What Is The Difference Between A CLO and a CIO?

By E. Brown

Many Fortune 100 and 500 companies get the difference between a Chief Information Officer (CIO) and a Chief Learning Officer (CLO). However, many smaller companies that are now venturing into the waters on online learning seem to be confused. They seem to understand the need for a CIO or CTO, but when it comes to learning they feel that this position can be occupied by those very same high level positions.

The differences are primarily at a strategic level. Certainly, while the CLO and CIO interact, there are three areas of significant distinction. Margaret Driscoll, in her book, Web-based Training, offers a very concise explanation of these three areas….

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eLearning: Many Non-Profits Sit On The Fence

By E. Brown

I have talked with numerous Not-For-Profit (NFP) organizations about online learning and knowledge management. Almost all are interested in the subjects and would like to distribute their content online for learning and training. Yet, they are all sitting on the fence when it comes to execution.

I was reminded of this again while at breakfast the other day. I ran into an acquaintance who knew of a VC that wanted to invest in online learning to reach an international audience. His issues were the same. All the NFP’s he had met with were waffling when it came to “doing the deal” and taking the eLearning plunge.

Why?

Getting In The Game
I witnessed this same attitude when the Web bubble started to grow in the early 90’s. Many NFP’s watched from the sidelines. I made three observations as to why this attitude prevailed:

1. They didn’t understand the technology and were intimidated by change
2. Many were simply waiting for “critical mass” before jumping onboard
3. Most had not planned on the cost of the technology infrastructure or outsourcing

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We Need To Focus On The Good Stuff

By E. Brown

After hearing an interview with author, Mike Robbins, I agree — we need to focus more on the good stuff. Life is too short.

It is funny, I was talking about this very same thing last night with a group of friends. We are trained from a young age to find the things that are wrong…

“You mispelled that one word” (forget the fact that the 14 others words were spelled correctly)

“You burned the biscuits” (this was the first time they had made biscuits)

“You always leave the toilet seat up” (when you’ve lived on your own for 10+ years, some habits are hard to break)

And, the list goes on. Sound familiar? It is easier to find fault than to find appreciation.

Another by-product of this is that most people do not know how to accept praise and appreciation. You have seen it before, or maybe experienced it first-hand.

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How Leadership Styles Affect Productivity

By E. Brown

There are 4 primary leadership styles, many of which you can find within most businesses or organizations around the world. These styles are: Dictatorial, Authoritative, Consultative, and Participative.

Each of the leadership styles have impact on reforming and/or creating company culture. There are short-term and long-term effects for each style. For instance, the authoritative style may produce great results in a short amount of time. However, excessive use of authority will decrease productivity in the long-term. People either get fed up and leave or fall into a malaise of hum-drum repetitive tasks without creativity and innovation.

All the while, a participative style will be unproductive in the short-term. But, the longer this style of leading, the more productive a company can become.

Many leaders never make it to a point of high productivity.

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Leadership Styles: When to Use Them

By E. Brown

In the previous article I discussed the 4 leadership types: Dictatorial, Authoritative, Consultative, and Participative. I discussed the unique traits of each one and some of the pros/cons. Finally, I covered the fact that there was no “One Style” that fit all — no silver bullets — and that a good leader recognized when to use one style over another.

A question that is often asked is, “When? When do I use one style over another?” In this article I’ll provide some tools for you to better understand when to use the dictatorial style over the consultative style, or the participative style over the authoritative style.

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Leadership Styles: Dictatorial, Authoritative, Consultative, Participative

By E. Brown

One of the first leadership books a friend recommended I read was by Myron Rush. He was kind enough to let me read his copy. After I returned the book I searched for a personal copy. I finally found a used one on an obscure Web site that an acquaintance directed me to.

While thumbing through it the other day I was reminded of differing approaches to management. Here is an excerpt and list that I am sure you can relate to.

Leadership Styles

Definitions and descriptions of leaderships styles range from the very simple to the very complex. Leadership styles can be identified by how authority is used, how a leader relates to others, employees minds and muscles are used, and how a leader communicates.

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The 10 Commandments For Leadership

By Don Boykin (Originally titled, What I Wish I Had Known Before I Got Into Management)

Leaders don’t start out as leaders. For example, we started out as writers, then someone put us in a leadership position. The inclination is to drift back to what we know (i.e. writing). What often gets missed here is the connection we should make with those whom we lead and work. Everyone is looking for someone to follow.

10 Commandments

1. It is always about people and relationships.
We tend to focus on the work, rather than the people. Don’t do it! We have to keep our eyes on the people.

2. It’s more about being than doing.
Dr. Henry Blackaby says that leadership development is synonymous with personal growth. The best thing a leader can do for their organization is to grow personally.

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Organizational Killer: Leadership Insecurity

By E. Brown

I talked with a friend yesterday who recently left a job. I was shocked and concerned to hear how the company and its culture had changed within a very short period of time. Over the course of 5 months communication went from full-disclosure to hidden agendas, from mission-minded to money-centered, from exciting to discouraging, and from encouraging to fearful and intimidating. What could bring on this hideous transformation in such a short time? This is the result of leadership insecurity.

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7 Best Words for Leaders

By E. Brown

You’ve worked your way up into management. You started at the bottom and you learned every aspect of the business to this point. Now you’re leading a team, a department, or an organization and it feels great. You are the “go to” person with all the answers. Yet, over the last few months you have noticed this nagging in the back of your mind…

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The Power Principle

By E. Brown

Ever heard the term, We’re living on borrowed time? For those of us in positions of power and authority a variation holds true: We’re living with temporary power. This is what I call the Power Principle.

I was reminded of this the other day by my friend, Andy. He commented that we’re all given a certain degree of power. We all have influence in certain arenas of our lives — for a time. The power will not always last and it can be taken away. How we use the power we have is tantamount. Are we leveraging our power for the good of others or for our own selfish ambitions?

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Leadership: “Gardeners” Needed

By E. Brown

My friend, Dr. Tim Elmore, made some interesting observations. He studied world events and how each generation since the 1950’s have viewed leadership. He recognized how leadership styles have evolved over the years. He then categorized a series of leadership styles based upon his findings.

As a new generation of workers/employees come on board, we agree with Dr. Elmore, that a new kind of leader is needed. What does that new leader look like? What qualities does he/she possess? How much experience does this leader need?

The brief descriptions below were taken from his white paper: A New Kind of Leader.

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Leading or Competing?

By E. Brown

“Having influence” is a broad definition of leadership. Within 360 Visioneering we often talk about Christian media and ministries taking a leadership role on the World Wide Web. Is it possible to be a leader, considering such popular sites as Microsoft, Time Warner, Yahoo!, eBay, Amazon, and Google?

I say yes. Before you write me off as an idealist, think about a few things. While it is true that many ministries have neither the budgets nor the staffs that the companies noted above have, big budgets and big staffs do not automatically secure the popularity or success of a web-based initiative. You and I serve a big Creator who owns all the resources necessary to influence lives on a global scale. What can we do to get in on His agenda?

We first must ask the question: With the Internet as part of God’s plan to reach the world, are we committed to using this medium to make an eternal impact? The following are checkpoints to gauge where you are as an organization in your commitment to use the Internet.

1) Have clear direction. Ask God to define the purpose of your Web-based initiatives, then make sure your team has clear direction about the tasks at hand.

2) Build for success. Ensure that the structure of your team has the components for success. First, create the right motivating tasks that generate results. Second, compose a good mix of diversely skilled and talented team members. Third, set the expectations for how your team should work together within the boundaries of your organization.

3) Give full support. Give your staff access to training and consultation. Share appropriate information with your staff and include them in planning. Provide your team with the resources they need to get the job done – tools, space, or whatever the job requires.

This may be revolutionary in your organizational thinking. But, isn’t God’s way revolutionary? Jesus was revolutionary in the way He dealt with people and priorities. He was on His Father’s agenda and had clear direction. He gathered a diverse, talented group and set expectations. Finally, He trained and provided the resources to get the job done. As a result Christ not only influenced 12 men, but also generations to come. Our calling is not to compete with the popular sites on the Web. We never will be able to compete with them. Our calling is to lead people to Christ and influence their lives.

Community & Team Work

By E. Brown

I like these pieces from Rory Noland’s book, The Heart of the Artist. They speak to the things I am interested in: creativity, teams and team work, community, and learning. These particular points are from the chapter, The Artist in Community.

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The Motivator: Lessons for Leaders

By E. Brown

Listed here are a series of statements that we have found resourceful when thinking about leadership. These statements apply to managers and leaders in churches and other nonprofit organizations.

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Be Careful What You Say

As a leader, any little thing you say and how you say it comes under scrutiny. Your words can impact like a gentle whisper or like a roaring lion. If you are in any kind of leadership role take heed to what former professor Gene Jennings had to say.

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Top 3 Nonprofit No-no’s

By E. Brown

In our interacting with many Nonprofit organizations, we have noticed certain tendencies and assumptions regarding their online brand and outreach. Here are listed the three most common issues we have observed.

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