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AI is Changing the Coaching Game—Here’s How
<blockquote>"We all know that coaching works, but it’s inordinately expensive for every single person in the organization to have a coach. AI can be a game-changer in democratizing access to coaching." -- <a href="https://www.ele.llc/members/michael-hruska" target="_blank" rel="noopener">Mike Hruska</a></blockquote>
Coaching has long been one of the most effective ways to develop talent, but for many organizations, it remains a privilege for a select few. Scaling one-on-one coaching across an entire workforce is costly, time-consuming, and difficult to sustain.

Enter AI-powered coaching assistants. With custom AI-driven coaching tools, we can democratize coaching and provide real-time, tailored feedback to employees at every level, without the traditional constraints of cost and availability.

Key Takeaways for Senior HR Talent Leaders from this session:
<ul>
 	<li>AI-powered coaching is no longer a ‘nice-to-have’—it’s an enabler of high-performance cultures.
With the right AI tools, organizations can provide scalable, high-impact coaching that enhances learning, leadership development, and workplace productivity.</li>
 	<li>Custom AI chatbots allow HR leaders to personalize coaching experiences. Instead of generic training modules, AI can engage employees in role-playing exercises, simulate tough workplace conversations, and tailor feedback based on individual goals.</li>
 	<li>AI doesn’t replace human coaches—it enhances coaching accessibility and effectiveness. While AI can provide instant, unbiased feedback, human mentors remain critical for emotional intelligence and strategic guidance. AI should be seen as a complementary tool, not a substitute.</li>
</ul>
Practical Actions for HR Leaders to Implement AI Coaching
<ul>
 	<li>Start Small: Experiment with custom AI chatbots tailored for coaching in specific areas like performance reviews, sales training, or leadership development.</li>
 	<li>Use AI for Role-Playing &amp; Practice: Enable employees to simulate tough conversations (e.g., delivering feedback, negotiating, or handling objections).</li>
 	<li>Embed AI in Learning &amp; Development Programs: AI-driven coaching can reinforce goal setting, performance tracking, and personalized skill-building.</li>
 	<li>Ensure Ethical &amp; Responsible AI Use: Define clear guidelines to avoid bias, ensure data privacy, and maintain human oversight in coaching interventions.</li>
</ul>
The Future of Coaching is AI-Enhanced, Not AI-Replaced

The ability to deliver quality coaching at scale has always been a challenge for HR and L&amp;D leaders. AI-powered coaching tools are bridging this gap, making real-time, on-demand coaching accessible to all employees.

AI is not here to replace human coaches—it’s here to empower HR leaders with the tools to make coaching more effective, scalable, and personalized. Organizations that embrace AI-enhanced coaching will not only boost employee performance and engagement but also foster a culture of continuous learning and development.

🔹 The question isn’t if AI will shape the future of workplace coaching—it’s how soon will your organization be ready to embrace it? Continue this conversation on <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">ELE Idea Exchange.</a>

✨ AI Practical Lab: Building a High-Performance Coaching Assistant

future of work

sales training

Future of Work

Digital &amp; AI

digital transformation

dirk.tussing

onboarding

internship

upskilling

edward.desrosiers

jason.davis

leadership development

performance management

talent development

marty.rosenheck

Coaching

Adding Value

employee engagement

marty.murrillo

ana.bedard

learning and development

learning trends

ChatGPT

people analytics

AI tools

HR Innovation

Workplace Learning

HR future

AI in HR

GenAI

talent-talk

workplace productivity

matthew.huston

ai practical lab

emily.decker-bess

Coaching Culture

ben.warner

michael.hruska

nicole.defalco

AI Coaching

ELB Learning

This session provided transformative insights into the evolving role of AI in the workplace, urging us to rethink how we view and utilize this technology. As <a href="https://www.ele.llc/members/josh-penzell" target="_blank" rel="noopener">Josh Penzell</a> shared, "AI is not a new tool; it’s a new hire." This powerful analogy reframes AI as a strategic workforce asset that requires onboarding, coaching, and integration—just like any other team member.

With 78% of employees already using AI at work, often independently, the session underscored the urgency for HR leaders to take charge. Whether we’re ready or not, AI is transforming how work gets done, and our ability to harness its potential will shape the future of talent development.

Here are the key takeaways senior HR talent leaders can apply immediately:
<ol>
 	<li>Embed AI in Workforce Development: Design programs that train employees to use AI effectively, treating it as an enabler of productivity and creativity rather than a replacement for human roles.</li>
 	<li>Foster a Culture of Experimentation: Create "freedom within a framework" where employees can explore AI’s potential within ethical and organizational boundaries.</li>
 	<li>Develop AI-Specific Roles: Introduce roles such as AI Coach or AI Specialist to guide the integration of AI and support its adoption across teams.</li>
 	<li>Address Burnout and Engagement: Recognize that AI tools can reduce repetitive tasks and help employees focus on meaningful, high-value work, boosting motivation and creativity.</li>
 	<li>Focus on Inclusivity and Neurodiversity: Leverage AI’s adaptability to support diverse work styles, particularly for neurodiverse employees, while fostering inclusivity for all.</li>
 	<li>Align AI Strategies with Business Goals: Treat AI as an integral part of your organizational strategy, ensuring it drives measurable outcomes in engagement, creativity, and innovation.</li>
</ol>
The challenge isn’t ‘Can AI create what I imagine?’ but ‘Can I imagine big enough for what AI can create?’ As leaders, we must shift from viewing AI as a threat to embracing it as a powerful partner. Let’s equip our teams with the tools, strategies, and mindset to thrive in this AI-augmented workplace.

What’s your next step in integrating AI into your talent strategies? Share your thoughts in ELE <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">Idea Exchange</a>.

Talent Sustainability in the AI Era: AI Augmented Org Chart

CHIE2024

Inclusive Workplace

HR leadership

josh.penzell

Neurodiversity at Work

workforce innovation

AI Adoption

AI In The Workplace

AI For HR

Ethical AI

Creative Leadership

2024 Top 10

Lake Forest Center for Leadership

Session Focus: Leadership Principles to Advocate for Mental Health and Foster a Culture of Workplace Well-Being

Last month, the Executive Learning Exchange’s (ELE) Wisconsin Cohort hosted <a href="https://www.ele.llc/insights/leadership-perspectives-wellness-isolation-people-first-talent-practices-froedterts">Leadership Perspectives: Wellness &amp; Isolation | People-First Talent Practices @ Froedtert</a>. This engaging session highlighted the importance of addressing workplace wellness and isolation as part of holistic talent management practices.
<blockquote>"Given the profound consequences of loneliness and isolation, we have an opportunity, and an obligation, to make the same investments in addressing social connection that we have made in addressing tobacco use, obesity, and the addiction crisis." - Dr. Vivek H. Murthy, US Surgeon General</blockquote>
This session provided critical insights into how addressing mental well-being can drive business success. In today’s workplace, mental health challenges, particularly social isolation, are directly affecting productivity, engagement, and retention. As HR leaders, it’s vital to take a proactive approach to mental health and link well-being to business outcomes.
<blockquote>"Social isolation lowers productivity and increases turnover. Addressing it isn’t just about mental health—it’s a business imperative." -- <a href="https://www.ele.llc/members/jacki-davidoff" target="_blank" rel="noopener">Jacki Davidoff</a></blockquote>
Here are three key takeaways from the discussion:
<ol>
 	<li>Proactive Culture Creation: HR leaders must intentionally cultivate work environments that prioritize mental health. This involves fostering a sense of belonging and recognition, ensuring employees feel seen, heard, and valued.</li>
 	<li>Empowering Frontline Leaders: Equip managers with emotional intelligence (EQ) tools to better support their teams. Providing managers with the right resources enables them to actively contribute to retention and engagement efforts, especially by using existing tools in new ways.</li>
 	<li>Linking Mental Well-being to Business Outcomes: Mental health issues are not just about employee well-being—they are a business imperative. Senior leaders need to view mental health initiatives as essential to driving long-term business success.</li>
</ol>
By addressing mental health strategically, HR leaders can not only improve employee well-being but also drive positive business outcomes. Let’s continue to lead the charge in building resilient, productive workplaces where employees can thrive.

<img class="size-full wp-image-41161 aligncenter" src="https://wp.ele.llc/wp-content/uploads/2024/04/SOCIAL-CONNECTION-6-Pillars-to-Advance.png" alt="" width="396" height="493" />

Read more: <a href="https://www.hhs.gov/sites/default/files/surgeon-general-social-connection-advisory.pdf">Surgeon General Social Connection Advisory.pdf (hhs.gov)</a>

Leaders as Champions of Mental Well-Being

Engagement &amp; Culture

Leadership

michael.grubich

tracey.wik

richard.busby

innovation

engagement

jacki.davidoff

talent management

learning &amp; development

matt.donovan

business impact

reskilling

rahul.sharma

peter.hogaboam

peer-learning

organizational success

workplace culture

organizational culture

employee well-being

sirena.arnaout

HR strategies

alanna.libbrecht

Change Readiness

Loneliness

Social Connection

Mental Health

Workforce Resilience

US Surgeon General

Community Building

todd.brockway

ELE Insights

Strategic Insights

Talent Leadership

Workplace Development

social isolation

AbbVie

Origami Works Foundation

Session Focus: Harnessing Neurodiversity: Strategies to Integrate Diverse Minds into Your Talent Strategy.
This session provided valuable insights into neurodiversity in the workplace and strategies for creating an inclusive environment that benefits all employees. A key takeaway was encapsulated in this powerful quote:
<blockquote>"Neurodivergent individuals often struggle in environments designed for neurotypical people. For some, this experience can be genuinely painful." -- <a href="https://www.ele.llc/members/ann-brownell" target="_blank" rel="noopener">Ann Brownell</a></blockquote>
This highlights the urgent need for workplace adaptations. The session emphasized three crucial points:
<ol>
 	<li>Inclusive practices benefit everyone: Strategies supporting neurodiverse individuals, like providing meeting agendas, allowing processing time, and offering flexible work arrangements, can boost productivity and satisfaction for all employees.</li>
 	<li>Building relationships is crucial: Understanding each team member's individual needs, strengths, and working styles is essential for creating an inclusive environment and maximizing everyone's potential.</li>
 	<li>Shift focus to performance, not conformity: Rather than expecting all employees to work identically, focus on results and allow diverse approaches to problem-solving and task completion. This can foster innovation and lead to better organizational outcomes.</li>
</ol>
By implementing these strategies, organizations can create a more inclusive, productive, and innovative work environment that harnesses the unique strengths of all employees, regardless of their neurological differences.

Read more: <a href="https://www.ele.llc/members/bookshelf/neurodiversity-at-work" target="_blank" rel="noopener">Neurodiversity at Work: Drive Innovation, Performance and Productivity with a Neurodiverse Workforce</a> by Amanda Kirby and Theo Smith. Neurodiversity at Work is a practical guide that explains what neurodiversity is, why it's important and what the benefits are.

<img class="wp-image-41176 size-full aligncenter" src="https://wp.ele.llc/wp-content/uploads/2024/04/DALL%C2%B7E-2024-06-12-18.53.07-A-deeply-personal-and-emotionally-connecting-horizontal-banner-image-for-a-corporate-event-promotion-targeting-senior-HR-leaders.-The-image-should-de-1024x585-1.jpg" alt="" width="1024" height="585" />

Neurodiversity in Talent: Adapting and Hiring for Innovation

Change Management

azizeh.constantinescu

Talent Strategy

denis.sternberg

ruben.contreras

ann.brownell

delaney.buenzli

tresha.lovell

workplace innovation

Skills-First Hiring

Inclusive Talent Development

Corporate Innovation

Workplace Inclusion

Cognitive Diversity

Study IBM Case Study

neurodiversity

Session Focus: Leadership Principles to Advocate for Mental Health and Foster a Culture of Workplace Well-Being

Last month, the Executive Learning Exchange’s (ELE) Wisconsin Cohort hosted <a href="https://www.ele.llc/insights/leadership-perspectives-wellness-isolation-people-first-talent-practices-froedterts">Leadership Perspectives: Wellness &amp; Isolation | People-First Talent Practices @ Froedtert</a>. This engaging session highlighted the importance of addressing workplace wellness and isolation as part of holistic talent management practices.
<blockquote>"Given the profound consequences of loneliness and isolation, we have an opportunity, and an obligation, to make the same investments in addressing social connection that we have made in addressing tobacco use, obesity, and the addiction crisis." - Dr. Vivek H. Murthy, US Surgeon General</blockquote>
Building on these discussions, our upcoming Zoom session invites HR and talent leaders to delve deeper into the report's implications for leadership development programs within their organizations. Join us for a dynamic ideation session where ELE talent leaders will collaborate to create a robust toolkit emphasizing mental well-being. Kate Nitschke, Head of Wellbeing at Froedtert Hospital, previously shared valuable insights on practical strategies for fostering a culture of mental well-being.

In this collaborative environment, we aim to define actionable steps leaders can take to integrate mental health advocacy into their leadership practices. Given the profound consequences of loneliness and isolation, as highlighted by Dr. Vivek H. Murthy, U.S. Surgeon General, "we have an opportunity, and an obligation, to make the same investments in addressing social connection that we have made in addressing tobacco use, obesity, and the addiction crisis."

Does your current leadership development program equip leaders to champion mental well-being? Join us to enhance your approach and ensure your leaders are prepared to support their teams effectively.

<img class="size-full wp-image-41161 aligncenter" src="https://wp.ele.llc/wp-content/uploads/2024/04/SOCIAL-CONNECTION-6-Pillars-to-Advance.png" alt="" width="396" height="493" />

Pre-read: <a href="https://www.hhs.gov/sites/default/files/surgeon-general-social-connection-advisory.pdf">Surgeon General Social Connection Advisory.pdf (hhs.gov)</a>

&nbsp;

ELE produces this Learning Circle: Biweekly HR Trends.

ELE's <a title="ELE's Idea Exchange" href="/idea-exchange/">Idea Exchange</a>: Collaborate online with your peers.

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<div style="font-family: 'Segoe UI', Roboto, Helvetica, Arial, sans-serif; color: #333; line-height: 1.8; max-width: 850px; margin: auto; text-align: justify; font-size: 18px;">
<h4 style="font-size: 1.75rem; color: #1a1a1a; margin-top: 2.5rem; margin-bottom: 1.2rem; border-left: 5px solid #cc0000; padding-left: 15px; text-align: left; line-height: 1.3;">From Individual Mindset to Organizational Culture</h4>
For years, we’ve treated the "growth mindset" as a personal trait—something an employee either has or doesn’t. In Cultures of Growth, Mary Murphy flips this narrative. She argues that mindset is not just an internal belief; it is a feature of the environment.
A "Culture of Genius" (fixed mindset) worships innate talent and star performers, which ironically breeds risk-aversion and internal competition. In contrast, a "Culture of Growth" assumes that talent can be developed in anyone given the right support. For ELE members, this book is a call to stop hunting for "unicorns" and start building "forests" where everyone has the soil to grow.


<hr style="border: 0; border-top: 1px solid #eee; margin: 2.5rem 0;" />

<h4 style="font-size: 1.75rem; color: #1a1a1a; margin-top: 2.5rem; margin-bottom: 1.2rem; border-left: 5px solid #cc0000; padding-left: 15px; text-align: left; line-height: 1.3;">The Blueprint: The Mindset Continuum and Triggers</h4>
Murphy moves away from the "either/or" binary and introduces a more nuanced framework for how organizations actually function:

<ul style="padding-left: 25px; margin-bottom: 2.5rem;">
 	<li style="margin-bottom: 1.2rem;">The Mindset Continuum: Both individuals and organizations move along a spectrum between fixed and growth mindsets depending on the situation.</li>
 	<li style="margin-bottom: 1.2rem;">The Four Triggers: Murphy identifies specific "situations" that push teams toward a fixed mindset. Leaders must learn to manage these triggers:
<ul style="padding-left: 25px; margin-top: 0.5rem;">
 	<li>Evaluative Situations: When performance is being judged (e.g., annual reviews).</li>
 	<li>High-Effort Situations: When the work gets difficult or a deadline is tight.</li>
 	<li>Critical Feedback: How people react to being told they missed the mark.</li>
 	<li>The Success of Others: Whether a colleague’s win feels like an inspiration or a threat.</li>
</ul>
</li>
 	<li style="margin-bottom: 1.2rem;">Cultures of Genius vs. Cultures of Growth: She contrasts companies like Enron (genius-obsessed) with the transformation of Microsoft under Satya Nadella (growth-obsessed), showing how the latter leads to higher ethical standards and better long-term results.</li>
</ul>

<hr style="border: 0; border-top: 1px solid #eee; margin: 2.5rem 0;" />

<h4 style="font-size: 1.75rem; color: #1a1a1a; margin-top: 2.5rem; margin-bottom: 1.2rem; border-left: 5px solid #cc0000; padding-left: 15px; text-align: left; line-height: 1.3;">Why It Matters for the ELE Community</h4>
As senior leaders shaping the future of work, Murphy’s research provides the strategic "why" behind your most important culture initiatives:

<ul style="padding-left: 25px; margin-bottom: 2.5rem;">
 	<li style="margin-bottom: 1.2rem;">Sustainable Innovation: In a "Culture of Genius," people are afraid to look "un-smart," so they stop taking risks. ELE members can use this book to justify the "psychological safety" needed for true innovation.</li>
 	<li style="margin-bottom: 1.2rem;">Authentic Equity: Murphy highlights that a "Culture of Genius" often excludes diverse talent who don't fit the stereotypical mold of a "prodigy." A growth culture is inherently more inclusive because it values potential and effort over pedigree.</li>
 	<li style="margin-bottom: 1.2rem;">Operationalizing Mindset: The book offers a "Cues Audit"—a practical tool for HR and L&amp;D leaders to examine their policies, language, and rewards to see if they are accidentally incentivizing a fixed mindset.</li>
</ul>

<hr style="border: 0; border-top: 1px solid #eee; margin: 2.5rem 0;" />

<div style="font-style: italic; color: #444; background-color: #f4f4f4; padding: 30px; border-radius: 12px; border-right: 5px solid #cc0000;">Mindset is not a solo sport; it is a collective environment we build through every policy, meeting, and piece of feedback. When we shift from a "culture of genius" to a "culture of growth," we stop being judges of talent and start being architects of potential. The most successful organizations of the future won't be those with the smartest people, but those that make it easiest for everyone to become smarter together.</div>
</div>

Cultures of Growth: How the New Science of Mindset Can Transform Individuals, Teams, and Organizations

leadership

inclusion

growth mindset

systems thinking

psychological safety

Performance Improvement

workforce development

Self-Improvement

Personal Development

mindset psychology

positivepsychology

transformative learning

rebecca.holmlund

adam.walleser

L&amp;D strategy

Tags (ready to copy and paste): growth mindset

equity and inclusion

NEW YORK TIMES BESTSELLER • The author of The Power of Habit and Supercommunicators and “master of the life hack” (GQ) explores the fascinating science of productivity and offers real-world takeaways to apply your life, whether you’re chasing peak productivity or simply trying to get back on track.

In The Power of Habit, Pulitzer Prize–winning journalist Charles Duhigg explained why we do what we do. In Smarter Faster Better, he applies the same relentless curiosity and rich storytelling to how we can improve at the things we do.

At the core of Smarter Faster Better are eight key concepts—from motivation and goal setting to focus and decision making—that explain why some people and companies get so much done. Drawing on the latest findings in neuroscience, psychology, and behavioral economics—as well as the experiences of CEOs, educational reformers, four-star generals, FBI agents, airplane pilots, and Broadway songwriters—this book reveals that the most productive people, companies, and organizations don’t merely act differently. They view the world, and their choices, in profoundly different ways.

Smarter Faster Better is a story-filled exploration of the science of productivity, one that can help us learn to succeed with less stress and struggle—and become smarter, faster, and better at everything we do.

Smarter Faster Better: The Transformative Power of Real Productivity

organizational effectiveness

time management

productivity

motivation

decision making

Focus

Goal Setting

Leadership Skills

laura.sandera

Efficiency

Team Productivity

Strategic Planning

For years, companies have been implementing programs that promote social responsibility and improve employee health, both of which benefit the financial bottom line. Now it’s time to focus on positive social interactions and relationships in the workplace. Why? Research shows that authentic, trust-based relationships increase job satisfaction, engagement, productivity, and retention―and even decreased healthcare costs.

In Work Better Together, two experts from Deloitte explain how working remotely, over-relying on digital communication, and always being “on” is fast-increasing feelings of isolation and burnout―and how a work culture driven by quality relationships can reverse these trends. The authors show how to cultivate positive relationships by:
<ul class="a-unordered-list a-vertical">
 	<li>Focusing on self-care, such as physical health, quality sleep, and taking time off</li>
 	<li>Tapping into human skills, such as empathy, authenticity, and communication</li>
 	<li>Using technology with intentionality to strengthen relationships, while breaking the negative habits technology fosters</li>
 	<li>Managing workplace relationships, whether you’re in the office every day or telecommuting―or something in between</li>
 	<li>Developing a culture of strong relationships that drive quality collaboration throughout the organization</li>
</ul>
Work Better Together walks you through the process of implementing change and fueling a much-needed corporate movement towards humanity in the workplace. Based on the authors’ 40+ combined years of experience, it helps you meet today’s employees’ most urgent needs, while benefitting your organization in real and measurable ways.

Work Better Together: How to Cultivate Strong Relationships to Maximize Well-Being and Boost Bottom Lines

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