The Learning Hub
An effective, mature training strategy requires long-term planning, deep analysis of the company’s needs, and broad knowledge of its workforce and their job roles. That’s the job of a chief learning officer, or CLO.
A CLO leads the team that plans, designs, and develops employee development initiatives, including training, continuous learning, professional certifications and development courses, and more. In this age of data-driven decision making, the CLO needs proficiency with data, as well as access to robust data about the company’s training programs — as well as about company performance indicators and business indicators. A mature training approach correlates the training strategy with the business goals, so the CLO must have the knowledge and skills to accomplish this.
As mature organizations realize that employee development entails far more than offering a few online training courses each year, the role of the CLO is evolving. CLOs play a significant role in planning advancement paths within the organization and in identifying and nurturing potential leaders.
They also play a bigger-picture role, anticipating and identifying skills that will be needed and proactively creating employee upskilling programs to meet those anticipated needs, thus avoiding — or preemptively filling — skills gaps.
The typical CLO has more than a decade of experience in management, adult learning, information management, and use of technology to further information and learning goals. They’re tuned into future trends and avidly learn about adult learning, technology, and the intersection of the two. They are also passionate about cross-departmental collaboration and learning.
The CLO will:
While every organization has a unique mix of performance goals, training challenges, and resources with which to address both of these, most organizations face similar big-picture questions and issues. A CLO performs a strategic function that helps the entire organization address some of these.
Welcoming new employees is your chance to wow them with your organization’s culture and development opportunities. A strategic CLO will build a robust onboarding program that includes elements common to all new hires, opportunities for new employees to get to know one another as well as the existing team, and training and skills development opportunities specific to each job role.
Employees who do not believe that they have a development path look elsewhere for new opportunities. But employees whose companies invest in them overwhelmingly stay. A CLO can help your organization reduce costly turnover and build deep institutional knowledge.
A growing company needs to nurture a “back bench” of leaders. The CLO is strategically positioned to identify emerging needs and gaps. They are also able to identify likely talent among your more junior employees and create the programs — training, mentoring and coaching programs, and deeper learning, such as sending rising stars to degree and certificate programs — that will prepare your top employees to take on future leadership roles.
Most companies are too small to have a CLO. Larger companies do: Nearly every Fortune 50 company does, though some use other job titles; the role might also be called training director, head of L&D, or chief education officer.
Smaller companies may not have anyone in this role. Or, they have a head of the L&D team, but that person does not “have a seat at the executive table,” in the vernacular — the L&D head is not powerful enough within the organization to create and implement a strategic, organization-wide plan.
Or the head of L&D is simply over-extended and would like to launch a strategic training initiative … but lacks the time and resources to do so effectively.
A fractional CLO is a person who can serve as an organization’s CLO … part-time. This person may perform some of the same functions that a learning consultant would perform, but over the longer term. Rather than coming on board for a specific project or purpose, to advise, deliver a report, and move on, the fractional CLO would have a long-term, deeply entrenched role in the organization.
Your fractional CLO will conduct a training audit and develop, in partnership with your L&D team, a long-term strategic plan for employee development. The fractional CLO will then roll up their sleeves and dig in, guiding or managing:
Smaller organizations don’t have the resources to hire a full-time, high-powered CLO. Yet they still need someone in the driver’s seat. Strategic training planning and employee development — critical for the company’s growth and success — are too often neglected at small organizations with over-extended L&D teams. Choosing the fractional CLO route solves these problems. Your small- to mid-sized organization benefits from the broad experience and deep knowledge of a seasoned executive, without the hefty investment that hiring one demands.
Our team has the deep knowledge and experience you seek in a fractional CLO. We’re agile enough to meet the needs of organizations ranging from small start-ups to growing market leaders. And we are flexible enough to tailor your fractional CLO package to your unique needs.
A CLO is the missing piece that can fuel your organization’s growth and success. Contact us today and get started building your future.
Games
Simple games layered on top of content
Scenario-based games that use the content
Leaderboards, competition
Fan excessive competition among employees or teams by offering large prizes for top performers and/or shaming those with lower scores
Challenge employees to beat their own past performance, or design a leaderboard that shows each employee only the four scorers above and below them
Points, rewards, badges
Award points or levels for completing sections of training or playing for a set number of minutes
Award levels, badges or points for recalling or applying content correctly, demonstrating mastery
As Neovation's Manitoba Territory Manager, I'm continually reminded of the resiliency, innovation, and initiative of Manitoba’s business community. Seeing these budding entrepreneurs develop and present their business plans reinforces that Manitoba is a great place to do business.
– Gord Holmes
Introduction to Online Training
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Introduction to Online Training
Lorem ipsum dolor sit amet, consectetur adipiscing elit. Suspendisse varius enim in eros elementum tristique. Duis cursus, mi quis viverra ornare, eros dolor interdum nulla, ut commodo diam libero vitae erat. Aenean faucibus nibh et justo cursus id rutrum lorem imperdiet. Nunc ut sem vitae risus tristique posuere.
Introduction to Online Training
Lorem ipsum dolor sit amet, consectetur adipiscing elit. Suspendisse varius enim in eros elementum tristique. Duis cursus, mi quis viverra ornare, eros dolor interdum nulla, ut commodo diam libero vitae erat. Aenean faucibus nibh et justo cursus id rutrum lorem imperdiet. Nunc ut sem vitae risus tristique posuere.
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Lorem ipsum dolor sit amet, consectetur adipiscing elit. Suspendisse varius enim in eros elementum tristique. Duis cursus, mi quis viverra ornare, eros dolor interdum nulla, ut commodo diam libero vitae erat. Aenean faucibus nibh et justo cursus id rutrum lorem imperdiet. Nunc ut sem vitae risus tristique posuere.
Lorem ipsum dolor sit amet, consectetur adipiscing elit. Suspendisse varius enim in eros elementum tristique. Duis cursus, mi quis viverra ornare, eros dolor interdum nulla, ut commodo diam libero vitae erat. Aenean faucibus nibh et justo cursus id rutrum lorem imperdiet. Nunc ut sem vitae risus tristique posuere.
Evaluation Tip
Lorem ipsum dolor sit amet, consectetur adipiscing elit. Suspendisse varius enim in eros elementum tristique. Duis cursus, mi quis viverra ornare, eros dolor interdum nulla, ut commodo diam libero vitae erat. Aenean faucibus nibh et justo cursus id rutrum lorem imperdiet. Nunc ut sem vitae risus tristique posuere.