CLO - May 2011 - (Page 20)
Say You Want an Evolution
BY CHIEF LEARNING OFFICER MAGAZINE EDITORIAL STAFF
The Spring 2011 CLO Symposium wrapped up last month with insight and advice for creating an agile, adaptable and aligned organization.
he Spring 2011 Chief Learning Officer Symposium brought together more than 300 senior learning and development professionals for a three-day conference exploring the continued evolution of employee learning and development. The conference, which took place at The RitzCarlton, Amelia Island, Fla., featured 45 speakers who provided insight and advice through keynote addresses, panel discussions and more than 30 workshop and breakout sessions. In the opening keynote address, Bill Jensen and Josh Klein, authors of Hacking Work: Breaking Stupid Rules for Smart Results, described how the tools employees are given “have become bossier than our bosses,” leaving employees ON THE WEB little choice but to find the To view more photos, tools and training they need including pictures outside the office. from the 2011 CLO This tendency to “hack LearningElite gala dinner, work,” as Jensen and Klein visit www.CLOmedia. called it, happens because com/events/symposiums. learning and development processes are built with the needs of the corporation in mind, not the end user. To move forward, CLOs should broaden their focus to learn from learners rather than have them learn from us. In a panel discussion titled “Social Learning: Beyond The Buzz,” Joe Campbell, director of talent development for direct to consumer and iLearning at Nike, explained how Nike has shifted its L&D approach to incorporate 70 percent on-the-job development, 20 percent mentoring and 10 percent formal learning.
Jeff Cobb, associate director of workforce development at Verizon Wireless, said social learning will one day be as essential as email. “People will laugh that it was ever questioned,” he said. Ben Brooks, vice president and practice leader of human capital performance at Marsh Inc., said his firm’s social learning platform has become the glue that holds learning together at the insurance company. In his keynote address, Bill Whitmore, CEO of AlliedBarton Security Services, shared how his company drives business performance through leadership. Strong leadership increased employee engagement by 10 percent and boosted customer service scores by 4 percent, he said. Mark Miller, vice president of training and development at Chick-fil-a, had the crowd laughing as he shared the fundamentals of his company’s approach to inspirational leadership. Ten years ago, the company realized it faced a looming leadership challenge and set out to identify the cracks in its system and create a cohesive definition of leadership. Leadership is like an iceberg, Miller said. Ninety percent of a leader’s capability — his or her character — is below the water line. The other 10 percent — their skills — are visible and easier to identify but they’re not ultimately what makes a successful leader. The Spring CLO Symposium also featured a special dinner and gala celebrating the 43 companies recognized by Chief Learning Officer’s LearningElite designation. These companies were recognized by their peers as the top companies for learning and development. AT&T walked away with the top award. The next CLO Symposium, themed “GameChanging Learning: Development for the New Normal,” is slated for October 12-14, 2011, at The RitzCarlton Laguna Niguel in California.
20 Chief Learning Officer • May 2011 • CLOmedia.com
Table of Contents for the Digital Edition of CLO - May 2011
CLO - May 2011
Table of Contents
Selling Up, Selling Down
Special Report: Spring 2011 CLO Symposium
What the West Can Learn From India
What If Millennials Ran Your Mentoring?
Diamonds in the Analytics Rough
Building a Performance-Based Culture
Learning to Be Sustainable
CLO - May 2011