Training Industry developed the Training Industry’s Senior L&D Leader Competency Model™ to define the core responsibilities required of senior- and executive-level learning leaders.
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In this episode of The Business of Learning, Melissa Loble shares how L&D is evolving into a strategic driver of business outcomes and what learning leaders need to succeed in the future of work.
The Training Industry Senior Leaders Program helps L&D professionals transition from functional experts to strategic leaders through real-world, executive-level learning experiences.
In conversations with learning executives and drawing on insights from Training Industry research, a clear theme emerged: An executive-level L&D leader changes not just how the organization learns, but how it thrives.
Discover this elite, cohort-based program. A business-focused leadership experience for senior L&D professionals ready to lead at the enterprise level.
As chief curators of diverse learning experiences, the future for CLOs and their teams is expansive. With this, it will be important to stay focused on three areas of transformation in the coming year.
CLO standing for “chief learning officer” and as a member of the C-suite is a relatively new concept and role. GE was the first company that pioneered this role and created the title in 1994 when Steve Kerr stepped into that position.
In 1989, GE CEO Jack Welch created the chief learning officer (CLO) role for Steve Kerr. In the last 29 years, though, the role has changed as business has changed – quickly and quite a lot.