As the business landscape evolves, so do the roles within the C-suite. I'm particularly fascinated by the emerging positions poised to shape the future of leadership and drive significant change within aviation and airline organisations.
Here are some standout roles I've been reading about:
Chief Planet Officer (CPO)
Role: Focuses on environmental sustainability beyond corporate responsibility.
Focus: Implementing strategies that not only minimise environmental impact but also actively contribute to planetary health.
Given the aviation and airline sector's focus on environmental sustainability. It is no surprise that a role dedicated to this area holds significant promise. In 2021, a resolution was passed by IATA member airlines committing them to achieving net-zero emissions from their operations by 2050. So, leaders specialising in environmental strategies are poised to become highly sought after as the industry works towards this ambitious goal.
Chief Reputation Officer (CRO)
Role: Manages and protects the organisation’s reputation.
Focus: Overseeing public relations, managing crises, and ensuring consistent, positive public perception.
While it might seem that the responsibilities of a Chief Reputation Officer (CRO) could fall under the broader C-suite or even the Chief Marketing Officer (CMO), the emergence of this role highlights a shift driven by the COVID-19 pandemic, the rise of social media, and the impact of 'cancel culture'. Although managing public perception often involves public relations, the CRO's role is distinct. It will demand strategic oversight and senior-level authority to make critical decisions swiftly during crises, ensuring robust reputation management and resilience.
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Chief Longevity Officer (CLO)
Role: Focuses on extending the organisational and employee lifespan.
Focus: Implementing practices that promote long-term organisational health and employee well-being, including wellness programmes and sustainable practices.
Discussing Chief Longevity Officers (CLOs) might seem unusual for a recruiter, but the growing strategic emphasis on employee retention cannot be overlooked. While many businesses will continue to rely on their CHROs for this focus, organisations concerned about high attrition rates or seeking a more dedicated approach may find value in introducing a CLO. This role represents a commitment to in-depth employee development and long-term retention strategies, addressing the evolving needs of a modern workforce.
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Chief Resilience Officer (CRO)
Role: Ensures organisational resilience to disruptions.
Focus: Developing strategies to withstand and recover from crises, including natural disasters, cyberattacks, and other unexpected events.
I think we all wished we had a CRO during the height of the pandemic. The demand for senior expertise in crisis management was evident, and the need for resilience extended throughout the entire workforce. In a rapidly evolving world, where it feels like personal and business circumstances shift faster than ever, resilience remains a highly sought-after skill. A CRO could provide crucial leadership in managing changes effectively and securing buy-in from the wider organisation, offering a significant advantage in navigating both current and future challenges.
Chief Learning Officer (CLO)
Role: Manages organisational learning and development.
Focus: Enhancing employee skills, leadership development, and fostering a culture of continuous learning.
If I had to choose a standout, it would be this one. Our culture is deeply rooted in continuous learning, supported by a structured development plan for all employees.
In the aviation and airline sectors where upskilling and reskilling are frequently discussed, investing in learning yields widespread benefits. Consider AI: while its presence is undeniable, the real challenge is how effectively people can utilise it to benefit their business.
By prioritising learning and development at all levels of the C-suite, companies can foster growth and skill enhancement. This strategic focus not only boosts employee development but also impresses clients with enhanced capabilities, leading to substantial long-term advantages.
Chief Happiness Officer (CHO)
Role: Ensures the overall happiness and satisfaction of employees.
Focus: Creating a positive work environment, implementing policies that enhance work-life balance, and promoting employee well-being.
I think the focus on the happiness of employees partly stems from the evolving expectations shaped by the constant feedback loop individuals experience through social media platforms, where likes, loves, and comments serve as instant affirmations.
However, it goes further than that. From enhancing employee well-being, reducing turnover, improving workplace culture, enhancing employee engagement and attracting talent, I think we can all agree we want more of our employees to be happy than not.
Final thoughts
These roles highlight the increasing importance of sustainability, resilience, employee well-being, and continuous learning in modern aviation and airline organisations. As businesses face new challenges and opportunities, these C-suite positions could be crucial in driving long-term success and positive impact.
What did I miss? I’d love to hear your thoughts on the most exciting new C-suite positions that you are reading about.
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