Key Insights 

• The Chief Learning Officer’s (CLO) role has expanded beyond traditional training, now focusing on transforming organizational culture and capabilities.  

• Modern CLOs prioritize developing broad skills and fostering a culture of continuous learning, rather than just job specific training.  

• Leaders are being trained to integrate data-driven analysis with experience and intuition, promoting a mindset of continuous growth.  

• Emphasis is placed on cultivating adaptable mindsets and behaviors, enabling employees to thrive in uncertain and changing environments.  

• Peer learning and a blend of internal and external content are becoming key components of an organization’s learning strategy.  

The role of the Chief Learning Officer (CLO) is rapidly evolving in today’s dynamic business environment. Once primarily focused on traditional training and development, CLOs now play a crucial role in transforming an organization’s capabilities and culture. According to a Harvard Business Review article, the “transformer CLO” is leading this change, reshaping the learning landscape within companies. 

From Traditional to Transformer

Traditionally, CLOs were responsible for skills-based training, compliance courses, and leadership development. However, the modern CLOs role extends beyond these boundaries. The Transformer CLO drives change by embracing new learning strategies that enhance organizational agility and adaptability. This shift is not limited to a few companies but is accessible to any CLO willing to innovate.  

Key Focus Areas for Transformer CLOs 

1. Transforming learning goals 

Organizations now prioritize fostering a culture where all employees can explore, learn, and grow. The focus has shifted from job-specific training to developing a broad range of capabilities, reshaping leadership development, and offering inclusive learning opportunities.  

2. Reshaping leadership development 

For an organization to become a true learning entity, leadership development must align with the company’s strategic agenda. This means teaching leaders to combine their experience and intuition with research, experimentation, and data analysis, fostering a mindset open to continuous improvement.  

3. Cultivating a learning culture across all levels  

Inclusive learning ensures that high-quality training is accessible to all employees, not just a select few. By redesigning learning experiences, companies can provide impactful education to a broader workforce, encouraging continuous personal and professional growth.  

4. Focusing on capabilities over competence 

Instead of merely teaching specific skills, transformer CLOs emphasize developing mindsets and behaviors that help employees excel in undefined and evolving tasks. This approach enables staff to adapt to constant change and uncertainty.  

5. Promoting curiosity and a growth mindset  

A “pull” model of learning encourages employees to pursue knowledge and skills independently, fostering an environment that nurtures curiosity and continuous development.  

Redesigning Learning Departments 

To support this transformation, CLOs are making their departments more agile, strategic, and collaborative. This includes hiring learning strategies, content curators, software developers, and promoting peer teaching and coaching. Applying agile and lean start-up principles to program development ensures that learning initiatives remain relevant and impactful.

Acting as curators and co-creators 

Transformer CLOs curate high-quality, relevant content by blending external and internal resources. They work closely with subject-matter experts within the company to create on-demand learning modules that are easily accessible to all employees.  

Encouraging peer learning 

Peer learning, where employees teach and learn from each other, is gaining traction. Programs like DSB Bank’s “Back to School” initiative showcase how internal experts can share their knowledge, fostering a collaborative learning environment.  

Measuring impact 

To assess the effectiveness of training programs, transformer CLOs focus on measuring their impact on employee performance. They utilize various metrics, including assessments, certifications, and business outcomes, to ensure that learning initiatives align with organizational goals.  

Recruiting for the Future 

As the role of the CLO evolves, so must the approach to recruiting these leaders. Companies need to move beyond traditional hiring methods and seek executives who can navigate the complexities of this new landscape. Partnering with a recruiting firm that understands the demands of the modern business world can help companies find the right blend of skills and experience. An effective recruiting partner will not only identify top candidates but also communicate the company’s values and vision to attract the best talent.