ELE brings leaders together across companies and industries to work through the messy stuff: decisions, risk, handoffs, execution drag, and what it takes to move from idea to action.

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Companies In Our Network

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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.

Lurie Children's

Menasha Corporation

Marquette University

<div style="font-family: 'Calibri', 'Candara', 'Segoe UI', 'Optima', Arial, sans-serif; color: #333; line-height: 1.6; max-width: 800px; margin: auto; font-size: 1.1rem;">
Skill needs are shifting faster than most planning cycles can handle.
For people leaders, the challenge is knowing what to prepare for now—without chasing every trend or overbuilding programs too early.
This Design Charrette helps leaders work through the signals, risks, and choices that shape smarter workforce readiness.

<blockquote style="border-left: 4px solid #990000; margin: 20px 0; padding: 10px 20px; background-color: #f8f9fa; font-style: italic; color: #555; font-family: 'Calibri', sans-serif; font-size: 1.1rem;">What happens next? This post captures our live framework. In a few days, we will update this page with the real-time breakthroughs, questions, and insights shared by our executive peers during the conference dialogue. Stay tuned!</blockquote>
</div>

Design Charrette | Anticipating Skills Shift

future of work

Integrated Talent Management

Future of Work

talent development

Talent Strategy

sara.larson

amanda.herche

skill mapping

cecilia.lillegard

wise2026

human judgment

Design Charrette

Workflow Redesign

insights-wise-2026

workforce capability

skills shift

adaptive readiness

baseline literacy

frontier firms

human-agent teams

skill card template

table insights

pattern spotting

action opportunities

responsible experimentation

peer collaboration

structural changes

ELE Group, LLC

<div style="font-family: 'Calibri', 'Candara', 'Segoe UI', 'Optima', Arial, sans-serif; color: #333; line-height: 1.6; max-width: 800px; margin: auto; font-size: 1.1rem;">
A focused welcome to ground the day in the workforce challenges leaders are facing now.
Set inside Marquette’s executive learning environment, we’ll frame a practical, peer-powered exchange built around real problems, sharper decisions, and ideas leaders can apply back at work.

<blockquote style="border-left: 4px solid #990000; margin: 20px 0; padding: 10px 20px; background-color: #f8f9fa; font-style: italic; color: #555; font-family: 'Calibri', sans-serif; font-size: 1.1rem;">What happens next? This post captures our live framework. In a few days, we will update this page with the real-time breakthroughs, questions, and insights shared by our executive peers during the conference dialogue. Stay tuned!</blockquote>
</div>

What We’re Solving Today | Milwaukee Talent Development Conference 2026 Openning

Engagement &amp; Culture

Strategy

Digital &amp; AI

Leadership

dirk.tussing

peer-learning

organizational capability

change capability

jim.orheim

business speed

design charrettes

peer-powered decisions

Signals to Action Planning

workforce challenges

talent models

speed to confident action

practical execution

real-world impact

leadership commitments

strategic choices

execution engine

implementation in action

<div class="insight-content-wrapper" style="font-size: 18px; line-height: 1.6; color: #333;">

When <a href="https://www.ele.llc/members/aaron-olson" target="_blank" rel="noopener">Aaron Olson</a> keynoted in person at ELE’s October conference at Zurich North America (Schaumburg campus), he launched his new book <a href="https://www.ele.llc/members/bookshelf/strategy-and-change" target="_blank" rel="noopener">Strategy &amp; Change</a>—and the room lit up because it wasn’t theory. It was usable.

So we invited him back for a live interactive workshop discussion on Feb 27, and he delivered again—this time with the group applying the ideas to real decisions, in real time.

In the simplest terms, Aaron’s message was this: stronger teams get better at avoiding blind spots → making clearer choices → naming risk early—because that’s where real opportunities get unmasked. He also walked through how to prepare yourself with a simple Action Planning Tool.

And the best part? The community didn’t just nod along—we sharpened the framework with the kind of reflections you only get when experienced leaders are willing to be honest about what actually happens inside organizations.

<hr style="margin: 40px 0; border: 0; border-top: 1px solid #eee;" />

The takeaway that hit hardest: don’t outsource your judgment
As <a href="https://www.ele.llc/members/marty-murrillo" target="_blank" rel="noopener">Marty Murrillo</a> put it - especially with AI in the mix:
<blockquote style="border-left: 5px solid #ccc; margin: 1.5em 10px; padding: 0.5em 20px; font-style: italic;">“You can’t… abdicate your critical thinking to a machine, nor should you ever give your voice to a person or a machine."</blockquote>
That line landed because it names a very real risk pattern: teams move faster, they generate more output… and leaders slowly stop owning judgment.

The point wasn’t “don’t use AI.” The point was: don’t give away your voice. When leaders do that—whether to a tool or to the loudest person in the room—capability erodes quietly.

Why “challenge” is the hidden lever in better decisions.
One reflection that really stuck with the group was how culture shapes decision quality—even before the decision starts. <a href="https://www.ele.llc/members/rachel-kaberon1" target="_blank" rel="noopener">Rachel Kaberon</a> named the blocker we all recognize when we’re being honest:
<blockquote style="border-left: 5px solid #ccc; margin: 1.5em 10px; padding: 0.5em 20px; font-style: italic;">“The word challenge becomes a choice… that interpersonal exchange is part of the choice architecture."</blockquote>
That’s it. That’s the whole game. If challenging assumptions feels socially risky, people avoid it. If people avoid it, blind spots stay protected. And if blind spots stay protected, the “choice” is basically pre-decided—just with nicer language around it. So when we say “we need clarity,” what we often really mean is: we need a better room for real challenge.

Insight isn’t just “more data.” It’s sensing what others miss.
<a href="https://www.ele.llc/members/jean-ryan" target="_blank" rel="noopener">Jean Ryan</a> added a strategic layer that sharpened the “Insight” part of Aaron’s framework: if you only listen to the loud, obvious signals, you’re already behind.

She described the power of going after weak signals—especially outside your industry—because they challenge your current assumptions before the change becomes unavoidable.

Strong signals are easy to spot. They’re already loud. Weak signals take intention. But that’s where the early advantage lives: noticing shifts in behavior, expectations, education, and adjacent markets before they turn into urgent problems. This is one of those leadership muscles that looks “soft”… until you realize it’s the difference between being prepared and being surprised.

What made this practical: a one-page tool teams can actually use
Here’s where Aaron made it actionable.

The Strategy &amp; Change | Action Planning Worksheet is a practical tool for senior leaders because it turns the framework into a single page teams can work through together—in the flow of real decisions. (<a href="https://ideation.ele.llc/LC_Reskilling/20260227_Strategy-and-Change-Worksheet-editable.pdf" target="_blank" rel="noopener">click here to download the editable worksheet</a>)
<img class="aligncenter" src="https://cdn.ele.llc/wp-content/uploads/2026/03/Strategy-and-Change_Action-Planning-Worksheet.jpg" alt="Strategy and Change Worksheet" width="972" height="562" />
It helps teams:
<ul style="margin-bottom: 25px;">
 	<li>surface blind spots without turning it into a debate club</li>
 	<li>clarify the real choice being made (and the tradeoffs)</li>
 	<li>name risk early enough that it helps—not late enough that it hurts</li>
</ul>
And there’s a bigger reason we’re excited: Even better: this worksheet is the backbone for ELE’s next Design Charrette—because it forces the exact moves teams need to build Confidence, Capability, and Clarity while they’re solving something that actually matters.

<hr style="margin: 40px 0; border: 0; border-top: 1px solid #eee;" />

Want to go deeper?
This mini-workshop draws on ideas from Strategy and Change by Aaron Olson and co-authors—focused on insight, choice, and risk when leaders face disruption.
<ul>
 	<li>Explore the book on ELE’s Bookshelf (<a href="https://www.ele.llc/members/bookshelf/strategy-and-change">learn more or purchase</a>)</li>
</ul>
</div>

Strategy & Change in Practice: Turning Uncertainty into Better Decisions

jean.ryan

leadership development

aaron.olson

critical thinking

marty.murrillo

matt.sernaker

clarity

rachel.kaberon

AI Adoption

cindy.pinkstaffmiller

risk management

strategic thinking

1Q2026

strategy and change

Human-Centered Transformation

insight choice risk

learning in the flow of work

team capability building

team-based learning

confidence

capability

decision-making under uncertainty

choice architecture

L&amp;D leaders

Rothy's

This live discussion provided a necessary strategic pause—reframing 2025, a year when AI acceleration outpaced governance and skills into a clear, action-oriented agenda for 2026, shaped by some of the brightest minds in talent leadership.
The session, which focused on turning 2025's lessons into 2026's impact, moved beyond a simple recap to identify the structural gaps holding organizations back: unclear roles, inconsistent manager readiness, and a lack of skills and governance to match the speed of AI experimentation.

<h6 data-path-to-node="2">The Core Narrative: Addressing Structural Crisis and Strategic Mandate</h6>
The key insight is that AI has exposed profound flaws in organizational design, making the chief priority for 2026 a fundamental overhaul of how we define and manage work itself.

<blockquote data-path-to-node="3,0,1">
"Work is evolving faster than roles, causing heartburn around antiquated job structures." -- <a href="https://www.ele.llc/members/megan-bickle" target="_blank" rel="noopener">Megan Bickle</a>, Rothy's
</blockquote>
This structural crisis demands that the talent function lead the charge in strategic redesign—not as a support function, but as the architect of how work, skills, and AI come together.

<h6 data-path-to-node="6">Key Takeaways for Senior Talent &amp; Learning Leaders:</h6>
<ul data-path-to-node="7">
 	<li>
The Structural Work/Role Disconnect is the New Crisis: Work is evolving faster than job architecture, creating real tension around compensation, accountability, and career paths.
</li>
 	<li>
Operational AI Exposes Manager Readiness as the #1 Governance Gap: As AI moves into daily work, inconsistent manager capability—not technology—has become the primary bottleneck.
</li>
 	<li>
L&amp;D's Identity Must Pivot to 'Designer of the Blended Workflow: The talent function must intentionally design how human judgment and AI systems integrate—moving people up the value chain by design, not accident.
</li>
 	<li>
The Future of Work is a Mental Health Design Challenge: The focus is shifting from reactive wellness programs to proactively redesigning work in ways that protect psychological well-being.
</li>
</ul>

<hr data-path-to-node="8" />

<h6 data-path-to-node="9">The Strategic Mandate: Linking AI to Business Value</h6>
The ultimate goal for 2026 is harnessing AI to maximize competitive advantage. That requires moving past technological enthusiasm to disciplined, strategic deployment. As Chris Dunford emphasized, this is the constraint talent leaders must enforce:

<blockquote data-path-to-node="3,0,1">
"Don't just follow the tech for the tech's sake; it must be linked to a business need." -- <a href="https://www.ele.llc/members/chris-dunford" target="_blank" rel="noopener">Chris Dunford</a>, Aon
</blockquote>
This quote serves as the central mandate for any new AI-driven capability investment.
When that constraint is applied, the value proposition becomes clear. 
As <a style="font-size: 16px; background-color: #ffffff;" href="https://www.ele.llc/members/matt-donovan" target="_blank" rel="noopener">Matt </a><a href="https://www.ele.llc/members/matt-donovan" target="_blank" rel="noopener">Donovan </a>reinforced, this is the outcome talent leaders should design for:

<blockquote data-path-to-node="3,0,1">
"AI takes on tasks to enable humans to move up the value chain."
</blockquote>
This is not a philosophy—it’s the benchmark against which every AI-enabled role redesign, learning investment, and manager capability should be measured.


<hr data-path-to-node="15" />
Practical Actions for 2026 Strategic Planning (Where to Start)
To generate the necessary Talent Development Intelligence and address these strategic and human gaps, talent and learning leaders can start with the following actions:

<ol start="1" data-path-to-node="18">
 	<li>
Launch a Cross-Functional "Deconstruction of Work" Sprint: Start by deconstructing 3–5 mission-critical roles. Map which tasks are best handled by AI versus high-value human judgment to inform Q1 job architecture and skill redesign.
</li>
 	<li>
Measure Manager Readiness for AI Governance (Not Just Usage):  Assess managers on their ability to govern, embed, and coach responsible AI use—not just whether tools are adopted.
</li>
 	<li>
Reallocate L&amp;D Resources to the "Three C's": Use AI to clarify role expectations, co-curate third-party content, and customize individual learning journeys—embedding learning directly into the workflow.
</li>
</ol>
These actions shift talent teams from reacting to AI disruption to intentionally redesigning how work actually gets done.
ELE Outlook for 2026: Why Incremental Change Isn’t Enough for How Work Gets Done
As ELE heads into 2026, one signal is already clear: incremental improvements won’t keep pace with the human, structural, and leadership challenges created by AI at scale.  The mandate for talent and learning leaders is to shape how work evolves—clarifying job architecture, building practical manager capability for AI governance, and ensuring every technology investment is explicitly tied to business value. By focusing on these priorities, talent and learning leaders can turn the disruption of 2025 into a scalable impact in the year ahead.

2025 in Review, 2026 in Focus: Defining Talent Priorities for the AI Workforce

tracey.wik

upskilling

azizeh.constantinescu

talent management

learning &amp; development

matt.donovan

marsha.love-morrow

employee experience

reskilling

workforce planning

megan.bickle

HR transformation

HR leadership

Business Alignment

sara.fitzgerald

AI &amp; Workforce

angelica.janina.stilling

4Q2025

L&amp;D strategy

organizational design

terresa.bubbers

ali.glaser

sam.amelio

AI governance

2026 planning

chris.dunford

dustin.brewer

manager readiness

job architecture

executive learning

2026 priorities

DX Learning Solutions

Session Overview:
In the Midwest, “nice” is a leadership default, but not always a performance driver.

While being nice can create short-term harmony, it often results in long-term dysfunction: avoided conversations, a lack of clarity, and underperformance cloaked in politeness.
In this interactive, no-fluff session, <a style="font-size: 16px; background-color: #ffffff;" href="https://www.ele.llc/members/alex-draper" target="_blank" rel="noopener">Alex Draper</a> (Founder of DX Learning and author of CARE to Win®) and <a style="font-size: 16px; background-color: #ffffff;" href="https://www.ele.llc/members/richard-rykhus" target="_blank" rel="noopener">Richard Rykhus</a> (Head of Global L&amp;D at Shure) challenge the norm of “Midwest Nice” and introduce a new, practical standard: Kind Leadership, where leaders lead with a system that build an environment where candor and care can flourish.

Why? Because culture is a mirror of leadership. And if leaders model avoidance or ambiguity under the guise of being "nice," those habits cascade through teams.
This session invites HR, Talent, and Learning professionals to explore what it takes to evolve their culture from comfortable avoidance to courageous alignment.
.
<img class="aligncenter wp-image-8919" src="https://wp.ele.llc/wp-content/uploads/2018/10/DraperAlex-crop.jpg" alt="Experiential Learning:" width="946" height="512" />

What You’ll Experience
Through candid storytelling and peer-driven discussion, you’ll explore:

<ul>
 	<li style="list-style-type: none;">
<ul>
 	<li>Why “nice” is often rooted in conflict avoidance, not care—and how it undermines trust and performance</li>
 	<li>How “kind” leaders use clarity to reduce ambiguity, accountability to inspire ownership, and care to build trust</li>
 	<li>Real-world examples of nice in action and example from those shifting norms without sacrificing empathy</li>
</ul>
</li>
</ul>
You’ll also reflect on your organization’s spot on the DX Nice–Kind Spectrum, and leave with actionable tools to:
<ul>
 	<li style="list-style-type: none;">
<ul>
 	<li>Hold people accountable without being harsh</li>
 	<li>Offer feedback without micromanaging</li>
 	<li>Build psychological safety without enabling underperformance</li>
</ul>
</li>
</ul>
Who Should Join
This session is designed for HR, Talent, and L&amp;D leaders across the Midwest who want culture to show up in day-to-day behaviors, not just posters and slogans.
If you're responsible for:
<ul>
 	<li style="list-style-type: none;">
<ul>
 	<li>Building trust across levels</li>
 	<li>Helping managers lead through ambiguity</li>
 	<li>Making performance expectations more human and more clear</li>
</ul>
</li>
</ul>
…this session is for you.
You'll connect with peers facing similar cultural friction points—especially in organizations where kindness and courage need to coexist.

How It Works
We’ll start with a short insight from Alex Draper (drawing from CARE to Win®) and then move into real-time reflection and peer dialogue.
Together, we’ll unpack:
<ul>
 	<li style="list-style-type: none;">
<ul>
 	<li>How to build clarity without control</li>
 	<li>How to set high standards without shame</li>
 	<li>How to use empathy without enabling</li>
</ul>
</li>
</ul>
This isn’t theory. You’ll walk away with:
<ul>
 	<li style="list-style-type: none;">
<ul>
 	<li>Practical tools to embed CARE (Clarity, Autonomy, Relationships, Equity) into your culture</li>
 	<li>A lens to assess where leadership behaviors might be blocking performance</li>
 	<li>A renewed sense of possibility for your role in reshaping norms.</li>
</ul>
</li>
</ul>
Why This Matters Now
According to Gallup’s State of the Global Workplace report, only 23% of employees are engaged globally, and trust in leadership is at a historic low.
Midwestern cultures, often defined by humility and harmony, risk stagnation if discomfort is avoided. As Alex Draper writes:

<blockquote data-start="1038" data-end="1155">
“Empathy without clarity is enabling. Clarity without empathy is cruelty. But together, they unlock accountability with care.”
</blockquote>
Want to go deeper?
This discussion draws on Care to Win: The 4 Leadership Habits to Build High-Performing Teams (Revised Edition) (Oct 28, 2025).
Explore the book on <a href="https://www.ele.llc/members/bookshelf?member=alex-draper">Alex's ELE Bookshelf</a>
Join the ELE Conversation
These every-other-Friday discussions are part of ELE’s ongoing peer exchange for leaders shaping talent and work in the AI era. Come ready to listen, contribute, and learn alongside peers testing ideas in real organizations and sharing what they’re learning.
Recordings are posted to <a href="https://www.ele.llc/insights">ELE Insights</a> within 2–4 business days.
&nbsp;

Beyond Midwest Nice: Building high performing environments of Clarity, Candor, and Courage

single-event

Your Teams

Learning Circles

digital transformation

alex.draper

innovation

richard.rykhus

Complimentary

online event

complimentary event

Culture Change

psychological safety

collaboration

accountability

trust

continuous learning

L&amp;D

performance

organizational culture

david.scherer

manager effectiveness

HR leaders

AI in HR

change leadership

workplace adaptation

knowledge sharing

High Performing Teams

actionable insights

practical strategies

people-first leadership

AI and learning

AI reskilling

leadership habits

care to win

Alex Draper

DX Learning

learning leaders

values in action

leadership in practice

Alter Domus

Session Focus: Create short, reusable videos that explain, persuade, and align—using AI to structure the message and simple tools to produce polished results fast.
In this hands-on AI Practical Lab, talent leaders learn how to turn ideas, updates, and explanations into short, high-impact videos that cut through noise and actually get watched.
Participants will use Gemini to clarify the message, structure the narrative, and identify what matters most—then use Canva to quickly produce simple, polished videos they can reuse in real work.
Check out this preview created by <a href="https://www.ele.llc/members/edward-desrosiers" target="_blank" rel="noopener">Ed Desrosiers</a> to see how he used Gemini and Canva to build a high-impact message—exactly what you’ll learn to do in this session.
<iframe title="YouTube video player" src="https://www.youtube.com/embed/Ln2hB-95MSA?si=amOhhsJRBOjfcV0q" width="560" height="315" frameborder="0" allowfullscreen="allowfullscreen"></iframe>
The focus is not on becoming a video producer—it’s on clarity, relevance, and speed, using video as a practical communication tool, not a marketing asset.
<img class="aligncenter size-full wp-image-44484" src="https://wp.ele.llc/wp-content/uploads/2025/12/Four-Step-Model-for-AI-Workflows-ELE-4-Cs.jpg" alt="ELE's 4 C Model for AI Workflows" width="1920" height="1080" />


<hr data-start="1290" data-end="1293" />

<blockquote>“When clarity matters, showing beats explaining.” — <a href="https://www.ele.llc/insights?tags=4022">ELE insight from peer exchange</a></blockquote>
Each month, we co-experiment as peers—not to build perfect solutions, but to learn by doing and uncover practical ways to integrate AI into real work.

Bring your curiosity, your specific challenges, and your ideas. Leave with actionable insights and shared experiments you can immediately apply with your teams. 

<img class="aligncenter size-full wp-image-44486" src="https://wp.ele.llc/wp-content/uploads/2025/11/AI-Practical-Lab-Collaborate-across-roles.jpg" alt="AI Practical Lab - Collaborate across roles" width="1759" height="1048" />

In the lab, peers work through challenges using three complementary lenses—internal client, AI learning guide, and real-world skeptic—to strengthen judgment before committing to action.

What You'll Work On:
<ul>
 	<li data-start="1324" data-end="1393">Structuring a clear message for video (what to say—and what to cut)</li>
 	<li data-start="1396" data-end="1465">Choosing the right format for explanation, alignment, or persuasion</li>
 	<li data-start="1468" data-end="1545">Using AI to accelerate scripting and flow—then refining with human judgment</li>
 	<li data-start="1548" data-end="1611">Producing short videos that are clear, credible, and reusable</li>
</ul>

<hr data-start="1613" data-end="1616" />

Why It Matters:
Leaders are drowning in decks, emails, and documentation. Video cuts through—when it’s done well.
This lab helps you move beyond static slides to more human, visible communication—without adding production burden or complexity.

<blockquote>
“With AI, our team of two created 10 times the deliverables of an eight-person team working the traditional way.” — <a href="https://www.ele.llc/members/edward-desrosiers">Edward DesRosiers</a>
</blockquote>
Don't miss this opportunity to:

<ul data-sourcepos="9:1-13:0">
 	<li data-sourcepos="9:1-9:46">Work through a real AI-enabled talent challenge with peers</li>
 	<li data-sourcepos="9:1-9:46">Contribute your perspective to a shared, evolving workflow</li>
 	<li data-sourcepos="9:1-9:46">Collaborate across roles to test what actually works</li>
 	<li data-sourcepos="9:1-9:46">Strengthen human judgment in AI-powered talent decisions</li>
</ul>
Register now and join peers experimenting with practical, human-centered AI workflows.
ELE hosts this member-only, monthly AI Practical Lab on Zoom. Continue the conversation and collaborate with peers through ELE’s <a href="https://www.ele.llc/idea-exchange">Idea Exchange</a>.

&nbsp;

&nbsp;

✨ AI Practical Lab: Show, Don’t Tell — Building Short, High-Impact Videos with Gemini & Canva

Team Leaders

christopher.lind

Virtual Cohort

anton.maletich

keri.kersten

Adding Value

Digital

shonda.cromwell-rashad

learning trends

ChatGPT

AI tools

HR future

GenAI

canva

talent-talk

ai practical lab

video storytelling

short-form video

executive communication

Gemini

visual communication

HumanSide

Session Focus: Turn raw insights into clear, executive-ready stories using AI-assisted framing and visual storytelling—so your ideas land and drive action with decision-makers.
Great ideas don’t fail because they’re wrong—they fail because they’re hard to see, hard to explain, or easy to ignore.
This hands-on AI Practical Lab helps talent leaders transform messy inputs, early insights, and half-formed ideas into clear narratives with business impact.
Using real examples—including images created with Gemini Nano Banana—participants will experiment with:
<img class="aligncenter" src="https://wp.ele.llc/wp-content/uploads/2025/12/Analytics2025.jpg" alt="" />

<ul data-start="1146" data-end="1306">
 	<li data-start="1146" data-end="1231">
Nano Banana &amp; Copilot to frame insights, surface meaning, and shape the narrative
</li>
 	<li data-start="1232" data-end="1306">
Canva to bring those stories to life visually—quickly and credibly
</li>
</ul>
<img class="aligncenter size-full wp-image-44484" src="https://wp.ele.llc/wp-content/uploads/2025/12/Four-Step-Model-for-AI-Workflows-ELE-4-Cs.jpg" alt="ELE's 4 C Model for AI Workflows" width="1920" height="1080" />
<blockquote>
"“AI amplifies you—it doesn’t replace you. You are the thought leader. AI is your thought partner.”" - <a href="https://www.ele.llc/members/marty-murrillo">Marty Murillo</a>
</blockquote>
Each month, we co-experiment as peers—not to build perfect solutions, but to learn by doing and uncover practical ways to integrate AI into real work.
Bring your curiosity, your half-baked ideas, and your real challenges. Leave with clearer stories and visuals you can immediately use with your stakeholders.
<img class="aligncenter size-full wp-image-44486" src="https://wp.ele.llc/wp-content/uploads/2025/11/AI-Practical-Lab-Collaborate-across-roles.jpg" alt="AI Practical Lab - Collaborate across roles" width="1759" height="1048" />
We’ll explore how AI can accelerate storytelling without flattening judgment—helping you move from interesting insight to compelling influence.
The emphasis is not on polished marketing assets, but on executive-ready communication: clarity, signal over noise, and visuals that reinforce the story instead of distracting from it.


<hr data-start="1647" data-end="1650" />

What You'll Work On:
<ul data-start="1679" data-end="1903">
 	<li data-start="1679" data-end="1752">
Turning raw data, observations, or updates into a clear narrative arc
</li>
 	<li data-start="1753" data-end="1826">
Choosing visuals that support decisions, not just decorate slides
</li>
 	<li data-start="1827" data-end="1903">
Using AI to accelerate storytelling—then refining it with human judgment
</li>
</ul>

<hr data-start="1905" data-end="1908" />
Why It Matters:
In the AI era, speed is no longer the constraint—sensemaking is. Leaders don’t need more information; they need stories that connect insight to action.
This lab helps you make your thinking visible, persuasive, and usable—so good ideas don’t die quietly.

<blockquote>"Insight only creates value when others can see it, understand it, and act on it." - <a href="https://www.ele.llc/insights?tags=4022">ELE insight from peer exchange</a></blockquote>
Don't miss this opportunity to:

<ul data-sourcepos="9:1-13:0">
 	<li data-sourcepos="9:1-9:46">Work through a real AI-enabled talent challenge with peers</li>
 	<li data-sourcepos="9:1-9:46">Contribute your perspective to a shared, evolving workflow</li>
 	<li data-sourcepos="9:1-9:46">Collaborate across roles to test what actually works</li>
 	<li data-sourcepos="9:1-9:46">Strengthen human judgment in AI-powered talent decisions</li>
</ul>
Register now and join peers experimenting with practical, human-centered AI workflows.
ELE hosts this member-only, monthly AI Practical Lab on Zoom. Continue the conversation and collaborate with peers through ELE’s <a href="https://www.ele.llc/idea-exchange">Idea Exchange</a>.

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✨ AI Practical Lab: From Insight to Influence — Telling Stories with Business Impact

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