Dashboard

Forms

Listening Meetup

Page banners

Plan landings

Main navigation

Gallery

Upload

Media library

Memberships

All tickets

Create ticket

Prepaid tickets

Users

ELE is a peer-powered community where people leaders don't just reframe challenges — they leave with decisions, next moves, and 30/60/90-day commitments to move real work forward.&nbsp;For 22 years, leaders from Fortune 1000 companies have brought their hardest problems here — and left sharper than they arrived.

UPCOMING CALENDAR

LATEST IDEA EXCHANGE

RECENT INSIGHTS

WHO WE ARE

Schedule a Meetup

Vote to Shape

This is where people leaders get sharper — and their teams get smarter.ELE is a peer-powered network of people leaders who accelerate business results through shared intelligence and real-work collaboration. Learn more below about why ELE has been the trusted choice for leaders building high-performing teams for over 20 years.

About ELE

Schedule a Local Meetup

Bring a real talent challenge. Name what's at stake, what you've tried, and why it matters now.

Community-Powered Calendar

Signal what matters most. Your vote shapes what your peers tackle next.

Companies In Our Network

Contact ELE

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.

Where people leaders share what's working, ask what's hard, and learn from peers navigating the same talent challenges right now. Search before you post. When referencing a resource, paste the key insight directly into your response with a link to the source.

Real conversations from people leaders tackling today's toughest talent challenges -- captured live, ready to apply with your teams when it fits your schedule, and connected to what's happening right now.

Insights on Talent Challenges | Captured Peer Conversations | ELE

Pick your path — each plan reflects a different commitment to accelerating business value.

ELE Plans — Find your place.

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

Lurie Children's

Marquette University

<div style="font-family: 'Calibri', 'Candara', 'Segoe UI', 'Optima', Arial, sans-serif; color: #333; line-height: 1.6; max-width: 800px; margin: auto; font-size: 1.1rem;">
<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;">"The interesting pattern was that nobody talked about technical skills, technology, or tools." — <a href="https://www.ele.llc/people/deepa-kartha" target="_blank" rel="noopener">Deepa Kartha</a>, Journyz</blockquote>
People leaders at the Milwaukee Talent Development Conference came into this working exchange with a shared pressure most haven't named cleanly yet: how do you anticipate the capabilities your workforce will need before the gap becomes visible — and expensive? The real work wasn't about AI adoption. It was about avoiding the trap of overbuilding formal programs around skills that are still shifting, while quietly missing the quieter signals that prove a team's core capabilities are already falling behind. That tension — move too fast and you waste resources, move too slow and you're exposed — ran through every table in the room.
This was a live, in-person working exchange. No virtual components. All dialogue drawn from the spoken transcript.
Who helped move the work forward
Cecilia Lillegard, Jim Orheim, and Amanda Baker brought this working exchange to life at the Milwaukee Talent Development Conference. Cecilia and Jim co-facilitated the design charrette, keeping the sprint moving while drawing out voices from across the room. Amanda Baker was listed on the agenda and contributed to the collaborative arc of the discussion. The practitioners who filled the tables — people leaders and talent development professionals from across the Milwaukee area — drove the real output: generating, clustering, prioritizing, and stress-testing skill priorities against what they're actually navigating in their organizations today.

<h3 style="font-family: 'Montserrat', sans-serif; font-weight: bold; color: #1a1a1a; font-size: 1.3rem; margin-top: 30px; margin-bottom: 10px; border-bottom: 1px solid #eee; padding-bottom: 5px;">Catching the weak signals</h3>
The charrette opened with a provocation: imagine it's 2028. Some people are thriving with AI embedded in their daily work. Others are struggling. What's the skill gap between them?
What surfaced wasn't what most expected.
Every table independently prioritized human and cognitive capabilities — adaptability, critical thinking, emotional intelligence, business acumen, coaching. Nobody's top three touched tool proficiency or technical training. That convergence, unrehearsed and uncoordinated, is itself a weak signal worth paying attention to.

<blockquote style="border-left: 4px solid #990000; margin: 15px 0; padding: 5px 20px; font-style: italic; color: #555; font-family: 'Calibri', sans-serif; font-size: 1.1rem;">"These are the human skills that are going to always keep you ahead of AI." — <a href="https://www.ele.llc/people/jim-orheim" target="_blank" rel="noopener">Jim Orheim</a>, Marquette University</blockquote>
The signal isn't that technical skills don't matter. It's that a room of experienced talent leaders, asked to look two to three years out, reached past the obvious answer and landed on something harder to build and easier to neglect. If your current workforce readiness investment is weighted toward tool training, that gap deserves a harder look.

<h3 style="font-family: 'Montserrat', sans-serif; font-weight: bold; color: #1a1a1a; font-size: 1.3rem; margin-top: 25px; margin-bottom: 10px; border-bottom: 1px solid #eee; padding-bottom: 5px;">Designing just-in-time readiness</h3>
One of the sharpest tensions in the discussion wasn't about what skills to build. It was about when and how.
The room named a real implementation problem: in-the-flow-of-work learning — long considered the gold standard — breaks down when the tool itself slows performance during the learning curve. Workers under delivery pressure can't also be building new AI capabilities on the same clock.

<blockquote style="border-left: 4px solid #990000; margin: 15px 0; padding: 5px 20px; font-style: italic; color: #555; font-family: 'Calibri', sans-serif; font-size: 1.1rem;">"The only way to get better is to block time specifically to improve your AI skills." — Participant</blockquote>
That's not a personal productivity tip. It's an organizational design decision. Protected practice time, separated from delivery pressure, is the structural condition that makes just-in-time readiness actually work. Without it, adoption becomes performance theater — high token use, low quality output, and a workforce that looks like it's moving forward while the underlying capability stays flat.
The pre/post mortem framework surfaced as a lightweight intervention worth testing: before any AI-assisted workflow goes live, force the team to name what could go wrong. After, debrief what worked and what didn't. It's low-cost, builds judgment, and creates the feedback loops that formal training programs rarely do.

<h3 style="font-family: 'Montserrat', sans-serif; font-weight: bold; color: #1a1a1a; font-size: 1.3rem; margin-top: 25px; margin-bottom: 10px; border-bottom: 1px solid #eee; padding-bottom: 5px;">Balancing risk tradeoffs</h3>
The most honest moment in the room came when a participant named what many talent leaders are quietly sitting with but not saying out loud.

<blockquote style="border-left: 4px solid #990000; margin: 15px 0; padding: 5px 20px; font-style: italic; color: #555; font-family: 'Calibri', sans-serif; font-size: 1.1rem;">"Are we pushing everyone to use AI? Or are we going to be more strategic?" — <a href="https://www.ele.llc/people/nick-allen" target="_blank" rel="noopener">Nick Allen</a>, CNA Insurance.</blockquote>
The context mattered. Nick raised the concern alongside evidence that doctors lose diagnostic accuracy when over-reliant on AI-assisted tools — and that workers who outsource core tasks to AI risk losing the underlying skill entirely. The question wasn't anti-AI. It was a leadership judgment call: which skills require active human practice to stay sharp, and are we protecting space for that practice — or optimizing it away?
The room didn't have a clean answer. But the practitioners who sat with the question longest arrived at a useful frame: not everyone in the organization needs to experiment with AI simultaneously. Structured pilots with deliberate feedback loops produce better capability outcomes than organization-wide rollouts that ask everyone to learn in public, under pressure, without guardrails.
The risk of inertia is real. So is the risk of building a workforce that's technically capable of using AI tools but has lost the judgment to know when not to.


<hr style="border: 0; border-top: 1px solid #eee; margin: 40px 0;" />

<h3 style="font-family: 'Montserrat', sans-serif; font-weight: bold; color: #1a1a1a; font-size: 1.3rem; margin-bottom: 15px;">What to try next</h3>
Three moves people leaders in the room identified as testable quickly — with early evidence signals:

<ol style="padding-left: 25px; font-family: 'Calibri', sans-serif; font-size: 1.1rem;">
 	<li style="margin-bottom: 15px;">Map your capability exposure before you build anything. Pull your top five roles. For each one, ask: what does this person need to be able to do well in 18 months that they can't do today? If the answer is primarily technical, pressure-test that assumption against what surfaced in this room. The weak signal may be somewhere else.</li>
 	<li style="margin-bottom: 15px;">Run a pre-mortem on your next AI workflow decision. Before any new tool, process, or AI-assisted workflow goes live, block 30 minutes with your team to name what could go wrong. Not as a risk log — as a judgment-building practice. It develops the critical thinking and discernment the room identified as non-negotiable for 2028 readiness.</li>
 	<li style="margin-bottom: 15px;">Protect deliberate practice time at the team level. Don't wait for an L&amp;D program. Identify one hour per week — team-wide, not individually opted-in — where people practice AI skills without delivery pressure attached. Track quality of output, not volume of usage. Slop going in produces slop coming out, and that pattern is already more widespread than most organizations are measuring.</li>
</ol>
<div style="background-color: #f1f4f9; padding: 20px; border-radius: 8px; margin-top: 40px; font-family: 'Calibri', sans-serif; font-size: 1.1rem;">
Bring the work forward
If your organization is sitting with any version of this — unsure which capabilities to build now, caught between tool adoption pressure and program overbuilding, or trying to close a readiness gap before it becomes a performance gap — bring it into the ELE community.
Share the challenge, compare signals with trusted peers, and leave with practical next moves you can use.
Submit My Challenge Now: <a style="color: #0056b3; font-weight: bold; text-decoration: underline;" href="https://www.ele.llc/faqs/share-top-of-mind-talent-challenges">https://www.ele.llc/faqs/share-top-of-mind-talent-challenges</a>

</div>
</div>

Design Charrette | Anticipating Skills Shift

future of work

Future of Work

Digital &amp; AI

nick.allen

learning design

talent development

critical thinking

workforce readiness

amanda.herche

adaptability

jim.orheim

AI Adoption

deepa.kartha

cecilia.lillegard

capability gap

manager enablement

wise2026

People Leaders

insights-wise-2026

Skills Anticipation

Human Skills

Judgment at Work

Deliberate Practice

Pre-Mortem

CNA Insurance

Executive Learning Exchange (ELE)

What We're Working Through ...

Your leadership development programs aren't working. Everyone knows it. 
They can't scale. No one has time to fix it. No one has time to attend.

<h5>Lead the AI Era—From Insight to Action</h5>
Formerly ELE's fall conference, this year's gathering is a working summit that solves the "no one has time" dilemma — for leaders navigating culture, capability, AI execution, and organizational change.

Business intelligence tells leaders what the data shows. People intelligence helps them understand what the work is becoming.

&nbsp;

<img class="aligncenter wp-image-45699" src="https://wp.ele.llc/wp-content/uploads/2026/06/ELE-OI-Drives-Value-to-the-Business.jpg" alt="Organizational Intelligence model showing how People Intelligence and Business Intelligence connect to drive better decisions, business value, and long-term sustainability." width="539" height="539" />
ELE brings both closer together.
&nbsp;
<h5>Leadership Learning Moves Back Into the Work.</h5>
This is not a sit-and-listen experience. ELE builds community intelligence that helps unlock organizational intelligence.
<blockquote>A CENTURY AGO, LEARNING STARTED CLOSER TO REAL WORK
Harvard helped scale real-world business learning through cases and peer discussion. But today’s work is moving too fast to only study someone else’s problem after the fact.</blockquote>
<a href="https://www.ele.llc/calendar/shape"><img class="aligncenter wp-image-45639" src="https://wp.ele.llc/wp-content/uploads/2026/02/1922-2026-From-Case-Studies-to-Real-Work-in-Real-Time.jpg" alt="" width="918" height="612" /></a>
It is a community-powered working experience where keynote insights become real-time discussion, peer learning, small-group application, and practical next moves leaders can bring back to their organizations.
That is the work of ELE’s Idea Exchange: turning shared signals into sharper decisions, practical next moves, and 30/60/90-day leadership commitments.

<img class="aligncenter size-full wp-image-45771" src="https://wp.ele.llc/wp-content/uploads/2026/06/ELE-Leadership-Development-for-Accelerating-Business-Value-Gemini.jpg" alt="Leadership development framework showing five layers — Listen, Name what's broken, Solve it together, Build the 30/60/90 plan, Employees feel it — built on learning in the flow of work." width="1920" height="1072" />
<h5>How the Exchange Works</h5>
<ul>
 	<li data-section-id="c51569" data-start="208" data-end="348">Real talent challenges: Leaders bring the issues actually stalling performance — not abstract trends or someone else's case study.</li>
 	<li data-section-id="c51569" data-start="208" data-end="348">Design Charrettes: Small peer groups work the problem together, challenge assumptions, and shape decisions that move.</li>
 	<li data-section-id="c51569" data-start="208" data-end="348">AI Practical Labs: AI becomes a tool for execution — not another shiny object that adds to the noise.</li>
</ul>
<h5>From Talent Challenges to Business Value</h5>
Most leadership development measures how people feel after the program. ELE measures what moved.

When leaders fix the root-cause problems — the talent challenges left unresolved that burn out your best people — engagement follows. Retention improves. Business value accelerates. Not because of EQ fluff. Because the work that was stuck is finally moving.

Leave October 1 with a 30/60/90-day plan, a peer who's already solved your problem, and a leadership development model that actually fits the speed your organization needs to move.

<hr data-path-to-node="13" />

<h5 data-start="143" data-end="161">What to Expect</h5>
<ul>
 	<li data-start="143" data-end="161">Real executive dialogue: Practical, unscripted exchange with senior leaders working through AI-era leadership challenges.</li>
 	<li data-section-id="1424amn" data-start="292" data-end="411">Design Charrette work: Small-group collaboration around real problems, sharper choices, and practical next steps.</li>
 	<li data-section-id="10c4ynl" data-start="413" data-end="580">AI Working Lab mindset: Explore where AI can reduce friction, improve handoffs, and support execution — without pretending the tool solves the leadership work.</li>
 	<li data-section-id="67hqfu" data-start="582" data-end="705">Peer-powered momentum: Leave with clearer thinking, useful connections, and ideas you can bring back to the business.</li>
</ul>

<hr />

<h5 data-start="829" data-end="949">Real-World Challenges We’ll Work Through</h5>
The agenda will be shaped around the leadership and workforce challenges showing up across the ELE community, including:

<ul data-start="951" data-end="1244">
 	<li data-section-id="1w3nks9" data-start="951" data-end="1002">Building leadership readiness for AI-era change</li>
 	<li data-section-id="1ujy1cy" data-start="1003" data-end="1060">Reducing adoption friction across teams and functions</li>
 	<li data-section-id="1mslx45" data-start="1061" data-end="1113">Strengthening culture when work is shifting fast</li>
 	<li data-section-id="1iw1hr" data-start="1114" data-end="1173">Turning AI interest into practical workflow improvement</li>
 	<li data-section-id="1imnzu9" data-start="1174" data-end="1244">Helping managers lead through ambiguity, speed, and execution drag</li>
</ul>

<hr data-path-to-node="21" />

<h5 data-start="1285" data-end="1314">Who This is For</h5>
This exchange is designed for senior leaders responsible for leadership, talent, culture, workforce transformation, and execution.

<ul data-start="1448" data-end="1704">
 	<li data-section-id="a3reg3" data-start="1448" data-end="1482">CHROs and senior HR executives</li>
 	<li data-section-id="p5magz" data-start="1483" data-end="1530">Chief Learning Officers and heads of talent</li>
 	<li data-section-id="hxw81e" data-start="1531" data-end="1636">Leaders responsible for leadership development, organizational effectiveness, and employee experience</li>
 	<li data-section-id="x6ehuv" data-start="1637" data-end="1704">Business leaders working through AI-era change with their teams</li>
</ul>

<hr data-path-to-node="25" />

<h5 data-start="1285" data-end="1314">Hosted at CNA Insurance</h5>
CNA, downtown Chicago office, gives this exchange the right setting: a modern business environment in the heart of the Loop, built for practical conversation, cross-company perspective, and the kind of working dialogue leaders need as AI reshapes work, culture, and execution.


<hr data-path-to-node="28" />

<h5 data-start="654" data-end="670">Register Now</h5>
Your leadership development isn't built for the AI era. October 1 is where that changes.
Join people leaders in downtown Chicago — bring what's stuck, work through it with peers, and leave with a 30/60/90-day plan that moves.

Leadership Development in the Flow of Work | Fall Conference

single-event

engagement &amp; culture

Full-day Exchange

Talent Executives

Team Leaders

Your Teams

Chicago Cohort

dirk.tussing

teri.hart

ele chicago cohort

chicago

katie.mcallister

in-person event

kim.ludwig

Leadership

Engagement &amp; Culture

Digital

Strategy

brady.bair

peter.hogaboam

CHIE2026

annual-conference

ai practical lab

leadership agility

Design Charrette

real-time insights

organizational intelligence

ELESUMMIT2026

Skillsoft

EmpathAI Learning Solutions

The modern corporate reality is simple: your employees are drowning in a sea of training options, yet starving for clarity and direction. The sheer volume of content, much of it irrelevant, actively slows down enterprise agility and wastes talent investment.

In this highly interactive session, leaders from Skillsoft and Empath.AI Learning Solutions tackled the chaos head-on, sharing a practical framework for designing smarter, simplified learning ecosystems that accelerate workforce readiness. The core challenge is clarifying what's "must-have" vs. "build-your-skillset" to create clear career momentum.
<h3>Key Takeaways for Talent Leaders:</h3>
<ul>
 	<li>The Clarity Framework: Attendees rolled up their sleeves to co-create practical career and skill maps for key enterprise roles. The key learning was how to ruthlessly filter content to define the essential path (mandatory knowledge) and separate it from the growth path (optional, personalized skill-building).</li>
 	<li>AI as the Simplicity Engine: The session explored how adaptive learning and AI-driven personalization are the primary tools for simplification. Instead of managing a large course catalog, L&amp;D can leverage AI to instantly curate content that is relevant at the moment of need, ensuring employees get guidance, not just more options.</li>
 	<li>The Plug-and-Play Template: Participants walked away with a tangible, plug-and-play template to immediately streamline development paths in their organizations. This template is the blueprint for moving away from generic content assignments toward a skills-based ecosystem designed to scale and evolve with emerging business needs.</li>
</ul>
This session proved that effective, modern L&amp;D is defined not by how much content you have, but by how skillfully you simplify the path for your people, directly fueling enterprise agility.

Simplifying Training | Designing Smarter Learning Ecosystems for Enterprise Agility

Integrated Talent Management

performance improvement

future of learning

adaptive learning

CHIE2025

yolanda.mangram

Strategic HR

skills-based learning

HR Technology

Learning Ecosystems

L&amp;D strategy

heber.sambucetti

integrated talent

enterprise agility

AI personalization

skill maps

plug and play template

career momentum

talent investment

clarity framework

content curation

operational simplicity

This robust discussion underscored a powerful truth: talent development leaders can no longer afford to wait for lagging indicators to reveal problems. To stay ahead, we must anticipate needs, align talent metrics with strategy, and act before gaps derail performance.
As Matt Sernaker shared:

<blockquote data-start="483" data-end="650">
"Shifting from surveys after the fact to shaping daily experiences turned our lowest-rated hotel into the top performer—and gave everyone a role in improvement."
</blockquote>
And Angelica Stilling reinforced with her systemic view:

<blockquote data-start="715" data-end="864">
"A focused talent scorecard reveals workforce patterns early—speeding time-to-fill, boosting retention, and giving leaders actionable visibility."
</blockquote>
Together, these perspectives highlight a shift in mindset and practice. It’s not just about reporting outcomes—it’s about shaping them. Predictive talent strategies bring business and HR closer together, using early signals to drive accountability, innovation, and measurable results.
When leaders integrate predictive metrics into strategy, they move from reactive firefighting to proactive value creation. And when those metrics are transparent, they don’t just inform decisions—they shape culture, empowering people at every level to own outcomes.


<hr data-start="1423" data-end="1426" />

<h3 data-start="1428" data-end="1450">🔑 5 Key Takeaways</h3>
<ol data-start="1451" data-end="1813">
 	<li data-start="1451" data-end="1519">
Lagging tells you what happened; leading tells you what’s next.
</li>
 	<li data-start="1520" data-end="1595">
Predictive metrics must align with business strategy to gain traction.
</li>
 	<li data-start="1596" data-end="1667">
Sales and DEI examples show how early signals prevent costly gaps.
</li>
 	<li data-start="1668" data-end="1732">
Transparency in data creates ownership and cultural buy-in.
</li>
 	<li data-start="1733" data-end="1813">
Don’t wait for perfect dashboards—directionally correct data drives action.
</li>
</ol>

<hr data-start="1815" data-end="1818" />

<h3 data-start="1820" data-end="1845">✅ 5 Practical Actions</h3>
<ol data-start="1846" data-end="2223">
 	<li data-start="1846" data-end="1921">
Embed predictive metrics into business reviews and strategic planning.
</li>
 	<li data-start="1922" data-end="2000">
Review leading indicators more frequently to allow for course correction.
</li>
 	<li data-start="2001" data-end="2066">
Define measures with executives upfront to secure alignment.
</li>
 	<li data-start="2067" data-end="2132">
Pilot predictive talent metrics in one function, then scale.
</li>
 	<li data-start="2133" data-end="2223">
Share results beyond leadership—use ERGs and employee forums to drive culture change.
</li>
</ol>

<hr data-start="2225" data-end="2228" />
🔮 Predictive talent isn’t just a measurement shift—it’s a mindset shift. By blending culture, data, and foresight, talent development leaders can deliver results that matter most to the business.
📣 How is your organization shifting from lagging to leading indicators? Let’s continue this conversation in the <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange</a>.

Predictive Talent: Anticipating Needs Before They Hit the Business

talent risk

Analytics

suzanne.sherry

talent management

colin.hahn

Talent Strategy

Culture Change

marty.murrillo

Performance Improvement

reskilling

organizational agility

workforce planning

employee retention

kelly.wojda

matt.sernaker

HR Analytics

Predictive Analytics

emily.decker-bess

Business Alignment

HR Insights

data driven HR

angelica.janina.stilling

3Q2025

DEI Strategy

talent forecasting

capability gaps

future learning

talent trends

talent analytics

holly.r.pyatt

predictive talent

leading indicators

lagging indicators

talent metrics

HR scorecard

sales enablement

proactive talent development

Session Focus:Shifting the Metrics That Matter: Moving from Lagging to Leading to Deliver Tangible Performance Gains

<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]">
<div class="markdown prose w-full break-words dark:prose-invert light">
<blockquote>
Discover how leading talent teams use data-driven insights not just to react—but to get ahead.
</blockquote>
This robust discussion explores how to leverage advanced analytics to proactively forecast critical talent needs—before they disrupt business continuity. We’ll dive into methods for identifying capability gaps, anticipating talent risks, and predicting learning requirements that align with strategic growth.
But forecasting alone isn’t enough.
Imagine trying to hire top talent while reducing recruitment costs—how do you know if you’re actually making progress?
That’s where HR KPIs come in.

<img class="aligncenter size-full wp-image-43789" src="https://wp.ele.llc/wp-content/uploads/2025/03/AIHR-Leading-vs-Lagging-KPIs.jpg" alt="AIHR Leading vs Lagging KPIs" width="548" height="404" />
Source: AIHR
With the right metrics—like time-to-hire, offer acceptance rate, and recruitment cost per hire—you gain visibility into what’s working, where to pivot, and how to align your talent strategy with business outcomes.
You’ll walk away with frameworks for:

<ul data-start="1130" data-end="1267">
 	<li data-start="1130" data-end="1167">
Building a predictive talent model,
</li>
 	<li data-start="1168" data-end="1220">
Integrating HR scorecards into strategic planning,
</li>
 	<li data-start="1221" data-end="1267">
Using metrics to influence executive buy-in.
</li>
</ul>
This discussion will help you evolve from descriptive reporting to predictive talent intelligence that drives workforce agility and strategic advantage.

</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-[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]">

<hr />

</div>
</div>
</div>
</div>
</div>
This video discussion will offer HR Talent leaders actionable insights from industry leaders on transforming rigid structures into adaptive networks that empower employees across all levels.
ELE produces this Learning Circle: Reskilling Talent Development.

ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>: Collaborate online with your peers.

Learning Circles

Complimentary

Session Focus: Examine &amp; reflect key insights for fostering agility and resilience uncovered at ELE's talent development conference.
This session promises to unpack the rich tapestry of experiences and epiphanies from the conference, focusing on Sustainable Change Readiness. HR Talent leaders from the ELE Talent Development Conference 2024 shared their groundbreaking "aha! moments," highlighting how these revelations can be effectively applied to cultivate a culture of agility and resilience in talent development initiatives.
<img class="aligncenter" src="https://wp.ele.llc/wp-content/uploads/2024/11/ELE-Talent-Development-Conference-2024-photo-collage.jpg" alt="" width="714" height="545" />

This session provided senior HR talent leaders with transformative insights on navigating the evolving landscape of technology, leadership, and workforce development. Here are the essential takeaways:
<ul>
 	<li>AI as a Strategic Partner: A pivotal shift in mindset emerged—AI should be seen not just as a tool, but as a new hire that needs investment, training, and integration. This view encourages leaders to manage AI as an active team member, supporting its growth through structured guidance and feedback.</li>
 	<li>Leadership Agility as Foundational: Agility stood out as a non-negotiable skill for leaders. Emotional, social, and adversity quotients were emphasized as critical for successfully leading in uncertain times. Agility can be learned and enhanced throughout one’s career, enabling leaders to adapt swiftly and guide their teams effectively.</li>
 	<li>Empowering Teams Through Clarity: The session highlighted the importance of equipping employees with clear guidelines for AI use. This empowers teams to leverage AI confidently, ensuring both innovation and trust in the workplace.</li>
 	<li>Incremental Wins with AI: Practical examples showcased how integrating AI into everyday tasks can lead to significant productivity gains. From developing onboarding guides to streamlining instructional design, the power of small-scale AI applications was evident.</li>
 	<li>Balancing Automation and Human Intelligence: Addressing concerns about job security, the session reinforced that only a fraction of roles can be fully automated. The “human in the loop” approach remains crucial, blending human judgment with AI’s capabilities to create resilient teams.</li>
 	<li>The New Baseline: Technology Quotient (TQ): The session highlighted that TQ is now an essential entry skill. As AI becomes embedded in work processes, understanding technology is no longer optional but a must-have competency for all professionals.</li>
</ul>
<blockquote>"Change requires courage. Optimism paired with decisive action is essential for overcoming obstacles and driving meaningful progress." -- <a href="https://www.ele.llc/members/richard-busby">Richard Busby</a>, IMSA</blockquote>
This powerful reminder reflects the importance of embracing innovation and leading with purpose.

Key takeaway for HR leaders: Cultivate a culture where AI is an integrated partner, develop leadership agility, set clear AI policies, and prioritize TQ development to position your teams for future success.

✨ Aha! Moments ✨ ELE's Practical Perspectives from the Talent Development Conference

richard.busby

Change Management

tim.kirkpatrick

julian.malnak

christine.moczynski

edward.desrosiers

jason.davis

learning &amp; development

organizational development

mary.zolna

jennifer.rainey

organizational success

workplace culture

workplace innovation

Change Readiness

andy.hillig

Session Focus: Examine &amp; reflect key insights for fostering agility and resilience uncovered at ELE's talent development conference.
This session promises to unpack the rich tapestry of experiences and epiphanies from the conference, focusing on Sustainable Change Readiness. HR Talent leaders from the Skills-First Milwaukee conference will share their groundbreaking "aha! moments," highlighting how these revelations can be effectively applied to cultivate a culture of agility and resilience in talent development initiatives.
<img class="aligncenter wp-image-40902" src="https://wp.ele.llc/wp-content/uploads/2024/05/Change-Readiness-Unveiled.jpg" alt="" width="349" height="349" />

&nbsp;

As organizations continue to navigate the complexities of change in today's dynamic business landscape, the insights from our panelists offer valuable lessons in adaptability, resilience, and innovation. Attendees will gain a deeper understanding of the key takeaways from the conference and practical approaches to implementing these insights within their own teams and organizations. This session is designed to be an interactive exchange of ideas, encouraging participants to engage with the panelists and each other, fostering a community of learning and mutual growth.

&nbsp;

ELE produces this Learning Circle: Reskilling Talent Development.

ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>: Collaborate online with your peers.

online event

complimentary event

Zurich North America

In this keynote, let's explore how to would look at how enabled personalized leader development at scale, from customized recommendations to automated follow-up, with a “cloud of low-cost integrated apps (such as Office 365) instead of customized (and pricey) tools.
<h6 class="font-weight-bold mb-0">What we will explore together:</h6>
Let's explore the power of experimentation and design thinking on:

✅ What’s your greatest current need in this space and the power of small experiments?

✅ How do you stay up-to-date on what’s available in your organization?

✅ What is the greatest downside or risk to this type of cloud-based approach?

Leveraging Technology To Advance Workforce Readiness

digital

design thinking

kyle.swanson

lewis.brown1

Adding Value

josh.klein

power of experimentation

leveraging technology

insights-chie-2021-virtual

Chicagoland People Leaders

The future is flexible. In response to the significant changes of the past year, the shape-shifting of the workplace is in motion. As Steelcase reflects in their research, "Be prepared to experiment." The future of work combines the tectonic plates of workplace trends, human behavior, and technology development to form the next generation of the distributed work environment. The pandemic accelerated the creative work arrangements and distributed teams that were already in place on a smaller scale. Flexible systems and an agile mindset that reframe design and workplace behavior preferences will accommodate individual and organizational needs as they continue to shift. The presentation will cover multiple trends that impact the future workplace and strategies to usher in the big shift. The mandate for future relevance and flexing with change has never been stronger

How to Bring Your Future to the Present to Design a Resilient Workplace

Login