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LAK Group

Culture isn’t a poster on the wall—it’s the unwritten rules shaping every decision, every hire, and every exit. In her keynote at the Milwaukee Talent Development Conference 2025, “Culture Shift: Navigating Constant Change Management Using Better Assessments,” <a href="https://www.ele.llc/members/shelley-smith">Shelley Smith</a> (Managing Director, LAK Group) challenged us to confront an uncomfortable truth: most culture efforts fail not from lack of effort—but from fuzzy alignment and wishful thinking.

<img class="aligncenter wp-image-43036" src="https://wp.ele.llc/wp-content/uploads/2025/05/Afternoon-Keynote-Shelley-Smith.jpg" alt="Culture Shift - Navigating Constant Change Management Using Better Assessments" width="632" height="352" />

This interactive session explores how advanced, science-based assessments can provide clear insights into leadership agility, team dynamics, cultural alignment, and individual readiness, enabling leaders to proactively manage a dynamic workplace and workforce.

<img class="aligncenter wp-image-43038" src="https://wp.ele.llc/wp-content/uploads/2025/05/Afternoon-Keynote-Culture-with-Shelley-Smith.jpg" alt="Culture Shift - Navigating Constant Change Management Using Better Assessments" width="634" height="351" />
If your culture work feels performative, here’s what Shelley says you’re missing:
🔥 5 High-Impact Moves from Shelley Smith:

<ul data-start="1699" data-end="2389">
 	<li data-start="1699" data-end="1848">
📊 Get brutally honest with assessments: Skip the assumptions. Let the data surface the gap between leadership narratives and employee reality.
</li>
 	<li data-start="1849" data-end="1983">
🚀 Train leaders to see their blind spots: Culture shifts when leaders model the future—starting with their own micro-behaviors.
</li>
 	<li data-start="1984" data-end="2106">
🔄 Redefine ‘change’ as human transition: Change is logistics. Transition is mindset. One sticks, the other doesn’t.
</li>
 	<li data-start="2107" data-end="2248">
🧠 Use neuroscience to rewire habits: Repetition and coaching create new neural pathways. It’s not fluff—it’s how transformation works.
</li>
 	<li data-start="2249" data-end="2389">
🧩 Hardwire culture into your talent stack: Recruitment, onboarding, succession—they’re not separate from culture, they are culture.
</li>
</ul>
Shelley didn’t talk about culture as a vibe—she talked about it as an operating system.
💡Want to lead real transformation? Start with the truth, invest in the brain, and make leaders your culture’s architects—not just its mouthpieces.

Culture Shift - Navigating Constant Change Management Using Better Assessments

Engagement &amp; Culture

Leadership

Change Management

leadership development

talent management

shelley.smith

Talent Strategy

employee engagement

talent assessment

workplace transformation

organizational culture

HR Strategy

Team Dynamics

Strategic HR

executive coaching

Culture Transformation

wise2025

culture shift

leadership agility

cultural alignment

individual readiness

dynamic workplace

workforce management

science-based assessments

proactive management

talent identification

neuroscience in HR

HR assessments

leadership behavior

culture alignment

transition management

Froedtert ThedaCare Health

Session Focus:  Explore talent strategies to align well-being with purpose to foster a connected, thriving workplace.

Senior Talent Leaders will engage in thought-provoking discussions and collaborative activities to foster a connected, inclusive culture. By aligning wellness efforts with company values, we will share what impacts employee engagement, enhances performance, and creates a thriving workplace.
<blockquote>Purpose-oriented companies have been shown to achieve 30% higher levels of innovation and better performance overall when leaders and employees throughout the organization believe in and act upon its purpose.--<a href="https://www.harvardbusiness.org/insight/the-purpose-factor/" target="_blank" rel="noopener">Harvard Business Publishing Corporate Learning, The Purpose Factor: Why Your Talent Strategy (and So Much More) Depends On It</a> (2022)</blockquote>
<a href="https://www.harvardbusiness.org/insight/the-purpose-factor/"><img class="aligncenter wp-image-41341" src="https://wp.ele.llc/wp-content/uploads/2024/04/2022HBSP-Dual-Pursuits-Purpose-and-Profit-1-1024x504.jpg" alt="Dual Pursuits: Purpose and Profit (HBSP, 2022)" width="608" height="299" /></a>Source: <a title="The Purpose Factor: Why Your Talent Strategy (and So Much More) Depends On It" href="https://www.harvardbusiness.org/insight/the-purpose-factor/" target="_blank" rel="noopener">The Purpose Factor: Why Your Talent Strategy (and So Much More) Depends On It</a> (HBSP, 2022)

<hr />

Working Agenda:
<ul>
 	<li>11:00 am - Welcome Dirk/Roslyn</li>
 	<li>11:15 am - Chief Well-being Officer
                   Leadership Perspectives: Wellness &amp; Isolation</li>
 	<li>12: 15 am Individual Reflection
<ul>
 	<li style="list-style-type: none;">
<ul>
 	<li style="list-style-type: none;">
<ol>
 	<li>How can organizations and workplaces foster social connections among employees?</li>
 	<li>What strategies have you seen work well?</li>
</ol>
</li>
</ul>
</li>
</ul>
</li>
 	<li> 12:30 pm Lunch and conversation
                   Meet Froedtert's Therapy Dogs 🐕‍🦺</li>
 	<li>1:00 pm - Group Activity (Wellness/Isolation)</li>
 	<li>1:45 pm - Practical Stress Relief I</li>
 	<li>2:30 pm - As a Group, we will Review Research Findings (S2)
<ol>
 	<li style="list-style-type: none;">
<ol>
 	<li style="list-style-type: none;">
<ol>
 	<li>How can organizations and workplaces foster social connections among employees?</li>
 	<li>What strategies have you seen work well?</li>
</ol>
</li>
</ol>
</li>
</ol>
</li>
 	<li>3:00  pm  Group Activity (5 Actions for 5 Days)Wrap-up and Next Steps</li>
</ul>
<a title="Surgeon General announces the 5-for-5 Connection Challenge" href="https://www.youtube.com/watch?v=b5IzRBvzXIU" target="_blank" rel="noopener"><img class="aligncenter wp-image-41324" src="https://wp.ele.llc/wp-content/uploads/2024/04/USG-Social-Connection-YouTube-Screenshot.jpg" alt="Surgeon General announces the 5-for-5 Connection Challenge: to take 5 actions over 5 days to build social connection. " width="574" height="341" />YouTube | Surgeon General announces the 5-for-5 Connection Challenge</a>

&nbsp;

<center></center>Join us to explore actionable strategies for adapting talent management practices in an ever-changing work environment.<img class="aligncenter size-full wp-image-41161" src="https://wp.ele.llc/wp-content/uploads/2024/04/SOCIAL-CONNECTION-6-Pillars-to-Advance.png" alt="" width="396" height="493" />

&nbsp;

🐕‍🦺 SPECIAL GUEST: A representative from Froedtert's workforce health team will have their Therapy Dogs visit us during lunch.

Our quarterly cohort exchanges use the following design elements:
<ol>
 	<li>Sharing practical case studies aligned to business needs</li>
 	<li>Identifying key issues and developing insights and solutions</li>
 	<li>Canvassing learning industry trends applied at ELE members’ workplace</li>
</ol>

Leadership Perspectives: Wellness & Isolation | People-First Talent Practices @ Froedtert's

dirk.tussing

ele wisconsin cohort

christine.moczynski

roslyn.grant

Culture Change

wendy.greeson

workplace culture

DEIB

erin.doyle

Goodyear Tire & Rubber Company

ELE Group, LLC

Session Focus: Mastering Learning Agility for the Evolving Future of Work

<blockquote>"Opportunities to develop leaders now happen in pivotal moments." -- <a href="https://www.ele.llc/members/julian-malnak" target="_blank" rel="noopener">Julian Malnak</a></blockquote>
This session provided an in-depth look at Goodyear's new agile strategy for leadership development focused on "pivotal moments." The pivotal moments framework represents a major shift away from Goodyear's previous level/role-based leadership training programs. Instead, it creates personalized learning journeys curated around critical pivotal moments that leaders face, such as becoming a manager, leading through change, or navigating a business transformation.

<img class="aligncenter wp-image-41184" src="https://wp.ele.llc/wp-content/uploads/2024/02/event-pic-waves-of-change-agility-goodyear-a-2-1024x564.jpg" alt="" width="628" height="346" />
Three key takeaways from this innovative approach are:

<ol class="-mt-1 list-decimal space-y-2 pl-8">
 	<li class="whitespace-normal break-words">Pivotal moments are critical transitions for leaders: These are significant situations or events that can profoundly affect business outcomes, employee engagement, and overall wellbeing. Examples include becoming a leader of others, guiding a team through change, or stepping up as a leader of leaders.</li>
 	<li class="whitespace-normal break-words">An always-on, needs-driven, democratized approach: This method is continuously available, tailored to the individual needs of each leader, and accessible to everyone regardless of their level or role. This represents a significant shift towards agility in leadership development.</li>
 	<li class="whitespace-normal break-words">Significant implications of adopting agile pivotal moments: Embracing this approach demands that leaders become more self-driven, redefines success metrics beyond just completions and attendance, enables operation at a larger scale, encourages the normalization of new behaviors, and incorporates advanced technologies like AI.</li>
</ol>
By focusing on pivotal moments versus pre-scripted progression, Goodyear aims to deliver more relevant, agile leadership development that empowers leaders to choose their own paths and drive their growth during critical career situations.

Navigating the Waves of Change: Learning Agility Use Case with Goodyear

engagement &amp; culture

future of work

Strategy

Future of Work

richard.busby

innovation

julian.malnak

edward.desrosiers

learning &amp; development

Learning Agility

ana.bedard

organizational development

reskilling

organizational change

sam.herring

sandra.lindner

organizational skills

HR strategies

scalable culture

workplace innovation

Designing Cohort Learning to Scale

debbie.murphy

Organizational Growth

Employee Resilience

Adaptability Skillsagile mindset

Rali

This session provided valuable insights into integrating change management with learning and development (L&amp;D) to enhance organizational transformation. Larry Mohl from Rali shared his research identifying four key "change capabilities" that are measurable and predictive of whether a change effort will deliver its intended outcomes:
<ol>
 	<li>Directional Commitment: Ensuring employees understand the direction of change and its importance.</li>
 	<li>Emotional Connection: Connecting the change to a larger purpose that resonates on a personal level.</li>
 	<li>Demonstrating Visible Progress: Making sure employees can see tangible signs of progress as the change unfolds.</li>
 	<li>Organizational Alignment: Aligning leadership and reinforcing the objectives of the change initiative.</li>
</ol>
Three key takeaways were:

<ul class="list-decimal pl-8 space-y-2 -mt-1">
 	<li class="whitespace-normal break-words">Integrating change management techniques into L&amp;D programs can drive real behavior change and sustained impact, rather than just knowledge transfer.</li>
 	<li class="whitespace-normal break-words">Building capabilities around directional commitment, emotional connection, visible progress, and organizational alignment increases the likelihood of successful change.</li>
 	<li class="whitespace-normal break-words">Closer collaboration between change management and L&amp;D teams can improve outcomes for organizational change tied to learning programs.</li>
</ul>
Larry Mohl stressed the importance of how organizations implement training, summarizing it powerfully:
<blockquote>"Training's impact depends more on how well the organization reinforces and applies it, not just the quality of the training itself." -- <a href="https://www.ele.llc/members/larry-mohl" target="_blank" rel="noopener">Larry Mohl</a></blockquote>
This emphasizes that the success of learning initiatives relies heavily on post-training actions and support.

By focusing on these capabilities and integrating change management strategies with L&amp;D efforts, organizations can not only enhance the effectiveness of their training programs but also ensure lasting change and improved performance.

Architects of Adaptation: Building and Scaling Change Capabilities (Data-Driven DEIB Case Study)

leadership

performance improvement

talent development

Performance Improvement

learning and development

HR Innovation

larry.mohl

wise2024

training effectiveness

Session Focus:  Explore talent strategies to align well-being with purpose to foster a connected, thriving workplace.

Senior Talent Leaders will engage in thought-provoking discussions and collaborative activities to foster a connected, inclusive culture. By aligning wellness efforts with company values, we will share what impacts employee engagement, enhances performance, and creates a thriving workplace.
<blockquote>Purpose-oriented companies have been shown to achieve 30% higher levels of innovation and better performance overall when leaders and employees throughout the organization believe in and act upon its purpose.--<a href="https://www.harvardbusiness.org/insight/the-purpose-factor/" target="_blank" rel="noopener">Harvard Business Publishing Corporate Learning, The Purpose Factor: Why Your Talent Strategy (and So Much More) Depends On It</a> (2022)</blockquote>
<a href="https://www.harvardbusiness.org/insight/the-purpose-factor/"><img class="aligncenter wp-image-41341" src="https://wp.ele.llc/wp-content/uploads/2024/04/2022HBSP-Dual-Pursuits-Purpose-and-Profit-1-1024x504.jpg" alt="Dual Pursuits: Purpose and Profit (HBSP, 2022)" width="608" height="299" /></a>Source: <a title="The Purpose Factor: Why Your Talent Strategy (and So Much More) Depends On It" href="https://www.harvardbusiness.org/insight/the-purpose-factor/" target="_blank" rel="noopener">The Purpose Factor: Why Your Talent Strategy (and So Much More) Depends On It</a> (HBSP, 2022)

<hr />

Working Agenda:
<ul>
 	<li>11:00 am - Welcome Dirk/Roslyn</li>
 	<li>11:15 am - Chief Well-being Officer
                   Leadership Perspectives: Wellness &amp; Isolation</li>
 	<li>12: 15 am Individual Reflection
<ol>
 	<li style="list-style-type: none;">
<ol>
 	<li style="list-style-type: none;">
<ol>
 	<li>How can organizations and workplaces foster social connections among employees?</li>
 	<li>What strategies have you seen work well?</li>
</ol>
</li>
</ol>
</li>
</ol>
</li>
 	<li> 12:30 pm Lunch and conversation
                   Meet Froedtert's Therapy Dogs 🐕‍🦺</li>
 	<li>1:00 pm - Group Activity (Wellness/Isolation)</li>
 	<li>1:45 pm - Practical Stress Relief I</li>
 	<li>2:30 pm - As a Group, we will Review Research Findings (S2)
<ol>
 	<li style="list-style-type: none;">
<ol>
 	<li style="list-style-type: none;">
<ol>
 	<li>How can organizations and workplaces foster social connections among employees?</li>
 	<li>What strategies have you seen work well?</li>
</ol>
</li>
</ol>
</li>
</ol>
</li>
 	<li>3:00  pm  Group Activity (5 Actions for 5 Days)Wrap-up and Next Steps</li>
</ul>
<a title="Surgeon General announces the 5-for-5 Connection Challenge" href="https://www.youtube.com/watch?v=b5IzRBvzXIU" target="_blank" rel="noopener"><img class="aligncenter wp-image-41324" src="https://wp.ele.llc/wp-content/uploads/2024/04/USG-Social-Connection-YouTube-Screenshot.jpg" alt="Surgeon General announces the 5-for-5 Connection Challenge: to take 5 actions over 5 days to build social connection. " width="574" height="341" />YouTube | Surgeon General announces the 5-for-5 Connection Challenge</a>

<center></center>Join us to explore actionable strategies for adapting talent management practices in an ever-changing work environment.<img class="aligncenter size-full wp-image-41161" src="https://wp.ele.llc/wp-content/uploads/2024/04/SOCIAL-CONNECTION-6-Pillars-to-Advance.png" alt="" width="396" height="493" />

🐕‍🦺 SPECIAL GUEST: A representative from Froedtert's workforce health team will have their Therapy Dogs visit us during lunch.

Our quarterly cohort exchanges use the following design elements:
<ol>
 	<li>Sharing practical case studies aligned to business needs</li>
 	<li>Identifying key issues and developing insights and solutions</li>
 	<li>Canvassing learning industry trends applied at ELE members’ workplace</li>
</ol>
&nbsp;

<hr />

ELE produces this Wisconsin CLO Group.

Leadership Perspectives: Wellness & Isolation | People-First Talent Practices @ Froedtert

single-event

Talent Executives

Wisconsin Cohort

in-person event

Session Focus: Mastering Learning Agility focusing on Pivotal Moments 
In today's rapidly changing work environment, shaped by continuous technological innovation and shifting market dynamics, the ability to adapt through learning, unlearning, and relearning is not just an advantage—it's a necessity.
<blockquote>Pivotal Moments for Leadership Development: This term suggests specific, often critical, turning points that can define or significantly change the trajectory of a leader's career or the direction of an organization. These are moments of high stakes and high impact, where the decisions and actions taken can lead to considerable success or failure. The focus here is on the transformative potential of these instances, making it particularly relevant for discussions about leadership growth, crisis management, or major strategic shifts.</blockquote>
"Navigating Pivotal Moments" shares a use case in Goodyear Tire found success in unpacking the essential skill of Learning Agility. This session offers a deep dive into the facets of Learning Agility—mental, people, change, and results agility—and explores their crucial role in navigating decisive moments in personal and organizational development.
<img class="alignnone wp-image-41145 size-full" src="https://wp.ele.llc/wp-content/uploads/2024/02/event-pic-waves-of-change-agility-v2.1.png" alt="" width="1200" height="661" />
&nbsp;

Participants will discover actionable strategies to enhance Learning Agility within themselves and their teams, empowering them to drive innovation, adapt swiftly, and maintain high performance amidst uncertainty. The discussion will feature compelling real-world examples and case studies, demonstrating how Learning Agility has effectively guided leaders and organizations through critical turning points and enabled them to capitalize on opportunities across various industries.

&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.

Your Teams

Learning Circles

Complimentary

online event

complimentary event

agile mindset

Adaptability Skills

pivotal moments

Zurich North America

Shure Incorporated

Art Institute of Chicago

In our recent panel discussion, industry leaders explored strategies for creating an inclusive workplace that embraces generational diversity and drives innovation. Richard Laible from Shore highlighted the importance of organizational culture, stating, "I think something that really helps minimize some of the differences that we may experience is our culture and because we've been around for so long there's a lot of shared pride in our history in the quality of our products."

Key Takeaways:

1. Adaptive Workplace Policies: Companies are implementing flexible work arrangements and revising policies to meet diverse generational needs.

2. Culture of Continuous Learning: Organizations are encouraging a "learn-it-all" mindset and providing ongoing learning opportunities for all employees, regardless of age or tenure.

3. Leadership's Role in Inclusivity: Leaders are crucial in creating an environment that values diverse perspectives and makes it safe to ask questions and learn from failures.

These insights emphasize the need for a comprehensive approach to managing generational diversity. By focusing on adaptability, continuous learning, and inclusive leadership, organizations can create a culture that not only acknowledges differences but leverages them to foster innovation and success. This approach ensures all employees feel valued and empowered to contribute their unique perspectives, ultimately driving the organization forward in today's dynamic business landscape.

CLO/DEI Panel: "aha!" moments: Fostering an Inclusive Culture for Innovation

teri.hart

bala.swaminathan

janice.simmons

richard.rykhus

denise.banks

CHIE2023

richard.laible

inclusion and well-being

employee empowerment

DEIB toolkit

Komatsu

<blockquote>Session Focus: The dynamic integration of Diversity, Equity, Inclusion (DEI), Wellbeing, Engagement, and Recognition within talent management practices as the nature of work undergoes rapid evolution.</blockquote>
<img class="aligncenter wp-image-40220" src="https://wp.ele.llc/wp-content/uploads/2023/11/Social-Media-Event-Card-Komatsu-MKE-Roundtable-13-DEC-2024-1024x576.jpg" alt=" Komatsu Milwaukee Talent Roundtable (13-DEC-2024)" width="668" height="376" />

&nbsp;

The People-First Talent Practices Milwaukee Roundtable is essential for HR leaders focusing on contemporary talent management strategies. This session emphasizes the integration of DEI, Wellbeing, Engagement, and Recognition into talent practices amid rapid workplace changes.

Throughout, we will reference Komatsu’s Global EVP to illustrate best practices, using their experience as a guide for the discussion and setting the tone for the rest of the program.
Agenda
11:30-12:15 – Networking Lunch
12:15-12:30 – Welcome (Dirk Tussing)
12:30-1:30   – Komatsu’s Global EVP: Connecting Skills-Based Talent Management with People-First Culture (Iris Farley)
1:30-2:30     – Embedding DEI in Talent Practices: Panel discussion (Moderator, Tynecia Walker)
3:00-3:45     – Employee Well-being Best Practices
4:00-4:45     – Engagement, Employee Listening, and Recognition (Aimee Louw)
4:45-5:00     – Closing comments (Dirk)
5:00             – Off-site Happy Hour Networking
After a networking lunch, we begin with skills-based talent management, exploring current and future skill requirements and their impact on strategic planning and business partner engagement. The session then moves to inclusive recruiting and marketing strategies, highlighting their role in enhancing organizational diversity.

The importance of sponsorship and mentoring in bringing hidden skills to the forefront is discussed, focusing on its impact on DEI and employee engagement. The session also addresses how wellness and wellbeing are vital to the employee experience, contributing to overall job satisfaction and productivity.

A segment on employee listening and recognition, inspired by the Culture Pyramid from "Change the Culture, Change the Game," emphasizes the role of organizational culture in employee experience.

Join us to explore actionable strategies for adapting talent management practices in an ever-changing work environment.

<img class="aligncenter size-full wp-image-39841" src="https://wp.ele.llc/wp-content/uploads/2023/06/Komatsu-Employee-Engagement-Supporting-them-in-Difficult-Times-.jpg" alt="Employee Engagement - Supporting them in Difficult Times" width="945" height="530" />

&nbsp;

Our quarterly cohort exchanges use the following design elements:
<ol>
 	<li>Sharing practical case studies aligned to business needs</li>
 	<li>Identifying key issues and developing insights and solutions</li>
 	<li>Canvassing learning industry trends applied at ELE members’ workplace</li>
</ol>
&nbsp;

<hr />

ELE produces this Wisconsin CLO Group.

People-First Talent Practices Milwaukee Roundtable @ Komatsu

kyle.swanson

aimee.louw

guillermo.gutierrez

iris.farley

tynecia.walker

youseline.poteau

In this inspiring and insightful keynote presentation, Iris Farley, Vice President of Talent at Komatsu and a trans woman, will share her unique perspective on fostering a culture of inclusion and well-being for LGBTQ+ employees, particularly trans individuals. Drawing from her journey of transitioning on the job and her experience as an HR and DEI professional, Iris will discuss the importance of embracing gender diversity and creating a supportive environment where ALL employees can bring their whole selves to work.

Attendees can expect to learn practical examples and lessons from Komatsu's ongoing efforts to support DEI generally and LGBTQ+ employees specifically. Iris will also address the current legislative climate surrounding trans issues and the role of companies in promoting workplace well-being through diversity, equity, and inclusion.

Join us for this empowering session as we explore the benefits of embracing gender diversity, fostering an inclusive culture, and promoting workplace well-being to unlock the potential of known and unknown skills within our organizations.

Creating a Space to Belong at Komatsu | Embracing Gender Diversity: Fostering a Culture of Inclusion and Well-being

insights-wise-2023

gender diversity

LGBTQ+ inclusion

Leadership Perspectives: Wellness & Isolation | People-First Talent Practices @ Froedtert

Navigating the Waves of Change: Learning Agility Use Case with Goodyear

People-First Talent Practices Milwaukee Roundtable @ Komatsu

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