When recession set's in, training department budgets get slashed and sometimes, severed. The last few years have been challenging for all , except for those who thrive on complexity and uncertainity. Most training managers and professionals have responded in predictible lines - scaling down activity and meeting expense budget. Many chose to deploy technology and evaluated options to use Communication and collaborative tools to prevent non-classroom expenses like travel, board lodging etc. The technology companies have used this cycle to push in their products to highlight importance of trackeability ,measurement and content creation.
Are these examples of real innovation in L&D which can meet the needs of learning, and performance?
Learning manager of a small sized financial company in the USA has chosen to follow a unique approach. His mandate was to make learning and development integral with minimal or no cost. Using creativity, and leadership buy-in, a program was carved out for high potential talent development. The CEO mandate, was to ensure that performing talent especially senior management, is developed and retained. A program was designed for a 18 month duration which covered all subject and domain areas that was considered neccesary to groom these performers. The curricullum was designed by inhouse subject matter experts with executive management group taking lead incharge. Faculty was inhouse developed and the executive managers conducted these sessions (90 minutes duration) on a pre-scheduled calendar. A graduation ceremony concluded the program. Participants were selected by a screening process cmparable to a university admission program involving detailed response on the interest, essay writing and senior management interaction , manager recommendation,and a buzz got evolved. Did this porgram succeeed , the answer is premature for final impact , but some benefits did accrue:-
- The executive buy in was high as they themselves developed and delivered classroom sessions
- Mutual expectations of role and performance got clarified.
- Executives indicated that their line of thinking got clearer
- Potential awareness of people capability through classroom interaction
- Porgram buzz created competition for getting in the program
- People could align learning with everyday performance
ALL OF THIS AT A MARGINAL COST
Who says innovation does not exist ?
The person is Robert Friedman - Dean Learning and Development of Motley Fools
listen to him here
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