In a flexible, global, networked organization, when leaders are on call 24/7, doesn't it make sense to have more than one person in the role of CLO? More »

Global Human Resources Development , Human Capital , Senior Leaders & Executives

Advanced Level Content , Competencies , Trends , Managing the Learning Function

Great CLOs do three things that make establishing the value of the learning function systemic. They create, manage, and message a clear value proposition. They use the metrics of the organization as the metrics for learning. And they measure the quality, efficiency, and... More »

Senior Leaders & Executives , Human Capital

Advanced Level Content , Managing the Learning Function , Measuring and Evaluating

CLOs have a deal with those they serve. Here are some insights on managing five big expectations that organizations have of their learning leaders. More »

Senior Leaders & Executives , Human Capital

Advanced Level Content , Business Impact , Coaching and Mentoring , Integrated Talent Management , Managing the Learning Function , Trends

Twenty-first century CLOs need to have significant functional/technical depth, be informed and involved at a tactical level, and personally produce some key deliverables. More »

Senior Leaders & Executives , Human Capital

Advanced Level Content , Business Impact , Coaching and Mentoring , Managing the Learning Function , Trends

Yes, the role of the learning function is to support the organization. But a learning leader with an agenda does more than that. Such a person serves the organization in ways it doesn't even realize. More »

Senior Leaders & Executives , Human Capital

Advanced Level Content , Business Impact , Integrated Talent Management , Managing the Learning Function