Month: May 2022

Save the date ! We invite our clients to the Digital Learning Club 2022

🗓 We invite our clients to our first Digital Learning Club of the year 2022! 

Like every year, our clients are invited to our offices – in France and Switzerland – to share a friendly moment. It is an opportunity to meet your peers, to exchange on the good practices of Corporate Digital Learning, and to discover the novelties to come at Coorpacademy.

During this first edition of 2022, come and discover all that awaits you for the next semester -roadmap and new features to come – and do not miss the experience sharing of one of our customers and without forgetting, a delicious buffet… So, we are waiting for you!

The benefits of the Yogist® – Well at Work method in companies: interview with Anne-Charlotte Vuccino

 

🧠 “Our bodies and brains are still, until proven otherwise, our primary working tools”

💻  As hybrid work intensifies, our jobs have become increasingly sedentary. Thus, quality of life at work has become a real priority, both for team performance but also for attracting and retaining talent!

🎬 Discover the interview of Anne-Charlotte Vuccino, CEO of YOGIST® – Well At Work, who shares her feedback on the benefits of the Yogist method in companies and explains her perception of the evolution of QLW.

 

 

Too stressed, too sedentary, times are hard… How can we alleviate and prevent the ills of the office and of working at a distance?

Anne-Charlotte Vuccino: Since the lockdowns with compulsory remote working, and then with the switch to hybrid working, we have become even more sedentary. Sitting in front of our screens all day, not moving enough and not taking a break, neither mental nor physical.

Today, the Yogist method in companies, whether in the office or at home
or at home, it teaches workers how to work or remote work without damaging themselves, by moving, breathing, and oxygenating their bodies and brains, which are, until proven otherwise, still their primary tools for work.

Relaxing is not so easy… How do you teach it to as many employees as possible?

Anne-Charlotte Vuccino: Clearly, digital technology allows us to reach many more people today than if we had taught these exercises and methods in an office. It obviously allows us to increase the effect and benefits of these lessons tenfold, and above all to provide employees with content and techniques that are immediately accessible when they need them, whether they are at home or in the office. And that obviously changes the game.

Quality of Life at Work: a basic trend or the icing on the cake?
Anne-Charlotte Vuccino: Since the Covid crisis, health prevention in companies has become central. We had to protect employees against this disease, but what I have seen is that the quality of life at work has also become a major issue. It is no longer just an accessory, a cherry on top when everything is going well. It has become a priority at the top of the pile of concerns, because it is really a lever for attracting and retaining talent. And of course, when you are well in your body, in your head, when you don’t have musculoskeletal problems, hyper-connection or stress, you obviously work better. So this must become even more of a performance issue for the employee and for the company.
Your best trick for recharging your batteries instantly?
Anne-Charlotte Vuccino: When I’m dealing with too many things at the same time, when I have a lot of windows open on my internal computer, I take a break. A physical break or a mental break. Oxygenating the brain also means allowing it to go back into battle with clearer ideas. And for that, we have a very simple exercise at Yogist, called the countdown. We use numbers to breathe from twenty-five to zero, one inhalation and one exhalation per number, closing our eyes and concentrating only on that number. If you lose the count, it means you’ve been thinking about something else, so you start again from twenty-five and at the end of the twenty-five breaths, I assure you that you will be much calmer with much clearer ideas, with your energies and batteries completely recharged.

2050: The HR Odyssey – Episode 2

 

Somewhere in the world, on a date you still don’t know about, we have located an advanced technology that allows us to get into the daily lives of employees. This fantastic journey through the experiences of different employees will take you to the edge of the Future of Work and allow you to see the challenges of business transformation. Today in our odyssey, discover the daily life of Helix…

“The verdict came down on Tuesday evening. A major French industrial company has just been found guilty of climate inaction due to the use of coal in its production. As a reminder, since 28 January 2037, all energy and heat production, including industrial, must no longer use coal. Indeed, for the past 15 years, fewer and fewer French people have been heating with coal. Thus, all industrial companies had to stop using coal before 2035. Following the law of 2037, companies that have not organised this transition will have to meet the penalties provided for. In total, the company will have to pay…”

Helix turned off his virtual reality headset where he was watching the day’s news. It was 7pm and his daily time was up. Beyond that, his consumption would have violated the law on digital sobriety. Helix thought about the coal story. As an environmental officer in a large financial company, he had had to fight in the 2030s to have the climate and biodiversity impacts of the projects he financed recognised in a broad and uniform manner. Indeed, at that time, when his position had just been created, he had initiated a large-scale awareness and information programme on this subject, to accelerate the ecological transition of his company. The project was a great success thanks to his organisation. He started the project with small communities within the company, and eventually reached the whole group, up to the crucial decision-makers who had to be convinced.

 

In retrospect, his company had almost gone under if he had not started this transformation project, and he even regretted for a long time not to have started this project earlier. Fortunately, his action had been successful. It had taken time, a lot of persuasion, and investing – perhaps losing – money, but it had been worth it.

 

For today, all private and public actors systematically take into account climate-related risks (anticipation of the effects of climate change, loss of value of an asset after its purchase due to climate policies such as fossil fuel assets) and associated opportunities (investments becoming profitable due to climate policies such as carbon prices).

 

Historically, the financial sector invested heavily in sectors that were based on fossil fuels and therefore harmful to the environment. In short, it had to fight to reinvest in more climate-friendly activities. Also, a major campaign to raise awareness of the financial risks of climate change had succeeded in swaying the still reluctant investors. These climate-related financial risks were multiple. First of all, there were physical risks, which could take the form of the destruction of asset stocks as a result of extreme weather events favoured by global warming. The year 2021 is a case in point: giant forest fires, floods, devastating cyclones, etc. These events have an impact on populations, economies and investment income. But these risks also impact many sectors and thus deteriorate income flows: weaker harvests due to heat waves, tourism revenues drying up if there is no more snow in ski resorts etc.

 

At least, if it had taken a long time, it was still possible. There were still stragglers, but now they were the ones being singled out. At the time, this was not the norm. In fact, he himself had pushed the project following a meeting with his banker one day in November 2029, who had recommended new responsible investment products.

 

“Remember when I started the Green or Nothing project?” he said to his companion who was preparing the meal. “It was a very important moment in my career. I look back on it and think that the investment was huge, but it was so beneficial. If we hadn’t anticipated market developments and regulations, we would have had to change in a hurry and in the end it would have cost us more. Maybe even the future of the company.

 

“Yes, it’s true. In fact, it’s like when you go on holiday and I forget to pack for the weather. We end up going to all the thrift shops in town to find suitable clothes on the spot. It costs us more money and maybe even the sustainability of our marriage!”

 

“You’re stupid,” replied Helix, laughing. He went back into his thoughts. Tomorrow was an important day for him. It would be the 7th of November 2050, and COP 56 would be held. He was going to take part in it with a collective of employees, managers, ecological referents and biodiversity advocates to participate in the issues surrounding the ecological transition. These collectives, which appeared as early as COP26 in 2021 and consisted of about thirty people, are now indispensable and represent thousands of employees around the world. 

Back then, the credo was “It only takes 10% of the employees to change the whole company”, today we are very proud to be able to say “it is thanks to 10% of the companies that the world changes”.

 

Conclusion

By 2050, companies will have been turned upside down by the ecological transition. As a result of the consequences of climate change, they will have had no choice but to comply with new regulations, particularly in the most influential sectors. Carbon neutrality has been achieved for the majority of companies.

New jobs will have been created to meet these new requirements, such as the role of an ecological referent, who would ensure that climate and biodiversity impacts are taken into account in each project.

Finally, the consideration of environmental issues will no longer be isolated or carried by a few individuals. As a global priority, gathering around solutions to preserve the environment and fight climate change will be at the heart of the debate and will invite as many people as possible to participate. Non-governmental organisations, public institutions, the private sector and civil society are finding pragmatic ways of cooperating to find global solutions.

The battle between colleagues or how to learn as a team

It is Friday afternoon, and like every week, you log on to your e-learning platform. You notice a notification:

Since your company has implemented a digital learning solution to train on soft skills, you and your friends in the open space have taken to challenging each other on different courses. Indeed, this platform allows users a gamified learning experience, where answering correctly makes learners win lives and users can send each other battles to test themselves on different topics! This platform has really motivated you to learn on a regular basis, and you find it  more entertaining to test your knowledge on a subject by interacting with your peers, especially as it helps you concentrate on retaining the course content. In fact, there have been several occasions when you’ve talked about it together during coffee breaks, talking about information you’ve learned in the course or comparing your results. Since you started on the platform, you have reached the Coach level on most of the courses, so you can help your peers on certain topics.

 

You decide to click on the notification to start the battle. You have reviewed some of the information in the course beforehand, by doing a 5 minute microlearning on each chapter of the course. Now that the battle is on, it’s up to you to win!

6/6. You win the battle by the skin of your teeth. Louis also had 6 correct answers but you were quicker to answer the questions! Luckily you had revised, which surely ensured your victory. You hurriedly ask your colleague for a coffee break to debrief.

 

“So Louis, what did you think of this course?”

“Haha well frankly, I would know from now on that whenever I use a network connection that is not my company network, I would have no control over what is connected to my device. I used to use Wifi on the train for example, but it’s better to avoid using public Wifi apparently.”

“Yeah, it’s true that when you’re on the move you can forget these basic rules and be more flexible! You should talk to the IT department, they could install a VPN software that will allow you to connect from an external network!”

“You’re right! You’ve really done your homework…”

“You should also start studying because next week, a Massive Battle is being organised on the platform!”

 

You return to your desk and before going back to work, you decide to send another battle to another colleague, in order to prepare yourself for the Massive Battle next week.

 

What do researchers think?

A recent study by researchers at the University of Washington found that active learning, based on collaboration and interaction, had a positive effect on students’ academic performance.

Thus, the study found that the absence of active learning can actually harm a student’s chances of academic success. For example, as a result of the experiment, it was shown that students in traditional lecture-based education were 1.5 times more likely to fail than those in courses with active learning.

 

What to remember

Collaborative learning in business is a form of learning that links the ability to learn with and from others. To foster collaborative learning, it is important to allow exchanges and sharing between peers, in order to spread knowledge. Collaborative learning is not only team building, it is also more efficient. It allows employees to learn continuously, through their daily exchanges and feedback.

 

How does this work at Coorpacademy by Go1?

At Coorpacademy, to encourage collaborative learning, we encourage learners to challenge each other and test their new skills in a very interactive and fun way. That of the battles. This element of play on the platform in duel question mode allows each learner to challenge the person of their choice on the course of their choice! The learner who answers the most questions correctly – or the fastest in case of a tie – wins the Battle, 5 bonus points, and a better knowledge of the course.

As part of our platform animation programme and to encourage learner engagement on the platform, the battle can also become massive! In the Massive Battle, all or some of the learners on the platform participate and they are all challenged by one of them. This feature allows HR and training teams to animate the training platform to keep learners engaged!

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