Embracing A Fluidic Workforce By 2020: The CLOs’ Challenge

The CLOs' Challenge To Embrace A Fluidic Workforce By 2020 

Digital is now mainstream with every business. While technology is the big enabler of digital enterprises, it is highly-skilled people that define the success of an enterprise. Learning and Development teams have been very successful in procuring a seat at the decision tables. A larger challenge lurks close, mostly unseen and unprecedented.

Intuit Inc., and Emergent Research, in a study, estimated 7.6 million professionals will work in the on-demand markets by 2020. This is more than double the current total of 3.2 million on-demand professionals. 43% of the US workforce will be freelancers by 2020. Hence the emergence of Upwork, Peopleperhour, and more.

CLO teams are pressed to prepare highly skilled and digitally evolved professionals connected to the internet. Sounds like a strange scenario? Well, it's knocking the door. Speculations aside, but the benefits of this shift are immense. Enterprises can now access a smarter, competitive, promising, and fluidic workforce, or Fluidforce, if we may say.

CLOs are challenged more than ever to evolve from a classic learning and development team to a high-engagement “apparatus” that can connect, engage, and empower a Fluidforce. 4 priorities that can help CLOs stay ahead of the game and avoid a digital shock are:

  1. Perform a skill-gap analysis and identify one high-demand role where it is difficult to fill positions.
    Develop a new learning curriculum and deliver it to a pilot group of existing employees.
  2. Use this to understand how to make it more fluidic, i.e., available and omni-channel.
    Consider MOOCs, BYOD, social, and collaborative learning options.
  3. Determine your organization’s training capabilities and how to expand it to accommodate diverse channels.
    Adding new channels to your training infrastructure continuously improves the training outreach.
  4. Finally, create a plan to scale the pilot project across the organization.
    Formalize the training outreach program to make it ready for freelancers and contractors.

CLO teams need to step and pledge to offer an engaging and hassle-free experience to employees and students. Learning and development need to go customer-centric. According to Forrester Data, “If you don’t understand their emotions, you don’t understand your customers”. Managed learning services are key to Learning and Development transformation.

It is exciting to understand what our fraternity colleagues think of this upcoming shift in a digitally connected, fluidic workforce. Comments are highly appreciated.

This post was first published on eLearning Industry.

Top 16 Leadership Books For Chief Learning Officers In 2015

Top Leadership Books For CLOs

Here is the top 16 of leadership books for Chief Learning Officers in 2015:

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1. The 7 Habits Of Highly Effective People 

Author: Stephen R. Covey

Summary: If you haven’t already read this book, then you have certainly been missing out. The 7 Habits of Highly Effective People is a must for your leadership book library and vital to your leadership growth. This book discusses how you are the creator of your life and how you can focus your time and energy on the things that you can control. It is a top seller with over 15 million copies sold.

What You’ll Learn: This book will teach you the 7 vital habits that every person must possess in order to become an effective and successful leader.

Link: http://amzn.to/1Ir0G4M

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2. Leadership And Self Deception 

Author: The Arbinger Institute

Summary: If you learn well from parables and examples, then this book is perfect for you. Leadership and Self-Deception explains the differences between being “in the box” and being “out of the box”, which can symbolize viewing others as objects vs. viewing them as people.

What You’ll Learn: This book will help you learn how to “get out of the box”. You’ll learn how to view the world and others in a different light. Understanding yourself and others will come easier through reading this book.

Link: http://amzn.to/1zUemAP

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3. Good To Great 

Author: Jim Collins

Summary: Good To Great  brilliantly discusses why and how most businesses remain “good” and how you can take the leap to become great. Collins begins the book explaining how good is the enemy of great and how 11 elite companies managed to take the courageous leap and how they kept their greatness.

What You’ll Learn: This book will teach you how to take your business from merely “good” to great. Learn how to define your company’s strength and how to focus your time and efforts on that.

Link: http://amzn.to/1yBjlLn

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4. Man’s Search For Meaning 

Author: Viktor E. Frankl

Summary: Man’s Search For Meaning  is written as an autobiography about Frankl’s experiences from his imprisonment in a Nazi concentration camp. Frankl discusses how to discover self worth and personal fulfillment even in the darkest times in your life.

What You’ll Learn: Through reading this book, you will learn how to find the worth in life, no matter what situation life seems to put you in. You will learn that joy and suffering can coexist and each individual has the ability to choose who they will become both spiritually and mentally.

Link: http://amzn.to/1BM22Fo

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5. Drive 

Author: Daniel H. Pink

Summary: Find out how to successfully motivate not only yourself, but others as well. Drive  dives into four decades worth of scientific research on human motivation and explains the most effective ways to motivate those you work with.

What You’ll Learn: You will learn how to motivate yourself and others without using money or other material items. These new and successful ideas will change the way you think and work with others.

Link: http://amzn.to/1BMfYiz

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6. Emotional Intelligence 2.0 

Author: Travis Bradberry & Jean Greaves

Summary: This book helps you understand the importance of having emotional intelligence in the work place. The strategies discussed will help you develop these skills for you to practice in your life.

What You’ll Learn: Learn how to identify your emotions and how to work with them to benefit you. You will be able to identify which strategies work for you in order to build your own emotional intelligence skills.

Link: http://amzn.to/1xSfcjf

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7. Principle-Centered Leadership 

Author: Stephen R. Covey

Summary: Principle-Centered Leadership  is the perfect tool to help you identify your authentic core. Covey argues that effective leadership is designed with a strong internal core and he explains what characteristics a principle-centered leader has.

What You’ll Learn: You will be able to understand what it is that makes a leader a principle-centered leader. Learn how to obtain these qualities and improve your leadership skills.

Link: http://amzn.to/1HOozoA

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8. The Speed Of Trust 

Author: Stephen R. Covey

Summary: It’s been said that trust is one of the greatest and most admired qualities in a leader. In this book you will see how to build and restore trust in others. Covey insists, “The ability to establish, extend, and restore trust with all stakeholders -customers, business partners, investors and coworkers- is the key leadership competency of the new, global economy”.

What You’ll Learn: You will learn how to build and strengthen trust in those you associate with, as well as restore trust with who have lost it. You will realize how important trust is in every relationship you have.

Link: http://amzn.to/1xG2hCG

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9. Influencer 

Authors: Joseph Grenny, Kerry Patterson, David Maxfield, Ron McMillan, Al Switzler

Summary: Leading others can be a challenge in an of itself, but leading a team through change can bring a whole new world of challenge. Change is inevitable, which is why this book will help you to understand how to lead during those hard times of change.

What You’ll Learn: You will learn how to successfully lead a team through change. You will understand the meaning of “influence” and why it’s better to strive to influence others.

Link: http://amzn.to/1AGf74K

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10. The 5 Levels Of Leadership 

Author: John C. Maxwell

Summary: Leadership is much more than your position or title. According to Maxwell, your title is only the first of five levels of leadership. Leadership merely begins with your title and where you go from there determines what kind of leader you really are.

What You’ll Learn: You will learn the five distinct levels of leadership, how to get from one level to the next and how to become the ultimate leader.

Link: http://amzn.to/1BIOmKW

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11. Crucial Conversations 

Authors: Kerry Patterson, Joseph Grenny, Ron McMillan, Al Switzler

Summary: There are several ways to confront and hand any and all crucial conversations. However, Crucial Conversations  discusses the best way to approach these crucial conversations that everyone finds themselves in.

What You’ll Learn: Learn how to successfully enter a crucial conversation and leave it feeling accomplished.

Link: http://amzn.to/145Xa29

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12. How Will You Measure Your Life? 

Author: Clayton M. Christensen

Summary: This book asks one of life’s greatest and deepest questions. How will you measure your life? Christensen, a Harvard business-school professor, reminds his readers to remember the family while getting caught up in our fast-paced world.

What You’ll Learn: You will learn what really makes you tick, what your purpose is, and how to balance everything you do in your life.

Link: http://amzn.to/14zfOAB

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13. The Advantage 

Author: Patrick Lencioni

Summary: Your company may be smart, but is your company healthy? The Advantage  discusses how vital it is for a company to be healthy and exactly what traits to focus on in order to become successfully healthy.

What You’ll Learn: Learn how to make your company healthy by developing the right skills and traits. You will come to understand which areas you need to work on and improve in your company to make it a more healthy workplace.

Link: http://amzn.to/1HUUNP2

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14. On Leadership 

Author: HBR

Summary: This book is a must read, made up of different articles on leadership from the Harvard Business Review.

What You’ll Learn: These articles will help you go from a boss to an exceptional leader. Learn from the best how to make these transitions.

Link: http://amzn.to/1tQWOsR

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15. The 4 Disciplines Of Execution 

Author: Chris McChesney, Sean Covey, Jim Huling

Summary: Have you ever made a goal and merely watched it disappear without it being accomplished? The 4 Disciplines Of Execution  will lead you down the path of successful execution to all your goals and initiatives.

What You’ll Learn: Learn how to understand why your goals aren't being accomplished and how to implement these proven practices into your company.

Link: http://amzn.to/1FumfoU

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16. The 5 Dysfunctions Of A Team 

Author: Patrick Lencioni

Summary: Written in fable form, this book discusses which dysfunctions are most detrimental to a team’s success. There are vital traits that every team must possess, but often overlook. Get to know these principles and how to implement them into your team.

What You’ll Learn: This book will help you understand what issues may arise in a team that will hurt your performance. Learn how to avoid or overcome these issues.

Link: http://amzn.to/1wZhGIX

This post was first published on eLearning Industry.

How The Chief Learning Officer (CLO) Got It’s Name

Have you ever wondered how the Chief Learning Officer got it's name?

Well, this legendary story starts at the University of Southern California (USC) in 1989 with Steve Kerr. No, not the basketball phenom, Steve Kerr but rather with the Chief Learning Officer, Steve Kerr. While bball Kerr was just starting his NBA career with the Phoenix Suns, our Steve Kerr was striking a deal with one of the greatest corporate leaders of the time, CEO of General Electric, Jack Welch. This 11-year journey began slowly but was then quick to change the face of corporate leadership development. The program that Steve worked on became the most prestigious Corporate Management Training program in the world. The “Aon Hewitt Top Companies for Leaders” has it ranked #1 in 2014.

Steve Kerr - The World's First Chief Learning Officer

Steve Kerr - The World's First Chief Learning Officer

Steve started on this voyage by accepting to consult 25 days a year with General Electric (GE) while still a tenured professor at USC. Steve was the only professor from the West put into GE’s Nuclear company to train on “Work-out” (GE’s Process Improvement and Organizational Change program). Because he was a professor and administrator at the time, Steve figured he only had 25 days to spare. In spite of the expectation from GE that Work-out would go poorly within Nuclear because it is in such a heavily-regulated industry, it succeeded and Steve was to thank for it. Because of this success, other businesses within GE started utilizing his services, including training on conflict resolution and dealing with people.

It took only two years before Steve’s services were in such demand (210 days/year) that he resigned his position at USC. He became part of the Michigan faculty to be closer to Crotonville and the work he was doing with GE. This is also the time that Steve became the personal outside consultant for Jack Welch. Although multiple offers were made, it took four years before Steve said yes and went from an outside consultant to the Vice President of Leadership Development at the legendary Crotonville, NY training facility.

One month into the new position, Steve did a "Work-out" session with some of the top brass. They suggested that Steve be the Chief Education Officer, or CEO, for all of GE. He had fun with this and went to Jack Welch saying, “I’m going to be a CEO just like you.” Jack gave a robust laugh and informed Steve that there can be only one CEO at GE. Instead Jack offered, “You can be chief learning officer.” And that is the origin of the Chief Learning Officer.

The New York Times wrote an article about how GE now had a CIO and CLO and contrasted the two relatively new positions. Steve says, “It was my 15 minutes of fame. Then I had to figure it out. My job became to identify the barriers. What is it about the way we organize work and build rewards? What is it that keeps people from wanting to communicate, and what adjustments in rewards, and norms, and so on would create more motivation?”

Steve is still working with Jack Welch but back in academia at Chancellor University in Ohio,

References:

This post was first published on eLearning Industry.

Why Companies Need a Chief Learning Architect

Solche Aufrufe gab es vor fünfzehn Jahren schon einmal. Damals wurde die Rolle des Chief Learning Officers ausgeschrieben, und auf der Agenda stand die Corporate University. Es folgten der Crash der New Economy und einige Wirtschafts- und Finanzkrisen. Jetzt stehen wir, so Josh Bersin, vor der möglicherweise “most innovative period in learning technology since the word “e-learning” was first coined in 1998″. Und um die Innovationen zu bündeln und zu integrieren, braucht es eine “learning architecture” und einen “Chief Learning Architect”. Und während der alte CLO alle Aktivitäten und Prozesse auf einer zentralen Plattform zusammenfassen wollte, baut der neue CLA an der Integration verschiedener Systeme und Tools, an Schnittstellen und dem Austausch mit der Welt “draußen”, MOOCs inklusive.

“We don’t want everyone in the company publishing materials in different forms with different metadata into different places, it won’t be discoverable or consistent. On the other hand everything can’t go through L&D to be shared. So we need an “architecture” which uses standard tools, an easy to use interface, and a set of platforms that manage content, forml and informal programs, mobile access, and analytics.”
Josh Bersin, Bersin by Deloitte, 21. Februar 2014