The Evolution of a Career in Learning and Development: From Developer to Chief Learning Officer
A career in learning and development (L&D) can take many different paths, as is evident in the journey of one chief learning officer (CLO) who started as a developer. This CLO, who wishes to remain anonymous, initially majored in Information Systems and took coding classes in college. Their first job at Anderson Consulting (now Accenture) exposed them to the world of learning simulations and learn-by-doing. This experience ignited their passion for creating learning experiences that went beyond simply building software applications. They quickly realized that the success of an app was not just measured by its technical functionality, but also by the behavior change it inspired in users. This newfound understanding led them to pursue a career in L&D.
Throughout the years, this CLO has held various roles in technology and learning. They have honed their skills in learning design, learner engagement, and learning analytics through their work at Socratic Arts, Kraft Heinz, and now McDonald’s. Each role has offered valuable insights and experiences, shaping their belief in the importance of putting people first, creating authentic a-ha moments, focusing on behaviors rather than knowledge, and leveraging emotions to drive behavior change. They have also come to understand the transformative power of learning in enhancing the employee experience.
Driving Employee Development and Fostering a Learning Culture: Insights from a Learning Leader
As a learning leader, this CLO has spearheaded numerous initiatives to drive employee development and foster a strong learning culture within organizations. At Socratic Arts, they created programs that significantly improved workforce performance for clients. While at Kraft Heinz, they led the effort to revamp the online corporate university, resulting in increased learner engagement and monthly visitors. Notable initiatives included companywide 24 hours of learning, an annual book reading campaign, and a monthly learning newsletter. They also played a key role in operationalizing the annual learning challenge, which led to the formation of Learning Champions who helped champion the learning culture.
In their current role at McDonald’s, this CLO leads the global design team in developing custom programs for corporate and restaurant staff. Their focus is on creating engaging and impactful courses that support learners and instill confidence in their abilities. The transformation of learning at McDonald’s is still in its early stages, but preliminary results indicate improved performance, high Net Promoter Score (NPS), and positive feedback on content effectiveness and value. Furthermore, the CLO’s efforts in learning analytics have provided valuable data to measure the business impact of learning initiatives and inform future strategies.
Transforming Learning at McDonald’s: Impactful Programs for Employee Growth and Success
At McDonald’s, the focus is on transforming learning to meet the needs of over 2 million learners with diverse backgrounds, languages, and learning preferences. The CLO and their team are creating programs that cater to all employees, including restaurant staff, to help them develop their skills and advance their careers within the organization. While the transformation is still ongoing, early results show promising signs of performance improvement and high satisfaction among learners. This initiative is not only contributing to the growth and success of employees but also enhancing the overall business performance of McDonald’s.
Debunking Misconceptions About L&D: Going Beyond Awareness to Drive Real Behavior Change
One common misconception about the L&D function is that it simply involves raising awareness about processes or initiatives. The CLO emphasizes that true learning goes beyond mere awareness and requires a shift in behavior. They highlight the importance of distinguishing between learning and communications projects. L&D professionals should be strategic in their efforts and focus on areas where they can make the most impact. It is essential to view the role of L&D in terms of creating experiences that can drive real behavior change and elevate the employee experience. By changing this perception, L&D professionals can position themselves as strategic partners within their organizations.
The Future of Workplace Learning: Embracing Technology and Cultivating Essential Skills
The CLO is excited about the future of workplace learning and the potential that technology holds. They believe that learning designers need to move away from traditional design approaches and draw inspiration from diverse sources such as YouTube, TikTok, movies, commercials, and reels. The aim is to leverage the different ways people learn outside of work and apply those principles to create more engaging and effective learning experiences. The CLO highlights the importance of incorporating gamification and virtual reality/augmented reality (VR/AR) while also ensuring that the content remains interactive and engaging. By embracing these changes and designing learner-centric experiences, L&D professionals can adapt to the changing landscape of workplace learning.
The CLO and their team at McDonald’s are preparing for this future by continuously learning and staying abreast of industry trends and innovations. They encourage their team members to find inspiration in their personal lives, share relevant articles, podcasts, and webinars, and conduct user testing and pilots to gather learner feedback. The willingness to try new approaches, coupled with a practical implementation strategy, allows them to adapt and contribute to the changing learning landscape.
Conclusion
The career journey of this CLO highlights the evolution of a learning professional. From their initial role as a developer, they have grown to become a strategic leader in the field of L&D. Their experiences have taught them the importance of putting people first, creating impactful learning experiences, and embracing technology to foster a strong learning culture. By driving employee development and transforming learning at McDonald’s, this CLO is shaping the future of workplace learning and setting an example for learning leaders worldwide. Their insights and innovative approaches serve as an inspiration for CLOs and learning executives who seek to make a significant impact in the field of L&D.
Analyst comment
Positive news: The career journey of the Chief Learning Officer (CLO) showcases the evolution of a learning professional and their impactful contributions to employee development and fostering a strong learning culture. Through their strategic leadership and innovative approaches, they have transformed learning at McDonald’s and shaped the future of workplace learning. Their insights serve as inspiration for learning leaders worldwide. The market is likely to see continued growth and innovation in the field of L&D as companies recognize the importance of investing in employee development and learning initiatives.
