CLO Summit India... update

 

Organizational Learning
Impacting Business, Changing the Game
19-20 Nov, 2010, Mumbai, INDIA

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From my last blog on the CLO Summit to now, a lot of movement has happened... and am sure you are keeping a tab on the developments.

This edition gives you an expose to some very critical elements which will help you strengthen your conviction on attending the summit.


So, do I get to see you...


WIIFM: What's In It For Me

• Identifying best practices that could be replicated
• Wisdom of the leaders in the field
• Identify skill-sets required to be successful in the field of L&D
• Possible diversification in the business of learning
• Ways in which WE can help India Inc.
• Demystifying Corporate Universities
• Building Leaders in complex environments
• Most importantly, Voice YOUR opinion

 

 

What's Going To Happen... What To Expect

• Presentation of Case Studies and interactive session by Harvard Business Publishing
• Individual sessions by CEOs / Business Leaders
• In depth individual CLO sessions with ample opportunity for interaction.
• Panel discussion with CLOs & HR Heads moderated by Harvard Business Publishing
• A dedicated UnConference session

Broad Areas for the UnConference

Proficiency on ADDIE is good enough to be a good CLO
What will be your role in 2020?
What to measure in L&D… Business Impact or ROI? How?

Basic Rules of the UnConference

No Panel on the stage or Speaker at the Podium.
Participants to voice their opinions, and share their experiences
Keep posting their views on the topics during the course of the conference 

Topics Being Covered

• Skilling India Inc. Bridging the National Skill Deficit
• Establishing Certifications & Standards in India
• Building Corporate Universities
• Learning & Development: An Integral Competency for the CEO
• The Business Mandate for Leadership & Competency Development
• L&D Consulting for Internal Customers and Beyond
• Learning Challenges in the Public Sector
• Role of Learning in Innovation and creating new business models
• The role of the CLO in organizations; A look at current best practices, challenges and needs for the future
• Perspectives on L&D in Media & Journalism
• Learning as a tool for Sales & After Sales Service
• Leaders Build Leaders / Using blended learning to drive scale, impact and continuity

Getting a 'Seat at the Table'... or not getting it!!!

Are you 'in', or are you 'out'...

This is a short presentation I made to a summit organiser, because they wanted me to present on the topic... Well, they didn't approve of the idea, I guess, because they sent me an invitation to attend rather than present. Nevertheless, it was worth it. And for many of my colleagues in the industry, it may be of some help.


World View of a 'Good L&D Guy'

• Conducts good training & coaching
  
• Plans to upgrade the L&D function to a Corporate University, and oneself as the (Chief) Learning Officer
  
• Has a lot of training presentation from the previous assignment, and innovates on them
  
• Talks about cost reduction by using innovative learning tools such as 'e'
  
• Sends motivational emails and news items from leading journals
  
• Has his numbers in place

...and also organises get-togethers


My View of 'What is wrong with that'

• A lot of training happens unhappy happens, but people at large are still unhappy, unless I deliver myself
  
• My boss doesn't understand as to why do I want to call the department a 'corporate univ.'
  
• I build content from the repository that I have, but people don't like it
  
• eLearning is costly to implement, but I am sure it will work out someday
  
• I send motivational mails because people want me to
  
• My MIS of 'how much have I done' is there in place
  
• I thank Edward Scannell and John Newstrom for 'Games Trainers Play'

...I do what people 'expect me to do', so, why the fuss???


My Boss' View of 'Why am I not at the table'

• My competitors have a L&D guy so do I now I'll figure guy, now… , the competitive advantage; we do conduct a lot of training
  
• Learning is not our business; then why do we need a fancy name for the L&D department; I have other things to do
  
• Its very standardized; I had the same slides in the previous company
  
• I need to reduce manpower costs, so, we should automate learning; we should get eLearning
  
• I need to remind our Training Head to keep me out of the motivational emails that the department sends me; they are very good
  
• I also need to explain the data that I want to see
  
• These guys are good at team building; the problem within the team is something that I need to take care of, same with our sales numbers, and also with my succession plan

So, what do you have to do...
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Why are you still here reading this...


You should be off to your Sales Head, Marketing Head, Finance Head, HR Head and Ops Head… need to take care of challenges in their worksphere!