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Journyz

<p data-start="1655" data-end="1799">This video discussion made one thing unmistakably clear: <strong data-start="1712" data-end="1799">our organizations don’t have a reskilling problem — we have a work clarity problem.</strong></p>
<p data-start="1801" data-end="1944"><a href="https://www.ele.llc/members/marty-murrillo" target="_blank" rel="noopener">Marty Murrillo</a> captured it in one line:</p>

<blockquote data-start="576" data-end="660">
<p data-start="578" data-end="660">“Most reskilling efforts teach courses instead of transferring capability into the flow of work.”</p>
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<p data-start="1946" data-end="2250">That distinction matters. Work is shifting daily. AI is reshaping tasks faster than career systems can catch up. Yet the response in many organizations is still: <em data-start="2108" data-end="2127">add more learning</em>.<br data-start="2128" data-end="2131" />Leaders aren’t asking for more learning — they’re asking for <strong data-start="2192" data-end="2250">capability that shows up in the work tomorrow morning.</strong></p>
<p data-start="2252" data-end="2345"><a href="https://www.ele.llc/members/mike-hoyt" target="_blank" rel="noopener">Mike Hoyt</a> named the core issue:</p>

<blockquote data-start="576" data-end="660">
<p data-start="578" data-end="660">“Training often misses the work it’s meant to improve.”</p>
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<p data-start="2347" data-end="2551">And even before skill-building begins, there’s the human layer. As <a href="https://www.ele.llc/members/susan-c-guest" target="_blank" rel="noopener">Susan Guest</a> reminded us:</p>

<blockquote data-start="576" data-end="660">
<p data-start="578" data-end="660">“People can’t learn new skills until their fears about AI are addressed. Mindset comes before reskilling.”</p>
</blockquote>
<p data-start="2553" data-end="2679">That combination — unclear work, misaligned learning, and unmanaged fear — is exactly why scaling reskilling feels so complex.</p>

<h3 data-start="2681" data-end="2739"><strong data-start="2685" data-end="2739">Here’s the shift senior talent leaders are making:</strong></h3>
<h5 data-start="2741" data-end="2796"><strong data-start="2745" data-end="2794">1. Start with job design, not content design.</strong></h5>
<p data-start="2797" data-end="2962">Teams aren’t struggling with skills; they’re struggling with unclear expectations for the work ahead. Reskilling becomes simpler the moment the work becomes clearer.</p>

<h5 data-start="2964" data-end="3027"><strong data-start="2968" data-end="3025">2. Put managers at the center of capability transfer.</strong></h5>
<p data-start="3028" data-end="3147">Not as course recommenders — but as partners in task redesign, strengths alignment, and day-to-day development choices.</p>

<h5 data-start="3149" data-end="3228"><strong data-start="3153" data-end="3226">3. Treat L&amp;D, OD, and change management as one integrated discipline.</strong></h5>
<p data-start="3229" data-end="3351">Reskilling isn’t a “program.” It’s work architecture + behavior change + communication + learning, all happening together.</p>

<h5 data-start="3353" data-end="3399"><strong data-start="3357" data-end="3397">4. Make simplification the strategy.</strong></h5>
<p data-start="3400" data-end="3550">Leaders aren’t looking for another competency model. They’re asking for practical tools that help them navigate shifting work without adding friction.</p>

<h5 data-start="3552" data-end="3604"><strong data-start="3556" data-end="3602">5. Use strengths to accelerate transition.</strong></h5>
<p data-start="3605" data-end="3705">When work evolves, strengths give employees a faster, more confident path into new responsibilities.</p>
<p data-start="3707" data-end="3890">The Sprint now moves into design mode, where ELE’s cohort will build <strong data-start="3776" data-end="3799">manager-ready tools</strong> that make reskilling more connected to the work, simpler to navigate, and easier to scale.</p>
<p data-start="3892" data-end="4050">If you’re thinking about what this means for your own teams, bring your thoughts to the <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a> — it’s where the next wave of ideas takes shape.</p>
<p data-start="3892" data-end="4050"></p>

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<p data-start="1798" data-end="1995"><strong data-start="1798" data-end="1813">What’s Next</strong><br data-start="1813" data-end="1816" />Following this initial ideation, ELE will recruit <strong data-start="1866" data-end="1881">4–6 members</strong> to participate in our <strong data-start="1904" data-end="1929">first Solution Sprint</strong>—a design-thinking journey to co-create the Reskilling Playbook.</p>

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🔁 <a href="https://docs.google.com/presentation/d/1qFs__kIJsCLH6ynAeNopOsz6PHEpub9ntpAmvuJt588/edit?mc_cid=e7686c688f&amp;mc_eid=621cbc8540&amp;slide=id.p1#slide=id.p1" target="_blank" rel="noopener noreferrer">ELE Solution Exchange Overview</a>

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<img class="aligncenter size-full wp-image-43696" src="https://wp.ele.llc/wp-content/uploads/2025/08/Card-WorkLife-Exchange-Blueprint.jpg" alt="Work/Life Exchange Blueprint" width="1500" height="1071" />
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Kick-off ELE Innovation Sprint: Simplifying Reskilling/Upskilling to Scale

Integrated Talent Management

Future of Work

Digital &amp; AI

talent mobility

dirk.tussing

nick.allen

matthew.eade

upskilling

azizeh.constantinescu

edward.desrosiers

missy.gonzales

colin.hahn

dave.dessart

adrienne.guerrero

marty.murrillo

marsha.love-morrow

continuous learning

reskilling

future skills

Change Readiness

maggie.lowenberg

susan.c.guest

4Q2025

performance enablement

michelle.eide

cindy.pinkstaffmiller

deepa.kartha

ELE Solution Exchange

christine.hass

upskilling strategy

mike.hoyt

reskilling to scale

capability transfer

flow of work learning

manager enablement

strengths-based development

job design

task redesign

AI and talent development

work transformation

mindset for learning

L&amp;D and OD integration

practical talent tools

manager–employee conversations

simplifying talent development

ELE innovation sprint

Froedtert ThedaCare Health

<strong>Goal:</strong> In this 45-minute breakout, participants will experience a taste of the <strong>ELE</strong> <strong>Work/Life Blueprint</strong> and reflect on how <strong>design thinking can make reskilling personal, scalable, and business-aligned.</strong>

Every HR leader knows reskilling at scale is an enterprise priority—but traditional, one-size-fits-all approaches rarely deliver impact. The Work/Life Exchange Blueprint introduces a five-step, design-thinking framework that makes reskilling personal, practical, and scalable:

1️⃣ <strong>Discover</strong> — map where energy, skills, and growth opportunities intersect.

2️⃣ <strong>Design</strong> — generate multiple “what’s next” scenarios, short- and long-term.

3️⃣ <strong>Prototype</strong> — test small, low-risk skill applications that generate real data.

4️⃣ <strong>Exchange</strong> — share insights, borrow ideas, and refine through peer feedback.

5️⃣ <strong>Blueprint</strong> — tell your story, build your support team, and co-create a living plan (not a static PDP).

Grounded in design-thinking principles from <em>Designing Your Work Life</em> by Bill Burnett and Dave Evans, this ELE-built model simplifies reskilling at scale by moving from HR-led programs to frontline-owned growth — turning learning into impact.

📚 Related Reading: <a href="https://www.ele.llc/members/bookshelf/designing-your-work-life" target="_blank" rel="noopener noreferrer">Designing Your Work Life on ELE’s Bookshelf</a>

🔁 <a href="https://docs.google.com/presentation/d/1qFs__kIJsCLH6ynAeNopOsz6PHEpub9ntpAmvuJt588/edit?mc_cid=e7686c688f&amp;mc_eid=621cbc8540&amp;slide=id.p1#slide=id.p1" target="_blank" rel="noopener noreferrer">ELE Executive Innovation Sprints Proposal</a>

<strong>What’s Next:</strong> Following this initial ideation, on <a href="https://www.ele.llc/events/reskilling-128" target="_blank" rel="noopener noreferrer"><strong>November 14th</strong> we’ll host a virtual exchange to refine business requirements</a> before recruiting 4–6 members for our first Solution Sprint.

🔄 ELE Executive Innovation Sprint: Simplifying Reskilling/Upskilling to Scale | Turning Upskilling into Impact

Kick-off ELE Innovation Sprint: Simplifying Reskilling/Upskilling to Scale

🔄 ELE Executive Innovation Sprint: Simplifying Reskilling/Upskilling to Scale | Turning Upskilling into Impact

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