How do you incorporate innovation and creativity into your training and development budget?
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The first step is to align your training and development budget with your organization's strategic goals and vision. What are the key challenges and opportunities that your organization faces? What are the skills and competencies that your team needs to overcome them and create value for your customers and stakeholders? How can you measure the impact and return on investment of your training and development initiatives? By answering these questions, you can prioritize the areas and topics that are most relevant and impactful for your organization's innovation and creativity.
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This is critical for all learning efforts and to maximize training budgets. Interviewing and digging into real business issues with senior leadership, field managers and end users provides rich insights to the actual business problems. Fight to get real data and listen to what it’s telling you about team performance or business health. Use all of that to build a training strategy with clear goals tied to solving those organizational issues. This will prevent trainings that are nice and kinda neat but that nobody uses or effects outcomes (and wastes budget along the way)
Online and blended learning can offer many benefits for your training and development budget, such as flexibility, scalability, accessibility, and cost-effectiveness. You can use online platforms and tools to provide your team with a variety of learning resources, such as courses, webinars, podcasts, videos, blogs, and e-books. You can also use blended learning to combine online and face-to-face sessions, such as workshops, coaching, mentoring, and peer learning. This way, you can optimize the use of time, space, and money, and cater to different learning styles and preferences.
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Blended, or hybrid, learning is a fantastic way to not only stretch a training budget, but also create additional engagement with your customers, or learners. Creating an environment where a learner sees, hears, and uses the information will make the experience the most impactful while saving time, space, and money.
Experiential and social learning are powerful ways to foster innovation and creativity, as they allow your team to learn by doing and interacting with others. You can design and implement learning activities that involve real-world scenarios, challenges, projects, and problems that require your team to apply their skills and knowledge, experiment with new ideas, and collaborate with others. You can also create and support learning communities, networks, and groups that enable your team to share their insights, feedback, experiences, and best practices. These learning methods can enhance your team's engagement, motivation, retention, and transfer of learning.
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Sometimes the most bold, creative or innovative thing HR leaders can do in learning & development is to have staff actually do something in the real world -- outside of a classroom, module, or simulation. Applied application of learning in the flow of work is powerful. Someone once told me that this moves it from a brainstorm to a "Try-Storm." Challenge your learners to apply a distinction or insight SAME DAY. Inspire your learners to share what they learned (I call this an "export") by having them define a name, time, and insight to share on the spot. Humans learn by doing but we need a lot of support and frankly, a kick in the pants to apply the learning in our daily lives. HR can design programs to support this need.
A culture of learning is a key enabler of innovation and creativity, as it fosters a mindset of curiosity, openness, and growth among your team. You can promote a culture of learning by modeling and rewarding learning behaviors, such as asking questions, seeking feedback, taking risks, learning from failures, and celebrating successes. You can also provide your team with opportunities and incentives to pursue their own learning goals, interests, and passions, such as self-directed learning, personal development plans, learning vouchers, and recognition programs. By creating a culture of learning, you can empower your team to take charge of their own learning and development, and unleash their creative potential.
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Borrowing from social media and repurposing content to serve many needs can help build a deeper learning culture. For example a 4 minute skills building video to demonstrate what good looks like and encourage practicing skills can be posted as self-study in a library, be the basis of a short webinar or be used as a breakout session in a classroom delivery. By reusing this material it gives more opportunities for people to learn and it increases ROI for the creation time to make it.
The last step is to evaluate and improve your training and development budget on a regular basis. You can use various methods and tools to collect and analyze data on the effectiveness, efficiency, and satisfaction of your training and development initiatives, such as surveys, tests, interviews, focus groups, observations, and analytics. You can also solicit feedback and suggestions from your team, managers, customers, and stakeholders on how to improve your training and development offerings. By evaluating and improving your training and development budget, you can ensure that it meets the changing needs and expectations of your organization and your team, and that it delivers the desired outcomes and value.
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Another way to stay in budget while creating an impact learning experience is by using free interactive tools to create additional engagement with the material. I’ve begun using Miro, along with a couple other free online collaboration tools, to increase engagement, excitement, and impact with the information.
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A simple, quick, effective way to increase innovation is to use nominal brainstorming instead of traditional brainstorming as a group- it produces TWICE the number of ideas. This means ideating individually first before then coming together to discuss all the ideas and it’s more effective because it mitigates against some of the barriers that are present for group meetings - such as production blocking (where people can’t interject) or evaluation apprehension (fear of negative judgement). Such a simple change for a dramatic increase in innovation.
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