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Why CLOs Must Have a Performance-Driven Mindset - Brian Lambert, GP Strategies


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Brian Lambert of GP Strategies, a solution provider at the marcus evans Corporate Learning & Talent Development Summit 2013, on the learning function’s role in closing the gap between business strategy and execution.
Interview with: Brian Lambert PhD, Leader of Sales Enablement & Strategy, GP Strategies

Published in: Business
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Why CLOs Must Have a Performance-Driven Mindset - Brian Lambert, GP Strategies

  1. 1. Why CLOs Must Have a Performance-Driven Mindset Since the nature of work is changing, driven mindset. They treat learning as a employees have to execute differently. silo - as something to be managed - This creates a sizeable strategic rather than creating cross-functional opportunity for learning and talent approaches to drive productivity. This is management functions to work together where the disconnect comes from. to increase the productivity of workers. Individuals need to work more Any final words of advice? collaboratively and cross-functionally, meaning they need to think, act, and Become a student of how work has manage differently. changed. Many HR and learning processes are grounded in the industrial Could you tell us more about the revolution - in assembly line work where alignment that is needed and how it work was broken down into discrete andInterview with: Brian Lambert PhD, can be achieved? manageable chunks. This does not workLeader of Sales Enablement & in today’s knowledge-driven,Strategy, GP Strategies Alignment requires defining the strategy collaborative workplace. So analyze how clearly, understanding where the you lead your function. Are you helping company is trying to go and preparing workers be successful or are you“Competition and market pressures key roles to achieve that strategy. For perpetuating an old, outdated system offorce CEOs to roll out new business many companies, it is a simple work?strategies every 12-18 months, but the question: When was the last time youlag time between those strategies and identified and clarified the critical rolesexecution in the field is often much required to achieve your strategy? Andlonger than that,” says Brian Lambert how are HR, learning, and talentPhD, Leader of Sales Enablement & management leaders working togetherStrategy, GP Strategies. “Therefore, to identify and develop individuals in CLOs have tocorporate learning and talent those roles?development functions must identifyand clarify strategic roles across the If this has not been done, execution willenterprise and make sure thoseemployees work differently. Leaders suffer, budgets will get re-allocated, and executive teams will get replaced, stop running learning as amust reduce those lag times or face causing a ripple effect throughout thelosing credibility with their executive organization that creates biggerteam,” he adds. challenges.As a consultant to organizations facing Why haven’t learning, talent, and siloed function and createincreased complexity and massive HR leaders been able to close thischange, Lambert answers a few gap?questions about elevating the value oflearning and talent development prior tothe upcoming marcus evans We have found the perspectives of learning, talent, and HR leaders fall into more valuable services thatCorporate Learning & Talent two camps. On one hand, leadersDevelopment Summit 2013, in believe these functions need to be moreAtlanta, Georgia, April 28-30. efficient and effective—an efficiency-How has the business environment driven mindset. On the other hand, leaders believe they need to help leaders want to actuallychanged in recent years? workers cope with change and improve productivity - a more performance-The velocity of changing strategies driven mindset. Performance-drivenmeans corresponding work inmarketing, sales, operations, and R&D leaders understand the business strategy, work to align learning assets invest inneeds to speed up as well. CEOs and and workers with it, and focus on thetheir executive team do not have system required to help individuals bevisibility into the complexities of aligning more successful on job. When they doknowledge and performance to changing that, they find it easier to measure theirbusiness strategies in a compressed contribution to the organization’s top ortimeframe. They are getting frustrated - bottom line.they know what the company needs todo, but the vision is not coming to Unfortunately, our research also showsfruition quickly enough. nine out of ten CLOs have an efficiency-
  2. 2. About the Corporate Learning & Talent Development Summit 2013 The HR Network – marcus evans Summits group This unique forum will take place at the Ritz Carlton, Buckhead, Atlanta, Georgia, delivers peer-to-peer information April 28-30, 2013. Offering much more than any conference, exhibition or trade on strategic matters, professional show, this exclusive meeting will bring together esteemed industry thought leaders trends and breakthrough and solution providers to a highly focused and interactive networking event. innovations. Contact Please note that the Summit is a Sarin Kouyoumdjian-Gurunlian, Press Manager, marcus evans, Summits closed business event and the Division number of participants strictly Tel: + 357 22 849 313 limited. Email: For more information please send an email to All rights reserved. The above content may be republished or reproduced. Kindly inform us by sending an email to press@marcusevanscy.comAbout GP StrategiesGP Strategies is a global performance improvement company providing strategic training, e-learning and consulting services toorganizations of all sizes. GP Strategies delivers the knowledge you need to respond powerfully to business challenges and theperformance it takes to move your business forward so you can make a greater impact on the marketplace.www.gpstrategies.comAbout marcus evans Summitsmarcus evans Summits are high level business forums for the world’s leading decision-makers to meet, learn and discussstrategies and solutions. Held at exclusive locations around the world, these events provide attendees with a unique opportunity toindividually tailor their schedules of keynote presentations, think tanks, seminars and one-on-one business meetings.For more information, please visit: www.marcusevans.comUpcoming EventsHR Technology Summit - www.hrtechnology-summit.comTo view the web version of this interview, please click here: