Although it is a relatively new position, the role of Chief Learning Officer has been an important part of the business world for centuries. Since the birth of the corporate era in the late 1700s, industry leaders had often hired instructional and training administrators who have held titles such as Director of Training, Head of Learning and Development, Training and Development Manager, and Chief Knowledge Officer.
The need for employee instruction, training, and development is as old as business itself, but the term “Chief Learning Officer” has only been around since 1989. This was when General Electric’s Steve Kerr became the very first person to hold this job title. GE Chief Executive Officer Jack Welch invented the “Chief Learning Officer” when he bestowed the title on Kerr, who was presently serving as a company training and development consultant.
What Is a Chief Learning Officer (CLO)?
Succinctly defined by the business optimization software company Continu, the Chief Learning Officer (CLO) is the individual in charge of all learning activities for a particular organization. Although this position continues to appear under different names at different organizations, the modern CLO has become an essential component of both employee satisfaction and overall success for larger companies.
The typical job description for a CLO position includes leading employee training and skill development through both traditional and online training. CLOs create, implement, and oversee comprehensive learning and development plans for each employee spanning the entire length of that employee’s time with the company. In the words of the business education experts at ELM Learning, “from onboarding new staff to updated training as technology or methods change, a CLO considers training from a holistic point of view with an understanding that their staff should never stop learning.”
Where Does a Chief Learning Officer Work?
Due to the specialized and comprehensive nature of the Chief Learning Officer position, these jobs are typically restricted to major corporations and other companies with rather large rosters of administrators, employees, and/or contract workers. CLOs generally work in an office environment and may need to put in long hours when deadlines must be reached or when emergencies must be addressed. They may also be asked to travel on occasion to attend conferences or meet with valuable human resources assets.
The CLO’s Role within the C-Suite
A C-suite executive position, the Chief Learning Officer ultimately manages all employee activities and company resources that fall under the purview of learning and development. As such, CLOs are responsible for ensuring that these activities are highly efficient and that these resources are well appointed. Typically working in concert with the human resources department, the CLO strives to provide appropriate training and education to each employee while making sure the company’s training and education efforts align with its overall goals. Like other top C-level administrators, CLOs are expected to deliver quality results and complete successful projects at or under budget.
Who Is on a CLO’s Team?
As previously discussed, Chief Learning Officers tend to work closely with human resources in most companies. In fact, these senior executive leaders often hold specialty positions within the human resources department itself.
The eLearning Blog iSpring Solutions reports that CLOs also generally collaborate regularly with Chief Marketing Officers, Chief Information Officers, and Chief Technology Officers. This is because CLOs must effectively connect with company employees using everything from face-to-face instruction to social media and other digital platforms.
No matter what teams they work with on a daily basis, CLOs typically report directly to a company’s Chief Executive Officer or President. According to the employment information provider Climb the Ladder, this high-level chain of command ensures that the CLO develops and executes learning strategies that further larger company objectives straight from the top.
What Is a Strategic CLO?
The digital training and skill development organization 360 Learning provides a wealth of insight into the strategic nature of the Chief Learning Officer position. To integrate learning and development initiatives more effectively with key company-wide goals, CLOs often go far beyond simple training activities, challenging employee capabilities and fostering a growth-oriented cultural mindset.
For example, good CLOs will know that a lack of perceivable advancement opportunities is one of the main reasons for costly employee turnover. As such, they will develop educational and training programs that stress professional growth and upward mobility. They will also play a prominent role in attracting the ambitious new talent that is needed to move the company forward.
What Does a Chief Learning Officer Do?
As previously outlined, CLOs are C-level senior executives who create, implement, and oversee the execution of learning initiatives that benefit employees while furthering overarching company goals. To accomplish this, the CLO must be able to think strategically and collaborate with different levels of staff and administrators to effectively identify obstacles and develop methods to overcome them.
When it comes to the work of the CLO, ELM Learning identifies three legs in what it calls the “CLO Throne.” The first leg, information, is the main focus of any good learning and development initiative. The second leg, technology, powers eLearning and mobile device-based training approaches. A natural extension of both the first and the second legs, the third leg, social media, is a great way to reach people where they already are.
CLO Responsibilities
Tracking the latest trends in the CLO field, Harvard Business Review reports that the position now goes far beyond simple employee training. In addition to creating and implementing learning and development courses and programs, modern Chief Learning Officers are “embracing a more powerful role in which they reshape capabilities and organizational culture.”
Common CLO responsibilities range from providing a smooth onboarding process for new hires to assessing overall company learning strategies and making ongoing improvements as needed. Other core duties include implementing learning management systems, evaluating company employees, and collaborating with top executives to set and meet key business metrics.
It is important to remember that a good CLO will strive to develop a learning culture that adds value to the professional lives of each employee while simultaneously furthering the best interests of the company. CLOs should also keep service to the company’s customers or clients firmly in mind when creating and executing any learning or development plan.
What Skills Make a Great CLO?
Because they are C-suite executive leaders with an administrative purview that spans all areas of company policy and operations, CLOs must possess a solid understanding of general business practices as well as specialized learning, instruction, training, and development expertise. In addition to possessing a Master of Business Administration (MBA) or a similar degree from an accredited institution of higher learning such as The University of Tennessee at Chattanooga (UTC), most CLOs have considerable experience at multiple levels within particular industries and organizations. Contact a UTC representative today to learn more.
ELM Learning reports that roughly 90 percent of CLOs entered the field after garnering previous experience in the corporate arena. In fact, they have 18 years of corporate experience on average.
Beyond a sharp business acumen and an extensive command of learning and development pedagogy, Chief Learning Officers must possess the necessary emotional intelligence and cultural awareness to work with a broad spectrum of people of different nationalities, backgrounds, and generations. Other characteristics and skills that are in demand among modern CLOs include innovative thinking, team management, and versatile communication.
What Challenges Do CLO’s Face?
Perhaps the biggest obstacle in the CLO world is the continuing reluctance of certain companies to include the position in its roster of C-level administrators. To confront this obstacle head-on, CLOs are working to overhaul the negative reputation that learning and development operations have garnered in many organizations. In short, they are shifting perceptions away from the expense of these operations and toward their ultimate and far-reaching value.
360 Learning has identified proper alignment with company goals as the single biggest challenge that the modern CLO must overcome to be successful. “Learning and development teams that don’t tie their departmental goals to large company initiatives and strategies will find it almost impossible to obtain the C-suite buy-in they need to grow,” contends 360 Learning Director of Brand & Content Joei Chan. When asked to present other common problems among Chief Learning Officers, Ms. Chan points to a scarcity of earmarked educational resources as well as a general reluctance among business professionals to invest time and effort in learning activities.
CLO Salary and Job Outlook
According to the salary and compensation experts at Payscale, the average Chief Learning Officer takes home roughly $152,820 per year. Of course, CLO income levels will vary considerably depending on specific skill and experience levels. While a CLO who has been in the position between 1 and 4 years typically earn around $121,967, a CLO who has been in the position between 10 and 19 years could earn around $157,564.
Taking a close look at financial compensation beyond this basic salary, Continu found considerable value in bonuses and other forms of payment that CLOs typically receive. Adjusting for these irregularities, Continu estimates that annual income for the position may easily approach $220,000.
Although far from all companies currently employ a Chief Learning Officer, the growth prospects for the position are generally quite good. Specifically, the independent career information provider Zippa projects a 6-percent expansion in the American CLO employment sector through 2028. This translates into roughly 150,600 new CLO job opportunities in the United States over a 20-year period.
Successful or Famous CLOs
When compared with Chief Executive Officers and other top senior administrators, Chief Learning Officers are far less known. However, this certainly doesn’t mean aspiring CLOs have no role models to inspire them.
Lou Tedrick is one CLO who has gained considerable attention for her outstanding efforts as Vice President of Global Learning and Development for Verizon. According to Chief Executive Officer Magazine, Ms. Tedrick transformed the tragedy of the COVID-19 pandemic into an unprecedented chance to reimagine corporate learning. “We have an opportunity to be at the table and to influence how companies shape their human capital strategies for the future,” declares Ms. Tedrick. This indefatigable spirit is part of the reason that Chief Executive Officer Magazine named her its “2021 CLO of the Year.”
Other renowned CLOs who have earned the respect and admiration of their colleagues and the business community include “2019 CLO of the Year” James Woolsey of the Defense Acquisition University and “2020 CLO of the Year” Sydney Savion of Cityblock Health. Ms. Savion’s accomplishments with Cityblock include overseeing the professional development of approximately 250,000 US military officers.
How Do You Become a CLO?
Many business administrators who presently hold the title of Chief Learning Officer have previously served one or more tenures as a Human Resource Director, a Chief Information Officer, and even a Chief Executive Officer. 360 Learning has found many paths to becoming a CLO, including creating the position at an existing organization that doesn’t yet have it.
“Although a potential manager may not have the title of Chief Learning Officer, it doesn’t mean they can’t act the part,” writes 360 Learning Director of Brand & Content Joei Chan. “One of the main responsibilities of a CLO is formulating a learning platform and then getting buy-in from the entire company. So create a plan, present it to the C-Suite team, and get feedback.”
Other steps to make on the journey to becoming a CLO include reading up on others — such as Lou Tedrick, James Woolsey, and Sydney Savion — who have already found success in the field. It is also important to seek out potential mentors and hear them speak at various conferences and industry events.
Aspiring CLOs should also consider securing professional certifications from credentialing organizations such as the American Society for Training and Development (ASTD). The ASTD Certified Professional in Learning and Performance (CPLP) designation can open many doors for professionals who successfully complete its multiple-choice exam and work sample submission requirements.
Thanks!