Innovation has become a buzzword in many industries, and learning and development (L&D) is no exception. As professionals in this field, we're often tasked with "innovating" the way we approach training and education. This call for innovation can sometimes feel overwhelming or nebulous. Does it mean increasing budgets, adopting new technologies like artificial intelligence (AI), or simply being more creative? In my years navigating innovation within L&D, I've developed practical strategies that go beyond the hype to deliver real value to end users.
What innovation is & what it's not
To innovate is to make changes to something established by introducing new methods, ideas, or products. It's not synonymous with creativity, though creativity can certainly fuel innovation.
While many of us are naturally creative individuals drawn to L&D for its opportunities to design and problem-solve, innovation is distinct in that it's solution-focused. It's about addressing specific challenges and improving outcomes for the people we serve. Creativity might lead to innovation, but innovation's end goal is practical and results-oriented.
With this distinction in mind, let's explore actionable ways to spark innovation within L&D.
1. Spend time with end users
A common pitfall in L&D is relying too heavily on subject matter experts (SMEs) to inform our understanding of end users. SMEs are undoubtedly valuable; they provide critical insights and help us ensure our materials are accurate and relevant. However, SMEs are often high performers or leaders who don't necessarily represent the typical end user experience. To truly understand our audience, we need to spend time observing and interacting with them directly.
Case in Point: During one project, we developed eLearning for a new computer-based system. The training included videos and was approved by leadership and SMEs. However, during on-site visits, we discovered a critical oversight: This audience lacked access to headphones, and many of the videos weren't captioned. As a result, much of the training was inaccessible. This experience underscored the importance of witnessing end users in their real environments to uncover gaps that SMEs or theoretical plans might miss.
By stepping into the shoes of end users, we can create more empathetic and effective solutions that align with their actual workflows and constraints.
2. Think beyond traditional methods
Innovation in training methods doesn't have to mean adopting flashy or expensive technologies. Sometimes, the most impactful innovations come from simplifying solutions to fit seamlessly into an end user's workflow.
Example: In a previous role, I supported deskless workers who struggled to access training via shared computers during their shifts. Logging into an LMS was cumbersome and time-consuming. Recognizing this challenge, we developed a podcast series that allowed employees to engage with training content while on the job. This simple, low-tech solution significantly improved completion rates and user satisfaction.
Key takeaway: Innovative training methods don't always require high budgets or cutting-edge technology. The goal is to meet learners where they are and remove barriers to engagement.
3. Foster a culture that embraces failure
An innovative culture requires an environment where failure is not just tolerated but encouraged as a learning opportunity. Innovation inherently involves experimentation, and not every idea will succeed. However, even unsuccessful attempts can yield valuable insights and pave the way for future breakthroughs.
Example: On a recent project, my team developed an AI-generated chatbot to provide in-app support for end users. While the chatbot was innovative, adoption was lower than expected, and it didn't fully address user needs. Rather than viewing this as a failure, we treated it as a low-risk learning opportunity. By analyzing feedback, we identified additional features needed to enhance the tool's usability and relevance. This iterative approach ensures continuous improvement and responsiveness to end-user needs.
Creating a safe space for experimentation empowers teams to think boldly and pursue solutions that might not succeed immediately but contribute to long-term innovation.
4. Leverage data to drive decisions
Innovation doesn't have to rely on guesswork. By using data to identify trends, measure impact, and iterate on solutions, we can ensure that our efforts are evidence-based and aligned with user needs.
Practical Tip: Collect both quantitative and qualitative data from pilots, user feedback, and performance metrics. For example, after rolling out a new training program, track completion rates, user satisfaction scores, and on-the-job performance indicators to evaluate its effectiveness. Instead of making assumptions, use these insights to refine and optimize future initiatives.
5. Collaborate across disciplines
Innovation often thrives at the intersections of different perspectives and expertise. Partnering with teams outside of L&D—such as IT, marketing, or operations—can inspire fresh ideas and approaches.
Example: When developing a gamified training program, collaborating with our product department helped us integrate features that aligned with existing systems while ensuring a smooth user experience. Marketing colleagues provided insights on branding and engagement strategies that elevated the program's appeal. These additional teams were excited about the concept and we were able to brainstorm the best possible solution while utilizing everyone's background and experience.
By breaking down silos and encouraging cross-functional collaboration, we can expand our toolkit for innovation and create more holistic solutions.
Practical innovation in action
Innovation in learning and development isn't about chasing trends or adopting the latest technology for its own sake. It's about solving problems, improving outcomes, and creating meaningful experiences for end users. By spending time with learners, exploring unconventional methods, fostering a culture of experimentation, leveraging data, and collaborating across disciplines, we can drive impactful change in our field.
As we navigate the ever-evolving landscape of L&D, let's embrace innovation as a practical and purposeful endeavor. Through thoughtful experimentation and a commitment to understanding our users, we can transform challenges into opportunities and deliver training that truly makes a difference.
Image credit: sarasw art