As L&D leaders we would love a world where all organisations have a Chief Learning Officer (CLO).
This person sits on the company board and advocates for L&D to be a priority. Their passion is deeply rooted in learning being essential to organisational success and employee happiness. They firmly believe that by nurturing staff skills (and learning culture), their organisation will likely have a brighter future. And, why do they campaign for a better learning culture? So that leaders get more time, budget and headspace to ensure learning is at the top of everyone’s agenda.
In an ideal world, your CLO should exist to enable and create the following:
- A culture where learning experiences are part of every single working day
- Learning objectives aligned with organisational objectives
- An environment where L&D strategies are lived and breathed across all teams
- A culture where managers want to prioritise learning for their teams
- An environment where learners get the best possible experience in the most timely way
Unfortunately, many organisations don’t (or can’t) prioritise learning and development. This may not be through lack of want or trying – but simply because other factors take precedence over the learning goals of their employees.
As Forbes recently said in their article ‘The Future Belongs To Companies With A Chief Learning Officer’…’The CLO is a strategic position for successful businesses. As skills rapidly evolve and become obsolete, having an executive who can connect a company’s strategic concerns with the shifting landscape of employee development may be a necessity.’
The companies that prioritise learning and technology will be the ones that are still standing strong in the next 5-10 years.
So, what does a typical CLO do?
- The CLO is the internal spokesperson and pioneer for all things related to learning.
- They sit on the board and ensure that L&D is prioritised alongside other factors like finance, marketing and operations.
- They have a clear vision for the overall L&D strategy.
- They work closely with management and internal stakeholders to enable a continuous learning culture to ultimately improve company success.
- They use the L&D function as a tool to attract and retain talent.
- They ensure L&D activities are well communicated – leading with benefits for both the individual and the organisation as a whole.
- They create a culture where upskilling is encouraged and rewarded.
- They support the L&D team and leaders across the organisation to create a compelling learning culture.
Not every organisation has the budget for a role like this though. And this role may ruffle some feathers in the C-suite, and when times are tough, it’s important to pick your battles.
However, for long-term positive impact and optimised employee satisfaction, we believe the CLO has a significant and transformational role. Over the next few years, we will all need to become lifelong learners to keep on top of AI, technology and other changes in the world. It’s essential that we create resourceful and curious employees.
So, why not start the journey sooner rather than later?
Here are our 5 reasons why every organisation needs a Chief Learning Officer:
1. Happy employees mean better results
Wouldn’t it be amazing if all your employees felt like their learning needs were being met, and they were being positively developed, challenged and nurtured? With your CLO sitting in all the important meetings, they will be part of vital conversations and be able to ensure that individual learning needs are being met and prioritised.
Your CLO can ensure managers and leaders can give their learners the time to focus on their learning experiences. When your staff are nurtured and supported to be the best version of themselves they will feel more motivated and empowered. And, hopefully, this means they will work more efficiently and effectively. And stay with you longer.
2. Attract more talented employees (and retain the current workforce)
Having a CLO sends a clear signal to the recruitment market that you take employee development seriously. And a robust L&D culture is a surefire way to attract and retain talent across your organisation.
Studies have shown that Gen-Z professionals choose organisations that develop their staff and give time to individuals to focus on themselves. Your CLO is the champion for pioneering this excellent learning culture. This will set you apart from competitors in a busy job market. Plus, your current staff will more likely be in it for the long game if they feel their career is in safe hands and they have a clear ladder of success ahead of them.
3. Stay ahead of the technology game
A CLO can also work to ensure that a company is up to date with new technologies through the power of learning experiences.
For example, in 2024, we need to be constantly learning and challenging ourselves to ensure we’re at the forefront of technology (specifically AI). A successful CLO will make sure this is high on the agenda for senior management and that the impact of this is carefully considered.
We now know that AI isn’t going anywhere, so it’s the L&D leader’s responsibility to ensure their staff is readily prepared for the changes and challenges ahead. The job of the CLO is to ensure a keenness for learning about technology is embedded into every area of the business. This will hopefully mean that your company has the edge and is less likely to be left behind.
4. Embrace the power of lifelong learning
We have said before that professionals now and in the future will need to become lifelong learners. And it’s the CLO’s job to create a lifelong learning culture for your organisation. And get internal champions on board to support this culture.
This isn’t just about staying up to date with AI. We need to understand our customers inside out and be up to date with consumer trends and competitors. When a CLO creates a culture where learning and curiosity are encouraged – teams will inevitably feel more fulfilled and perform better. In 2024 and beyond, we can’t stay too comfortable – experimenting, and being open and curious is essential.
5. Create a versatile, agile and innovative environment
A truly effective CLO will ensure all these things and whilst doing so, will create an environment that encourages flexibility and innovation.
By putting learning into practice every day and at the heart of everything, teams will become more prepared for change and ready to adapt. A positive learning environment also encourages creative thinking and experimentation, leading to innovation and transformation. It’s a win-win situation!
Final thoughts…
Effective leadership is nothing without the right tools. If you’d like to discuss how Kineo can help you improve your L&D delivery through outstanding content and learning ecosystems – then get in touch with our friendly team today.