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The Ultimate Glossary of eLearning Terms

LearnUpon

ARCS (Attention Relevance Confidence Satisfaction). Keller’s ARCS model of motivation stands for Attention, Relevance, Confidence, and Satisfaction. CLO (Chief Learning Officer). The CLO is an executive-level employee in an organization who defines and leads the company’s learning and development strategy. Mastery Score.

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Even the Leadership Playing Field

CLO Magazine

A 2012 research report from global leadership firm PDI Ninth House called “Can Women Executives Break the Glass Ceiling?” ” confirms the gender gap across the leadership spectrum is still widest at the top. The research revealed that women scored higher in overall competencies at each level than men (Figure 2).

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The SEC just mandated human capital disclosure: What does this mean for you?

CLO Magazine

Three things in particular had their attention. Suppose you are sharing your employee engagement score or leadership trust index and the scores drop. In 2015 the SEC undertook a once-every-other-generation review of the rules with the understanding that the world had changed significantly since 1977.

Metrics 111
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How to get your L&D budget approved

CLO Magazine

The former CLO for IBM once shared an interesting story with us. The last item is the net promoter score, which executives appreciate and support. Executive attention will perk up when you move to application because this means employees are actually doing something. Perhaps, it’s best to focus on that measure.

Budget 108
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How to create a “Bosshole-free” zone

CLO Magazine

In 2016, the Stanford Business School Advisory Council stated that “self-awareness” was the most important competency associated with effective leadership. This isn’t an indictment on the manager but rather a means to look at objective data and identify areas where attention needs to be paid. Spotting a Bosshole.

Free 102
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The Power of Counterintuitive Thinking in Leadership Development

CLO Magazine

Developing themselves and improving others’ perceptions of their leadership capabilities can be hard work. This is commonly reflected in a low 360 feedback score, but a leader may also learn about it as a result of informal negative feedback from colleagues, in more formal performance reviews or in other settings.

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Monetizing Leadership Development

CLO Magazine

Leadership development programs can be expensive. A learning leader is sitting at “the table” about to make a proposal to the C-group for funding for a new leadership development program. It requires an attention-getter. ” That will grab attention. He asked, “Leadership for what purpose?”