Fueled by rapid change, the practice of learning and development continues to change over times. The chief learning officer (CLO) has an important role in that. Being the CLO means being able to cultivate authenticity in relationships and become the reliable and trusted leader.
As the CLO, you have an important role in focusing all of your efforts towards nurturing the workforce and talent. Additionally, creating an impeccable employee experience is also the part of the chief learning officer responsibilities. The CLO often helps in employer branding which is crucial for any organization nowadays.
The Chief Learning Officer Responsibilities
The chief learning officer wears more hats than one can count! A few of the chief learning officer responsibilities are:
- One of the prime tasks of the CLO is Initiating the powerful corporate strategy that would help the company to stay ahead of others. The CLO should be able to build up dynamic strategies for the workforce along with the learning and development. As a CLO you must know which strategy is the best for the organization and which ones are the worst!
- The CLO must be able to align the workforce with the business goal of the company. Additionally, he or she must ensure the team is working diligently to reach these goals as well.
- The other chief learning officer responsibilities may consist of creating an educational process on behalf of the organization, promoting the knowledge management system in the organization, initiating several training for employees, maintaining the usage of the latest technology amongst the workplace. Endorsing the significance of learning and development in others is one of the biggest responsibilities of the CLO. He or she must possess formal training in education, business or instructional design. They normally will be reporting to the chief operating officer.
Any company would require a chief learning officer to ensure their workforce’s training needs are met properly, the big picture of the organizational goals are being discussed, and employees are aligned with them.
These days, it has become important to integrate learning into the flow of work. The learning programs have been divided into two types such as micro and macro. Microlearning is usually very short and focused to meet the required goal. The content can be in form of a video, blog, article, e-book, and an audio clip to provide the lessons. An example of microlearning is an article that offers plenty of fresh ideas to an employee who is struggling to learn.
Macrolearning is often intensive enough to teach about brand new perspectives or concepts to the learner to understand a particular topic or skill. Case studies, sample exercises, interactive projects are shared with a learner for further reference.
New employees may need macro-learning but once they get habituated then they might need microlearning to keep them updated about the current scenario in the industry. The tools have changed over the years and it is high time to embrace the culture of learning. The CLO must ensure the learning platforms are designed perfectly to fit into the flow of work.