Overview of Role of Chief Learning Officer


Chief Learning Officers are often found at larger organizations where the human resources department is broken out into various specialties. CLOs, who are sometimes called chief knowledge officers, usually report either to the top talent officer or the chief executive officer (CEO).

A CLO’s responsibilities may include on boarding, training courses and materials, employee development initiatives, executive coaching, knowledge management and succession planning. CLOs may also supervise the selection and implementation of learning technology, such as learning management systems (LMS).

CLO Job Responsibilities:

  • Develops an organization’s educational process
  • Promotes knowledge management
  • Institutes effective training strategies
  • Directs large scale change management (if applicable)
  • Oversees and institutes latest technology
  • Promotes importance of learning & ROI to shareholders

Day to Day Job Tasks:

  • Reviews all training modules
  • Ensures that learning sessions are engaging & memorable
  • Communicate daily with managers on employee progress
  • Communicate daily with C-suite to maintain symmetry
  • Review macro-level HR processes
  • Assists with learning & development for in-house processes

Core Learning Principles Used by CLO’s

  • Instructional Design
  • Mobile learning
  • Micro learning
  • Social learning
  • Blended learning
  • Gamification
  • Learning Management Systems

Competencies required:

  • Knowledge Management: Knowledge of the process and tools for capturing, organizing, and using individual and departmental intellectual assets, such as competencies, best practices, etc.
  • Learning: Knowledge of tools and techniques for grasping new concepts, acquiring new ways of seeing things and revising ways of thinking and patterns of behavior.
  • Interpersonal Relationships: Knowledge of approaches, tools, and techniques for working with individuals and groups in a constructive and collaborative manner.
  • Oral and Written Communications: Ability to express oneself to provide information to others effectively, recognizing that communication is more than just language – it includes tone, style, and structure.
  • Coaching: Ability to encourage, motivate, and guide individuals and teams in learning and improving effectiveness.
  • Decision Making and Critical Thinking: Knowledge of tools and techniques for effective use of a broad range of factors, assumptions, frameworks, and perspectives when solving problems.
  • Influencing: Ability to impact decisions within and outside the organization.
  • Leadership: Knowledge of approaches, tools, and techniques for gaining the cooperation and support of others.
  • Planning: Tactical, Strategic: Ability to contribute to operational (short term), tactical (1–2 years), and strategic (3-5 years) planning in support of the business plan.
  • T&D Policies, Standards, and Procedures: Knowledge of and ability to use the organization’s and the industry’s standards, procedures, and policies relevant to staff training and development.
  • Adult Learning: Theory and Practice: Familiarity with the concepts and practices of adult learning and its application to the workplace.
  • Learning Needs Analysis: Knowledge of the process of identifying what people need to learn for successful individual and organizational performance.
  • Learning Development: Knowledge of processes, tools, and techniques for developing a solution to stated learning needs.


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