2024 CLO Accelerator

A Certification Course Unlike Any Other.

Launching: October 28, 2024

  Register Today and Save $600 With Our Early Bird Discount!
  Become a Member to Save $900!


Fast-tracking New and Aspiring CLOs

The Chief Learning Officer Accelerator is a virtual seven-week, comprehensive and experiential development program focused on the most important topics and the latest CLO research and best-practice findings for high-level learning executives. Aligned with CLO LearningElite organizational criteria, the Accelerator places a premium on learning from not only its esteemed faculty, but — equally important — your fellow learning professionals. You will participate in building the body of knowledge by sharing real-world experiences and lessons learned in discussion groups and missions and build a robust network to serve your role as CLO and help build your contemporary career. The program comprises personal action plan development and case study application presentation with feedback from the entire Accelerator faculty.


MentorPlus: Oct. 2-3, 2024

MentorPlus is a virtual program designed as a precursor to the Chief Learning Officer Accelerator, facilitating swift connections between faculty and students through a "speed mentoring" format. This innovative approach allows participants to address current challenges and topics relevant to the Chief Learning Officer role.

  • The first 14 registrants will secure a spot in the MentorPlus program.
  • Students are encouraged to bring questions and challenges ready for discussion.
  • Choose between 15-minute sessions on Day 1 or 30-minute sessions on Day 2.
MentorPlus Schedule

Meet the Faculty

Adri Maisonet Morales, EdD, MBA, MSOP, PMP

Vice President of Talent Management, Blue Cross Blue Shield of North Carolina


Coming soon!

Adri Maisonet Morales
VP of Talent Management
Blue Cross Blue Shield of North Carolina

Faculty Member Details Coming Soon

Faculty Member

25+ Years in Learning and Development

Judy Whitcomb

Founder, Storybook Leadership Consulting LLC


Judy has more than 25 yearsʼ experience in a variety of HR and organizational development leadership roles. An award-winning learning and development strategist, speaker, facilitator and trainer, sheʼs worked with over 1,000 leaders – from emerging high potentials to C-suite executives – to help them take steps to close gaps preventing them from leading most effectively. Judy is a veteran CHRO and chief learning officer with experience in the transportation, financial services, hospitality, health care and not-for-profit sectors. Judyʼs coaching clients have included leaders from organizations such as Coca-Cola, Hallmark, 7-11, IRI, Beam Suntory, Conagra, General Mills, Potters Industries, Black and Decker, Hannaford Brothers, Vi Senior Living and Google X. Additionally, she has practical experience leading operations, business development, marketing and finance functions and has worked with boards on governance, organizational strategy and succession planning. In 2020 Judy was recognized by Crain’s Chicago Business as one of Chicago’s top HR executives. She is a certified Berkeley Executive Coach and holds assessment and coaching certifications from Gallup, Korn Ferry, Center for Creative Leadership, Hogan and EQi 2.0.

Judy Whitcomb
Storybook Leadership
Consulting, LLC

Justin Lombardo

Chief Human Resources and Staff Development Officer, Archdiocese of Chicago (Retired)


Justin Lombardo most recently served as chief human resources and staff development officer for the Archdiocese of Chicago, comprising 15,000 employees serving more than 2.2 million Catholics with 293 parishes and 199 elementary and secondary schools. He is now retired.

Prior to his role with the Archdiocese of Chicago, Justin was chief learning officer for the Baptist Health System in Florida. He also served as vice president of the Learning Institute and chief learning officer for Children’s Medical System of Texas. Prior to Children’s, he was chief learning officer at Northwestern Memorial in Chicago, where he developed the NM Academy, consolidating all the education resources of the system.

Justin's efforts to transform healthcare learning and development have been recognized by the Mayor of Chicago, Chicago Business Council, Working Mother magazine and other regional and national organizations.

Before working in healthcare, Lombardo spent 15 years at Motorola University, where he managed various global functions. Justin has served on training and development advisory boards at the national and international level, including a task force of the United Nations; the Center for Creative Leadership; the Feinberg School of Medicine at Northwestern University; and the Center for Nursing Excellence. He was appointed by the Governor of Illinois to the state’s task force on workforce development. He has held faculty appointments at Northwestern University, University of Alabama at Birmingham and Johns Hopkins University.

Justin is a long-time member of Chief Learning Officer's Advisory Board.

Justin Lombardo
Chief Human Resources and Staff Development Officer
Archdiocese of Chicago (Retired)

Kevin D. Wilde

Executive Leadership Fellow, Carlson School of Management, University of Minnesota


Kevin D. Wilde serves as an Executive Leadership Fellow at the Carlson School of Management, University of Minnesota. He teaches applied leadership in several graduate courses. His current research topics include leadership coachability, executive derailment and contemporary talent development. In 2015, he concluded a 34-year corporate career in leadership and talent development at General Electric and General Mills.

During his time at General Mills, the organization was consistently recognized for its innovative development work, highlighted by Fortune’s #2 ranking as one of the best companies in the world at leadership development, #1 listing by Leadership Excellence magazine, #1 Global Learning Elite ranking, and Training magazine’s “Hall of Fame” designation as a top company for employee development. In 2007, Chief Learning Officer magazine selected Kevin as CLO of the year.

Kevin continues to be an active contributor to the leadership and talent development profession with business advising and writing. His advisory work includes the Institute for Corporate Productivity (i4cp) and GP Strategies.

His most recent book, “Coachability: The Leadership Superpower,” was published in 2022 and received a gold award from the North American Book Awards. His early books include “Dancing with the Talent Stars: 25 Moves that Matter Now” and “A CLO Leadership Reader: Chief Learning Officer Magazine’s Best for Today’s Learning Leader.” His writing for Talent Management magazine received a national award for editorial excellence from the American Society of Business Publication Editors. His work has also been published in over a dozen books, including “Coaching for Leadership,” the “Pfieffer Annual on Leadership Development” and “Forward Focused Learning.”

While actively researching, writing and teaching, he first and foremost considers himself a student of the game of leadership and believes there is always something new to learn.

Kevin D. Wilde
Executive Leadership Fellow
Carlson School of Management, University of Minnesota

Faculty Member Details Coming Soon

Faculty Member

30+ Years in Learning and Development

Course Details

Developed by a faculty of award-winning chief learning officers, the Chief Learning Officer Accelerator is a development program focused on the most important topics for learning executives, including leadership challenges and opportunities, strategy development, funding and infrastructure, learning technology and creating your personalized career development plan.

Who Should Attend?

The Chief Learning Officer Accelerator is a next-generation learning experience designed specifically for learning and development leaders. This interactive program is tailored to the needs of aspiring and newly appointed CLOs (and even experienced CLOs looking to sharpen their edge, broaden their network or expand into a new role), across all organization sizes and sectors. The program — designed by CLOs, for CLOs — will increase and quicken the learning curve to skills proficiency and offer a gateway to an exceptionally strong network, accelerating both your readiness for the CLO role and your impact within that role.


Learning Outcomes

  • Increased knowledge of the learning space and the CLO role, particularly in the areas of leadership demonstration, strategic decision-making, technology and infrastructure, and preparing for the future of learning.
  • A solid understanding of the business impact that learning is making in your organization; the knowledge to achieve, measure and demonstrate business results through learning.
  • A certificate of completion of the course, issued by Chief Learning Officer.
  • A personal development plan for your journey of impact as a CLO.
  • A strong network of learning leaders, both seasoned and accelerating in their careers.
  • CLO is proud to share that many of our Accelerator graduates have gone on to win industry awards and recognition and promote to significant, senior roles in their career.


What You'll Gain

  • Digital professional credentials for your resume, LinkedIn profile and email signature.
  • Recertification credits.
  • A certificate of completion of the course, issued by Chief Learning Officer.
  • Knowledge and leadership from our faculty of widely-respected industry experts.
  • Network opportunities with our highly-engaged community of aspiring, newly appointed and experienced CLOs.
  • A post-course invitation to a private LinkedIn alumni group where the conversation continues.
  • An invitation to pursue 1:1 coaching with select faculty members.



Are You a Solution Provider Interested in Sponsoring the 2024 Chief Learning Officer Accelerator Program?

The CLO Accelerator Scholarship Program is a prestigious initiative aimed at supporting the education and career development of talented individuals with a passion for learning and growth.

Get in touch today to learn more about this unique sponsorship opportunity.

*Please note scholarship recipients are selected by the sponsor. If you wish you be considered please register, if you are selected you will be notified and your registration fee will be refunded. 

Learning Modules


Week 1: Demonstrating CLO Leadership

Deepen your understanding of what it means to be a leader in your organization and the competencies you will need. This module explores the intricacies of determining business priorities and aligning to those priorities, gaining executive support, developing leadership practices, acquiring business acumen and thinking strategically.

Learning objectives:

  • Understand the differentiating competencies, experiences and accomplishments of a successful CLO.
  • Gain a real sense of playing at an executive level in your current role as CLO or how to improve and position yourself to become a CLO.
  • Use the class to take ownership of your personal leadership challenges to perform at the CLO level.
  • Initiate a process to create a high-impact enterprise learning strategy grounded in business strategy and needs.


Week 2: Becoming More Strategic: Mindset & Map

Strategic leaders are tuned into the needs of the business, understand how their actions impact corporate objectives and use data to make smart decisions. This module will help you establish a strategic mindset and ensure your actions align for success.

Learning objectives:

  • Understand why strategic leadership is so important in today’s world.
  • Determine what strategic leadership looks like.
  • Learn how to be seen as a strategic leader:
  • Ensure your development plan helps take your leadership to the next level.
  • Unify your team under a clear, compelling, motivating vision.
  • Brush up your communication skills.
  • Focus on accountability; link your team’s efforts to business results.
  • Learn two key accelerators to set you up for success:
  • Creating the best team – hiring wisely.
  • Oversight or governance in place.
  • Discuss the key strategic decisions CLOs need to make.
  • Level of funding.
  • How to organize or structure learning.
  • Measurement.
  • Creating the "right" learning culture.

Week 3: Infrastructure & Measurement

Module 3 focuses on building infrastructure and metrics to support business strategy. Understand all the components of your learning infrastructure and the value of metrics, executive communication and technology support.

Learning objectives:

  • Review what you need to know about your organization and the ways you establish a baseline.
  • Understand the components of learning infrastructure within your organization.
  • Explore the various levels of learning evaluation.
  • Dig into executive reporting and the use of dashboards.
  • Learn how to extend your resources to vendors and academic partners.
  • Learn how to navigate the complicated landscape of learning platform technologies.
  • Share experiences with optimizing your LMS or experience platforms.
Learning Culture

Week 4: Building a Learning Culture

Organizations that intentionally and strategically foster a learning culture have a competitive advantage in attracting, retaining and engaging talent. Moreover, a learning culture also accelerates individual and organization performance while preparing teams to navigate through the rapidly changing world. This module hones in on creating a high-impact and sustainable learning culture.

Learning objectives:

  • Learn the benefits of intentionally and strategically implementing a learning culture.
  • Discover the key features of a learning culture.
  • Acquire insights and learn about best practices for establishing a learning culture.
  • Discover insights on the importance of engaging business partners and leaders from across your organization.
  • Learn about the importance of thinking like a marketer and amplify your learning culture inside and outside of your organization through storytelling and other methods.
  • Assess your current organization’s learning culture versus its desired state and begin the development of an action plan.

Week 5: Technology & the Future of Learning

Explore the vast and rapidly evolving tech landscape, as well as the impacts of AI and emerging technologies on the future of learning for both learners and learning professionals.

Learning objectives:

  • Explore how technology is driving the learning experience.
  • Discuss how to make decisions about learning technology.
  • Assess the impact of AI and skills-based talent management on learning processes and technology.
  • Review your current learning technology ecosystem and identify opportunities for improvement.
  • Discuss best practices and innovations.
  • Create a roadmap for a future learning experience and the technology needed to deliver it.
Action Plan

Week 6: Creating Action Plans

Put your learning to use for your organization and for yourself! This module is all about action.

Learning objectives:

  • Put your learning to use for your organization and for yourself.
  • Position yourself to be a qualified candidate to reach your aspirations.
  • Apply the course content to create a personal development plan and an individual exposure plan.
  • Identify your short- and long-term goals that emerge from this course, how you will get there, and how you will know when you've reached those goals.
  • Learn a framework to develop your leadership story.

Week 7: Application & Simulation

More details coming soon on this group exercise involving all faculty and students.




A new module will be launched each week. Students will work at their own pace and can attend “office hours” hosted by the faculty member for each respective module at the end of each week.

What Alumni Are Saying

“[I] enrolled to gain an understanding of [the] CLO’s role and org value. Experience-driven insights from both the teachers and speakers provided a good understanding of the value creation and challenges. Overall the course provided an end-to-end framework on how to build a CLO-driven competency, especially in a large, complex organization.” — Sudhakar Ravada

“Thank you so much for sharing your expertise during the CLO Accelerator course. I learned so much in a three-month window that I wish I would’ve known five years ago prior to stepping into L&D Leadership. I’m already applying aspects of my plan and excited to keep growing! Thanks again!” — Kelly Barefoot

“Thanks for sharing your expertise in the recent CLO Accelerator program — I learned a lot and, excitingly, I have already won my first CLO role with a startup here in Melbourne. I’m looking forward to continuing to apply my learnings. All the best.” — Katy McDevit

“I often think of myself as the plumber who isn’t fixing one’s own plumbing, and the Accelerator was a perfect way to make time for my development and increase my knowledge, influence and strategy from an executive viewpoint. My learning partners are senior- to executive-level, and this was deeply valuable to better understand how my partners think and how to be an influencer at a broader, higher level. In fact, I’ve already passed on strategy learned in this program to one partner to help her to have more of a voice with her C-suite leaders and speak their language. It has also led to increased consulting opportunities for me, just within a few months of this program. Thank you for the well-thought-out topics and numerous resources to equip all of us to be better business leaders while still being focused on the people.” — Tonya Tiggett

Professional Development Credits



Earn up to 12 HR (General) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute.



BetterWork Media Group is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 12 PDCs for the SHRM-CP or SHRM-SCP.



BetterWork Media Group has been pre-approved by the ATD Certification Institute to offer programs that can be used toward initial eligibility and recertification of the Certified Professional in Talent Development (CPTD) and Associate Professional in Talent Development (APTD) credentials. This program has been approved for a maximum of 12 points.

Frequently Asked Questions

How long has the CLO Accelerator program been around?

The CLO Accelerator program was introduced in 2015 as an in-person event preceding the Fall 2015 CLO Symposium. Originally designed as a two-day workshop, it aimed to support individuals who were new to, expected to step into, or aspired to become learning executives. In response to changing circumstances, the program transitioned to a virtual format in 2020. Its overwhelming success led to its continuation as an online offering, which persists to this day.

Will there be networking opportunities?

Yes, all participants will be invited to connect with each other via LinkedIn following the completion of this year’s program.

How can I become a sponsor or exhibitor?

Contact Ana Dirksen, Chief Growth Officer at ana@betterworkmedia.com, or Kevin Fields, Co-Chief Executive Officer at kevin@betterworkmedia.com to learn more about scholarship program. 

You can also visit our scholarship page to learn more.

Will there be opportunities for professional development credits?

Yes, the CLO Accelerator is approved for 12 professional development credits with ATD, HRCI and SHRM.

Who can I contact for further inquiries or assistance?

Contact customerservice@betterworkmedia.com for any questions.

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