CLO Results and Related Responsibilities

At the Spring 2007 CLO Symposium, attendees were asked to write the ideal CLO job description. The following points are their synthesized ideas: Exercise Meaningful Business Influence Essential source of […]


At the Spring 2007 CLO Symposium, attendees were asked to write the ideal CLO job description. The following points are their synthesized ideas:

Exercise Meaningful Business Influence


  • Essential source of highly relevant human capital guidance to other C-level executives.

    • Critical leadership contribution to key business decisions and changes.

      • Continuing cultivation of the company’s culture and values.

        Build and Continually Enhance a Global Talent and Learning Function of Excellence


        • Strong and wide support for a talent and learning vision, architecture and agenda that are integrated with the company’s business strategy.

          • Compelling process for measuring and expressing the business impact of development efforts.

            • Effective processes, culture and systems for finding, assessing, acquiring, growing, retaining and moving talent and knowledge.

              • Strong communication/information flow to the lines of business.

                • Deep sources of company/business acumen.

                  • Budget that demonstrates the significant business contribution of development.

                    • Full complement of business-relevant training and development programs, processes and tools for all levels and aspects of the business.

                      • Special emphasis on leadership development.

                        • High-potential assessment, identification and development.

                          • Executive coaching and feedback.

                            • All aspects of executive and career development programs.

                              • Succession management and talent review.

                                • Recruiting.

                                  • Performance management processes, practices and systems.

                                    • Talent pipeline management.

                                      • Strategic/tactical operations of a global/virtual corporate university.

                                        • Systems and processes for finding and knowing internal and external talent.

                                          • Effective enterprise senior talent and learning steering committee.

                                            • Positive relationships with superior consultants, suppliers and partners.

                                              • Systematic process for determining the organization’s future talent requirements, talent/capability reviews and succession planning.

                                                • Excellent performance measurement and management processes and tools.

                                                  • Institutionalized processes for effective planning, budgeting and implementation of individual and organizational development efforts.

                                                    • Accelerated processes for the successful integration of new talent.

                                                      • Best-of-class learning technology resources, infrastructure and practices.

                                                        • Application of best adult learning standards.

                                                          Develop a Sustainable Bench of Effective Company Leaders with:


                                                          • High-level ability to coach, consult and assess others.

                                                            • Advanced acumen of business strategy, value propostion and operational plans.

                                                              • Effective relationships with diverse constituencies.

                                                                • High levels of productive executive influence.

                                                                  • Effectiveness of their executive functioning abilities to:

                                                                    • Develop, plan and implement in short and long time horizons.

                                                                      • Manage multiple projects simultaneously with strong results.

                                                                        • Drive results, push back and negotiate effectively in conditions of ambiguity.