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.
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.
Filed under: Leadership Development, Measurement, Performance Management, Technology