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For 22 years, senior leaders from Fortune 1000 companies have brought their hardest problems here — and left sharper than they arrived.

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Bring a real bottleneck. Name what's stuck, what's at stake, and why it matters now.

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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.

Alter Domus

Scout

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Recognition isn't a poster on the wall. In AI-culture transformations, recognition is the signal that tells people: experimentation matters, smart risks get rewarded, and your best ideas get resourced.
This Design Charrette puts that to the test — Shark Tank style.
Small groups will build a 3-minute pitch for an internal AI prototype that solves a real, manual workflow task. The Sharks — Angie, Chris, and Jen — will listen, ask the hard questions, and pick a winner. The CEO is putting $500 on the table for the best idea, with a real shot at budget to build it.
How it works:

<ul style="padding-left: 25px; font-family: 'Calibri', sans-serif; font-size: 1.1rem;">
 	<li style="margin-bottom: 5px;">Anton opens with his own 3-minute pitch to set the bar</li>
 	<li style="margin-bottom: 5px;">Small groups ideate using ELE's Action Work Plan</li>
 	<li style="margin-bottom: 5px;">Each group delivers a 3-minute pitch to the Sharks</li>
 	<li style="margin-bottom: 5px;">One winner walks away with $500 and possible build budget</li>
 	<li style="margin-bottom: 5px;">Group reflection and celebration to close</li>
</ul>
The behaviors that unlock AI-culture transformation — experimentation, peer learning, making good work visible — only stick when leaders recognize and resource them in real time.
Come ready to pitch.

<blockquote style="border-left: 4px solid #990000; margin: 20px 0; padding: 10px 20px; background-color: #f8f9fa; font-style: italic; color: #555; font-family: 'Calibri', sans-serif; font-size: 1.1rem;">What happens next? This post captures our live framework. In a few days, we will update this page with the real-time breakthroughs, questions, and insights shared by our executive peers during the conference dialogue. Stay tuned!</blockquote>
</div>

Design Charrette | Leveraging Recognition to Unlock an AI-Culture Transformation

Engagement &amp; Culture

Future of Work

angie.zeigler

chris.olson

anton.maletich

strategic alignment

corporate culture

behavioral change

workforce engagement

experimentation culture

collaborative problem solving

wise2026

Design Charrette

peer-powered decisions

insights-wise-2026

recognition programs

ai-culture transformation

innovation pitches

internal prototyping

action work plan

shark tank format

business challenge

workflow automation

resource allocation

risk reward

live ideation

pilot budgeting

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.


<hr data-start="1028" data-end="1031" />

<h2 data-start="1033" data-end="1056">🔑 5 Key Takeaways</h2>
<ol data-start="1057" data-end="1820">
 	<li data-start="1057" data-end="1220">
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>
 	<li data-start="1221" data-end="1358">
Personalization at Scale: AI makes role-based and learner-specific customization possible, even in large and diverse workforces.
</li>
 	<li data-start="1359" data-end="1518">
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>
 	<li data-start="1519" data-end="1663">
Faster Prototyping &amp; Content Creation: From brainstorming to role-play scenarios, AI accelerates design cycles and increases relevance.
</li>
 	<li data-start="1664" data-end="1820">
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>
<ol data-start="1874" data-end="2451">
 	<li data-start="1874" data-end="1983">
Pilot AI Experiments: Start with safe, small-scale use cases like goal setting or workshop outlines.
</li>
 	<li data-start="1984" data-end="2105">
Leverage Personas: Use AI to design role-specific or personality-driven learning experiences that feel tailored.
</li>
 	<li data-start="2106" data-end="2216">
Set Guardrails Early: Train teams on safe AI use to prevent risks like uploading sensitive documents.
</li>
 	<li data-start="2217" data-end="2333">
Coach AI Fluency: Encourage employees to see AI as a growth tool that expands their skills, not a shortcut.
</li>
 	<li data-start="2334" data-end="2451">
Refine Prompts Intentionally: Ask AI, “What’s generic?” or “What’s missing?” to sharpen quality outputs.
</li>
</ol>

<hr data-start="2453" data-end="2456" />
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

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

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: Utilizing Data to Transform Talent Development and Improve Employee Engagement

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In today’s shifting workplace, it’s not enough to track learning activity—we need to turn insights into outcomes. In Learning and Development, data is no longer just a resource—it’s a roadmap for enhancing the employee experience and aligning talent strategy with business priorities. At our recent ELE peer discussion, we explored how leading organizations are embracing a data-driven strategy to personalize development, elevate the employee experience, and align learning with what the business truly needs.

<blockquote>"Our data-driven adaptive learning strategy helped us pinpoint what learners didn’t know—and deliver only what they needed." -- <a href="https://www.ele.llc/members/yolanda-mangram" target="_blank" rel="noopener">Yolanda Mangram</a></blockquote>
Whether you're using adaptive tech or building insights through 1:1 conversations, the message is clear: we’re no longer just tracking progress—we’re transforming how we develop and engage our people. Now is the time to interconnect data-driven strategies with talent development to drive business impact where it matters most.
These insights emerged as top priorities for HR and talent leaders looking to create impact through smarter data use:

<ol data-start="1239" data-end="1678">
 	<li class="" data-start="1239" data-end="1377">
Data is a strategic tool. Learning data should guide decisions—not just reflect them.
</li>
 	<li class="" data-start="1379" data-end="1527">
Personalized learning drives engagement. Targeted development increases relevance, confidence, and speed to proficiency.
</li>
 	<li class="" data-start="1529" data-end="1678">
Qualitative insights count. Listening systems like focus groups and 1:1s can surface what surveys miss—and drive culture.

<blockquote>"The dashboard made it easy to see where learners were struggling with unconscious incompetence—and where to focus coaching or redesign." -- <a href="https://www.ele.llc/members/yolanda-mangram" target="_blank" rel="noopener">Yolanda Mangram</a></blockquote>
<img class="aligncenter" src="https://wp.ele.llc/wp-content/uploads/2025/05/ADAPTing-to-a-new-way-of-learning.jpg" alt="" width="769" height="432" /></li>
</ol>
🛠️ Three Actions to Bring This to Life

<ol data-start="1818" data-end="2225">
 	<li class="" data-start="1818" data-end="1960">
Use data to shape learning priorities. Connect learning to KPIs like mobility, retention, and performance.
</li>
 	<li class="" data-start="1962" data-end="2090">
Build listening into your strategy. Code feedback from real conversations to spot trends and blind spots early.
</li>
 	<li class="" data-start="2092" data-end="2225">
Connect learning efforts to business outcomes.
Make talent development part of strategic planning—not an isolated function.

<blockquote>"Listening became the data strategy." -- <a href="https://www.ele.llc/members/ben-warner" target="_blank" rel="noopener">Ben Warner</a></blockquote>
</li>
</ol>
The takeaway? A data-driven strategy only delivers value when it's connected to business goals. Now is the time to interconnect talent development with business impact—and position HR as a true driver of enterprise success.
How are you using data to elevate your talent strategy? -- Share your thoughts in the ELE <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">Idea Exchange</a> and continue the conversation with fellow leaders.

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Data-Driven Talent Development: Leading Indicator for Elevating Employee Experience

Design Charrette | Leveraging Recognition to Unlock an AI-Culture Transformation

Nonprofit Success Stories Using AI for L&D

Data-Driven Talent Development: Leading Indicator for Elevating Employee Experience

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