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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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.

CNA Insurance

ELE Group, LLC

What We’ll Explore Together
Leading the AI Era — From Insight to Action
A live in-person exchange where senior talent and business leaders work through real-world challenges, reshaping leadership, culture, and execution in the AI era.

<h5 data-path-to-node="8">Lead the AI Era—From Insight to Action</h5>
In 2026, the mandate for HR and L&amp;D has shifted from diagnosing organizational symptoms to designing intentional talent experiences. It is no longer just about what individuals learn; it is about how teams build capability together in the flow of real work.
Chicago Exchange 2026 is a live in-person exchange for senior talent and business leaders working through the leadership challenges that will define the AI era.
<img class="aligncenter size-full wp-image-45180" src="https://wp.ele.llc/wp-content/uploads/2026/04/About-ELE-Real-Business-Challenges.png" alt="Three-step ELE model showing Real Business Problems leading to Peer-Powered Decisions and Implementation." width="1920" height="375" />

<h5 data-path-to-node="11">How the Exchange Works</h5>
<ul>
 	<li data-section-id="c51569" data-start="208" data-end="348">Real-World Challenges: We start with the problems leaders are actually trying to solve — not abstract trends or polished case studies.</li>
 	<li data-section-id="pgdena" data-start="350" data-end="470">Design Charrettes: Small groups work the challenge together, pressure-test assumptions, and shape sharper choices.</li>
 	<li data-section-id="13pfah3" data-start="472" data-end="619">AI Practical Labs: The strongest ideas move into practical action planning — where AI becomes a tool for execution, not another shiny object.</li>
</ul>

<hr data-path-to-node="13" />

<h5 data-path-to-node="14">From Challenge to Action</h5>
ELE is leaning into a simple workflow: real-world challenges → peer-powered decisions → implementation.
At Chicago Exchange 2026, leaders will bring the issues showing up in the work: culture drag, capability gaps, adoption friction, leadership readiness, and the execution risks that come with AI-era change.
You won’t just hear about transformation. You’ll work through it with peers — and leave with clearer decisions, smarter next steps, and practical ways to move the work forward.

<div style="text-align: center; margin: 30px 0;"><iframe style="max-width: 100%; height: auto; aspect-ratio: 853 / 480; border-radius: 8px;" title="YouTube video player" src="https://www.youtube.com/embed/glozhqFX1fA?si=A6x26WX5fqpyPD4H" width="853" height="480" frameborder="0" allowfullscreen="allowfullscreen">
</iframe>
Watch: How ELE turns real-world challenges into peer-powered decisions and practical next steps.</div>
What to Expect

<ul data-start="163" data-end="705">
 	<li data-section-id="3g892h" data-start="163" data-end="290">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 Practical 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>
Real-World Challenges We’ll Work Through
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" />
Who Should Be in the Room
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" />
Hosted at CNA Insurance
Chicago Exchange 2026 will take place at CNA Insurance’s downtown Chicago office at 151 North Franklin.
CNA 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" />
Register Now
Ready to work through the leadership challenges shaping the AI era?
Join senior leaders at CNA Insurance for a live in-person exchange built around the problems leaders are actually trying to solve — with peer-powered decisions and practical next steps.
Why Attend?

<ul data-start="912" data-end="1259">
 	<li data-section-id="1t4w37l" data-start="912" data-end="1016">Bring sharper questions: Work from real business and workforce challenges, not generic trend talk.</li>
 	<li data-section-id="10d4h8i" data-start="1017" data-end="1147">Learn with peers: Compare how other leaders are handling AI-era change, culture drag, adoption friction, and execution risk.</li>
 	<li data-section-id="11pjeew" data-start="1148" data-end="1259">Leave with momentum: Walk away with clearer decisions, practical next steps, and useful peer connections.</li>
</ul>
Help Shape the Agenda
Chicago Exchange 2026 will be built around the real-world leadership and workforce challenges showing up across our community.
Have a challenge your team is working through? Share it with ELE so we can shape the exchange around the situations leaders are actually facing — not theory, not trend-chasing, real work that needs better answers.
Submit a challenge: <a href="https://www.ele.llc/faqs/share-top-of-mind-challenges " target="_blank" rel="noopener">https://www.ele.llc/faqs/share-top-of-mind-challenges </a>

Chicago Exchange 2026: Leading the AI Era — From Insight to Action

single-event

analytics

engagement &amp; culture

future of work

integrated talent management

leadership

Full-day Exchange

Talent Executives

Team Leaders

Your Teams

design thinking

Chicago Cohort

dirk.tussing

teri.hart

cohort learning

ele chicago cohort

talent development

in-person event

Future of Work

Leadership

Engagement &amp; Culture

Digital

Strategy

workforce readiness

workplace sustainability

skill-based hr

brady.bair

CHIE2026

annual-conference

ai practical lab

leadership agility

team capability

talent experience design

confidence capability clarity

solution sprints

performance architecture

real-time insights

learner journeys

experience design

high-impact leadership

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

Digital &amp; AI

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">
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<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">
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<div class="flex max-w-full flex-col flex-grow">
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<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

kyle.swanson

lewis.brown1

Adding Value

josh.klein

power of experimentation

leveraging technology

insights-chie-2021-virtual

Chicagoland Talent 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

transformation

marti.konstant

agility

resilent workplace

In this discussion, 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:

<img class="emoji" role="img" draggable="false" src="https://s.w.org/images/core/emoji/13.1.0/svg/2611.svg" alt="☑" /> What’s your greatest current need in this space and the power of small experiments?

<img class="emoji" role="img" draggable="false" src="https://s.w.org/images/core/emoji/13.1.0/svg/2611.svg" alt="☑" /> How do you stay up-to-date on what’s available in your organization?

<img class="emoji" role="img" draggable="false" src="https://s.w.org/images/core/emoji/13.1.0/svg/2611.svg" alt="☑" /> What is the greatest downside or risk to this type of cloud-based approach?

insights-chie-2021

i4cp

Organizations are facing a looming talent exodus and fierce competition for the very limited supply of employees with the right skills for future needs. i4cp’s global study Accelerating Workforce Readiness found that only 30% of the 1,300 business professionals surveyed worldwide believe their workforce currently has the skills and capabilities necessary to advance strategy over the next 1-3 years.

Significant opportunity lays within their current workforce, however. Unfortunately, most companies do not have a good grasp of the skills of their current workforce. Consider these stats:

✅ Over a quarter (28%) of participants stated that LinkedIn knows more about the employee base than they do

✅ Only 12% said their organization's upskilling/reskilling initiatives are effective

✅ 39% of survey participants indicated that for most employees it was easier to find a job externally than internally.
<h6 class="font-weight-bold mb-0">What we will explore together:</h6>
i4cp Senior Research Analyst Tom Stone will discuss these findings and many more, with an emphasis on the best and next practices that organizations need to implement to promote a culture of continuous learning and a high-level of workforce readiness.

Latest I4cp Research: Advancing Workforce Readiness

evidence-based research

talent mobility

wellness

thomas.stone@i4cp.com

effective leadership

value-driven leadership

continuous learning

In Being Mortal, bestselling author Atul Gawande tackles the hardest challenge of his profession: how medicine can not only improve life but also the process of its ending

Medicine has triumphed in modern times, transforming birth, injury, and infectious disease from harrowing to manageable. But in the inevitable condition of aging and death, the goals of medicine seem too frequently to run counter to the interest of the human spirit. Nursing homes, preoccupied with safety, pin patients into railed beds and wheelchairs. Hospitals isolate the dying, checking for vital signs long after the goals of cure have become moot. Doctors, committed to extending life, continue to carry out devastating procedures that in the end extend suffering.

Gawande, a practicing surgeon, addresses his profession's ultimate limitation, arguing that quality of life is the desired goal for patients and families. Gawande offers examples of freer, more socially fulfilling models for assisting the infirm and dependent elderly, and he explores the varieties of hospice care to demonstrate that a person's last weeks or months may be rich and dignified.Full of eye-opening research and riveting storytelling, Being Mortal asserts that medicine can comfort and enhance our experience even to the end, providing not only a good life but also a good end.

Being Mortal

systems thinking

psychological safety

decision making

jim.orheim

ethical leadership

human-centered design

human-centered systems

autonomy and purpose

organizational empathy

leadership in transition

strategic resilience

peer-powered insights

quality of life

resilience strategy

<blockquote style="border-left: 5px solid #ccc; padding: 15px; font-style: italic; margin-bottom: 25px;">"The new world of work is being assembled right now, task by task, policy by policy, business by business. It will reflect the choices of the people who show up to build it."
— Ryan Roslansky &amp; Aneesh Raman, Open to Work</blockquote>
Most leaders are feeling anxious, navigating rapid change with outdated playbooks that assume career paths are linear and skills are static. In Open to Work: How to Get Ahead in the Age of AI, LinkedIn CEO Ryan Roslansky and Chief Economic Opportunity Officer Aneesh Raman provide a clear-eyed roadmap for this transition. Backed by real-time data from LinkedIn’s billion-member network, this book moves past the hype to show how AI is fundamentally reshaping the relationship between talent and opportunity.

<hr />

<h5 style="margin-top: 30px;">Key Concepts: Navigating the Skills-First Shift</h5>
Roslansky and Raman argue that we are moving from a "titles-based" economy to a "skills-based" one. Key insights include:
<ul>
 	<li style="margin-bottom: 10px;">The Irreplaceability Factor: Identifying the uniquely human capabilities—creativity, curiosity, and communication—that become more valuable as AI handles routine tasks.</li>
 	<li style="margin-bottom: 10px;">The 30-60-90 Day AI Plan: A practical framework for moving from "experimental anxiety" to "strategic mastery" in the workplace.</li>
 	<li style="margin-bottom: 10px;">Task-Level Delegation: Learning to deconstruct your job not by "role," but by "task," to determine which parts to delegate to AI and which to lean into as a human leader.</li>
</ul>

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<h5 style="margin-top: 30px;">Why This Matters for ELE Members</h5>
This book is a direct match for the Executive Learning Exchange focus on Confidence, Capability, and Clarity for 2026:
<ol>
 	<li style="margin-bottom: 10px;">Data-Backed Clarity: Our members value insights grounded in reality. This book uses LinkedIn’s unparalleled view of the global labor market to define exactly what’s changing.</li>
 	<li style="margin-bottom: 10px;">Capability Over Credentials: The shift toward a "skills-first" world aligns with our design lens: reframing learning as a team capability experience rather than just individual training.</li>
 	<li style="margin-bottom: 10px;">Leading the Transition: As senior HR and L&amp;D leaders, you aren't just adapting to this change; you are the architects of the policies and cultures that will define it.</li>
</ol>

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