Get Control

Bright Software, Inc.

This session provided deep insights into the transformative impact of AI on organizational culture and leadership. The presenters highlighted how AI is not just a futuristic concept but a present reality that is reshaping the way we work.
<blockquote>"AI is here to stay, much like the internet or books in their respective eras, and organizations must adapt accordingly." -- <a href="https://www.ele.llc/members/suzanne-sherry" target="_blank" rel="noopener">Suzanne Sherry</a></blockquote>
The discussion covered how AI can automate mundane tasks, allowing employees to focus on more creative and strategic endeavors. This shift not only boosts productivity but also fosters a culture of innovation and collaboration. However, the integration of AI is not without its challenges, including ethical concerns and potential job displacement. The session underscored the importance of navigating these challenges thoughtfully to leverage AI's benefits while mitigating its risks.

Here are three key takeaways from the session:
<ol>
 	<li>Embrace AI as a Permanent Change: Organizations must recognize that AI is an enduring technological advancement and integrate it into their operations and culture.</li>
 	<li>Develop Technology Quotient (TQ): Developing a strong TQ is essential for both leaders and employees. By fostering a culture of continuous learning and tech exploration, organizations can significantly enhance productivity and innovation.
<blockquote>"TQ is the ability to strategically learn, leverage, and share technology—becoming a lifelong tech learner and explorer." -- <a href="https://www.ele.llc/members/mike-song" target="_blank" rel="noopener">Mike Song</a></blockquote>
</li>
 	<li>Ensure Ethical AI Use: Establish governance frameworks to balance the benefits of AI with ethical considerations, ensuring responsible implementation.</li>
</ol>
Overall, this session highlighted the necessity for continuous adaptation and learning in the digital age, encouraging organizations to strategically embrace AI and its potential to drive innovation and growth.

AI's Impact on Culture and Leadership Development | A Collaborative Exploration

future of work

Future of Work

Digital &amp; AI

Leadership

digital transformation

suzanne.sherry

chris.olson

leadership development

talent development

learning and development

employee development

workplace culture

organizational culture

AI integration

generative AI

skills-based learning

innovation in L&amp;D

mike.song

Technology Quotient

IQ EQ TQ

wise2024

2024 Top 10

CNA Insurance

<blockquote>"What I discovered was job task analysis as a start because that's the basis of figuring out what it is people do to be successful." -- <a href="https://www.ele.llc/members/nick-allen" target="_blank" rel="noopener">Nick Allen</a></blockquote>
This session provided valuable insights into the essential process of Job Task Analysis (JTA) for building a robust skills taxonomy within organizations. Here are three key takeaways from the session:
<ol>
 	<li>Job Task Analysis (JTA) is Essential: JTA is the foundational method for identifying and understanding the skills needed for various roles within an organization. It involves collaboration between managers and high-performing employees to brainstorm and validate the skills that are critical for success.</li>
 	<li>Criteria for Skill Assessment: Effective skill assessment should consider three main criteria: the frequency of skill use, the consequences of poor performance, and the difficulty of learning the skill. This ensures that the most relevant and critical skills are prioritized, enabling organizations to focus on what truly matters for performance and development.</li>
 	<li>Integration of Soft Skills in Simulations: Using immersive learning simulations to measure and develop soft skills is crucial. These simulations help organizations verify and enhance employees' soft skills, providing data-driven insights for continuous improvement. This approach ensures that employees are well-rounded and prepared to meet the dynamic challenges of the workplace.</li>
</ol>
In conclusion, the session highlighted the importance of starting with a solid skill foundation through JTA. By systematically identifying and assessing the skills needed for each role, organizations can build a comprehensive skills taxonomy that supports effective talent development and succession planning.

How Skills Intelligence Connects Human Capital

Engagement &amp; Culture

newton.moore

nick.allen

skills taxonomy

bill.kiley

job task analysis

skill assessment

organizational strategy

Amplitude

Rali

This session provided valuable insights into effective retention strategies that are essential for today's workforce. The discussion highlighted the critical elements of psychological safety, trust, and recognition in fostering a supportive and engaging work environment. Here are three key takeaways from the session:
<ol>
 	<li>Importance of Psychological Safety and Trust: Building a culture of psychological safety and trust is foundational for enhancing employee wellbeing and retention. Organizations should actively work on making employees feel cared for and trusted. As Erin aptly stated:
<blockquote>"Cohort learning is a flexible, group-based experience that emphasizes social interaction and practical application." -- <a href="https://www.ele.llc/members/erin-doyle" target="_blank" rel="noopener">Erin Doyle</a></blockquote>
This underscores the significant impact of trust on employees' sense of purpose and connection to their work.</li>
 	<li>Value of Recognition and Feedback: Simple, cost-effective recognition programs and robust feedback systems can significantly improve employee morale and engagement. Regular check-ins and stay conversations are essential for understanding and addressing employee needs. Larry emphasized this point by saying:
<blockquote>"Recognition is a big thing and it's free; it just takes a little bit of time and structure." -- <a href="https://www.ele.llc/members/larry-mohl" target="_blank" rel="noopener">Larry Mohl</a></blockquote>
This highlights how small efforts in recognizing employees' contributions can have a substantial positive impact.</li>
 	<li>Balancing Work and Personal Growth: Organizations should focus on providing opportunities for both career advancement and lateral moves. Recognizing the individual needs and motivations of employees, and offering tailored development paths, can foster a more engaged and loyal workforce. It's crucial to understand that employees value not only promotions but also meaningful work and personal growth opportunities.</li>
</ol>
By implementing these strategies, organizations can create a work environment that not only retains top talent but also drives engagement and productivity.

Scaling Success: Mastering Retention Strategies

engagement &amp; culture

Strategy

Change Management

talent management

learning &amp; development

employee engagement

strategy

psychological safety

organizational change

employee retention

megan.bickle

future skills

skills development

organizational skills

larry.mohl

Workforce Strategy

erin.doyle

employee recognition

ELE Group, LLC

You Don't Need to be an Artist to Visualize HR Data with AI.
<blockquote>"Associated meanings with visuals are quite powerful." -- <a href="https://www.ele.llc/members/marti-konstant" target="_blank" rel="noopener">Marti Konstant</a></blockquote>
This session provided invaluable insights into harnessing the power of data storytelling and visualization to effectively communicate training results and influence decision-making. Led by Marti Konstant and Nicholas Leonard, the interactive session equipped HR and L&amp;D professionals with practical skills and tools to enhance their strategic data use, storytelling techniques, and visualization mastery.

Key Takeaways:
<ol>
 	<li>Strategic Data Use:
<ul>
 	<li>Insight: Leverage AI to analyze and identify patterns in data. Use AI as a thought partner to enhance your decision-making process.</li>
 	<li>Application: Feed data into AI tools like ChatGPT to generate initial charts and diagrams, which can be refined and customized later.</li>
</ul>
</li>
 	<li>Compelling Storytelling:
<ul>
 	<li>Insight: Transform data into narratives that resonate emotionally with your audience.</li>
 	<li>Application: Use visuals to illustrate the real-world impact of training initiatives, making data more relatable and engaging.</li>
</ul>
</li>
 	<li>Visualization Mastery:
<ul>
 	<li>Insight: Create intuitive visuals that communicate complex information swiftly and effectively.</li>
 	<li>Application: Employ tools like Canva and Adobe Firefly to generate and edit images, graphs, and infographics. Experiment with AI to generate unique visuals and enhance existing ones.</li>
</ul>
</li>
</ol>
<blockquote>"All of AI is prediction. It's using historical data to make assumptions about the future." -- <a href="https://www.ele.llc/members/nicholas-leonard" target="_blank" rel="noopener">Nicholas Leonard</a></blockquote>
By incorporating these insights and tools, HR and L&amp;D professionals can transform their approach to data storytelling, making their training results more compelling and influential. This session not only demonstrated the technical aspects of using AI for data visualization but also highlighted the importance of creativity and strategic thinking in crafting powerful data narratives.

You Don't Need to be an Artist to Visualize HR Data with AI | Mastering the Art of Data Visualization

upskilling

edward.desrosiers

marti.konstant

Adding Value

story-telling

learning trends

ChatGPT

HR leadership

AI tools

HR future

AI in HR

workplace innovation

GenAI

canva

talent-talk

nicholas.leonard

data storytelling

training effectiveness

AI applications

Lead Belay

Session Focus: Developing self-aware, culturally attuned leaders through peer learning
In this session, we explored innovative strategies for nurturing mid-level "leaders of leaders" through Lead Belay's virtual peer coaching program. Three key takeaways emerged:

<ol class="list-decimal pl-8 space-y-2 -mt-1">
 	<li class="whitespace-normal break-words">Use minimal content and instead create space for self-discovery, peer learning, and practicing skills like coaching.</li>
 	<li class="whitespace-normal break-words">Allow participants to choose their own development objectives within a guiding framework rather than forcing set objectives.</li>
 	<li class="whitespace-normal break-words">Prioritize building psychological safety and trust within diverse small cohorts, including from cross-company participants.</li>
</ol>
The 7 or 11-week program breaks from traditional leadership training by being highly experiential and content-light.
Panelists who went through the program lauded features like rapid relationship building exercises that quickly fostered cohort trust despite being virtual. They appreciated the freedom to define their own leadership vision through self-reflection and peer workshopping, while still getting light facilitation from professional coaches.

<blockquote>"You learn to apply the skills to the challenges you face in your organization's culture." -- <a href="https://www.ele.llc/members/andrea-nunez" target="_blank" rel="noopener">Andrea Nunez</a></blockquote>
Rather than one-size-fits-all content dumps, Lead Belay's design meets leaders where they are through small cohorts purposefully grouped for diversity. This creates an intimate environment for vulnerable discussions and mutual accountability for committed behavior changes back on the job.
By prioritizing self-awareness over rote skill teaching, the Next-Level Leader Ascent program exemplifies a powerful shift towards developing authentic leaders attuned to their organizational culture's unique challenges.

Mid-level Leader Development | Next-Level Leader Ascent

experiential learning

Peer-to-Peer Learning

learning culture

coaching

mike.kester

assessments

anton.maletich

self-awareness

amanda.mickelson

lindy.stockton

peer-learning

andrea.nunez

mid-level leaders

<blockquote>"If you resist change and stay the course, you'll inevitably hit obstacles." -- <a href="https://www.ele.llc/members/bryan-burkhalter" target="_blank" rel="noopener">Bryan Burkhalter</a></blockquote>
This session provided invaluable insights into creating a rapid and robust change strategy using innovative tools and methods. Kery and Bryan introduced a 4-hour approach designed to make the change process fast, focused, and fun. Here's a closer look at the session's highlights and key takeaways for participants.

Key Elements of the Approach:
<ol>
 	<li>Establishing the "Desired State": Using a magic wand exercise, participants envisioned what successful change would look like, setting a clear and motivating goal.</li>
 	<li>"Interrogating Reality": This involved capturing both the "official truth" (formal narrative) and the "ground truth" (real experiences) to understand the current state comprehensively.</li>
 	<li>Rapid Performance Analysis: Identifying causal factors such as knowledge, resources, capacity, and motivation helped pinpoint areas needing attention.</li>
 	<li>"21 Activity": This method quickly generated, evaluated, and prioritized potential solution ideas through group consensus.</li>
 	<li>Impact Mapping: Isolating key behaviors critical to driving desired results ensured focused efforts on high-impact actions.</li>
 	<li>Culture Pulse Survey: Assessing stakeholders' readiness for change provided insights into potential resistance and areas needing more support.</li>
 	<li>Executive Summary: Summarizing immediate next steps and assigned actions created clarity and accountability.</li>
</ol>
3 Key Takeaways for Participants:
<ol>
 	<li>Rapid Strategy Development: The 4-hour approach offers a quick yet thorough method to develop a focused change strategy, ensuring speed without sacrificing depth.</li>
 	<li>Effective Tools for Alignment: Utilizing tools like "magic wand" visioning, rapid performance analysis, the "21 activity" for idea prioritization, and impact mapping facilitates fast and effective alignment.</li>
 	<li>Broad Participation and Buy-In: Engaging stakeholders from the start by capturing "ground truths" and assessing change readiness increases the likelihood of successful execution.</li>
</ol>
Throughout the session, the presenters emphasized the importance of using simple, engaging tools to drive broad participation and ownership. The goal was to align quickly on a focused change strategy within just 4 hours while building commitment among stakeholders. Attendees also received instructional materials to facilitate the approach themselves, empowering them to implement these strategies in their organizations.
<blockquote>"Vision without action is just a dream and action without vision is a nightmare." -- <a href="https://www.ele.llc/members/kery-pjp-mortenson" target="_blank" rel="noopener">Kery Mortenson</a></blockquote>
This session underscored the importance of balancing visionary thinking with actionable steps to drive successful change initiatives.

Developing a Robust Readiness Strategy in 4 hours | A Culture Pulse is Essential

leadership

kery.mortenson

bryan.burkhalter

change leadership

change strategy

Goodyear Tire & Rubber Company

Intrepid by VitalSource

<blockquote>"Cohort learning is a flexible, group-based experience that emphasizes social interaction and practical application." -- <a href="https://www.ele.llc/members/tim-chudy" target="_blank" rel="noopener">Tim Chudy</a></blockquote>
This Concurrent Breakout session provided valuable insights into using cohort learning to enhance employee retention during onboarding. Experts from Good Year and Intrepid, Julian Malnak and Tim Chudy shared practical strategies for designing and implementing effective cohort learning programs. Here are three key takeaways:
<ol>
 	<li>Cohort Learning Benefits: Fosters a collaborative and supportive environment, boosting employee connection and retention. Suitable for various organizational needs like onboarding and leadership training.</li>
 	<li>Effective Design: Uses diverse methods, including live sessions, asynchronous learning, gamification, and multilingual support. Programs should be flexible and meet learners where they are.</li>
 	<li>Continuous Improvement: Regularly collect and analyze data on user engagement to refine the cohort learning experience. Programs like Goodyear's OnRamp highlight the importance of storytelling, manager involvement, and community building.</li>
</ol>
<blockquote>"One of the most important things when you bring people in across the globe is you have to take language into account. That's been part of our journey as well." -- <a href="https://www.ele.llc/members/julian-malnak" target="_blank" rel="noopener">Julian Malnak</a></blockquote>
Julian emphasized the importance of inclusivity in global organizations. This highlights the need for multilingual support and cultural sensitivity in onboarding processes.

By adopting these strategies, organizations can create engaging and effective onboarding experiences, leading to higher employee satisfaction and retention.

Optimizing Onboarding in M&A | Strategies for Cohort Learning to Boost Employee Retention

kyle.swanson

Operations

tomas.ramirez

learning design

cohort learning

onboarding

julian.malnak

global

global design

tim.chudy

HR strategies

Designing Cohort Learning to Scale

Oshkosh Corporation

Froedtert ThedaCare Health

In today’s rapidly evolving job market, traditional talent acquisition methods are no longer sufficient to meet the growing and diverse needs of organizations.

This session provided a comprehensive exploration of sustainable talent strategies to attract and retain talent in today's evolving job market. The interactive panel discussion highlighted the significance of alternative pathways, skill-based approaches, and the critical role of diversity, equity, and inclusion (DEI) in developing robust talent acquisition and retention plans. Here are three key takeaways from the session:
<ol>
 	<li style="list-style-type: none;">
<ol>
 	<li>Embrace Alternative Pathways: Traditional recruitment methods may not be enough. Embracing alternative pathways, like technical apprenticeships and educational partnerships, can tap into a broader talent pool and foster diversity.
<blockquote>"We need to reflect our patient population because research shows that when you're cared for by a provider who looks like you, you have better outcomes." -- <a href="https://www.ele.llc/members/tamora-martin" target="_blank" rel="noopener">Tami Martin</a></blockquote>
</li>
 	<li>Focus on Skills and Competencies: A skill-based approach in recruitment and development creates a more inclusive workforce. Recognizing and developing employees' existing skills helps align talent with future needs and retain valuable staff</li>
 	<li>Integrate DEI into Talent Strategies: Embedding DEI into talent acquisition is essential. Reflecting customer diversity, addressing economic disparities, and fostering an inclusive culture are critical for success.
<blockquote>"The importance of diversity lies in getting those outlier ideas that nobody else thought of. This is why we need to source talent from diverse pools." -- <a href="https://www.ele.llc/members/marty-rosenheck" target="_blank" rel="noopener">Marty Rosenheck</a></blockquote>
</li>
</ol>
</li>
</ol>
This session underscored the need for forward-thinking talent strategies that meet current demands and prepare organizations for future challenges. By adopting alternative pathways, focusing on skills and competencies, and integrating DEI principles, organizations can build a resilient and dynamic workforce for long-term success.

Sustainable Talent Strategies To Attract Emerging Alternative Pipelines

Integrated Talent Management

marty.rosenheck

jennifer.valentine

tamora.martin

durable skills

tresha.lovell

moments that matter

Skills Gaps

DEIB

Diversity and Inclusion

sustainable talent

alternative pathways

workforce innovation

LAK Group

Kohler

Alter Domus

GE HealthCare

Komatsu

At the recent Skills-First Talent Development Conference, a dynamic panel of Chief Learning Officers (CLOs) and DEI leaders came together to discuss pivotal moments that have significantly influenced their approach to change readiness. Their stories and strategies provide valuable insights for driving effective DEI initiatives and fostering organizational change.

Here are four key takeaways from this enlightening discussion:
<h4>1. Allow Changes to Settle</h4>
Bonnie Hemingway emphasized the importance of letting changes settle before introducing new ones. She advised, stressing the need for full adoption and reinforcement to make new behaviors the norm.
<blockquote>"We have to take a moment and let this change actually settle in the organization."  -- <a href="https://www.ele.llc/members/bonnie-hemingway" target="_blank" rel="noopener">Bonnie Hemingway</a></blockquote>
<h4>2. Explicit and Strategic Sponsorship</h4>
<a href="https://www.ele.llc/members/nicole-phipps" target="_blank" rel="noopener">Nicole Phipps</a> highlighted that effective sponsorship requires clarity and visibility. Leaders must clearly communicate what they are supporting, how they will support it, and ensure they are visibly endorsing the change to drive genuine commitment throughout the organization.
<h4>3. Behavioral Focus in Psychological Safety</h4>
Anton Maletich from Alter Domus discussed the significance of focusing on specific behaviors to foster psychological safety.
<blockquote>"Psychological safety is team-based and essential for fostering inclusion." -- <a href="https://www.ele.llc/members/anton-maletich" target="_blank" rel="noopener">Anton Maletich</a></blockquote>
By defining and promoting behaviors that contribute to a psychologically safe environment, organizations can create spaces where inclusion and open dialogue become cultural norms, even if the term "psychological safety" itself is not universally understood or accepted.
<h4>4. Leveraging Influencers Within the Organization</h4>
<a href="https://www.ele.llc/members/iris-farley" target="_blank" rel="noopener">Iris Wilson-Farley</a> emphasized the importance of identifying and engaging with key influencers who can help navigate resistance and garner broader support for DEI initiatives. Understanding who influences your sponsors can significantly impact the success of change efforts.

These insights underscore the critical strategies for enhancing DEI and change readiness. By allowing changes to settle, ensuring explicit sponsorship, focusing on behaviors that foster psychological safety, and leveraging influencers within the organization, companies can create a more inclusive, adaptable, and resilient culture.

Stay tuned for more insights and strategies from our upcoming <a href="https://www.ele.llc/events" target="_blank" rel="noopener">Events</a> and discussions!

CLO/DEI Panel: "aha!" moments | SUSTAINABLE CHANGE READINESS

michael.grubich

janice.simmons

bonnie.hemingway

organizational development

reskilling

inclusive leadership

iris.farley

nicole.phipps

Change Readiness

This keynote provided a thought-provoking perspective on building change resilience in teams and organizations. Mike Grubich argued that while processes and tools are essential, lasting resilience requires tapping into the underlying cognitive and psychological factors.

Three Key Takeaways:
<ol>
 	<li>Understanding Physiological Experiences: Developing change resilience requires a deep understanding of the physiological experiences that shape people's beliefs and mindsets around change. These experiences significantly influence how individuals perceive and respond to change.</li>
 	<li>Focused Practice and Personal Ownership: Shifting ingrained narratives and expectations, coupled with fostering personal ownership, is crucial for hardwiring new habits around resilience. Focused practice helps individuals internalize new behaviors and adapt more effectively to change.</li>
 	<li>Leadership's Role in Change: Leaders play a pivotal role in helping people understand their part in the change process and how their experiences are fundamentally shifting. By directly addressing these aspects, leaders can guide their teams through transitions more effectively.</li>
</ol>
<blockquote>"Change resilience comes from the experiences that shape our beliefs and behaviors." -- <a href="https://www.ele.llc/members/michael-grubich" target="_blank" rel="noopener">Michael Grubich</a></blockquote>
Rather than just deploying change management techniques, this keynote emphasized the need to create opportunities for meaningful experiences that can start reshaping beliefs at a deeper level. From there, new behaviors and resilient habits can take root through repetition and buy-in.

By making change more than just a process, but an identity shift flowing from personalised experiences, organizations can better navigate the increasing change fatigue and lack of emotional commitment highlighted in workforce trends today.

The Dynamic Workplace Requires Change Resilient Teams

digital

transformation

employee experience

resilient workforce

reinvention

change resilience

behavioral change

workforce trends

This keynote provided insights on leveraging AI implementation in HR to create a more inclusive, balanced workplace culture. Here are three key takeaways for participants:
<ul>
 	<li>Allocate a portion of AI-driven efficiency gains toward employee well-being initiatives and fostering work-life balance, rather than just maximizing productivity.</li>
 	<li>Prioritize psychological safety by giving space for dissenting voices, facilitating productive conflicts, and including diverse perspectives in decision-making.</li>
 	<li>Support HR professionals through changing roles by providing reskilling and helping them find fulfillment in their evolving, more strategic responsibilities.</li>
</ul>
<blockquote>"Use AI efficiency gains for employee well-being, not just more productivity." -- <a href="https://www.ele.llc/members/iris-farley" target="_blank" rel="noopener">Iris Wilson-Farley</a></blockquote>
The keynote urged HR leaders to be intentional about how they leverage AI's power - creating capacity not just for more outputs, but for more humanity at work through inclusion, balance, and employee support during workforce transformation.

With great power... AI as an enabler for wellness, inclusion and development

Inclusive Workplace

employee well-being

HR transformation

HR Innovation

Strategic HR

DEIB toolkit

<blockquote>"The key to doing successful change management and having it sustained is to find that sweet spot, and it's not always the same." -- <a href="https://www.ele.llc/members/amy-leschkekahle" target="_blank" rel="noopener">Amy Leschke Kahle</a></blockquote>
This keynote provided insights into HR's critical role in navigating sustainable change within organizations. As traditional change management models often prove too complex and rigid, there is a growing need for more agile and practical approaches. Here are some key strategies for HR professionals aiming to lead effective change:
<ol>
 	<li>Just Enough Structure: Tailor processes to fit the unique needs of each change initiative. Overcomplicating can hinder progress; instead, focus on providing just enough structure to guide actions without becoming burdensome.</li>
 	<li>90-Day Sprints: Utilize short, iterative cycles to adapt and implement changes effectively. This approach allows for regular assessment and adjustments, ensuring that the change process remains dynamic and responsive to evolving circumstances.</li>
 	<li>Baseline Design Principles: Establish guiding principles that align with organizational goals. These principles serve as a framework to ensure consistency and coherence in the change process, helping teams stay focused on what truly matters.</li>
 	<li>Simple Tools: Implement streamlined tools like a "plan on a page" to keep initiatives focused and manageable. Simplified documentation can enhance understanding and engagement across all levels of the organization.</li>
 	<li>Communication and Feedback: Maintain clear communication and continuous feedback loops. Effective communication ensures that all stakeholders are informed and aligned, while feedback loops allow for ongoing evaluation and improvement.</li>
</ol>
<blockquote>"One of the things about being a grown-up at work is we have a whole bunch of really smart grown-ups to lean into, and not everybody needs to be involved in every decision." -- <a href="https://www.ele.llc/members/janice-simmons" target="_blank" rel="noopener">Janice Simmons</a></blockquote>
By embracing these strategies, HR can lead with agility and foresight, ensuring sustainable and impactful change within organizations. Adopting a more flexible and practical approach will empower HR to drive meaningful transformation, fostering a resilient and adaptive workforce.

Charting the Course for HR's Strategic Role in Navigating Sustainable Change | Leadership at the Helm

workforce development

talent structures

amy.leschkekahle

HR Strategy

sustainable change

agile HR

This session provided valuable insights into integrating change management with learning and development (L&amp;D) to enhance organizational transformation. Larry Mohl from Rali shared his research identifying four key "change capabilities" that are measurable and predictive of whether a change effort will deliver its intended outcomes:
<ol>
 	<li>Directional Commitment: Ensuring employees understand the direction of change and its importance.</li>
 	<li>Emotional Connection: Connecting the change to a larger purpose that resonates on a personal level.</li>
 	<li>Demonstrating Visible Progress: Making sure employees can see tangible signs of progress as the change unfolds.</li>
 	<li>Organizational Alignment: Aligning leadership and reinforcing the objectives of the change initiative.</li>
</ol>
Three key takeaways were:

<ul class="list-decimal pl-8 space-y-2 -mt-1">
 	<li class="whitespace-normal break-words">Integrating change management techniques into L&amp;D programs can drive real behavior change and sustained impact, rather than just knowledge transfer.</li>
 	<li class="whitespace-normal break-words">Building capabilities around directional commitment, emotional connection, visible progress, and organizational alignment increases the likelihood of successful change.</li>
 	<li class="whitespace-normal break-words">Closer collaboration between change management and L&amp;D teams can improve outcomes for organizational change tied to learning programs.</li>
</ul>
Larry Mohl stressed the importance of how organizations implement training, summarizing it powerfully:
<blockquote>"Training's impact depends more on how well the organization reinforces and applies it, not just the quality of the training itself." -- <a href="https://www.ele.llc/members/larry-mohl" target="_blank" rel="noopener">Larry Mohl</a></blockquote>
This emphasizes that the success of learning initiatives relies heavily on post-training actions and support.

By focusing on these capabilities and integrating change management strategies with L&amp;D efforts, organizations can not only enhance the effectiveness of their training programs but also ensure lasting change and improved performance.

Architects of Adaptation: Building and Scaling Change Capabilities (Data-Driven DEIB Case Study)

performance improvement

Performance Improvement

workplace transformation

Lake Forest Center for Leadership

Crisis means many things to different people, depending on perspective and experience. But what is universal is that people will experience times that challenge them.

This session provided invaluable insights into managing crises through self-awareness and wellbeing, emphasizing the importance of leadership in recognizing and addressing team member needs. Here are three key takeaways from the session:
<ol>
 	<li style="list-style-type: none;">
<ol>
 	<li>Spot and Address Stress Early: Leaders need to be vigilant in identifying signs of stress among team members, such as changes in behavior or engagement. Addressing these signs early can help prevent burnout and maintain team well-being.
<blockquote>"It's important as leaders to think about what are we seeing in our team members and how we can support them. Sometimes it's about digging a little deeper." -- <a href="https://www.ele.llc/members/jennifer-kern" target="_blank" rel="noopener">Jennifer Kern</a></blockquote>
</li>
 	<li>Integrate Wellbeing into Leadership: Adding fitness, nutrition, and stress management to leadership programs makes them more effective and helps everyone handle challenges better.</li>
 	<li>Prepare for Crises with Structured Plans: A clear crisis plan with specific roles helps organizations respond better during emergencies.
<blockquote>"Crisis can be the gap between what you need and what you have. Recognizing this gap early can help us better manage our responses." -- <a href="https://www.ele.llc/members/kirstin-mahar" target="_blank" rel="noopener">Kirstin Mahar</a></blockquote>
</li>
</ol>
</li>
</ol>
In summary, this session underscored the critical role of leaders in fostering resilient teams by being proactive, integrating wellbeing into their leadership practices, and preparing structured plans for crisis management. These strategies not only enhance organizational resilience but also create a supportive and responsive work environment.

Personal Resilience | Crisis Management & Well-being

jennifer.kern

resilience

workforce productivity

well-being programs

integration of wellness and learning

kirstin.mahar

crisis management

crisis planning

RunYourself

Did you know that employees who have a coaching manager are eight times more likely to be highly engaged compared to their peers with managers who don’t take a coaching approach? (Source: <a href="https://www.forrester.com/blogs/can-your-managers-also-be-good-coaches/" target="_blank" rel="noopener noreferrer">Forrester</a>)

The human element remains the most pivotal yet challenging aspect in the dynamic landscape of mergers and acquisitions (M&amp;A). As HR Talent Development Leaders, our role transcends traditional boundaries, placing us at the heart of shaping the post-M&amp;A integration experience.

This interactive discussion will provide a platform for sharing insights, experiences, and innovative practices across industries. Together, we will dissect the symbiotic relationship between a sense of belonging, employee engagement, and the successful actualization of M&amp;A value through peer coaching.

Areas to Explore:
<ul>
 	<li>The Impact of Belonging: Delve into how a sense of belonging influences employee retention and integration efficacy after M&amp;A and the role HR leaders play in this dynamic.</li>
 	<li>Peer Coaching Frameworks: Examine diverse peer coaching models effective in M&amp;A contexts, focusing on strategies that promote connection, understanding, and a cohesive company culture.</li>
 	<li>Implementation and Challenges: Collaboratively identify practical steps for instituting peer coaching initiatives, address common hurdles, and strategize on metrics to gauge their impact on engagement and retention.</li>
</ul>
This roundtable is more than a discussion; it's an opportunity to co-create a repository of best practices that can guide HR Talent Development Leaders in leveraging peer coaching to enhance M&amp;A outcomes. Join us in this journey of discovery and innovation, where your experiences and ideas will help shape the future of HR practices in M&amp;A scenarios.

Recommended Reading: <a href="https://www.slalom.com/de/en/insights/10-practices-for-acquired-employee-onboarding-in-m-a" target="_blank" rel="noopener noreferrer">10 Practices for Acquired Employee Onboarding in M&amp;A</a>

Empowering M&A Success Through Peer Coaching | Building Belonging to Drive Retention and Value Realization

helping managers

wendy.greeson

manager development

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