Learning Circle No. 6 - Creativity & Innovation

Learning Circle No. 6 - Creativity & Innovation

LEARNING CIRCLES ABOUT LEARNING – NO 6: CREATIVITY AND INNOVATION

CHECKING-IN:

What is in your mind at the moment?

Where is your focus of attention?

TODAY’S PROBLEM STATEMENT

If creativity is corelated to learning, as L&D professionals how can we use creativity techniques to create more effective learning experiences

WHAT IS INTELLIGENCE?

WHO IS MORE INTELLIGENT?

WHO IS MORE INTELLIGENT?

DEFINING INTELLIGENCE

Intelligence is multifaceted, that is; aspects of it can be expressed in many domains.

Intelligence is also functional. Intelligent behaviour is always directed towards accomplishing a task or solving a problem.

INTELLIGENCE AND CREATIVITY

How do you define creativity?

DEFINING CREATIVITY

Divergent thinking. Enduring change through the provision of a novel solution.

INTELLIGENCE AND CREATIVITY

I N T E L L I G E N

C E

CREATIVITY

CREATIVITY AND ATTENTION

What types of attention do we know of when learning?

CREATIVITY AND LEARNING SETTINGS

FROM TO

EXAMPLE 1:

EXAMPLE 2:

What other Ideas / ways have you seen?

CREATIVITY AND PRINCIPLES OF LEARNING

CREATIVITY AND PRINCIPLES OF LEARNING

THE DIGGING STAGE

EMPATHY MAPPING Empathy is a source of information

We are interested in designing an annual leadership learning plan for our very junior supervisors

EMPATHY MAPPING

What is she feeling

What is she thinking?

Excited Mixed emotions Anxious Curious Important – Valued Ambitious Proud Overwhelmed Confused

How is she behaving? Asking in HR office what programs we have Reflecting on last year Talking to others Asking opinions form colleagues for my learning What are your thoughts? Getting to know everyone to prepare for the plan How am I going to acquire knowledge? How am I going to be supported from my leaders? How am I going to supervise my team? What are the things that enables performance? What are the milestones I need to go through? Will I be able to achieve it? How do I secure it?

What is she expecting? Support from managers A program that is personalised (focused on me) Resources Timeframe Accomplishment – the things in the plan will be done Achievement – success

Name: ANNA

EMPATHY MAPPING Empathy is a source of information

Junior supervisors do not seem to know The necessary steps for their own learning plans, As such they experience mixed feelings. It is important to provide learning plans that are Personalised, specific, supported by managers and time-bound.

CREATIVITY AND PRINCIPLES OF LEARNING

THE DEVELOPING STAGE

REVERSE BRAINSTORMING

What is the worst thing that could happen?

They will fail No career progression The learner will be disengaged form the team She will get fired Impact the entire department and hotel performance

The training manager will suffer too in PDR L&D will no longer be trusted by others We need to spend money recruiting someone else She will create a bad reputation for the business outside the business She will develop depression She will jump off a cliff.

EMPATHY MAPPING + Reverse brainstorming

Solution

Problem Statement

• Prepare an schedule that reflect their learning plan • Investigate what her learning plan should be according to her • Define success (What makes a successful supervisor) • Set goals (action orientated plan)

Junior supervisors do not seem to know The necessary steps for their own learning plans, As such they experience mixed feelings. It is important to provide learning plans that are Personalised, specific, supported by managers and time-bound.

CREATIVE ABRASION

CREATIVE ABRASION

ORGANISATIONAL CHANGE IS MORE EFFECTIVE WHEN IT IS DRIVEN BY MID-MANAGERS THAT HAVE THE CAPACITY TO INFLUENCE FRONT LINE TEAMS AND TOP LEADERS. THIS WAY IS MORE EFFECTIVE BECAUSE REAL ORGANISATIONAL CHANGE IS IMPLEMENTED BY MID- MANAGERS AS THEY HAVE MORE PRESENCE IN THE OPERATIONS

CHANGE IN ORGANISATIONS MUST BE DRIVEN BY TOP LEADERS. THOSE WHO ARE AT THE TOP OF HIERARCHY ARE THE ONES WHO NEED TO IDENTIFY, PLAN AND IMPLEMENT THE CHANGES THAT AN ORGANISATION NEEDS TO GO THROUGH

CREATIVITE ABRASION

INDIVIDUAL LEARNING DEVELOPMENT PLANS SHOULD BE DESIGNED BY THE EMPLOYEE. HE NEEDS TO DECIDE BY HIMSELF THE AREAS OF IMPROVEMENT AND THEN ACT UPON IT. MANAGERS ARE NOT THERE TO FOLLOW UP BUT RATHER TO FACILITATE ADVICE

LEADERS ARE RESPONSIBLE TO DESIGN THE INDIVIDUAL LEARNING AND DEVELOPMENT PLAN OF THEIR TEAM MAMBERS. THEY MUST HOLD THE TEAMS ACCOUNTABLE FOR THEIR PROGRESS AND ENHANCEMENT OF PERFORMANCE

PERSPECTIVES

PERSPECTIVES

LEARNING CIRCLES ABOUT LEARNING – NO 6: CREATIVITY AND INNOVATION