July 2019 - Coorpacademy

Will you accept this challenge? The Battle requests are becoming terrific!

After we rewarded Sory Fofana with a prize for being the player of the millionth Battle on Coorpacademy, we decided to redesign the Battles on the platform. We started redesigning the Battle requests. Let’s see how! But before diving in, just a quick reminder on Battles…

1 battle = 2 players + an average of 6 questions on 1 course level

A Battle is launched by a player to another, randomly or strategically chosen, your choice! The one who has the more right answers, or the fastest one in the event of a tie, wins the Battle. But not only, this player also wins stars to climb up the ranking and improves his or her knowledge base. Not mentioning the feeling of pride you receive after winning a Battle!

The redesign of battle requests

What are the objectives? The player who receives Battle requests…

1. …Is now better notified of being challenged

2. …Can choose better the Battles he wants to play and the opponents – they are well displayed on each Battle request cards.

3. …Can review the course before accepting the battle to get more chances to win!

Just see for yourself!

The new design of Battle requests on Coorpacademy

It’s time to play!

Learners Vote Coorpacademy as Top Gartner FrontRunner® for Learning Management – Press Release

Corporate Digital Learning expert Coorpacademy is pleased to announce that it has been recognised as the leading ‘FrontRunner® for Learning Management’ by The Gartner Digital Markets Research Team.

Software users voted Coorpacademy top in the entire category, based on Usability and Customer Satisfaction, beating 22 other providers including Cornerstone LMS, OpenEdX and Lessonly.

Coorpacademy is a major force in the provision of user-centric corporate digital learning solutions. Coorpacademy makes in-work training always about the user, connecting back with the learner to find a better way to deliver what they want, as well as encouraging staff to develop their skills, especially ‘soft’ ones, to future-proof both their careers and the corporate knowledge base.

It is a leader in the next generation of Workplace Learning tools, the ‘Learning Experience Platform (LEP),’ which work by enhancing learner interaction and engagement as well as offering a wide range of training content. In Coorpacademy’s case, this translates into new digital functionalities, such as gamification and mobile learning, the latest teaching innovations including reverse pedagogy and 5-minute targeted ‘micro’ training modules, individualised learning paths and multiple forms of high value content via a catalogue of over 1,000 courses.

Commenting on the news, Jean-Marc Tassetto, co-founder of Coorpacademy, noted that, “We are extremely proud to be recognised by the learners themselves as a leader in Usability and Customer Satisfaction, as we are all about the user experience and the fact that users rate our platform so highly is testament to that. This reflects our determination to only ever offer training that suits the learner and which engages them enough to keep them coming back for more!”

About Coorpacademy

An Edtech startup and the European leader in Corporate Digital Learning, Coorpacademy is revolutionising online training with a Learning Experience Platform that integrates the latest innovations in instructional design, including gamification, microlearning and adaptive and social learning. Coorpacademy offers tailor-made content for its B2B customers and their 800,000 employees, but also a catalogue of over 1,000 courses produced with top industry experts like Forbes, IBM, IBM Think Academy, Wolters Kluwer and Video Arts.

Founded in 2013, the company is based at the EPFL (Swiss Federal Institute of Technology)’s Lausanne campus, and also has commercial offices in Paris and London.

About Gartner Frontrunner®

FrontRunner®’s Learning Management Quadrant tool is 100% data-driven and has been architected to help businesses easily identify top software products in a particular category, based on verified user reviews across three websites – Capterra, Software Advice and GetApp, which operate under the overall Gartner Digital Markets umbrella. The final rank is derived from user reviews to highlight users’ current most-favoured Learning Management software: products qualify as FrontRunners if they have received 20 unique user reviews in the last 24 month and earned the top scores for Usability and Customer Satisfaction, as well as offering the core learning management functionalities of course tracking and course management.

Why acquiring soft skills is not as hard as you think – an article from Jean-Marc Tassetto, co-founder of Coorpacademy, in RealBusiness

Coorpacademy’s Jean-Marc Tassetto outlines how to respond to new data on what skills are important in the workplace.

This new article written by Jean-Marc Tassetto, co-founder of Coorpacademy, has been published in Real Business, the content brand that tells the truth about SME life today for people starting, running and growing a small business.

To read it in its original version, it’s here. You can find here some extracts of the article:

“In its latest Annual Global Trends report, LinkedIn says it’s detected a real paradigm shift in what global recruiters are looking for in job candidates. The report, based on input from over 5,000 talent professionals across the globe, says soft skills like ‘creativity’ are increasingly sought after in today’s workplace.

Hard skills or soft skills for today’s era?

Hard skills are still highly sought after, such as competence in cloud computing. But as advancements in automation and AI change, the skills employers require is increasingly soft skills. In short, employers are recognising that computers can’t perform soft skills to the level that talented humans can. As the pace of business and automation speeds up, demand for employees to be able to think outside of the box, including their ability to work well with others is moving to the foreground. Skills such as critical thinking, communication, collaboration skills are what candidates need in the modern workplace.”

[…]

“Despite the increasing value of soft skills, the majority of companies lack any policy in this area. As a general rule, our work culture is not equipped to search for, grow or even accommodate these capacities. The critical question, then, is how will organisations adapt to acquire these increasingly desirable new capabilities?

Being a more flexible and adaptive working environment is the new way of doing business. We must take the right steps towards this shift. But most importantly, we need to accelerate their efforts to upskill and reskill. Plus we need to see a radical change in the way training is delivered.”

Make Skilling and Reskilling Engaging

However, acquiring soft skills is hard. Millennials especially, find traditional workplace PPT-driven instruction or traditional e-learning courses too uninspiring. Such indifference can turn your training budget into an expensive resource-wasting, tick-box exercise.

To get started, leaders should start using a new generation of digital tools. For example, the Learning Experience Platform (LXP or LEP), makes training relevant and exciting by putting the learner at the centre of the learning experience. Businesses need to re-think training. This includes getting people to really engage with it. This includes training content that’s diverse, interesting and easily accessible.

Gamification & Microlearning for Training

Firms should exploit the engagement potential of techniques like gamification, online competitions and learner quizzes. Neuroscience has shown us that playing stimulates curiosity and the desire to progress, as the term ‘play’ in the widest sense creates a positive, reinforcing learning experience.

Microlearning is a very powerful way to make this happen. This should be well integrated into the learning experience, as it allows the employee to directly look for the knowledge she really needs before a meeting. At the same time, the contribution of wider communities of learners should not be underestimated as the ability to interact and measure up to others increases learning capacity.”

[…]

“Training has a crucial role to play to skill and upskill your staff in new soft skills. Firms need to also pay heed to the learning experience in order that their staff genuinely acquire these new skills. Acquiring soft skills shouldn’t be hard – just use the tools out there to make it as easy as possible.”

Read the article in its original form here!

If you want to read other articles from Jean-Marc Tassetto, co-founder of Coorpacademy, it’s here:

Let’s start using a whole new class of meaningful HR KPIs – HRReview

How to Stop Worrying About a Jobless Future? – Bdaily Business News

Let’s welcome a new dawn of behavioural learning analytics – TrainingZone

Coorpacademy’s 6th birthday!

Coorpacademy’s international team from 3 offices (London, Paris and Lausanne) gathered in Paris on July 11th to celebrate the 6th birthday of the company under the theme of cinema.

Will you recognize Audrey Hepburn, Harry Potter or Catwoman on the picture?

From the beginning of the story, our ambition was to revolutionize Corporate Digital Learning by being learner-centric and focusing on the individualization of learning experiences for each learners. Our success for the last 6 years told us we were right to take this strong viewpoint.

We want to take this opportunity to thank our clients, our content partners, our coworkers and our investors for this beautiful adventure!

It was a beautiful party. We’ll meet next year with a new party theme!

“It’s never too late to start, restart or even change a career”: the SkillsBuild Program explained by Lisa Neddam, Education Offering Manager at IBM

The SkillsBuild Program was officially launched officially on June 17th in Paris!

The SkillsBuild initiative is a Global program led by IBM aiming at supporting populations that need to re-enter the workforce. The program will help people to get training, to start new careers or to change careers. It gathers NGOs (Aurore, Emmaüs France, Fondation Agir Contre l’Exclusion, Fondation des Apprentis d’Auteuil et l’Institut de l’Engagement) and content partners, including Coorpacademy, a Corporate Digital Learning specialist.

During this launch party, we had the chance to sit down with Lisa Neddam, Education Offering Manager at IBM. She’s leading the project at IBM – her mantra is to use technology for the greater good!

Lisa Neddam présentant le programme SkillsBuild lors de la soirée de lancement

Lisa Neddam showcasing the SkillsBuild Program at the launch party on June 17th.

What’s the objective of the SkillsBuild Program launched by IBM?

The SkillsBuild program is geared towards people who are looking for a job, who are in professional re-integration or vocational integration. This can be people that didn’t fit into the educational system, unemployed, migrants, refugees, woman that are getting back to work after a maternity leave, for example: SkillsBuild targets all people needing to be lent a hand to find a job, start careers or change careers.

The idea behind the program is that everyone can acquire or strengthen his or her skills at anytime it matters the most. Digital skills, obviously, but not only: we want to favor the new skills required to evolve in the digital world, professional soft skills, that need to be acquired in order to face the uncertainties of tomorrow’s world. The ability to work in a team, critical thinking, agility – for example. Jobs are under lots of transformation thanks to digital tools, so are the skills necessary to thrive in this environment!

What are SkillsBuild’s pillars?

First, there is the one pillar which consists in developing theoretical skills on a digital training platform, with learning tracks and digital certifications. However, we do think that just the digital training platform is not enough. We need to integrate the platform in more complete training programs. This is why we will implement the project with the help of 5 NGOs: they will provide the platform to their beneficiaries, but also to their coworkers and volunteers. We want to support the work that’s being done already by volunteers, to integrate it to existing items. Indeed, once someone is out of the professional world, that person needs a better and richer support program than just a training platform.

IBM will organize in the meantime acquired skills application projects, that’ll allow learners on the platform to acquire a first professional experience in the digital world.

Finally, the program offers employability coaching. There will job matching tools on the platform that will allow participants to look for professional opportunities on the basis of their own digital skills. On the other hand, there will be an ecosystem of employers ready to recruit on the basis of skills and not on the basis of education. The idea is to test the skills in a different way, to have a different recruitment mode based on skills and not prestigious universities.

Part of the training will be run through a digital training platform. How do you think you will avoid the digital tools’ fear of adoption that can sometimes occur?

Often, there is a lack of maturity on digital topics and this can block the adoption of new tools: SkillsBuild is also an opportunity for these associations to set up the digital platform for their employees and volunteers.

In this vision of upskilling, these 5 NGOs will be able to suggest and work on their own digital transformation projects. These projects will be delivered by IBM experts in a skills sponsoring logic. Before this, IBM was doing these kind of projects in a “closed circle” with associations, and now we’ll use this as opportunities to put skills into practice, by opening the projects to learners either in shadowing or in active participation. We’re looking for a win-win ecosystem in which associations can help their beneficiaries in upskilling and getting a job while working on their own digital transformation.

At IBM, we have set up a dedicated team of Digital Success Managers full-time from July 1st to support the platform adoption and stickiness of learners and to help associations and learners. 5 people will be dedicated to learners in a sponsoring skills logic for the platform to be used as its best!

L'équipe de Digital Success Managers d'iBM pour le projet SkillsBuild IBM’s Digital Success Managers, who are full-time from July 1st to support the people targeted by the program.

To sum up the project, it’s a mix we think smart between projects, online resources, skills sponsoring, mentoring and coaching. In addition to the digital tool, we do think that the support has to be rich. The final goal is to maximize engagement, adoption, stickiness, for people to find their spot again in the professional world and to be happy where they will be.

Can you speak to us about the associations that are partnering with SkillsBuild (Aurore, Emmaüs France, Fondation Agir Contre l’Exclusion, Fondation des Apprentis d’Auteuil and l’Institut de l’Engagement)?

These associations are working with diverse types of populations but all need support to get back to the professional world. Some focus on young adults, other on migrants, long-time unemployed people or entrepreneurs to be.

These are all big names in the NGOs world in France, and they have the necessary infrastructures to welcome a program like this and make it work!

They contacted us through IBM’s network and the selection went naturally from there.

Why did you choose Coorpacademy as a content provider for this project?

First of all, we didn’t want to do this project through an IBM platform, we wanted an open platform, a different one. IBM already has a lot of online training platforms, but we needed the right pedagogical methods, the best content, we wanted to partner with the best in their fields.

What we like at Coorpacademy is the pedagogy – which is different from IBM’s one – the gamification, the microlearning, the global accessibility of the platform. We wanted a balance between corporate content – content from IBM – and content with different approaches and different pedagogical methods.

The program will contain 3 training tracks. One will focus on Digital Culture with Coorpacademy, the 2 other ones will be more specializing ones: one on customer support and care, the other on web programming with CodeDoor.

Armelle Lavergne présentant le projet SkillsBuild lors de la soirée de lancement du 17 juin Armelle Lavergne, Head of Content and Partnerships at Coorpacademy, was presenting Coorpacademy at the launch party.

“Had I not played Battles, I wouldn’t have been amongst the 4 laureates of the Paris Airports MOOC” – Discover Sory Fofana’s interview, the player of the millionth Battle on Coorpacademy

The MOOC Paris Airports laureates awards ceremony, organized by Tourism Academy, occured at the Maison de l’Environnement et du Développement Durable in Athis-Mons (France) on July 4th, 2019.

The MOOC Paris Airports is an online training platform powered by Coorpacademy which will allow this new learners promotion to specialize in airport services jobs, from welcoming tourists to airport security and assistance to people with reduced mobility.

We are proud to help creating jobs in what is the first showcase of France in the world with our pedagogical expertise.

Remise de Prix Tourism Academy MOOC Paris Aéroports

We also took this opportunity to interview Sory Fofana, who finished at the 4th spot of the MOOC and who played the millionth Battle on Coorpacademy!

He enjoyed his learning experience on the Paris Airports MOOC and now wants to keep training as an Hotel Assistant Manger. He started on Monday (08/07/19) to practice his new skills in a 3-stars hotel.

“The MOOC gave us great insights to propose a top-notch welcoming experience to tourists. I’ve never seen an online training platform as complete as this one, with as much learning content. It was completely new to me and really great!”

Sory Fofana, joueur de la millionième Battle sur Coorpacademy

What were you doing before taking this Paris Airports MOOC online training?

Before I took this training, I was doing an internship in order to become an Hotel Assistant Manager. I just finished the theoretical part of it. Now, I’ll start the put into practice part of it, on Monday, July 8th. For the next 4 months, I’ll apply what I learned in the theoretical part of the training.

You finished 4th in the Paris Airports MOOC, how did you achieve this great result?

It was a long challenge, and pretty difficult for me. How did I do it? I needed to earn points, especially with playing Battles one I had finished all training contents. Had I not played Battles, I wouldn’t have been amongst the 4 laureates of the Paris Airports MOOC.

What did you think of the online training platform?

I thought it was great. It was completely new to me, I’ve never found something similar to this. The website is great, the training content was very pedagogical and the more you finish modules, from Basic, Advanced and Coach, the more you want to learn the rest. The pedagogy is great, and it’s playful at the same time.

What did you think of the Battle mode?

When I had finished all courses, and after I got all badges and certificates, I received a Battle requests. I started to look into this. And I was like: “Let’s try this!” The more I received Battles requests, the more I played, and I told myself: “If I want to finish among the laureates, I need to challenge other learners and play Battles!”

What was your favorite course on the platform?

My favorite course was the one on Indians. I worked for more than 10 years in the hospitality field at AccorHôtels, and I was welcoming Indian customers. Indians can be complex customers, they have their own way of asking things and I needed to adapt every time to their culture, to their ways of thinking and to their ways of seeing things. This course really interested me in order for me to face any kind of situations with Indians. They’re very curious, and the more they ask questions, the more they show interest to our culture, to our ways of seeing things. Through this course and the Battles associated with it, I really understood how to welcome Indians when they visit France.

What do you want to do after?

Battles.

Congratulations on the millionth Battle played on the platform!

Thank you very much! It was a great experience, an enriching one. Thanks for all the work you’ve done for the platform to work seamlessly, I didn’t see any bugs. It was great overall!

Bravo!

Sory Fofana, joueur de la millionième Battle de l'ensemble des plateformes Coorpacademy

According to a study by City and Guilds Group, UK employees are bored with L&D… Pain point by pain point, discover what Coorpacademy does to make their learning experiences better!

According to the study Learning Insights 2019 by City & Guilds Group: ‘UK employees want their employers to provide a much more curated and tailored approach to training to better equip them with the skills needed for the future. They want to see more engaging (37%), personalised (35%) and better-quality (29%) content, as well as shorter micro-learning (23%) methods available at work.’

More engaging?

Why not try the ‘Battle’ mode on Coorpacademy?

In our Learning Report 2018, we identified a type of learners, the Players (the learners who played at least one Battle) and we realized that Players were more engaged and more efficient in training. The Players are 2x more present: the number of months that a learner is active on the platform during his/her whole learner life cycle is two times higher for Battle players than for non-players. The Players are also 3x more active, with more than 3x more lessons viewed. They also dive deeper into the content: they have started and completed 7 more modules on average than non-players. Finally, the Players are 13% more successful (success rate is measured as the completion rate of started modules) than non-Players.

By the way, did you know that our clients are also seeing the difference? In our latest interview with BNP Paribas Asset Management (they launched their Coorpacademy-powered platform Digit’Learning in May 2018), Sylvie Vazelle-Tenaud, Head of Marketing Europe for Individuals, Advisors and Online Banks, told us:

We present the platform as a tool for gaining expertise with a gaming aspect. In our communication, we mainly highlight the functionality of “lives”. We also highlight the fact they can earn stars. This functionality enables us to generate emulation between employees and make them want to take the courses again. Conversely, we didn’t communicate very much about battles but the employees discovered that functionality on their own and loved it! Coorpacademy offers flexibility in learning without being time-consuming, as the average duration of an entire learning journey is 20 minutes. Employees build their expertise in record time while having fun!

Indeed, more than 70,000 Battles have been launched on the BNP Paribas Asset Management platform in only one year. And the Battle mode is pretty successful on Coorpacademy, because we just reached 1 million Battles played on all Coorpacademy platforms!

UK employees want more personalised training content?

Our Behavioural analytics allow us to create 27 learners’ profiles, in order for everyone to have the most personalised and individualised course recommendations.

In one of his latest article published in TrainingZone, Jean-Marc Tassetto, co-founder of Coorpacademy, takes the examples of the Curiosity or Perseverance Key Performance Indicators and how they can be of great help for learners (for their own individualised course recommendations), but also for L&D managers.

L&D managers and administrators benefit [from Behavioural Analytics] because they can access all sorts of new types of insight – not only finding out what someone successfully learned, but how the learner got there and which learning approach they chose.

This opens up tremendous diagnostic value, way beyond pure learning analytics. It also opens up the possibility for new performance indicators, such as curiosity, or perseverance – both hugely valuable HR metrics.

Take curiosity, identified as an “important variable for the prediction and explanation of work-related behavior” (Mussel, 2013). That is really critical, as motivation to engage in lifelong learning is a sine qua non of employability for today’s worker.

Notably, another important effect of curious collaborators is that they contribute to a company’s innovation potential, particularly in the light of the “death of top-down management” (cf. John Bell, 2013).

Employee learning perseverance is another potential new KPI example. When you next need to decide who to recruit to lead a project, or who to train, it may be useful to select those who are qualified but also the most resilient candidate (cf. Amy Ahearn, 2017).

Better-quality?

Our courses are co-edited with top experts, such as IBM, Video Arts, Wolters Kluwer, famous publishing houses…

Shorter?

All our courses are available in a microlearning format: 5 minutes, just the time you need to learn quick insights or refresh your memory on a topic, before an important meeting or when you flight is about to take off.

In his article 5 minutes to learn, Jean-Marc Tassetto, co-founder of Coorpacademy, explains the concept of microlearning:

The content is divided into several shorter, more accessible sessions, with the creation of opportunities and contexts as a background. A session of microlearning should be seen as an opportunity to create special and useful “moments” for learning, particularly on mobile, while waiting for a meeting to start or a plane to take off. It’s during these moments that employees will want to integrate a few useful notions.

We launched “5 minute learning”: short content, editorialized and contextualized according to what’s going on and what our customers need, and delivered on mobile, which allows the creation of these short learning “moments”. All of this is supported by an engaging user experience.

Let’s start using a whole new class of meaningful HR KPIs – Jean-Marc Tassetto in HRReview

This article has been originally published in HRReview. It has been written by Jean-Marc Tassetto, co-founder of Coorpacademy. To read it in its original form, it’s here.

There’s plainly a crisis in how HR and L&D is working with training data. For example, according to the 2019 run of its annual Digital Learning Realities Research, HR analysts Fosway reported that only 14 per cent of respondents in the UK HR community think they are effectively measuring the impact of learning, while 53 per cent admit they’re probably doing it ‘ineffectively’ and 33 per cent are not even trying.

Discover some extracts of the article:

“However, help may finally be at hand in the form of the Learning Experience Platform (LXP), originally defined by workplace learning expert Josh Bersin and recently formalised as a new market category by Gartner.”

[…]

“Why we need to move beyond the LMS

That’s because LXPs track any behaviour traces and use them to test what works and what doesn’t, based on a powerful new way of collecting such data, the ‘Experience API’ or xAPI standard. The Experience API is a technology designed to create a rich environment for online training and learning and is there to address the limitations found with the e-learning technologies currently used that are too focused on tracking the learner through a specific course, rather than through diverse learning experiences.

Why does this matter? Up until recently, elearning analytics only existed in a very limited form, as any learning data that was harvested was very partial. That was due to the fact that the technology L&D had to rely on for so long – the LMS, the Learning Management System – is primarily an admin and delivery system, designed for managing access to training and participation of learners.”

[…]

“The rise of new HR metrics

So how does this new API work? By working with activity streams. The best way to understand this is if you look at someone’s Facebook wall, what you are looking at is a series of activity stream statements, and the concept is gaining traction as a useful way to capture a person’s overall online activity, on social networks and in the enterprise. xAPIs capture learning experience data – and as we start to aggregate these streams across an enterprise, we can identify the training paths that lead to the most successful or problematic outcomes, and so what determines the effectiveness of the whole training programme. Doing that would in turn enable HR leadership to glean new insight not only on what a learner has successfully learnt, but how they gained this knowledge and which learning approach they chose to follow. This provides opportunities for strong diagnostic values and advance performance indicators, such as Curiosity, or Resilience, and other very promising new HR metrics.

For example, ‘Curiosity,’ is associated with advanced abilities including an aptitude for learning – and as Knowledge, in the Google age, is easily acquired, employees we know who have this capacity could be a real asset for the company.”

[…]

A deeper picture of workplace learning

By using these new behavioural indicators, data available for Human Resources and line of managers of the real capabilities of their teams becomes much richer and more complete. What’s more HR professionals can properly consider the full candidate potential of a person for a specific job not only in terms of their knowledge and skills, but also their character and behavioural qualities. Brands would have access to not only what a particular person has actually learned, but also how the learner landed there, what learning approach they have chosen, so we can come up with tailored recommendations that are close to their actual needs. Good news for the corporation and the benefit for the employee is to help her become the real owner of their employability. Finally, trainers and HR managers also benefit, because they can access all sorts of new types of insight – not only what someone successfully learnt, but also how the learner got there and which learning approach they chose.

So let’s seize the chance that the powerful combination of the LXP and the xAPI offers – and make workplace training and development the truly strategic business tool we all know it deserves to be.

You can read the article in its complete and original form here.

Discover other articles from Jean-Marc Tassetto, co-founder of Coorpacademy:

How to Stop Worrying About a Jobless Future? – Bdaily Business News

Let’s welcome a new dawn of behavioural learning analytics – TrainingZone

Why Training is an Under-Used Source of Employee Insight – Incentive & Motivation

5 minutes to learn – an article from Jean-Marc Tassetto, co-founder of Coorpacademy

A study by Bersin by Deloitte paints the portrait of corporate learners today. Overworked: two thirds of them said they don’t have enough time to do their job. Impatient, too: they won’t spend more than 4 minutes on a video and have an attention span of 5 to 10 seconds on a website. Lastly, learners today are distracted, unlocking their smartphone up to 9 times an hour and logging online 27 times a day on average. The study also shows that employees are likely to be often interrupted by outside elements, such as virtual or real interactions, or even by themselves, while they are focused on a task. Sometimes, every 5 minutes. A short period of time.

Those 5 minutes are not a lot of time to complete a task, let alone receive training. And it is often difficult to devote entire days to training sessions. At the same time, a growing need can be observed among employees to take control of their training journey and develop skills progressively, on the topics they want and whenever they want. And Human Resources managers are becoming aware of this.

Coorpacademy, as a new player in the online training market, is trying to solve this equation through shorter training modules and sessions of “microlearning” and even “nanolearning”. The idea is simple: it’s a relevant answer to the chronic lack of time from the traditional corporate training model.

The content is divided into several shorter, more accessible sessions, with the creation of opportunities and contexts as a background. A session of microlearning should be seen as an opportunity to create special and useful “moments” for learning, particularly on mobile, while waiting for a meeting to start or a plane to take off. It’s during these moments that employees will want to integrate a few useful notions.

We launched “5 minute learning”: short content, editorialized and contextualized according to what’s going on and what our customers need, and delivered on mobile, which allows the creation of these short learning “moments”. All of this is supported by an engaging user experience.

Several studies have shown the efficiency of microlearning. An article in the International Journal of Educational Research Review states that a group following a “traditional” training program is less efficient than a group with the same content in a microlearning format (64% vs. 82%), and that microlearning can increase an individual’s learning capacities by 18% compared to traditional methods.

In order to create moments that are favorable for learning and thus transform the training process and make it a truly effective tool for the transformation of companies, a change in our ways of thinking is fundamental.

Heads of human resources and training, you should look at the training experience as a whole before you start scheduling training programs: every coworker must be able to manage their own learning time and pace.

Managers, you have a fundamental role to play: to accompany the training of your teams. Allow and encourage new ways of learning!

Finally, employees, don’t forget that for every moment spent in training, even if it’s only for a few minutes, you are developing your skills and knowledge, and therefore your current and future employability.

Coorpacademy in the Top 20 finalists of EdTechXGlobal Awards 2019 Scale-Up category!

Coorpacademy has been selected in the Top 20 finalists of EdTechXGlobal Awards 2019 Scale-Up category!

20 finalists included those education and training companies who have shown the most revenue growth momentum over the last 3 years.

Along with Coorpacademy (Switzerland), other finalists include Learning Technologies Group (UK), Toppr (India), Busuu (UK), ApplyBoard (Canada), Amity University Online (India), Le Wagon (France), Openclassrooms (France), Twinkl (UK), Unicaf (Cyprus), Virtual College (UK), Touch Surgery (UK), FutureLearn (UK), Learnship (Germany), Ducere (Australia), Upgrad (India), Circus Street (UK), Mindtools (UK), Seagull (Norway), Clio Online (Denmark).

We are proud at Coorpacademy to have been recognized by EdTechXGlobal as an innovative, fast-growing and impactful company transforming the future of learning and work!

Who’s EdTechXGlobal?

EdTechXGlobal connects the global learning community through insight, investment and thought leadership event series – including the flagship summit, EdTechXEurope in London and local Ecosystem Events in Africa, Asia and Europe. These curated EdTechXGlobal events bring together executive level investors, innovators, and industry influencers from worldwide education technology companies from across 60+ countries. EdTechX is also the founder of London EdTech Week, a connected, curated event series featuring 40+ event hosts powering events across London each June.

Month: July 2019