KEY POINTS

• It is vital for the CEO, senior management and a broad set of executives to act as catalysts to stimulate a learning culture and disseminate this culture broadly within the firm. Since most CEOs will be pushing their strategic change agendas, they will typically need to draw on executive learning to bring the executive cadres along so that they can effectively implement the new strategic directions. Thus, the creation of a learning culture would be a key item on the CEO's agenda.

• The HR function typically plays an important role in supporting the CEO and senior management. Apart from the obvious responsibility of hiring and developing new talent – perhaps through executive education programs – HR may also be responsible for implementing the mandate from top management for a strengthened corporate culture.

• The new role of chief learning officer (CLO) is increasingly being created as a specific, separate function to underscore the importance of lifelong learning and to ensure that learning tasks are not underemphasized because of HR's other pressing activities. In particular, the CLO may be involved in developing tailored programs that will support the implementation of new strategic shifts mandated by senior management. Often the CLO is responsible for the “corporate university” in a firm.