2. What is “Innovation” in a Business Context
Innovation is a change in the thought process for doing something 1.
The focus for innovation can vary among corporations depending upon the entity’s business strategy. From
this perspective, innovation succeeds from strategic initiatives that engage the individual to the
organization's benefit. Innovation depends on motivated individuals, within a supportive culture, and who are
kept informed on the organization future, often with collaboration on ideas as a core value.
According to the Innovations Index Group and Business Week, Apple is the 2010 top innovator for the fourth
year in a row. While the index measures several metrics for innovation, Apple wins the top honor primarily for
bringing new products to market. Google holds the number two spot, yet they are known for an entirely
different metric such as innovatively handling customer service. Toyota is ranked third for innovation and
they are recognized for innovation in processes. Some companies, such as HP, are recognized for a blend of
innovation metrics. Each organization should have a clear understanding for the desired business outcomes
when pursuing innovation.
How Can Training Support Innovation Initiatives for an Organization?
Training should be considered part of the overall change management plan for implementation of a strategic
initiative for innovation. This change management plan includes the success measures mentioned above to Developing an Innovation Learning
support success and mitigate the failures mentioned above for innovative programs. Training can support Strategy can be tailored to the individual
each of these elements, for example awareness-level training for executive sponsorship to foster a culture business and their needs.
supportive of innovation. If the culture does not excel in collaboration, brainstorming, and/or creativity, then
application-level training can provide the organization members with the skills, knowledge and most
importantly the attitude to innovate. If there are formal tools in place for capturing ideas then again
application-level learning will empower employees to brainstorm, contribute and actively innovate.
In reference to training, Dr. Kamal Birdi states, “Organizations are faced with many choices regarding how to
improve the creativity of their employees. For example, they may use selection tests to recruit more
innovative employees, introduce reward systems for encouraging new ideas or invest more heavily in
Research and Development Departments. However, one potentially valuable strategy is to use specific
”2
learning activities to directly develop the innovation knowledge and skills of individuals or teams.
How To Develop an Innovations Learning Strategy
At ACS, our learning strategists work with our clients to define learning strategies for a variety of topics such
as corporate governance, measurement/assessment, and learning delivery. The same strategic approach is
applied to developing a strategy for innovation initiatives.
The strategic process involves the three phases of Analyze, Align and Implementation Planning (depicted in
the following graphic). During the Analyze phase, we work with organizations to finalize a definition of the
learning need. This Analyze phase may include reviewing previous documentation, talking with stakeholder
groups regarding the initiative, and conducting assessment to document the current and desired state. For Learning Innovation is a quickly
innovation, the Analyze phase helps to determine the current state and desired state for an innovation becoming a top priority for many
culture within the organization. The current state and desired state needs assessment is reviewed with client businesses. There are many new ways to
stakeholders for affirmation and confirmation. make learning accessible from virtually
anywhere.
During the Align phase, our strategists work with organizations to develop solution architecture. We explore
potential solutions and assess them against the known requirements from the Analyze phase. Solutions are
recommended and reviewed with client stakeholders for affirmation and confirmation. In the example of an
innovations initiative, we would explore various solutions to implementing a culture of innovation at the client
organization that more than likely will include executive sponsorship, training of innovation leaders, training
for employees, use of idea generating tools, and innovative ways to engage the organization through social
networking tools acceptable to the organization. At this phase, and overall curriculum design is prepared for
all affected roles.
1
McKeown, Max (2008). The Truth About Innovation. London, UK: Prentice Hall. ISBN 0273719122.
2
Dr. Kamal Birdi, The Institute of Work Psychology, The University of Sheffield, 2010
3. During the Plan phase, we take the solution outcome from the Align phase and consider all elements for a
successful implementation. This could be investment analysis, testing of software or acquired off-the-shelf
courseware, consideration of incentives, metrics, and establishing details to ensure that the innovations
initiative is successful. Then end result is an implementation plan, on which ACS then provides execution
support.
Additionally, the process considers what ACS refers to as the Human Capital Framework (illustrated below).
This framework includes five points of consideration for strategic learning initiatives. The five components of
the framework are People, Process, Content, Technology and Measurement. In the case of an innovation
initiative, we suggest looking at each factor and how it relates to the initiative. With innovation, for example,
one aspect of People might be how managers will react to their team members taking time to suggest
innovative solutions. How will these same managers encourage and foster innovative thinking during team
meetings and/or on projects? We design questions around the five components of the Human Capital
Framework to pursue and resolve for each of the three phases of the strategic process.
ACS Human Capital Strategic Framework
People Process
• Employee • Competency Management
• Manager • Career Development
• Leadership • Performance Management
• HR • Knowledge Management
• Business Units • Succession Planning
• Employee Engagement
Measurement
• Establish
measurement criteria
Content • Implement tracking/ Technology
reporting
• Prioritization of content
• Learning access
needs — technical, soft skills
• Evaluate current inventory • Learning management
• Identify gaps • Reporting and tracking
• Identification of content sources • Integration
– Design • Links to HRIS
– Build vs. buy
• Implementation
• Maintenance
