ABSTRACT

The increasing pressure on organizations to innovate more effectively in what they deliver and how they work means there is a distinct need for interventions that enhance the innovation capabilities of employees. This paper, therefore, describes insights from the development, delivery, and impact evaluation of a research-based innovation training model (CLEAR IDEAS) designed to improve both the idea generation and idea implementation competencies of trainees. How key findings from the creativity and innovation literature were turned into a practical model and its operationalization in practice are first discussed. This is followed by presenting a longitudinal evaluation of the training intervention with 151 public sector leaders. Findings showed that the model was well received, led to significant improvements in innovation competencies and resulted in certain trainees undertaking a range of actions to introduce innovations back in the workplace while others failed to apply their learning. Longer-term data provided several examples of subsequent notable ultimate impacts on organizations’ functioning and public service delivery. Finally, reflections on key training, trainee, task, and work environment facilitators and inhibitors of innovation training impact are offered.

摘要

组织在交付内容和工作方式方面进行更有效创新的压力越来越大，这意味着明显需要采取干预措施来提高员工的创新能力。因此，本文描述了基于研究的创新培训模型 (CLEAR IDEAS) 的开发、交付和影响评估的见解，该模型旨在提高受训者的创意生成和创意实施能力。首先讨论了创造力和创新文献中的关键发现如何转化为实用模型及其在实践中的可操作性。接下来是对 151 位公共部门领导人的培训干预进行纵向评估。结果表明，该模型受到好评，导致创新能力的显着提高，并导致某些受训者采取一系列行动将创新带回工作场所，而其他人则未能应用他们的学习。长期数据提供了几个随后对组织运作和公共服务提供的显着最终影响的例子。最后，对关键培训、受训者、任务和工作环境的促进因素和创新培训影响的抑制因素进行了反思。