Good morning from sunny Dubai. As CLO for the leading mobile telecom business allow me to outline my view on what makes a CLO
- The CLO must report to the CEO or equivalent level and not anyone below that level
- This has to be executive “chief” level position
- 3 KPIs – must all be directly linked to a measurable tangible result that drives Performance + Execution = ROI. It is not about training calendars and stats on how many trainings or people trained.
1. Workforce Development: a collaborative KPI with HR + Quality/Governance/Business Excellence dept. The measure is how many/% of Managers are hitting their annual KPI
2. L&D Budget: responsible and accountable to manage all L&D budget across enterprise, such as fees, registrations, travel, lodging….internal & external
3. Performance Execution: take the bottom 20% underperforming Managers and develop them to achieve the next tier up of rating in Performance Appraisal
- Experience – key drivers
o Keen business acumen of the sector & market + customers
o Seasoned facilitator/trainer or consultant or practitioner in a related business where was directly responsible for performance engagements
o Multi cultural – be able to “immerse” with workforce and internal; external customers
o Hands on- needs to have been in the trenches, front line/on the shop floor… “grown” from an entry level position and demonstrated significant progression in any field
o LMS – must be knowledgeable in LMS + rapid learning..blended concept
o Concept of Operations – must be able to articulate a performance plan that is based on globally recognized and accepted leadership & management discipline such as Covey, Charan, Carnegie, Blanchard….ASTD system & processes
Would welcome any feedback as well