Published On: January 26, 2023|2.9 min read|

How Does Your Organization Value Learning?

Does your organization have a Chief Learning Officer (CLO)? Is continuous learning one of your values? In the late 80’s, learning officers and related roles began popping up. If you are a job seeker, you might consider how potential organizations value learning and evolving. What sort of resources are offered for individual and collective growth? How are learning and mindset development prioritized?

In 2020, Harvard Business Review published an article on “The Transformer CLO.” They explain CLO evolution in this manner: “They’re transforming their organizations’ learning goals, shifting the focus from the development of skills to the development of mindsets and capabilities that will help workers perform well now and adapt smoothly in the future. They’re transforming their organizations’ learning methods, making them more experiential and immediate, and atomizing content for delivery when and where it’s needed. And they’re transforming their organizations’ learning departments, making them leaner, more agile, and more strategic.” (Westerman, 2020)

Let’s take a look at transformation in your organization, how would you score the following:

My organization helps me create learning goals annually.

My organization supports me in achieving my learning goals (with resources and time).

My organization provides effective coaching for developing a growth mindset, navigating change, and reframing.

My organization provides engaging methods for learning.

My access to continuous learning is seamless.

My organization has a learning department that strategically designs content which supports my ability to learn and grow in my capabilities.

My organization exudes a culture of learning.

Learning is expected at all levels of the organization.

Learning milestones are routinely celebrated.

My organization’s learning opportunities are inclusive and equitable.

You may choose to discuss these results with your boss and other appropriate leaders. Be a part of the solution and suggest ways to move each expectation listed above to “Strongly Agree.”

Some organizations provide reimbursement for individuals to source development resources externally. I coach clients who leverage such funds. While I am confident in the growth and evolution of my clients, I wonder how their organizations ensure equal opportunities for everyone. Are only the astute, resourceful people benefiting?

In the absences of a CLO, employee development typically falls to Human Resources, and possibly a Learning and Development team. Such teams benefit from a strong annual strategy for the evolution of their workforce. This strategy is not a “nice to have” it is a must have if growth, retention, engagement, and innovation are valued.

There is much disruption in the workforce as of late, which may become the norm. Millennials and Gen Zs are quite savvy about gaining support for their ongoing development. As executives focus on the bottom line, a long view that includes employee growth strategies may become the new, differentiating “bottom line” expectation.