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.

UPCOMING CALENDAR

LATEST IDEA EXCHANGE

RECENT INSIGHTS

WHO WE ARE

About ELE

Companies In Our Network

Contact ELE

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.

ELE Group, LLC

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

future of work

Strategy

Future of Work

Digital &amp; AI

dirk.tussing

tracey.wik

upskilling

azizeh.constantinescu

talent development

talent management

learning &amp; development

matt.donovan

Talent Strategy

marsha.love-morrow

employee experience

reskilling

workforce planning

matt.sernaker

megan.bickle

HR transformation

HR leadership

Business Alignment

sara.fitzgerald

AI &amp; Workforce

angelica.janina.stilling

4Q2025

cindy.pinkstaffmiller

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

Alter Domus

HumanSide

This AI practical lab provided a crucial blueprint for Talent and L&amp;D leaders looking to move past simple AI experimentation and toward disciplined, enterprise-grade workflows. The core theme was this: Generative AI is not a strategy replacement, but a force multiplier that radically redefines team capacity. The lab demonstrated a focused, three-step AI workflow model presented by<a href="https://www.ele.llc/members/julia-meyer"> Julia Meyer</a> and <a href="https://www.ele.llc/members/rebecca-benson">Becca Benson</a> at our October 2025 conference—Clarify, Create, Customize—which ensures human expertise remains in the critical stages of problem definition and cultural refinement. The implication is profound: AI promises to unlock unprecedented productivity, allowing HR to finally operate at the speed of the business, provided leaders enforce a "human-in-the-loop" quality standard.

<img class="aligncenter size-full wp-image-44448" src="https://wp.ele.llc/wp-content/uploads/2025/03/Three-Step-Model-for-AI-Workflows-ELE.jpg" alt="Three-Steap Model for AI Workflows (ELE)" width="690" height="356" />

👂ELE’s POV: Ed gets into the core tension: Is the accelerated adoption of GenAI in L&amp;D a necessary breakthrough for speed—or a reckless path that risks bypassing trust?

<audio controls="controls" data-mce-fragment="1"></audio>
<h3 data-path-to-node="2">Key Takeaways for Senior HR Leaders</h3>
<ul data-path-to-node="3">
 	<li>
The 10x Capacity Shift is Real: The most striking finding was the demonstrable power of an AI-augmented team. As <a href="https://www.ele.llc/members/edward-desrosiers" target="_blank" rel="noopener">Ed DesRosiers</a> revealed during the lab’s case study:

<blockquote data-path-to-node="3,0,1">
"With AI, our team of two created 10 times the deliverables of an 8-person team working the traditional way." This forces a re-evaluation of current capacity plans and resource allocation.
</blockquote>
</li>
 	<li>
AI Demands Higher-Level Thinking: AI elevates your team from producers to strategic partners. As <a href="https://www.ele.llc/members/marty-murrillo" target="_blank" rel="noopener">Marty Murrillo</a> stated:

<blockquote data-path-to-node="3,1,1">
"AI amplifies you, it doesn't replace you. You are the thought leader; AI is simply your thought partner." The focus shifts entirely to defining strategy and ensuring quality.
</blockquote>
</li>
 	<li>
Strategy Must Precede Speed: The "Clarify" step of the 3C model is non-negotiable. You must define the audience, challenge, and success metrics before generating content to avoid creating high-volume noise.
</li>
</ul>
<h3 data-path-to-node="4">Practical Actions to Take Immediately</h3>
<ul data-path-to-node="5">
 	<li>
Mandate the "Customize" Quality Gate: Stop content from going to the client or employee without a human refining the tone, ensuring cultural fit, and applying nuance.
</li>
 	<li>
Challenge "Solutioneering": Before a team asks an AI tool to "Create" a solution, demand proof that they completed the strategic diagnosis. If they can’t articulate the business need, halt production.

<blockquote data-path-to-node="5,1,1">
"AI gives us amazing options, but I need to see the big picture. How is this actually moving the needle for the business?" -- <a href="https://www.ele.llc/members/keri-kersten" target="_blank" rel="noopener">Keri Kersten</a>
</blockquote>
</li>
 	<li>
Invest in an AI Stack, Not Just a Single Tool: Audit your tool ecosystem (e.g., NotebookLM for research, Copilot for drafting, Canva for design) to ensure it supports the entire Clarify-Create-Customize workflow seamlessly.
</li>
</ul>
The era of the AI-powered workflow demands a new kind of leadership—one that is disciplined, strategic, and focused on impact. By implementing the "Clarify, Create, Customize" structure, you can harness the staggering productivity gains of generative AI while ensuring your Talent and L&amp;D functions remain grounded in human-centered design and strategic business alignment. This isn't about working harder; it’s about leading smarter.
The urgency of this evolution is echoed by other experts; as <a href="https://www.ele.llc/members/michael-vaughan" target="_blank" rel="noopener">Mike Vaughan</a> recently argued on LinkedIn, <a href="https://www.linkedin.com/posts/michaelsvaughan_ai-wont-help-ld-unless-we-let-go-of-what-share-7404581161945214976-b3-P?utm_source=share&amp;utm_medium=member_android&amp;rcm=ACoAAAAyK2cBgiwsMpK9fDqZM0mahKsHVCHm_Y8" target="_blank" rel="noopener">AI Won't Help L&amp;D Unless We Let Go of What Got Us Here.</a>
Let's continue this conversation on the ELE <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">Idea Exchange</a> and share the non-negotiable quality controls you're putting in place for AI-generated content!

✨ AI Practical Lab: AI-Powered Workflows

leadership

digital transformation

performance improvement

edward.desrosiers

anton.maletich

colin.hahn

keri.kersten

Adding Value

marty.murrillo

wendi.barlow

Performance Improvement

guillermo.gutierrez

organizational development

learning trends

ChatGPT

AI tools

HR future

AI in HR

GenAI

Workforce Strategy

generative AI

talent-talk

agile HR

Human Resources

ai practical lab

HR Tech

susan.c.guest

owen.burns

nicole.defalco

CHRO

roberto.seif

AI in L&amp;D

mike.hoyt

AI workflows

capacity building

human in the loop

Journyz

This video discussion made one thing unmistakably clear: our organizations don’t have a reskilling problem — we have a work clarity problem.
<a href="https://www.ele.llc/members/marty-murrillo" target="_blank" rel="noopener">Marty Murrillo</a> captured it in one line:

<blockquote data-start="576" data-end="660">
“Most reskilling efforts teach courses instead of transferring capability into the flow of work.”
</blockquote>
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: add more learning. Leaders aren’t asking for more learning — they’re asking for capability that shows up in the work tomorrow morning.
<a href="https://www.ele.llc/members/mike-hoyt" target="_blank" rel="noopener">Mike Hoyt</a> named the core issue:

<blockquote data-start="576" data-end="660">
“Training often misses the work it’s meant to improve.”
</blockquote>
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:

<blockquote data-start="576" data-end="660">
“People can’t learn new skills until their fears about AI are addressed. Mindset comes before reskilling.”
</blockquote>
That combination — unclear work, misaligned learning, and unmanaged fear — is exactly why scaling reskilling feels so complex.

<h3 data-start="2681" data-end="2739">Here’s the shift senior talent leaders are making:</h3>
<h5 data-start="2741" data-end="2796">1. Start with job design, not content design.</h5>
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.

<h5 data-start="2964" data-end="3027">2. Put managers at the center of capability transfer.</h5>
Not as course recommenders — but as partners in task redesign, strengths alignment, and day-to-day development choices.

<h5 data-start="3149" data-end="3228">3. Treat L&amp;D, OD, and change management as one integrated discipline.</h5>
Reskilling isn’t a “program.” It’s work architecture + behavior change + communication + learning, all happening together.

<h5 data-start="3353" data-end="3399">4. Make simplification the strategy.</h5>
Leaders aren’t looking for another competency model. They’re asking for practical tools that help them navigate shifting work without adding friction.

<h5 data-start="3552" data-end="3604">5. Use strengths to accelerate transition.</h5>
When work evolves, strengths give employees a faster, more confident path into new responsibilities.
The Sprint now moves into design mode, where ELE’s cohort will build manager-ready tools that make reskilling more connected to the work, simpler to navigate, and easier to scale.
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.


<div class="group/conversation-turn relative flex w-full min-w-0 flex-col agent-turn">
<div class="flex-col gap-1 md:gap-3">
<div class="flex max-w-full flex-col flex-grow">
<div class="min-h- text-message flex w-full flex-col items-end gap-2 whitespace-normal break-words :mt-5" dir="auto" data-message-author-role="assistant" data-message-id="06167a8a-0cf7-4e4b-ac90-418662019320">
<div class="flex w-full flex-col gap-1 empty:hidden first:pt-">
<div class="markdown prose w-full break-words dark:prose-invert light">
What’s Next Following this initial ideation, ELE will recruit 4–6 members to participate in our first Solution Sprint—a design-thinking journey to co-create the Reskilling Playbook.

</div>
</div>
</div>
</div>
</div>
</div>
<div class="group/conversation-turn relative flex w-full min-w-0 flex-col agent-turn">
<div class="flex-col gap-1 md:gap-3">
<div class="flex max-w-full flex-col flex-grow">
<div class="min-h- text-message flex w-full flex-col items-end gap-2 whitespace-normal break-words :mt-5" dir="auto" data-message-author-role="assistant" data-message-id="06167a8a-0cf7-4e4b-ac90-418662019320">
<div class="flex w-full flex-col gap-1 empty:hidden first:pt-">

🔁 <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>

</div>
<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" />
<div class="flex w-full flex-col gap-1 empty:hidden first:pt-"></div>
</div>
</div>
</div>
</div>

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

Integrated Talent Management

talent mobility

nick.allen

matthew.eade

missy.gonzales

dave.dessart

adrienne.guerrero

continuous learning

future skills

Change Readiness

maggie.lowenberg

performance enablement

michelle.eide

deepa.kartha

ELE Solution Exchange

christine.hass

upskilling strategy

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

Cognitive overload is the primary constraint on 2026 execution.
As AI and information flow accelerate, the bottleneck isn't technology—it's human capacity. This Design Charrette explores how leaders can recognize overload in the work, reduce friction, and make it easier for people to focus, decide, and move.

<blockquote>Top performance, on the job or in life, depends on wellness and well-being. I read "Flourish: A Visionary New Understanding of Happiness and Well-being" by Martin Seligman and shared it with a tech manager I was helping. Here is some basic information as PERMA, Seligman’s concept of how to derive well-being is constructed:

PERMA is Martin Seligman’s wellbeing framework describing flourishing across five elements: Positive Emotion, Engagement, Relationships, Meaning, and Accomplishment. It’s a descriptive model used to measure well-being outcomes rather than prescribe specific behaviors. -- Newt Moore

<img class="aligncenter wp-image-45075" src="https://wp.ele.llc/wp-content/uploads/2025/11/Flourish-Seligman.jpg" alt="Flourish builds on Dr. Seligman’s game-changing work on optimism, motivation, and character to show how to get the most out of life, unveiling an electrifying new theory of what makes a good life—for individuals, for communities, and for nations. In a fascinating evolution of thought and practice, Flourish refines what Positive Psychology is all about." width="165" height="165" /></blockquote>
This Charrette is fueled by real-world friction. We’re here to help you:

<ul data-path-to-node="5,1">
 	<li>
Map the Overload Points: Identify exactly where information flow is turning into execution drag for your team.
</li>
 	<li>
Design Focus Blocks: Learn practical strategies to protect "deep work" and critical decision-making from the "red zone" of burnout.
</li>
 	<li>
Apply a Practical Move: Use peer-exchange to design one small experiment to restore capacity immediately.
</li>
</ul>
<blockquote>
Don't just watch—participate. Submit your toughest roadblock below, and we'll use the Strategy &amp; Change Action Planning Worksheet to live-map a path forward for you during the session.
<a href="https://forms.office.com/r/D5BfchV4Hn" target="_blank" rel="noopener"><img class="aligncenter size-full wp-image-45002" src="https://wp.ele.llc/wp-content/uploads/2026/03/Submit-a-Challenge-7.png" alt="Submit a Challenge" width="236" height="97" /></a>
</blockquote>
<img class="aligncenter size-full wp-image-44985" src="https://wp.ele.llc/wp-content/uploads/2026/03/insight-to-action-infograph-e1774286264637.png" alt="Three-step ELE model showing Real Business Problems leading to Peer-Powered Decisions and Implementation." width="1637" height="323" />
We will use the CRIT Model as our direct thought partner to do the heavy lifting.
Cognitive overload isn't an individual problem; it's an execution constraint. The right question is key. Together, the room will apply the CRIT Model to pressure-test your specific overload challenges:

<ul data-path-to-node="8,2">
 	<li>
The Real Work vs. Noise: Which tasks are high-value execution, and which are pure information clutter?
</li>
 	<li>
The Capacity Constraint: How can we structure focus time or decision protocols to reduce friction?
</li>
 	<li>
The Next Move: Design one small, practical experiment to restore team capacity.
</li>
</ul>
<div class="group/conversation-turn relative flex w-full min-w-0 flex-col agent-turn">
<div class="flex-col gap-1 md:gap-3">
<div class="flex max-w-full flex-col flex-grow">
<div class="flex w-full flex-col gap-1 empty:hidden first:pt-[3px]">

<img class="aligncenter size-full wp-image-44981" src="https://wp.ele.llc/wp-content/uploads/2025/11/The-CRIT-Model-Event-Card-2.jpg" alt="Infographic of the CRIT model for AI leading, breaking down Context, Role, Interview, and Task with icons and descriptions for each step." width="1920" height="1080" />
Participants will leave with:

<ul data-path-to-node="8,4">
 	<li>
A prioritized list of "friction points" stalling their team.
</li>
 	<li>
A strategic approach for removing at least one.
</li>
 	<li>
The practical insights of peers who are already simplification masters.
</li>
</ul>
</div>
</div>
</div>
</div>
<div class="group/conversation-turn relative flex w-full min-w-0 flex-col agent-turn">
<div class="flex-col gap-1 md:gap-3">
<div class="flex max-w-full flex-col flex-grow">
We'll use this practical, peer-ready framework to turn your submitted challenges into momentum.
<img class="aligncenter size-full wp-image-45166" src="https://wp.ele.llc/wp-content/uploads/2026/04/20260619_Action-Planning-Worksheet.jpg" alt="Design Charrette | When Cognitive Overload Becomes Execution Drag" width="1008" height="612" />
ELE Charrette: reframing disruption into a career opportunity using the Strategy &amp; Change worksheet

</div>
</div>
</div>

<hr />

This ELE Design Charrette produces this Learning Circle: Leading through Disruption.
ELE's Idea Exchange: <a class="ng-star-inserted" style="font-size: 16px; background-color: #ffffff;" href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener" data-hveid="0" data-ved="0CAAQ_4QMahgKEwiIm7znrLeTAxUAAAAAHQAAAAAQ8Ao">Collaborate online with your peers.</a>

Design Charrette | When Cognitive Overload Becomes Execution Drag

single-event

Your Teams

Learning Circles

innovation

Complimentary

online event

complimentary event

collaboration

Leadership

Engagement &amp; Culture

L&amp;D

david.scherer

HR leaders

workplace adaptation

knowledge sharing

actionable insights

practical strategies

human flourishing

AI and learning

2Q2026

AI reskilling

Design Charrette

ai leaders

<div class="ng-tns-c2022472093-350"><section id="processing-state-23" class="processing-state_container is-gpi-avatar ng-tns-c2022472093-350 ng-trigger ng-trigger-processingStateShowHide ng-star-inserted is-done-processing">
<div id="processing-state-23-summary" class="processing-state_details is-gpi-avatar ng-trigger ng-trigger-menuExpansion ng-tns-c2022472093-350 ng-star-inserted" aria-hidden="true">
<div class="tool-summary ng-tns-c2022472093-350">
<div class="tool-summary-message ng-tns-c2022472093-350 gds-body-l ng-star-inserted">
<div class="ng-tns-c2022472093-350">
Reskilling is a business conversation, not an HR program.
Most reskilling efforts fail because they are too complex—disconnected from where the work actually happens. Competency models tied to job roles are becoming irrelevant. VPs, Directors, TA, and L&amp;D often speak different skills languages. This Design Charrette explores how to simplify reskilling so it is owned by the business, practical for frontline managers, and scalable.

</div>
</div>
</div>
</div>
</section></div>
<div class="response-content ng-tns-c623431008-349">
<div class="container">
<div id="model-response-message-contentr_dd06c7bbae4691f4" class="markdown markdown-main-panel tutor-markdown-rendering enable-updated-hr-color" dir="ltr" aria-live="polite" aria-busy="false">
This Charrette is fueled by real-world friction. We’re here to help you:

<ul data-path-to-node="5,1">
 	<li>Audit the Language Gap: Identify where HR and business leaders are speaking different skills languages—creating friction.Design Simpler Pathways: Use the Four Paths framework to give frontline managers clear ways to grow their direct reports.Pressure-Test Your Strategy: Use peer exchange to ensure your approach is "ready for real work"—not stuck in HR silos.</li>
</ul>
<blockquote>
Don't just watch—participate. Submit your toughest roadblock below, and we'll use the Strategy &amp; Change Action Planning Worksheet to live-map a path forward for you during the session.
<a href="https://forms.office.com/r/D5BfchV4Hn" target="_blank" rel="noopener"><img class="aligncenter size-full wp-image-45002" src="https://wp.ele.llc/wp-content/uploads/2026/03/Submit-a-Challenge-7.png" alt="Submit a Challenge" width="236" height="97" /></a>
</blockquote>
<img class="aligncenter size-full wp-image-44985" src="https://wp.ele.llc/wp-content/uploads/2026/03/insight-to-action-infograph-e1774286264637.png" alt="Three-step ELE model showing Real Business Problems leading to Peer-Powered Decisions and Implementation." width="1637" height="323" />
We'll use this practical, peer-ready framework to move from "HR program" to "business conversation."
Together, the room will examine:

<ul>
 	<li>Where competency models tied to job roles are breaking down</li>
 	<li>How to create a common "Skills Term Sheet" that aligns HR and business leaders</li>
 	<li>Practical tactics for making reskilling the business's responsibility—not just HR's</li>
 	<li style="list-style-type: none;"></li>
</ul>
<img class="aligncenter wp-image-41069" src="https://wp.ele.llc/wp-content/uploads/2024/02/STCCG-Skills-Gears-v2024APR.png" alt="Skills Gears - Operational vs Talent Practices" width="1291" height="305" />
Participants will leave with:

<ul>
 	<li>A clearer view of where skills language is misaligned—and what to do about it</li>
 	<li>The Four Paths framework for simplifying growth conversations with direct reports</li>
 	<li>Insights from peers who are making reskilling a business conversation, not an HR program</li>
</ul>
<img class="aligncenter wp-image-44459" src="https://wp.ele.llc/wp-content/uploads/2025/12/Four-Paths-for-Reskilling.jpg" alt="Four Paths for Reskilling" width="1049" height="590" />
<ul>
 	<li style="list-style-type: none;"></li>
</ul>
</div>
</div>
</div>
<div class="group/conversation-turn relative flex w-full min-w-0 flex-col agent-turn">
<div class="flex-col gap-1 md:gap-3">
<div class="flex max-w-full flex-col flex-grow">
<div class="min-h-[20px] text-message flex w-full flex-col items-end gap-2 whitespace-normal break-words [.text-message+&amp;]:mt-5" dir="auto" data-message-author-role="assistant" data-message-id="06167a8a-0cf7-4e4b-ac90-418662019320">
<div class="flex w-full flex-col gap-1 empty:hidden first:pt-[3px]">
We'll use this practical, peer-ready framework to turn your submitted challenges into momentum.
<img class="aligncenter size-full wp-image-45165" src="https://wp.ele.llc/wp-content/uploads/2026/04/20260605_Action-Planning-Worksheet.jpg" alt="Design Charrette | Simplifying Reskilling to Scale" width="1008" height="612" />
ELE Charrette: reframing disruption into a career opportunity using the Strategy &amp; Change worksheet

</div>
</div>
</div>
</div>
</div>

<hr />

This ELE Design Charrette produces this Learning Circle: Leading through Disruption.
ELE's Idea Exchange: <a class="ng-star-inserted" style="font-size: 16px; background-color: #ffffff;" href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener" data-hveid="0" data-ved="0CAAQ_4QMahgKEwiIm7znrLeTAxUAAAAAHQAAAAAQ8Ao">Collaborate online with your peers.</a>

Design Charrette | Simplifying Reskilling to Scale

Operations

AI and skills

Coaching must evolve as fast as the work itself. &gt; Most AI coaching conversations focus on the tools. This Design Charrette focuses on the Human in the Loop—using AI to strengthen reflection, judgment, and feedback without losing the human essence that drives performance.
This Charrette is fueled by real-world friction. We’re here to help you:

<ul data-path-to-node="7,1">
 	<li>
Scale without diluting: Design coaching approaches that are both scalable and deeply effective.
</li>
 	<li>
Audit the Loop: Identify where AI strengthens the coaching process and where human judgment remains the critical constraint.
</li>
 	<li>
Apply Peer-Ready Experiments: Share and pressure-test specific "AI Coaching" prompts and workflows.
</li>
</ul>
<blockquote>
Open to all attendees: Help shape the agenda by sharing your toughest roadblock.
<a href="https://forms.office.com/r/D5BfchV4Hn" target="_blank" rel="noopener"><img class="aligncenter size-full wp-image-45002" src="https://wp.ele.llc/wp-content/uploads/2026/03/Submit-a-Challenge-7.png" alt="Submit a Challenge" width="236" height="97" /></a>
</blockquote>
<img class="aligncenter size-full wp-image-44985" src="https://wp.ele.llc/wp-content/uploads/2026/03/insight-to-action-infograph-e1774286264637.png" alt="Three-step ELE model showing Real Business Problems leading to Peer-Powered Decisions and Implementation." width="1637" height="323" />
We'll use this practical, peer-ready framework to move from "coaching theory" to "coaching capacity."
In this Design Charrette, we’re moving beyond the "AI as a chatbot" narrative. Together, we will examine:

<ul data-path-to-node="3,2">
 	<li>
The Judgment Gap: Where AI-generated feedback needs a human "sanity check."
</li>
 	<li>
Reflection at Scale: How to use AI to help managers prepare for high-stakes 1:1s in half the time.
</li>
 	<li>
The Performance Loop: Identifying the specific behaviors and support structures needed to turn AI insights into team action.
</li>
</ul>
Participants will leave with:

<ul data-path-to-node="3,4">
 	<li>
Better questions to ask their AI coaching "partners."
</li>
 	<li>
A draft experiment to restore 20% of their coaching capacity.
</li>
 	<li>
Practical insights from peers who are already keeping "Humans in the Loop."
</li>
</ul>
<img class="aligncenter wp-image-41208" src="https://wp.ele.llc/wp-content/uploads/2024/05/event-pic-ai-driven-strategies.jpg" alt="" width="875" height="482" />
Stop launching more training. Start building coaching capacity.
Set inside the complexity of 2026, this Design Charrette is designed for leaders who want to move past "Program Overload" and toward Sustainable Performance. We’re bringing together senior Talent, HR, and Business leaders to pressure-test AI workflows that actually work for humans.
We'll use this practical, peer-ready framework to turn your submitted challenges into momentum.
<img class="aligncenter size-full wp-image-45164" src="https://wp.ele.llc/wp-content/uploads/2026/04/20260522_Action-Planning-Worksheet.jpg" alt="Design Charrette | AI in the Loop Coaching" width="1008" height="612" />
ELE Charrette: reframing disruption into a career opportunity using the Strategy &amp; Change worksheet

<hr />

This ELE Design Charrette produces this Learning Circle: Leading through Disruption.
ELE's Idea Exchange: <a class="ng-star-inserted" style="font-size: 16px; background-color: #ffffff;" href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener" data-hveid="0" data-ved="0CAAQ_4QMahgKEwiIm7znrLeTAxUAAAAAHQAAAAAQ8Ao">Collaborate online with your peers.</a>

Design Charrette |  AI in the Loop Coaching

kyle.swanson

Coaching

michael.hruska

Reframe today’s challenging job market disruption and design open-minded strategies to uncover and land career opportunities that didn’t exist last year.
This Charrette is fueled by real-world friction. Submit your top-of-mind AI or Leadership challenge below, and we will live-map a solution during the session.
<blockquote>
Open to all attendees: Help shape the agenda by sharing your toughest roadblock.
<a href="https://forms.office.com/r/D5BfchV4Hn" target="_blank" rel="noopener"><img class="aligncenter size-full wp-image-45002" src="https://wp.ele.llc/wp-content/uploads/2026/03/Submit-a-Challenge-7.png" alt="Submit a Challenge" width="236" height="97" /></a>
</blockquote>
AI disruption is reshaping roles, expectations, and pathways for growth. This Design Charrette will explore how leaders can turn that disruption into career opportunity rather than confusion, fear, or stalled momentum. Through practical peer exchange, participants will examine where new value is being created, how work is changing, and what people need to stay relevant, credible, and ready for what comes next.
<img class="aligncenter wp-image-45180" src="https://wp.ele.llc/wp-content/uploads/2026/04/About-ELE-Real-Business-Challenges.png" alt="Three-step ELE model showing Real Business Problems leading to Peer-Powered Decisions and Implementation." width="875" height="171" />
<div class="group/conversation-turn relative flex w-full min-w-0 flex-col agent-turn">
<div class="flex-col gap-1 md:gap-3">
<div class="flex max-w-full flex-col flex-grow"></div>
</div>
</div>

[caption id="attachment_45009" align="aligncenter" width="819"]<img class="size-full wp-image-45009" src="https://wp.ele.llc/wp-content/uploads/2025/11/AI-in-the-Loop-Coaching.jpg" alt="A senior L&amp;D leader acting as an AI Workforce Transformation Strategist using a digital coaching mirror to analyze performance prompts and reflection data during an ELE Design Charrette." width="819" height="457" /> AI in the Loop: Shifting from "Chatbot" to "Performance Partner.[/caption]
Move from "AI Confusion" to "Career Clarity."
This Design Charrette is where we stop talking about disruption and start designing opportunity. We will examine how to use AI as a personal strategy partner to:

<ul data-path-to-node="7,2">
 	<li>
Identify New Value: Map where your unique judgment creates the most impact.
</li>
 	<li>
Redesign Your Role: Use AI to offload administrative friction and focus on high-stakes strategy.
</li>
 	<li>
Land Your Next Move: Create a bespoke career roadmap built for the 2026 talent landscape.
</li>
</ul>
We'll use this practical, peer-ready framework to turn your submitted challenges into momentum.
<img class="aligncenter size-full wp-image-45163" src="https://wp.ele.llc/wp-content/uploads/2026/04/20260508_Action-Planning-Worksheet.jpg" alt="Design Charrette | AI Disruption = Career Opportunity" width="1008" height="612" />
ELE Charrette: reframing disruption into a career opportunity using the Strategy &amp; Change worksheet

<hr />

This ELE Design Charrette produces this Learning Circle: Leading through Disruption.
ELE's Idea Exchange: <a class="ng-star-inserted" style="font-size: 16px; background-color: #ffffff;" href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener" data-hveid="0" data-ved="0CAAQ_4QMahgKEwiIm7znrLeTAxUAAAAAHQAAAAAQ8Ao">Collaborate online with your peers.</a>

&nbsp;

&nbsp;

&nbsp;

&nbsp;

&nbsp;

&nbsp;

&nbsp;

&nbsp;

Design Charrette | AI Disruption = Career Opportunity

deborah.lenchard

patricia.ouzounian

audra.pinter

Better listening is not a soft skill—it is a strategic leadership discipline.  Fresh off our in-person exploration at the Art Institute of Chicago, this Design Charrette brings those high-level observations into a virtual working session to solve your real-world business challenges.
This session is fueled by real-world friction. We’re moving beyond theory to help you:

<ul data-path-to-node="8,1">
 	<li>
Spot weak signals: Identify what your team is struggling to say in disruptive times.
</li>
 	<li>
Apply the "Sense-Decide-Evolve" Framework: Use our core methodology to reduce execution drag caused by flawed assumptions.
</li>
 	<li>
Design for Clarity: Turn multi-generational "noise" into stronger alignment and trust.
</li>
</ul>
<blockquote>
Open to all attendees: Help shape the agenda by sharing your toughest roadblock.
<a href="https://forms.office.com/r/D5BfchV4Hn" target="_blank" rel="noopener"><img class="aligncenter size-full wp-image-45002" src="https://wp.ele.llc/wp-content/uploads/2026/03/Submit-a-Challenge-7.png" alt="Submit a Challenge" width="236" height="97" /></a>
</blockquote>
Using art, observation, and live interactive discussion, this in-person exchange will help leaders:

<ul>
 	<li data-start="655" data-end="682">improve employee engagement</li>
 	<li data-start="685" data-end="722">spot weak signals in disruptive times</li>
 	<li data-start="725" data-end="785">hear multi-gen teams more effectively to improve performance</li>
 	<li data-start="788" data-end="847">listen across matrix organizations during periods of growth</li>
</ul>
<img class="aligncenter wp-image-45180" src="https://wp.ele.llc/wp-content/uploads/2026/04/About-ELE-Real-Business-Challenges.png" alt="Three-step ELE model showing Real Business Problems leading to Peer-Powered Decisions and Implementation." width="758" height="148" />
<img class="aligncenter size-full wp-image-45278" src="https://wp.ele.llc/wp-content/uploads/2025/11/20250429_144430.jpg" alt="A selfie of a person captured in the reflective surface of an artwork at the Art Institute of Chicago, blending the observer with the museum's creative environment." width="1920" height="1081" />
Together, the room will examine:

<ul>
 	<li data-start="884" data-end="911">where listening breaks down</li>
 	<li data-start="914" data-end="938">what signals matter most</li>
 	<li data-start="941" data-end="985">how flawed assumptions create execution drag</li>
 	<li data-start="988" data-end="1057">how stronger listening improves trust, alignment, and decision-making</li>
</ul>
Participants will leave with:

<ul>
 	<li data-start="1091" data-end="1114">better questions to ask</li>
 	<li data-start="1117" data-end="1163">sharper ways to notice what is said and unsaid</li>
 	<li data-start="1166" data-end="1211">practical insights they can apply immediately</li>
 	<li data-start="1214" data-end="1280">stronger approaches for identifying real business problems earlier</li>
</ul>
We'll use this practical, peer-ready framework to turn your submitted challenges into momentum.
<a href="https://www.ele.llc/events/ai-leaders-2"><img class="aligncenter size-full wp-image-45162" src="https://wp.ele.llc/wp-content/uploads/2026/04/20260424_Action-Planning-Worksheet.jpg" alt="Design Charrette | The Art of Strategic Listening" width="1008" height="612" /></a>
ELE Charrette: reframing disruption into a career opportunity using the Strategy &amp; Change worksheet

<hr />

This ELE Design Charrette produces this Learning Circle: Leading through Disruption.
ELE's Idea Exchange: <a class="ng-star-inserted" style="font-size: 16px; background-color: #ffffff;" href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener" data-hveid="0" data-ved="0CAAQ_4QMahgKEwiIm7znrLeTAxUAAAAAHQAAAAAQ8Ao">Collaborate online with your peers.</a>

Design Charrette |  The Art of Strategic Listening

lorna.malloy

employee listening

disruption

listening

Too many conversations about AI leadership stay stuck at awareness, principles, or high-level aspiration. This Design Charrette is built to move faster. Together, leaders will work through what it actually takes to build AI-driven leaders inside real teams, real decisions, and real operating constraints. Through peer exchange, practical examples, and focused working discussion, participants will surface the leadership behaviors, support structures, and capability shifts needed to turn interest into action.
This Charrette is fueled by real-world friction.

Most AI conversations stay stuck in "high-level aspiration." We’re here to move faster by:
<ul data-path-to-node="2,2">
 	<li>
Mapping your roadblocks: Submit your top-of-mind leadership or capability challenge.
</li>
 	<li>
Designing the shift: We will use the Strategy &amp; Change Action Planning Worksheet to live-map your path forward during the session.
</li>
 	<li>
Peer-Powered Decisions: Turn your friction into a practical, peer-ready example.
</li>
</ul>
<blockquote>
Don't just watch—participate. Submit your toughest roadblock below, and we'll use the Strategy &amp; Change Action Planning Worksheet to live-map a path forward for you during the session.
<a href="https://forms.office.com/r/D5BfchV4Hn" target="_blank" rel="noopener"><img class="aligncenter size-full wp-image-45002" src="https://wp.ele.llc/wp-content/uploads/2026/03/Submit-a-Challenge-7.png" alt="Submit a Challenge" width="236" height="97" /></a>
</blockquote>
<img class="aligncenter wp-image-45180" src="https://wp.ele.llc/wp-content/uploads/2026/04/About-ELE-Real-Business-Challenges.png" alt="Three-step ELE model showing Real Business Problems leading to Peer-Powered Decisions and Implementation." width="1254" height="245" />

<h3 data-path-to-node="2"></h3>
Participants will leave with:

<ul data-path-to-node="3">
 	<li>
The AI-Ready Roadmap: A peer-vetted draft of your Strategy &amp; Change Action Planning Worksheet to move from aspiration to execution.
</li>
 	<li>
Friction-to-Fuel Framework: A methodology for turning real-world roadblocks into scalable leadership capability.
</li>
 	<li>
Peer Insights: Direct takeaways from fellow senior leaders navigating the same 2026 operating constraints.
</li>
</ul>
<img class="aligncenter size-full wp-image-44953" src="https://wp.ele.llc/wp-content/uploads/2026/03/AI-Driven-Leaders-are-Becoming-a-Composer-and-a-Conductor-A.jpg" alt="As an AI-driven leader you are becoming a composer of strategy and a conductor of teams and technology." width="1600" height="370" />
<img class="aligncenter size-full wp-image-45010" src="https://wp.ele.llc/wp-content/uploads/2025/11/AI-Driven-Leaders.jpg" alt="ELE Design Charrette: diverse leadership team intensely focused on peer-exchange and live-mapping organizational 'AI-Ready Execution' strategy using the 'Strategy &amp; Change' worksheet framework to 'Stop Talking. Start Building AI-Driven Leaders.'" width="1024" height="572" />
We'll use this practical, peer-ready framework to turn your submitted challenges into momentum.
<img class="aligncenter size-full wp-image-45161" src="https://wp.ele.llc/wp-content/uploads/2026/04/20260410_Action-Planning-Worksheet.jpg" alt="Design Charrette | Stop Talking. Start Building AI Leaders" width="1008" height="612" />
ELE Charrette: reframing disruption into a career opportunity using the Strategy &amp; Change worksheet

<hr />
This ELE Design Charrette produces this Learning Circle: Leading through Disruption.
ELE's Idea Exchange: <a class="ng-star-inserted" style="font-size: 16px; background-color: #ffffff;" href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener" data-hveid="0" data-ved="0CAAQ_4QMahgKEwiIm7znrLeTAxUAAAAAHQAAAAAQ8Ao">Collaborate online with your peers.</a>
&nbsp;

&nbsp;

Design Charrette | Stop Talking. Start Building AI Leaders

michael.grubich

career mobility

Confidence Building

Career Growth

career momentum

confidence capability clarity

AI-enabled leadership

AI Disruption

AI Driven Leadership

AI-Driven Leader

iliana.alvarado

Each AI Practical Lab is built to help leaders work through a real business challenge using peer input, AI-enabled prompts, and ELE’s Action Planning Worksheet. Topics will be selected based on the business problems surfacing across ELE’s ecosystem—including local meetups, member conversations, and Design Charrettes. This is a live working experience designed to help participants move from uncertainty and scattered experimentation toward clearer decisions, stronger judgment, and practical next steps they can apply in the work.t into practice tomorrow.

[caption id="attachment_44940" align="aligncenter" width="835"]<img class=" wp-image-44940" src="https://wp.ele.llc/wp-content/uploads/2026/03/Gemini_Generated_Image_CRIT-model.jpg" alt="Infographic of the CRIT model for AI leading, breaking down Context, Role, Interview, and Task with icons and descriptions for each step." width="835" height="455" /> The CRIT Model for AI-driven leadership, from Geoff Woods.[/caption]

What we’ll do (live working experience):
<ul>
 	<li data-start="694" data-end="758">Define the real business problem or decision to work through</li>
 	<li data-start="759" data-end="814">Clarify what is shifting and what better looks like</li>
 	<li data-start="815" data-end="884">Use AI and peer input to sharpen thinking, choices, and tradeoffs</li>
 	<li data-start="885" data-end="956">Apply ELE’s Action Planning Worksheet to build practical next steps</li>
 	<li data-start="957" data-end="1020">Leave with clearer decision support and a 30-day path forward</li>
</ul>

<hr data-start="1196" data-end="1199" />
Who you’ll work with:

<ul data-start="1227" data-end="1290">
 	<li data-start="1227" data-end="1246">Internal Client</li>
 	<li data-start="1247" data-end="1267">AI Learning Guru</li>
 	<li data-start="1268" data-end="1290">Real-world Skeptic</li>
</ul>

<hr data-start="1292" data-end="1295" />
What you’ll walk away with:

<ul data-start="1330" data-end="1488">
 	<li data-start="1056" data-end="1118">A practical framework for working through a real challenge</li>
 	<li data-start="1119" data-end="1172">Sharper thinking on choices, tradeoffs, and risks</li>
 	<li data-start="1173" data-end="1227">A 30-day action plan you can apply in your real work</li>
 	<li data-start="182" data-end="269" data-is-last-node="">Below is the Action Planning Worksheet we’ll use live:</li>
</ul>
<img class="aligncenter wp-image-44983" src="https://wp.ele.llc/wp-content/uploads/2025/11/2026-03MAR-Zurich-Charrette-Action-Planning-Worksheet-Updated-2026APR09.jpg" alt="Action planning worksheet for ELE AI Practical Lab showing sections for Situation, From-To shift, Insight, Choice, Risk, Opportunities, and Actions (Next 30 Days) focused on applying AI to real decisions and workflows." width="922" height="560" />
If AI isn’t changing how decisions get made, it’s not adoption yet.
Join us to move from experimentation → to real work.


<hr data-start="1292" data-end="1295" />

ELE produces this member-only monthly AI Practical Lab on Zoom.
Collaborate online with your peers on our <a title="ELE's Idea Exchange" href="https://www.ele.llc/idea-exchange/">Idea Exchange</a> to keep the conversation going!

&nbsp;

&nbsp;

✨ AI Practical Lab #29 | Experiment. Learn. Lead.

Team Leaders

Virtual Cohort

Digital

4Q2026

Each AI Practical Lab is built to help leaders work through a real business challenge using peer input, AI-enabled prompts, and ELE’s Action Planning Worksheet. Topics will be selected based on the business problems surfacing across ELE’s ecosystem—including local meetups, member conversations, and Design Charrettes. This is a live working experience designed to help participants move from uncertainty and scattered experimentation toward clearer decisions, stronger judgment, and practical next steps they can apply in the work.t into practice tomorrow.

[caption id="attachment_44940" align="aligncenter" width="835"]<img class=" wp-image-44940" src="https://wp.ele.llc/wp-content/uploads/2026/03/Gemini_Generated_Image_CRIT-model.jpg" alt="Infographic of the CRIT model for AI leading, breaking down Context, Role, Interview, and Task with icons and descriptions for each step." width="835" height="455" /> The CRIT Model for AI-driven leadership, from Geoff Woods.[/caption]

What we’ll do (live working experience):
<ul>
 	<li data-start="694" data-end="758">Define the real business problem or decision to work through</li>
 	<li data-start="759" data-end="814">Clarify what is shifting and what better looks like</li>
 	<li data-start="815" data-end="884">Use AI and peer input to sharpen thinking, choices, and tradeoffs</li>
 	<li data-start="885" data-end="956">Apply ELE’s Action Planning Worksheet to build practical next steps</li>
 	<li data-start="957" data-end="1020">Leave with clearer decision support and a 30-day path forward</li>
</ul>

<hr data-start="1196" data-end="1199" />
Who you’ll work with:

<ul data-start="1227" data-end="1290">
 	<li data-start="1227" data-end="1246">Internal Client</li>
 	<li data-start="1247" data-end="1267">AI Learning Guru</li>
 	<li data-start="1268" data-end="1290">Real-world Skeptic</li>
</ul>

<hr data-start="1292" data-end="1295" />
What you’ll walk away with:

<ul data-start="1330" data-end="1488">
 	<li data-start="1056" data-end="1118">A practical framework for working through a real challenge</li>
 	<li data-start="1119" data-end="1172">Sharper thinking on choices, tradeoffs, and risks</li>
 	<li data-start="1173" data-end="1227">A 30-day action plan you can apply in your real work</li>
 	<li data-start="182" data-end="269" data-is-last-node="">Below is the Action Planning Worksheet we’ll use live:</li>
</ul>
<img class="aligncenter wp-image-44983" src="https://wp.ele.llc/wp-content/uploads/2025/11/2026-03MAR-Zurich-Charrette-Action-Planning-Worksheet-Updated-2026APR09.jpg" alt="Action planning worksheet for ELE AI Practical Lab showing sections for Situation, From-To shift, Insight, Choice, Risk, Opportunities, and Actions (Next 30 Days) focused on applying AI to real decisions and workflows." width="922" height="560" />
If AI isn’t changing how decisions get made, it’s not adoption yet.
Join us to move from experimentation → to real work.


<hr data-start="1292" data-end="1295" />

ELE produces this member-only monthly AI Practical Lab on Zoom.
Collaborate online with your peers on our <a title="ELE's Idea Exchange" href="https://www.ele.llc/idea-exchange/">Idea Exchange</a> to keep the conversation going!

✨ AI Practical Lab #28 | Experiment. Learn. Lead.

✨ AI Practical Lab #27 | Experiment. Learn. Lead.

✨ AI Practical Lab #26 | Experiment. Learn. Lead.

3Q2026

Built from ELE’s May 22 Design Charrette, this AI Practical Lab focuses on a practical leadership challenge: moving from uncertainty to better decision support in coaching. We’ll explore how AI in the loop coaching can help managers prepare better, follow through more consistently, and support stronger coaching conversations—without losing the human judgment, trust, and context that make coaching matter. This is a hands-on working experience designed to help leaders turn coaching from a good intention into a more practical, repeatable part of how work gets done.

&nbsp;

[caption id="attachment_44940" align="aligncenter" width="835"]<img class=" wp-image-44940" src="https://wp.ele.llc/wp-content/uploads/2026/03/Gemini_Generated_Image_CRIT-model.jpg" alt="Infographic of the CRIT model for AI leading, breaking down Context, Role, Interview, and Task with icons and descriptions for each step." width="835" height="455" /> The CRIT Model for AI-driven leadership, from Geoff Woods.[/caption]

What we’ll do (live working experience):
You’ll use ELE’s Action Planning Worksheet to move from uncertainty to a more practical, repeatable approach to coaching with AI in the loop.
In this live working experience, we will:

<ul data-start="243" data-end="786" data-is-last-node="" data-is-only-node="">
 	<li data-start="243" data-end="342">Define one real coaching moment or manager workflow where better decision support is needed</li>
 	<li data-start="343" data-end="443">Clarify where AI can add value through stronger preparation, consistency, and follow-through</li>
 	<li data-start="444" data-end="538">Identify where human judgment still matters most in trust, context, and interpretation</li>
 	<li data-start="539" data-end="624">Apply the CRIT Model to structure sharper prompts and better coaching support</li>
 	<li data-start="625" data-end="698">Map the right balance between AI assistance and manager ownership</li>
 	<li data-start="699" data-end="786" data-is-last-node="">Build a 30-day action plan to test and apply AI in the loop coaching in real work</li>
</ul>

<hr data-start="1196" data-end="1199" />
Who you’ll work with:

<ul data-start="1227" data-end="1290">
 	<li data-start="1227" data-end="1246">Internal Client</li>
 	<li data-start="1247" data-end="1267">AI Learning Guru</li>
 	<li data-start="1268" data-end="1290">Real-world Skeptic</li>
</ul>

<hr data-start="1292" data-end="1295" />
What you’ll walk away with:

<ul data-start="1330" data-end="1488">
 	<li data-start="33" data-end="106">A 30-day action plan to test AI in the loop coaching in real work</li>
 	<li data-start="107" data-end="181">One coaching workflow or manager moment you can improve right away</li>
 	<li data-start="182" data-end="269" data-is-last-node="">Clearer judgment about where AI helps—and where human coaching still matters most</li>
</ul>
Below is the Action Planning Worksheet we’ll use live:
<img class="aligncenter wp-image-44983" src="https://wp.ele.llc/wp-content/uploads/2025/11/2026-03MAR-Zurich-Charrette-Action-Planning-Worksheet-Updated-2026APR09.jpg" alt="Action planning worksheet for ELE AI Practical Lab showing sections for Situation, From-To shift, Insight, Choice, Risk, Opportunities, and Actions (Next 30 Days) focused on applying AI to real decisions and workflows." width="922" height="560" />
If AI isn’t changing how decisions get made, it’s not adoption yet.
Join us to move from experimentation → to real work.


<hr data-start="1292" data-end="1295" />

ELE produces this member-only monthly AI Practical Lab on Zoom.
Collaborate online with your peers on our <a title="ELE's Idea Exchange" href="https://www.ele.llc/idea-exchange/">Idea Exchange</a> to keep the conversation going!

&nbsp;

&nbsp;

&nbsp;

&nbsp;

&nbsp;

✨ AI Practical Lab: From Uncertainty to Decision Support — AI in the Loop Coaching

leadership development

manager coaching

Login