drives action.</p>
</li>
</ol>

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<h3 data-start="1820" data-end="1845">✅ 5 Practical Actions</h3>
<ol data-start="1846" data-end="2223">
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<p data-start="1849" data-end="1921">Embed predictive metrics into business reviews and strategic planning.</p>
</li>
 	<li data-start="1922" data-end="2000">
<p data-start="1925" data-end="2000">Review leading indicators more frequently to allow for course correction.</p>
</li>
 	<li data-start="2001" data-end="2066">
<p data-start="2004" data-end="2066">Define measures with executives upfront to secure alignment.</p>
</li>
 	<li data-start="2067" data-end="2132">
<p data-start="2070" data-end="2132">Pilot predictive talent metrics in one function, then scale.</p>
</li>
 	<li data-start="2133" data-end="2223">
<p data-start="2136" data-end="2223">Share results beyond leadership—use ERGs and employee forums to drive culture change.</p>
</li>
</ol>

<hr data-start="2225" data-end="2228" />
<p data-start="2247" data-end="2442">🔮 Predictive talent isn’t just a measurement shift—it’s a mindset shift. By blending culture, data, and foresight, talent development leaders can deliver results that matter most to the business.</p>
<p data-start="2444" data-end="2602">📣 How is your organization shifting from lagging to leading indicators? Let’s continue this conversation in the <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener"><strong data-start="2578" data-end="2599">ELE Idea Exchange</strong></a>.</p>

Predictive Talent: Anticipating Needs Before They Hit the Business

talent risk

suzanne.sherry

performance improvement

talent management

colin.hahn

Talent Strategy

Culture Change

marty.murrillo

Performance Improvement

workforce readiness

employee retention

kelly.wojda

yolanda.mangram

HR Analytics

Predictive Analytics

emily.decker-bess

Business Alignment

HR Insights

data driven HR

angelica.janina.stilling

DEI Strategy

talent forecasting

capability gaps

future learning

talent trends

holly.r.pyatt

predictive talent

leading indicators

lagging indicators

talent metrics

HR scorecard

sales enablement

proactive talent development

<p data-start="676" data-end="916">This live discussion provided a clear look at a common challenge: L&amp;D and HR teams often operate in silos, tracking activity but struggling to prove real business impact. The answer isn’t more tools—it’s building a data-driven learning ecosystem that connects LMS, HRIS, LXP, and enterprise systems through a shared strategy. <strong>With aligned data, culture, and governance, talent leaders can shift from compliance metrics to outcomes like sales, retention, and leadership pipelines.</strong> Read on to discover how to move from siloed activity to enterprise-wide impact.</p>
<p data-start="676" data-end="916">As <a href="https://www.ele.llc/members/yolanda-mangram" target="_blank" rel="noopener">Yolanda Mangram</a> emphasized, quoting <a href="https://www.ele.llc/members/matt-donovan" target="_blank" rel="noopener">Matt Donovan</a>:</p>

<blockquote>"If L&amp;D doesn’t align its data strategy with the enterprise data strategy , it risks being left behind."</blockquote>
<p data-start="676" data-end="916">That urgency framed the discussion on why siloed systems and vanity metrics no longer cut it.</p>
<p data-start="918" data-end="1183"><a href="https://www.ele.llc/members/marty-murrillo" target="_blank" rel="noopener">Marty Murrillo</a> reminded us of the shift required:</p>

<blockquote>"Business leaders don’t care about activity—they care about outcomes"</blockquote>
<p data-start="918" data-end="1183">The challenge for L&amp;D is to move beyond course completions and show how learning drives sales, retention, quality, and leadership pipelines.</p>


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<h2 data-start="1190" data-end="1211">🔑 5 Key Takeaways</h2>
<ol data-start="1212" data-end="1759">
 	<li data-start="1212" data-end="1320">
<p data-start="1215" data-end="1320"><strong data-start="1215" data-end="1252">Integration is the differentiator</strong> – Connecting LMS, HRIS, LXP, and business systems unlocks impact.</p>
</li>
 	<li data-start="1321" data-end="1426">
<p data-start="1324" data-end="1426"><strong data-start="1324" data-end="1347">Metrics must evolve</strong> – Completions and attendance don’t prove value; performance and outcomes do.</p>
</li>
 	<li data-start="1427" data-end="1528">
<p data-start="1430" data-end="1528"><strong data-start="1430" data-end="1458">Culture enables data use</strong> – Governance and openness are as critical as the technology itself.</p>
</li>
 	<li data-start="1529" data-end="1644">
<p data-start="1532" data-end="1644"><strong data-start="1532" data-end="1565">Taxonomies are infrastructure</strong> – Shared skills and competency language is essential across HR and business.</p>
</li>
 	<li data-start="1645" data-end="1759">
<p data-start="1648" data-end="1759"><strong data-start="1648" data-end="1676">Start small, scale smart</strong> – Pilots tied to one or two business outcomes create early wins and credibility.</p>
</li>
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<h2 data-start="1766" data-end="1792">🛠️ 5 Practical Actions</h2>
<ol data-start="1793" data-end="2357">
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<p data-start="1796" data-end="1896"><strong data-start="1796" data-end="1816">Audit your silos</strong> – Map where learning, HR, and business data live; identify overlaps and gaps.</p>
</li>
 	<li data-start="1897" data-end="2027">
<p data-start="1900" data-end="2027"><strong data-start="1900" data-end="1931">Anchor in business outcomes</strong> – Pick one high-stakes metric (e.g., sales performance, leadership pipeline) to prove impact.</p>
</li>
 	<li data-start="2028" data-end="2142">
<p data-start="2031" data-end="2142"><strong data-start="2031" data-end="2051">Align taxonomies</strong> – Ensure skills and competencies use the same “data language” across HR and L&amp;D systems.</p>
</li>
 	<li data-start="2143" data-end="2256">
<p data-start="2146" data-end="2256"><strong data-start="2146" data-end="2172">Shift manager behavior</strong> – Train leaders to use data for coaching and recognition, not as a “gotcha” tool.</p>
</li>
 	<li data-start="2257" data-end="2357">
<p data-start="2260" data-end="2357"><strong data-start="2260" data-end="2285">Pilot → prove → scale</strong> – Integrate one system, show measurable ROI, then expand iteratively.</p>
</li>
</ol>

<hr data-start="2359" data-end="2362" />

<h3 data-start="2364" data-end="2384">Why it matters</h3>
<p data-start="2385" data-end="2610">Talent development leaders who adopt this mindset will stop reporting activity and start telling outcome-driven stories that matter to the business. Integration isn’t a future vision—it’s the credibility test for L&amp;D today.</p>

How to Create a Learning Tech Stack: Building a Data-Driven Ecosystem

Integrated Talent Management

learning technology

newton.moore

richard.busby

azizeh.constantinescu

edward.desrosiers

keri.kersten

guillermo.gutierrez

patricia.ouzounian

diana.anderson

HR Technology

Coaching Culture

organizational impact

data strategy

cindy.pinkstaffmiller

learning tech stack

L&amp;D systems

enterprise data

talent ecosystem

integrated HR

HR systems

workforce analytics

learning metrics

deepa.kartha

manendra.bhugra

business outcomes

jenny.massoni

data-driven ecosystem

learning integration

HRIS

taxonomy alignment

enterprise learning

<p class="whitespace-pre-wrap" style="text-align: left;"><strong>Session Focus: </strong>Building a skill-based organization—using data to map, measure, and mobilize capabilities aligned to strategic priorities.</p>

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This video discussion will explore the foundational concept of building a truly skill-based organization. We will examine how to leverage data to meticulously map, accurately measure, and strategically mobilize your workforce's capabilities.

Discover practical approaches for aligning individual and collective skills directly to your organization's strategic priorities, fostering unprecedented agility and sustainable growth. Learn how treating skills as actionable data can transform your talent strategy, ensuring your organization is ready for future demands and opportunities.

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<p class="whitespace-pre-wrap">This video discussion will offer HR Talent leaders actionable insights from industry leaders on transforming rigid structures into adaptive networks that empower employees across all levels.</p>
ELE produces this Learning Circle: <strong>Reskilling Talent Development.</strong>

<strong>ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>:</strong> Collaborate online with your peers.

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Skills Are Data: Designing a Strategy for Agility and Growth

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