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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The Reciprocity Principle

By E. Brown

Did you know you cannot out-give? If you give to someone, they will almost always want to give more back. This is the Principle of Reciprocity.

When you look out for your friends and co-workers, they will want to return the favor. Giving is infectious.

The only drawback is the motivation for giving. If you give out of selfish ambition, then guess what? You may get something back, but it will never be what you hoped or as much as you hoped for.  And, when you do not get anything back, you only done harm to yourself because you are the one left feeling hacked-off.

Don’t give to get.

When you give, not expecting a return, the  reciprocal giving is that much sweeter. And, when you give, not expecting a return, your feelings will not have been hurt if you receive nothing in return.

Take a look around your “world”, your social network, your clients, your friends and family — who can you give to?

Have fun!

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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Life and Leadership Integrity

By E. Brown

I have had this on a 3×5 card on my desk for years. I look at it often along with other cards I have written inspirational thoughts and quotes on. If you like this, grab an index card and write it down for keeping on your desk. Make the same habit of collecting quotes and encouraging tidbits to inspire you toward higher goals.

Integrity:

- I will live what I teach.

- I will do what I say.

- I will be honest with others.

- I will put what is best for others ahead of me.

- I will be transparent and vulnerable.

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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