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

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Find the peer conversation that moves your work forward.The right exchange builds better leaders, closes capability gaps, and cuts through what internal meetings can't.

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.

Get answers about how Executive Learning Exchange (ELE) works — peer-powered leadership development that fixes real work issues, reverses burnout, and accelerates business value. No programs. No vendors. In the flow of work.

Real challenges. Real peers. Clear next moves.

This is where people-leaders get sharper.

Want ELE to come to you? Propose a local gathering — the community decides what gets scheduled.

Origami Works Foundation

Executive Learning Exchange (ELE)

This interactive discussion explores nonprofit use cases—often working with limited resources—are using AI in smart, practical ways to transform learning and development. The conversation made it clear: AI is not replacing talent leaders, but amplifying their ability to deliver personalized learning, empower staff, and build future-ready cultures.
As one panelist shared:

<blockquote data-start="618" data-end="739">
“By embracing AI, a team member unlocked new skills, greater confidence, and a well-earned raise.” — <a href="https://www.ele.llc/members/dani-petrie1" target="_blank" rel="noopener">Dani Houchin</a>, Origami Works Foundation
</blockquote>
And at scale, the potential is just as powerful:

<blockquote data-start="792" data-end="908">
“AI helps us customize training to each role, making learning more relevant and engaging.” — Natalie Kindred
</blockquote>
Together, these stories highlight AI’s dual impact—driving both personal growth and organizational transformation.


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<h2 data-start="1033" data-end="1056">🔑 5 Key Takeaways</h2>
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AI is a Co-Creator, Not a Replacement: Leaders are using AI to draft outlines, scenarios, and training objectives, while refining for culture and context.
</li>
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Personalization at Scale: AI makes role-based and learner-specific customization possible, even in large and diverse workforces.
</li>
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AI as a Retention Tool: Employees who adopt AI gain confidence, deliver higher-value work, and are more likely to stay and grow with the organization.
</li>
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Faster Prototyping &amp; Content Creation: From brainstorming to role-play scenarios, AI accelerates design cycles and increases relevance.
</li>
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Transparency Builds Trust: Sharing how AI was used to create drafts makes it easier for teams to give constructive feedback and adopt AI practices.
</li>
</ol>

<hr data-start="1822" data-end="1825" />

<h2 data-start="1827" data-end="1873">🛠 5 Practical Actions for Talent Leaders</h2>
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Pilot AI Experiments: Start with safe, small-scale use cases like goal setting or workshop outlines.
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Leverage Personas: Use AI to design role-specific or personality-driven learning experiences that feel tailored.
</li>
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Set Guardrails Early: Train teams on safe AI use to prevent risks like uploading sensitive documents.
</li>
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Coach AI Fluency: Encourage employees to see AI as a growth tool that expands their skills, not a shortcut.
</li>
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Refine Prompts Intentionally: Ask AI, “What’s generic?” or “What’s missing?” to sharpen quality outputs.
</li>
</ol>

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For nonprofit organizations—and any talent development leader—AI offers a rare combination: accessibility, low cost, and high impact. The session underscored that when AI is used as a partner in learning, it empowers employees to grow, helps leaders personalize development at scale, and accelerates content creation without sacrificing quality.
💬 Continue this conversation in the <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a>—share how you’re experimenting with AI in L&amp;D and learn from your peers.

Nonprofit Success Stories Using AI for L&D

future of work

Engagement &amp; Culture

Future of Work

Digital &amp; AI

dirk.tussing

jane.shlaes

learning culture

jacki.davidoff

deborah.lenchard

leadership development

talent development

dani.petrie1

employee engagement

workforce development

continuous learning

digital learning

adaptive learning

personalized learning

employee retention

skill-building

future-ready workforce

AI Use cases

people analytics

AI in Learning

AI in HR

diana.anderson

HR Technology

emily.decker-bess

organizational learning

nicole.defalco

3Q2025

workforce engagement

L&amp;D strategy

holly.r.pyatt

nonprofit leadership

career coaching

AI for nonprofits

nonprofit L&amp;D

talent development innovation

learning personalization

Session Focus: Explore practical, impactful ways AI is being used to transform learning and development within non-profit organizations.
As AI reshapes the future of work, non-profit leaders are looking for practical, proven strategies to leverage this technology for talent development. In this robust discussion, hear directly from peers as they share real-world AI success stories from their own organizations.
Panelists will discuss how they are maximizing the value of AI in their organizations, for example by streamlining the creation of customized training, expanding team member capacity, facilitating one-to-one career coaching, and promoting safe organizational use.
Join us to discover tangible applications and actionable insights for integrating AI into your L&amp;D strategy, ensuring your organization remains at the forefront of innovation.

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Who Should Attend?
This event is for Chief People Officers, HR Leaders, and L&amp;D professionals within non-profit organizations who are seeking practical applications of AI to improve talent development and organizational learning.
Registration Questions?
See <a title="this event's FAQs" href="https://www.ele.llc/faqs/nfp-leaders-attending-ele-events">this event’s FAQs</a> for details specific to non-profit L&amp;D leaders without ELE accounts.

single-event

Your Teams

Learning Circles

Complimentary

Leadership

Digital

Strategic HR

This session provided a powerful look at how American manufacturing must evolve—not just through machines, but through mindsets.
As automation, AI, and digital twin technologies redefine production, a widening skills gap threatens both prosperity and progress. <a href="https://www.ele.llc/members/newton-moore" target="_blank" rel="noopener">Newton Moore</a> (Daley College) and <a href="https://www.ele.llc/members/joe-hamann" target="_blank" rel="noopener">Joe Hamann</a> (Connected Systems Institute) shared how they're closing this gap by connecting classrooms with real-world manufacturing challenges—from student hackathons to hands-on training in cutting-edge facilities.

<blockquote>
💬 “You have to create your talent both externally and internally.”  -- a participant echoed, sharing insights from Newton Moore and Joe Hamann.
</blockquote>
That message hits home. It’s no longer enough to recruit ready-made talent—employers must actively partner in growing it.
<img class="aligncenter size-full wp-image-43017" src="https://wp.ele.llc/wp-content/uploads/2025/05/Advancing-Manufacturing-15-MAY-2025.jpg" alt="Advancing Manufacturing (Moore &amp; Hamann, MAY-2025)" width="1920" height="1080" />
🔑 Key Takeaways for HR &amp; Talent Leaders:

<ul data-start="1065" data-end="1572">
 	<li class="" data-start="1065" data-end="1146">
Technology is outpacing education, creating real social and economic risks.
</li>
 	<li class="" data-start="1147" data-end="1243">
Hybrid talent is in demand: today’s roles blend digital, mechanical, and software fluency.
</li>
 	<li class="" data-start="1244" data-end="1351">
Hands-on learning matters: hackathons, apprenticeships, and micro-internships build job-ready skills.
</li>
 	<li class="" data-start="1352" data-end="1447">
Brand manufacturing differently: today’s plants are high-tech, high-pay, and high-impact.
</li>
 	<li class="" data-start="1448" data-end="1572">
Shared responsibility is critical: HR must work across internal and external ecosystems to build tomorrow’s workforce.
</li>
</ul>
🛠️ Practical Next Steps: 
✅ Launch or sponsor experiential programs with educational partners. ✅ Build joint research or curriculum advisory councils with local colleges. ✅ Reframe manufacturing jobs as high-tech, high-reward career paths. ✅ Enable reskilling with short, stackable credential pathways. ✅ Champion internal talent mobility through mentoring and real-world L&amp;D.
As the technology revolution accelerates, manufacturing’s future hinges on how boldly we rethink talent development. Programs like those at Daly College and the Connected Systems Institute prove that when education and industry move in lockstep, we don’t just close skill gaps—we expand economic opportunity and community prosperity. For HR leaders, this is more than a workforce challenge—it’s a chance to be architects of a more inclusive, high-tech future of work.
Let’s keep the momentum going. 💬 Share how your organization is investing in the future workforce on <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a>.

The Technology Revolution in American Manufacturing Reducing the Pain and Enhancing Prosperity

experiential learning

newton.moore

upskilling

joe.hamann

automation

Talent Strategy

Performance Improvement

big data

talent pipeline

HR leadership

Skills Gap

future workforce

wise2025

technology revolution

american manufacturing

AI in manufacturing

job loss

skill gaps

manufacturing skills

technology utilization

social pain

skills training

HR in manufacturing

manufacturing workforce

education-industry partnership

career pathways

advanced manufacturing

digital skills

apprenticeship programs

Afton Partners

The University of Vermont Health Network

Froedtert ThedaCare Health

This session provided a sharp wake-up call for talent leaders stuck in traditional hiring models.
 Ellen Johnson, Jerry Baake, and Tami Martin made it clear: the public workforce development system isn’t just an untapped talent source—it’s a strategic lever for hiring, retention, and long-term workforce resilience. By partnering with community-based organizations and leveraging subsidized training programs, employers can access skilled talent, fill critical gaps, and expand pipelines beyond conventional methods. For sectors facing persistent shortages, like healthcare, this approach isn’t optional—it’s essential.

<blockquote data-start="795" data-end="965">
“Human resources asks, ‘What should we do?’ Workforce development asks, ‘What if we did it differently—and what new talent pool could we unlock?’” — <a href="https://www.ele.llc/members/jerry-baake" target="_blank" rel="noopener">Jerry Baake</a>, The University of Vermont Health Network
</blockquote>
<img class="aligncenter" src="https://wp.ele.llc/wp-content/uploads/2025/06/WISE2025-Rethinking-Talent-speakers.jpg" alt="" width="728" height="443" />
Most leaders say they’re struggling to find talent. But the truth? It’s often hiding in plain sight. The public workforce development system—an underused, no-cost or low-cost resource—offers access to skilled, motivated talent along with built-in support services. Yet many employers still don’t know where to start.

<blockquote data-start="1285" data-end="1405">
“We have to paint the picture of what happens if we don’t utilize alternative talent pipelines.” — <a href="https://www.ele.llc/members/tamora-martin" target="_blank" rel="noopener">Tami Martin</a>, Froedtert Health
</blockquote>
This session revealed how strategic partnerships with workforce boards and community-based organizations can solve not only hiring needs, but also unlock training funds, improve retention, and increase workforce diversity.
🔑 Key Takeaways:

<ul data-start="1653" data-end="2111">
 	<li class="" data-start="1653" data-end="1737">
Alternative pipelines ≠ lower standards—they're often untapped, overlooked talent.
</li>
 	<li class="" data-start="1738" data-end="1851">
Public workforce programs offer wraparound services like transportation, job coaching, and tuition support.
</li>
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Data-driven ROI—from lower turnover to reduced traveler costs—makes the case for executive buy-in.
</li>
 	<li class="" data-start="1953" data-end="2035">
Internal mobility and subsidized upskilling strengthen retention and engagement.
</li>
 	<li class="" data-start="2036" data-end="2111">
Failure is part of the process. Start small, iterate, and build momentum.
</li>
</ul>
🎯 Practical Actions for HR Leaders:

<ol data-start="2154" data-end="2568">
 	<li class="" data-start="2154" data-end="2235">
Start with one workforce board or nonprofit partner—ask for a tour or meeting.
</li>
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Use real cost data (turnover, agency fees) to build the business case for leadership.
</li>
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Engage internal champions with nontraditional career paths to shift perceptions.
</li>
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Leverage grants to cover training, transportation, and other retention supports.
</li>
 	<li class="" data-start="2497" data-end="2568">
Normalize failure as iteration—use early feedback to adapt and grow.
</li>
</ol>
This isn’t just about filling roles—it’s about rethinking how and where we source and grow talent. The most future-ready HR leaders won’t just ask “what should we do?” They’ll ask, “what if we did it differently?”
💬 How are you rethinking talent pipelines? Share your experience on the <a class="" href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener" data-start="2858" data-end="2884">ELE Idea Exchange</a>.

Rethinking Talent: Unlocking Hidden Talent Pools & Reinventing Hiring Strategies

Integrated Talent Management

Strategy

talent acquisition

retention strategy

tamora.martin

HR Strategy

Internal Mobility

jerry.baake

ellen.johnson

public workforce system

hiring innovation

overlooked talent

alternative pipelines

community partnerships

wraparound services

training grants

Problem Solutions

Michael Hruska’s keynote wasn’t about the future of AI—it was about the now. In “Thinking AI First,” he made a clear case: it’s time to move beyond the hype and start building AI-powered enterprises that amplify human capabilities, not just automate tasks. Hruska invited us to stop thinking of AI as a tool and start seeing it as a partner—one that unlocks new performance thresholds, creative breakthroughs, and human potential.

<img class="aligncenter wp-image-43033" src="https://wp.ele.llc/wp-content/uploads/2025/05/Hruska-Keynote-1.jpg" alt="Thinking AI First: Growing your Augmented Enterprise" width="656" height="445" />
<blockquote data-start="718" data-end="862">
“AI isn’t just automation—it’s transformation. The real question isn’t what AI can do, but who we can become with it.” — <a href="https://www.ele.llc/members/michael-hruska" target="_blank" rel="noopener">Michael Hruska</a>, Problem Solutions.
</blockquote>
Here are five big takeaways for HR and talent leaders ready to lead the shift:

<ul data-start="944" data-end="1953">
 	<li data-start="944" data-end="1170">
Think Augmentation, Not Automation Frame AI as a co-creator that enhances human contribution—not a job taker. This mindset shift is critical to overcoming fear and fostering collaboration between people and machines.
</li>
 	<li data-start="1172" data-end="1356">
Build Your AIQ Blended intelligence—the fusion of human insight with AI’s speed and memory—isn’t optional. It’s what will drive scalable problem-solving and unlock new value.
</li>
 	<li data-start="1358" data-end="1584">
Close the AI Literacy Gap 70% of AI initiatives fail to scale—often because teams don’t know how to use the tools. Leaders must invest in training across all levels, including prompt engineering and change readiness.
</li>
 	<li data-start="1586" data-end="1761">
Free Humans for Higher-Order Thinking AI doesn’t just make things faster—it clears the way for creativity by reducing low-value tasks and speeding up project cycles.
</li>
 	<li data-start="1763" data-end="1953">
Lead the Cultural Shift Adopting AI is less about tools and more about mindset. Build a culture of curiosity, experimentation, and “daily spirals” of learning to stay future-ready.
</li>
</ul>
Leadership Isn’t Optional—It’s the Engine of AI-Driven Transformation Michael’s closing message was clear: AI success hinges on leadership. It’s not just about adopting tools—it’s about designing cultures where AI and people co-evolve. Leaders must model curiosity, invest in AI literacy, and align AI efforts with purpose and performance.
Without strong leadership, AI remains a stalled pilot. With it, AI becomes a catalyst for growth, creativity, and transformation.
The future belongs to those who don’t wait for AI to work—but intentionally lead the way, shaping systems where human potential and machine intelligence thrive together.

Thinking AI First: Growing your Augmented Enterprise

digital transformation

organizational change

AI tools

HR Innovation

human AI collaboration

AI transformation

business strategy

artificial intelligence

michael.hruska

thinking AI first

augmented enterprise

strategic framework

enhanced decision-making

accelerated innovation

improved efficiency

human intelligence

organizational capacity

Augmented Intelligence

baryons.aimentor

LAK Group

Session Focus: Leveraging Assessments to Enhance Leadership Skills and Organizational Impact

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In today’s fast-changing talent landscape, senior HR leaders are being challenged to rethink how assessments are used across the organization. Assessments are no longer just tools for selection — when used purposefully, they can strengthen leadership pipelines, drive cultural alignment, and fuel organizational resilience. At our recent ELE peer discussion, we explored how leveraging assessments with insight and intentionality is becoming a critical capability for future-ready organizations.


<blockquote>"Assessments should drive development, not just selection—they’re valuable for onboarding, team building, and career growth." -- <a href="https://www.ele.llc/members/yolanda-mangram" target="_blank" rel="noopener">Yolanda Mangram</a></blockquote>
This mindset — seeing assessments as tools to build leadership strength and organizational impact — was echoed by many of the senior talent leaders in the room.
However, as Erin Joslin wisely reminded us:


<blockquote>"You have to align with leadership before using assessments—otherwise, you defeat the purpose." -- <a href="https://www.ele.llc/members/erin-joslin" target="_blank" rel="noopener">Erin Joslin</a>, Weber</blockquote>
It’s not just about using assessments — it’s about using them the right way, with clear strategic intent, governance, and purpose.
🔑 Here are 3 Key Takeaways for Senior HR Talent Leaders:

<ul>
 	<li class="" data-start="1575" data-end="1674">
Purpose Before Tools: Define why you’re using assessments before choosing what to use.
</li>
 	<li class="" data-start="1675" data-end="1790">
Data Is One Piece, Not the Whole Picture: Assessments should inform human decision-making, not replace it.
</li>
 	<li class="" data-start="1791" data-end="1908">
Governance and Validation Are Critical: Without validation and oversight, even good intentions can backfire.
</li>
</ul>
💡 5 Practical Actions you can take:
<ul>
 	<li class="" data-start="1951" data-end="2029">
Define and align assessment strategies with leadership before rollout.
</li>
 	<li class="" data-start="2030" data-end="2120">
Audit and validate your current tools to ensure fairness, relevance, and compliance.
</li>
 	<li class="" data-start="2121" data-end="2213">
Limit and govern your assessment portfolio to create a shared organizational language.
</li>
 	<li class="" data-start="2214" data-end="2301">
Integrate assessments into development and succession planning — not just hiring.
</li>
 	<li class="" data-start="2302" data-end="2378">
Communicate results thoughtfully to empower employees, not label them.
</li>
</ul>
As the role of assessments continues to expand, the opportunity for HR leaders is clear: use them not only to select talent, but to cultivate it. When aligned to strategy, culture, and leadership development goals, assessments become a powerful driver of future-ready organizations. Let’s move beyond "assessment as a gatekeeper" toward "assessment as a growth enabler."
Curious — how are you evolving your use of assessments to enhance leadership skills and culture in your organization? Please share your insights with us on the ELE <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">Idea Exchange</a>.

</div>
</div>
</div>
</div>
</div>
</div>

Leading with Insight: How Assessments Drive Organizational Leadership Excellence

michael.grubich

suzanne.sherry

succession planning

keri.kersten

lorna.malloy

employee experience

organizational effectiveness

reskilling

jenny.heitman

patricia.ouzounian

assessment

yolanda.mangram

audrey..hackley

HR strategies

charlie.l..moore1

Data-Driven Learning

Data-Driven Decisions

erin.joslin

team communication

knowledge sharing

innovation culture

teaming techniques

leadership excellence

ben.warner

owen.burns

2Q2025

amy.curler

Future Ready Leadership

Assessment Tools

Leadership Assessments

Skills Assessment

Session Focus: Explore and develop key skills like adaptability, critical thinking, and communication, empowering individuals to succeed in today's rapidly changing professional landscape.


<blockquote>"To identify the critical skills for focus, the most important input useful is the business strategy... You want to start with the business strategy and follow with L&amp;D data." -- <a href="https://www.ele.llc/members/jennifer-diamond-acosta" target="_blank" rel="noopener">Jennifer Acosta</a></blockquote>
This session provided critical insights on how HR and talent leaders can future-proof their workforce by fostering adaptability, critical thinking, and communication—the key attributes needed to navigate an unpredictable professional landscape.
In today’s business world, skills gaps are widening, technology is evolving faster than ever, and static learning models are no longer effective. To develop a truly dynamic workforce, HR leaders must shift from traditional learning approaches to agile, business-aligned, and measurable talent strategies.

<h3 data-start="729" data-end="768">Key Takeaways for HR Leaders:</h3>
🚀 Start with Business Strategy, Not Just Skills Gaps – The future of workforce development isn’t about chasing trends; it’s about ensuring learning directly fuels business growth. Align L&amp;D with strategic goals first, then refine with data.

🔍 Rethink Learning Models – AI, Cohorts &amp; Real-Time Application – Traditional courses are outdated. AI-driven, adaptive learning and cohort-based models drive engagement, retention, and immediate business impact.

📊 Skills as a Measurable Competitive Advantage – Skills development must be a business KPI. Leverage real-time workforce analytics to track skill progression and directly link learning investments to performance outcomes.
<blockquote>"With the ever-changing landscape, we must remain agile in how we develop skills—what’s relevant today may be obsolete tomorrow." -- <a href="https://www.ele.llc/members/geovanny-andino" target="_blank" rel="noopener">Geovanny Andino</a>, Zurich North America</blockquote>
<h3 data-start="1552" data-end="1604">Practical Actions HR Leaders Can Take Now:</h3>
🎯 Embed Learning in Workflows, Not Just Programs – Integrate skill-building into daily work through AI-driven coaching, microlearning nudges, and real-time feedback loops.

🤝 Turn Learning into a Collaborative Business Imperative – Move beyond HR-led training. Partner with business leaders to make continuous upskilling a core part of team culture and leadership accountability.

📈 Predict &amp; Prepare for Future Roles Now – Use AI and talent intelligence to forecast emerging roles, proactively reskill employees, and ensure the workforce stays ahead of disruption.
Developing a dynamic workforce isn’t just about teaching new skills—it’s about building a culture of continuous learning, adaptability, and strategic alignment. The most successful organizations will be those that treat learning as a core business function rather than an HR initiative. As HR leaders, we have an opportunity to shape the future of work by ensuring employees are not just keeping up, but staying ahead.
For further insights on developing a future-ready workforce, consider St. Charles Consulting Group's "<a href="https://www.ele.llc/members/bookshelf/talent-fueled-enterprise" target="_blank" rel="noopener">The Fueled Talent Enterprise</a>" by <a href="https://www.ele.llc/members/michael-ohata" target="_blank" rel="noopener">Mike Ohata</a>, now available with a 40% discount on Amazon using code ELE40OFF at checkout."
💬 What’s your biggest challenge in preparing your workforce for the future? Please share your thoughts with us on <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a>.

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