What does your ideal L&D org structure look like?

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Interesting question: (depends on industry, but...)

CEO confides in 1 single CLO (with a fully supported budget, SEPARATE from HR) leading to several Directors with LOB authority to consult for the business as a collaborative function (NOT a mere reaction resouce) leading to L&D Managers who are incharge of scalable Pods of L&D practitioners (i.e. Facilitators, IDs, secondary consultants, and LMS Administrators ALL on ONE small/nimble team) under each lead L&D Manager....

...More power, more say, more internal/external collaboration. Oh, and ALL of this would need to follow the exact same metrics-based OKRs and KPIs as any other LOB with C-Suite expectations. Metrics would fit into the Phillips ROI Model (particular accountable at Level 3 and 4)...

...if you find it (or make it?), PLEASE let me know!

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