In general, a Chief Learning Officer is responsible and in charge of learning management. The CLO is also an expert in corporate or personal training, with a terminal degree in education, instructional design and curriculum, in business or a similarly related field. In my case, I have a doctorate in Leadership and Organizational Behavior, and 20+ years in MBA level business courses. Additionally, I have owned both a product-based business, and my current service-based business.
A CLO helps organizations drive the corporate strategy and align the development of people with the business goals of the organization. A full complement of skills, including business analytics, technology, learning theory, performance consulting and scientific inquiry, are required for success.[1]
When hired for training’s, a CLO reports directly to the CEO and top management and will collaborate with them on his or her vision for instituting learning and development initiatives, generally through professional development workshops. As CLO, I also sometimes work closely with the CTO, because much of L&D involves technological advancement.
Two main types of learning I utilize as a CEO
Management Training
Management training activities are those activities which specifically relate to improving the management of people. When hired as a CLO, I am responsible for providing training and measuring success of skills and competencies related to management functions of the organization as needed or determined by the CEO or C-level executives.[3] I use a wide variety of assessments, provide tool-kits and offer follow up services to executives or team leaders to keep them accountable for their professional development.
Consulting/Coaching
The term consulting refers to the training and development process wherein I support and train an individual or team in achieving a skill, competence, or goal; specifically, in this case, offerings provided by Roberta Pellant Consulting. The individual or team receiving the training may be referred to as the advisor(s)/client(s)/coachee(s).[4]
Coaching refers to a personal development relationship in which one more experienced individual will assist a less experienced learning in acquiring a new skill, ability, or competency. Within RPC this can mean: one on one communication or advising, educating new or existing clients or investors on theory or strategy. I coach clients, either before or after they have completed an RPC professional development training, as a form preliminary or ongoing support. My consulting and coaching is primarily done one on one, but occasionally there will be team coaching within the organization.
If you are a key decision maker within your organization, and want to learn more about how I can transform your business one leader at a time, please feel free to reach out.