By Teresa Fausey

At University of the Rockies, business professionals are learning how

In today’s business settings, employee engagement is critical to the success of every organization, and to the retention of talented professionals.

Building and maintaining a workforce committed to and excited about learning and growth has never been more important—or more valuable—than it is right now. The level of employee engagement that comes with cultivating a culture of learning not only means improved retention rates and higher levels of productivity, but also a more adaptable and competitive organization overall. As more and more business leaders have recognized the value of employee engagement and motivation, and embraced the idea of creating a vibrant learning culture, three important new career paths have emerged:

  • Chief Learning Officer (CLO): The CLO is a C-level executive in charge of creating a proactive learning culture within a company or organization. From strategic development and planning, to e-learning and performance management, the CLO determines how to best match employee education with organizational goals. According to a recent CEO study by IBM, one of the biggest differentiators between high-performing and other organizations is their capacity to drive change. An active learning culture is the most important element.

    “CLOs serve as the leading change agent within the company,” says Dr. Peter Pintus, industry expert and professor with University of the Rockies Organizational Development and Leadership program, “which makes this role increasingly important in today’s fast-paced business environment.”

  • Corporate Consultant: This professional offers a wide range of services that help make a company, business unit, or department more effective. A corporate consultant offers services ranging from system and process evaluation, to employee training and management team skill sets development.

    “Trending corporate consultant roles include Corporate Learning Consultant (CLC) and Organizational Development Consultant,” says Dr. Pintus. “Both positions provide planning, leadership, and coaching to ensure the company’s learning and development plans align with its long-term goals.”

  • Executive Coach: The person in this role helps managers and executives improve their business, and sometimes, their personal lives by observing organizational behaviors, recognizing individual talents, and mentoring leaders. An executive coach assesses existing processes and performance plans, and helps develop succession planning.

    “It’s becoming more critical for organizations to focus on what truly motivates employees and inspires them to perform at their best,” says Dr. Pintus. “With changes in organizational structure and external factors affecting businesses today, understanding how to create a culture that recognizes, motivates, and educates employees will continue to become increasingly important for leaders and organizations.”

Also, according to Dr. Pintus, best-in-class organizations should have all three of these roles in place, with a CLO overseeing the whole learning and engagement effort within the company, and driving the development of a knowledgeable, future-focused, and nimble culture that can manage change.

University of the Rockies

University of the Rockies provides high-quality, accessible learning opportunities to those seeking to reach goals in professional practice, service, or distinguished leadership. A leader in graduate education, the school offers master-level, as well as doctoral programs, in the social and behavioral sciences through its School of Professional Psychology and its School of Organizational Leadership.

The School of Professional Psychology provides ethical, scholarly, and personalized education that prepares learners for practice in psychology. Candidates may concentrate in one of several areas of specialization. They may also pursue some specialties online.

The School of Organizational Leadership provides high-quality, accessible degree programs that develop the expertise and competence required to lead today’s organization. At both the master and PhD level, candidates can choose from among many areas of specialization, including three new degree programs recently introduced: A master’s in human services; a master’s in organizational development and leadership; and a doctorate in organizational development and leadership.

Meet Peter K. Pintus, PhD

Peter K. Pintus, PhD

Peter K. Pintus, PhD

Peter K. Pintus has enjoy a diverse career spanning 26 years and including roles in management and administration at Fortune 500 companies, training and coaching, counseling, consulting, leadership and management development, organizational culture development, and teaching.

His interest in helping organizations and individual leaders succeed has led him to join the faculty at the University of the Rockies and teach graduate-level courses in the school’s Organizational Development and Leadership programs.

Dr. Pintus earned his bachelor’s degree in speech and broadcasting at Iowa State University, his master’s degree in counseling at Texas A&M, and his PhD in educational leadership and innovation at the University of Colorado at Denver.