Author: Rédaction Blog

Finally, I got it! I’ve tried all online learning formats!

 

I was deep diving into Coorpacademy’s learning statistics used by our R&D Team, looking for figures that would best illustrate how essential it is to offer different formats of courses. When suddenly, an epiphany!

Everyone can remember a sudden flash, this brief moment when you finally understand something, thanks to some trigger coming from various places.

It can be a simple rewording, an observation in real life, a concrete manipulation (yes to Kapla in order to understand subtractions), a re-reading with a clear hear or looking at a diagram or a drawing. It can also come when feeling cornered with relevant questions (How did you make it? Do you remember…?)

The mind paths are still a mystery 

Impossible to know the detailed brain maps of each of us in order to offer the shortest way towards understanding and memorizing a notion! The best solution is then to offer, as a digital learning platform, as many vehicles as possible to reach the learner’s understanding. Here’s a challenge! Which vehicle to offer?

Online courses can be based on images, videos (embodied or in motion design), text, click and rewards! So, is it about putting everything in a shaker and happily agitating it? Actually, no: online courses result from a subtle and high-precision mixture, as in pastry recipes or cocktail recipes (to keep on the extended metaphor). They should absolutely not be indigestible (I’d rather stop the metaphor right here).

However and before anything else, it is really important to understand the basic principles. Courses’ videos have to be short, 3-minute videos to make sure they are watched and impactful. The idea is to portion and smartly sequence what is to be learnt using all ingredients available.

I would like to share with you the learning recipes and their test results!

1- 5’learning

1 video + 4 to 6 questions

What makes it unique? 😋

* A very specific notion is handled in a 5-minute learning nugget, or microlearning.
* Questions can be answered before or after the course, according to your need or level.
* Perfect before a meeting, a flight or during commute!

2-  CLASSIC format

9 vidéos (+ PDF) et questions associées.

This is the most common format we use. It is built in 3 levels (Basic, Advanced, Coach) with a coherent succession of dozens of 5’Learnings.

What makes it unique? 😋

* Progression: if you answer all questions very fast, it probably means you already reached this level of expertise. You then spend less time in what you already know (you don’t have to follow a course beforehand, or to watch a video), and you can spend time on what you don’t already know and what your really want to learn.
* Curiosity: you can learn with the course video, but with the questions too! Each answered question will provide a Key Learning Factor and a “Did you know that?” in order to spark your curiosity and make you learn other things on the topic!

3- THe assessment

From 5 to 40 questions, without video

Series of questions, without videos, to assess your level. The platform will them take you to different learning paths according to what you master and what needs to be improved!

What makes it unique? 😋

* Qualitative and personalized feedback at the end of the assessment are so much more valuable than a simple grade.
* The assessment improves the knowledge stickiness.

4- The Immersive format

Number of videos and questions can vary (but is not arbitrary!)

The principle is to simulate a real situation so the learner can play “as if”. Learners can train and apply their newly-learnt knowledge. They can draw their own learning pathways and be oriented by the platform according to their knowledge.

What makes it unique? 😋

* Nothing’s more valuable than learning by doing – even virtually – and learning from your mistakes.
* You can start and restart as much as you want, and take advantage of the recommendations at the end of the course to keep improving.

4-1- Mini-series

12 to 15 videos and 1 question after each video

Last-born in the immersive format family 👶: the mini-series co-edited with our partner Video Arts.

This course will teach you how to be assertive in the workplace. Through series of funny, played by actors short scenes, you will see what needs to be done to be assertive, but also what needs to be avoided.  Like in the video example below…


After this, it’ll be difficult to mix up aggressiveness and assertiveness…

To memorize even better, a question will be asked at the end of each videos. An efficient – and addictive – format!

4-2- Courses where you are the hero

Like in a video game, you decide what to do next! By following your path, you’ll end up on your own personalized result. This format is adding learning in a Bandersnatch-like course!

What makes it unique 😋

* Scenarios! Different learning pathways, multiple endings… This playful format makes sure the learner is engaged and is enjoying learning (the content is validated by our team of instructional designers).
* Several variations exist on the Coorpacademy platforms, and they depend on the pedagogical goal we want to reach.

Drama will unleash your inner creativity!

One of our latest role play course focuses on creativity, a skill very adapted to the multiplicity of scenarii. Guillaume Lafon, instructional designer at  Coorpacademy worked with the authors Luc de Brabandere and Anne Mikolajczak, both specialists of corporate creativity. Luc is an engineer and a Fellow at the Boston Consulting Group, Anne is a philologist.

But he also worked with Mathilde Gentil, professional script-writer and founder of  the Gosh Theater Company, who produces “role play theater”, where the audience is active and makes decision about what will happen on stage! In this course, you’ll discover that anyone can learn to solve problems creatively: you just need to apply the right method! And if you also thought that there are not that many solutions to the same problem, you will be surprised to discover that in this course… there are 32! It is up to you to play and replay this course to learn how to organize and facilitate a creativity session, share the pleasure of ideas and, who knows, reveal the creative soul lying dormant in you!

We promise you plenty more innovations to come, that will be as exciting as our latest online Escape Game. By the way, the record time to solve the Black Hole Escape Game is 15 minutes…  If you think you can do better or if you simply want to try it out, click here.

To sum up, all our existing courses’ formats use available online resources (video, image, text, sound, animation …).  Each course type takes advantage of a unique combination of online resources, that will activate the triggers  enabling us to understand a new skill or notion.

By referring to the initial and empirical list of these triggers, I finally and fortunately find them all, at different levels, depending on the format. The triggers attached to role-playing situations or manipulations are very strong in immersive formats; those linked to reading or visualization are almost everywhere, in videos, subtitles, lessons’ PDF; those about rewording or questioning are also very present thanks to the special design of questions and answers strengthening their impact and allowing a great freedom in learning where you can answer question first before viewing the course (i.e. flipped pedagogy).

Each mind can use the format that best fits it, everyone can use the vehicle that best suits them!

Bérangère Chauvenet

Elo, who’s the best?

 

Do you know who this is and how this person succeeded?

Mark Zuckerberg

This is Mark Zuckerberg, co-founder and CEO of Facebook. The David Fincher movie The Social Network depicts his rise to fame, from being a Harvard student to becoming the CEO of the most-used social network in the world. Zuckerberg is described as someone showing a lack of empathy for people and girls particularly. Before Facebook, one of his first ideas was to code Facemash, a ranking system of Harvard girls, of whom he managed to get all pictures.

Facemash©The Social Network

In the movie, he asked about the algorithm in order to create the “ranking”. His business partner Eduardo Saverin writes a formula, on a window, in order to successfully “rank” Harvard girls. This is the formula that will be used behind Facemash.

The Social Network

©The Social Network

Do you know what it means? This is the Elo rating system, a method for calculating the relative skill levels of players in zero-sum games such as chess. It is named after its creator Arpad Elo, a Hungarian-American physics professor. We will see in this article how this system is used, how the formula works and how it could be used in what we’re doing here at Coorpacademy. 

TL;DR

ELO is a classification system which tends to order a group over time. The more time passes, the more the group is correctly ordered. The principle is to predict the result of an encounter between two players and to carry out this encounter. If the prediction does not correspond to reality, we adjust the ranks of the two parties. And we repeat the operation.

How does it work?

Let’s take the existing ranking of a chess game. All players already have a score which represents an estimate of their ability, of their level. This is the rating floor. In chess, it’s 1200. 

Formule Classement Elo

©The Social Network

On the following image, we display two people, who have never played against each other. One has a score of 1,200, the other of 1,600. By using the formula we can see in The Social Network movie, we can calculate the probability of someone winning against someone else.  

By applying the above formula, we calculated a probability of winning.

In this example, we calculated that the person with 1,200 points has a 10% chance of winning, while the other person (with 1,600 points) has a 90% chance of winning.

Next, we compare what was predicted and what really happened during the clash between the two players. For example, in the first scheme, the purple player won when there was actually 10% chance of winning. He then gains 27 points, while the other loses 27. The score of the two players adjusts.

In the end, when two people compete several times, if each person wins half of the games, they will have exactly the same score, it will even out. If one player is way stronger, the score will grow but will stagnate after a while (we will see why later in the article).

In this case, the one who had little chance of winning wins, so wins a lot of points (27).

27 points

In this second case, if that purple person loses, it complies with something that was planned (with 90% chances). The purple person will then only lose 3 points. The chances of winning influence the final outcome and the number of points won.

3 points

In the case of Facemash, Zuckerberg’s idea, in the movie, was to rank Harvard girls in terms of “hotness”. If a girl considered as “hot” battles against someone considered way less “hot”, and wins, it was already “predicted” by the formula and her score won’t change much. She won’t evolve much in the ranking. On the other hand, if a girl considered as “very pretty” competes and loses against a girl considered as “way less pretty”, the rankings will evolve a lot. This would have been considered, by the ranking technique, as an anomaly – the algorithm will then try to rebalance forces and try to “fix the anomaly.”

The formula written on the window in the movie tells us how to calculate the Expected, the chances of winning or losing.

In a chess game, this is used as such. R being the actual score, and E the Expected. 

Classement Elo aux échecs

This method shows that by competing with people on the same level as yours, or a bit better – so there’s less “probability” for you to win – you will evolve way more in the ranking than if you only compete against weaker opponents. This is showed by the number of points you earn – or lose – after each games.

There is also the K in the scheme, which is the maximum you can earn or lose in terms of points, or score. In the example above and the competition between the purple and green people, K is 30. 27 points earned or lost after a game is almost the maximum, and this reflects the chance of winning pre-calculated (10 % for the purple person, who eventually wins).  In chess, and in a lot of other various systems, K varies. A player first games will use a high K of 40 to rapidly position the person in the ranking. Then, K goes down to 20 to limit fluctuations.

This is the theory. When you apply this Elo rating technique on a large population, and you make them compete for a long time (they all start at the same level, with the same number of points), you will end up with a natural repartition of the population in a bell-shaped curve (or the curve of a normal function). People that have the same level will naturally regroup. People that have a very strong level can’t evolve infinitely, will have less potential opponents, and it becomes hard to go away from the bell in the middle.

Cloche du milieu

Everyone will be drawn by the middle bell. Even the people extremely strong or weak won’t go too far from it. It allows us to divide the population by level, like in the schema below:

Clusters de population par niveaux

In chess for example, only 13 players have been above 2800. Today, the highest Elo rating of chess History belongs to the World Champion from Norway Magnus Carlsen with 2889 points, only 2 points above the legendary Garry Kasparov.

It’s not possible to win an infinite number of points, also because, when you’re the best chess player in the world, the chance of winning are very close to 100%. Players are drawn by the middle of the curve, which creates clusters of level in the population.

By cutting the curve, you can regroup people with approximately the same level and make them compete.

A lot of games are using this technique, because it is simple and automatically creates leagues of players with similar levels. We find the Elo rating technique in a lot of video games, such as Counter Strike, Age of Empires or League of Legends, such as in the example below:

Ligues FPSPossible use cases at Coorpacademy?

We could possibly use this rating technique in our “Battle” system, when two players compete on a particular course and must answer correctly and rapidly a series of questions in order to win. We had a few learners feedback saying that they’re afraid the other players are way too strong. It’s a common reaction in multiplayers games, where the question “Will I be crushed?” can induce frustration.

At Coorpacademy, a Elo-type system could reduce this frustration and reassure learners.

Putting a matchmaking system with this method would allow learners with skills in management, or digital, to compete with similar-level learners in the same skill area. This being said, we just launched a Massive Battle feature, which allows learners to challenge a large population of learners simultaneously… We will tell you more about it very soon!

To go further.

Cantor’s Paradise

Microsoft’s TrueSkill (an improved Elo rating technique developed by Microsoft for Halo and team multiplayers game, not only in one-to-one).

GDC: Ranking Systems 

Arthur has been Software Architect at Coorpacademy for 5 years. Every month, he presents on Monday mornings the Tekacademy, gathering Coorpacademy’s tech team around digital and technical innovations. This article had been presented to the team in February 2020.

International partnership: Coorpacademy will distribute Cegos e-learning solutions in Europe [Press Release]

 

Cegos, a worldwide leader in learning & development, and Coorpacademy, a EdTech startup which deploys a digital learning platform adapted to the learners’ new uses, sign a distribution partnership agreement.

Through this new partnership, Coorpacademy customers will now have access to Cegos’ e-learning catalog on Soft Skills (in three different Html5 formats). This premium content will be available to Coorpacademy customers in France, Germany, Switzerland and in the UK.

Founded in 2013, Coorpacademy is a European EdTech startup specialized in innovative, scalable corporate digital learning solutions. Based in Paris and Lausanne, at the EPFL (Swiss Federal Institute of Technology)’s campus, the company is at the heart of Learning Sciences and Educational Technology Research, partnering with EPFL’s Research Centers. Thanks to its digital Learning Experience Platform, Coorpacademy supports companies’ transformation and efficiency by engaging their employees, partners and clients in upskilling on any topic central to their competitiveness, thus reaching top quartile engagement rates. To unleash the desire to learn, Coorpacademy has developed a proprietary Saas platform delivering latest generation instructional design backed by Ecole Polytechnique Fédérale de Lausanne Innovation labs, making corporate learning more fun, flexible and collaborative, truly centered on the end-user: the learner. Coorpacademy is part of the EdTech France association.

With its international culture and French origins, the Cegos Group is both a keen observer and a dedicated player in the world of work and business. The Cegos Group deploys a global offering, including turnkey and tailored training and development, operational consultancy, Digital Learning, Managed Training Services, international training projects, and certificate or diploma courses.

Running its own operations in 11 European, Asian and Latin American countries, Cegos is also active in over 50 countries through its network of partners and distributors, which are all leading e-learning solutions providers. Thanks to this network, its Catalogue on Soft Skills has 2.5 million learners per year.

Arnauld Mitre, co-founder of Coorpacademy, explains: “Since our creation in 2013, our vision of learning has been supported by outstanding, premium, unrivaled learning content and our ambition has been to offer the best possible learning experience to our learners. We have observed that our methods, from flipped learning to courses co-edited with top industry experts, showed high engagement rates amongst learners. We also thought that it was time for us to give our learners a pluralistic content offering in order to become a learning hub for top qualitative content. This is why we’re very proud to unveil this first partnership with Cegos, whose content catalog quality has been acknowledged worldwide and has won multiple awards. We’re thrilled to celebrate this major milestone in becoming a hub, allowing learners to find the best available content, with Cegos’ offer plus our existing catalog on learning soft skills.”

Pascal Debordes, Head of Channels and Alliances at Cegos Group, adds: “We are particularly proud to start this partnership with Coorpacademy. This fast-growing company and Cegos share the same learning & development conviction. Digital transformation and technological breakthroughs are revolutionising jobs and skills. The challenge is even more significant with the global health crisis we are facing, and which will have huge consequences on employment and organizations: millions of employees around the world will have to upgrade or refresh their skills through learning. More than ever, L&D has a crucial role to play. The power and the services provided by the Coorpacademy Learning Experience Platform (LXP) coupled with the innovation and the 18 languages of our Soft Skills catalogue is a premium answer to skills development challenges that companies need to address.”

If you want to discover more about the partnership, it’s here.

End of lockdown: get back on track safely with 3 new course playlists on Coorpacademy

 

The end of lockdown. Getting back to work. These termes raise as much hope as they raise questions.

How to get back to work with the best possible sanitary conditions? How to get prepared for it, individually and collectively? How to understand and analyze the upcoming challenges?

This crisis teaches us that we don’t know everything. But it also teaches us that together we stand. We are able to bounce back. We don’t know everything but we learn. Facing these uncertainties, we test, we analyze, we learn.

At Coorpacademy, we have listened to your feedback and have used our experience acquired during lockdown to create specific learning paths to ensure going back to work is both seamless and serene.

Being kind, listening actively, stepping back, being resilient will be among the topics we cover in these learning paths, grouping courses into 3 playlists: “Listening and guiding”, “Anticipating” and “Protect each other”.

After having completed these courses, you will obtain the “Back on Track” certificate, and you will be ready to get back to work safely.

Listening and guiding: 45 chapters

A learning path dedicated to solidarity, to team spirit or to being kind at work.

Listening and Guiding Learning Path

 

You can find in this learning path:

Managing stress and emotions from Institut François Bocquet

Stress is an emotion that affects us all on a daily basis with differing degrees of severity. In our professional lives, stress is something that we must manage in order to keep our emotions in check and work effectively. This course will enable you to identify stress mechanisms in order to better prevent them and understand how to deal with them.

Conflict management from Institut François Bocquet

The workplace can be fertile ground for confrontational relationships. Mind games sometimes feature alongside verbal attacks and ill-advised criticism. How should we deal with rumours? What are the principles of mediation? This subject looks at how conflicts arise so that you can deal with and resolve them calmly.

Emotional intelligence from Video Arts

Emotional intelligence has grown to be more and more recognised as one of the keys of good and successful leadership. Far from being a mushy, sappy concept, it is at the heart of every personal and professional relationship: it is the ability to identify and manage your own emotions and the emotions of others. This course will help people in leadership positions become more emotionally intelligent.

Counselling from Video Arts

Almost all managers will face the issue of dealing with staff whose personal problems are affecting their work and they need the know-how and sensitivity to address such situations. This course introduces counselling techniques and active listening for managers.

Ensuring team cohesion and well-being from Éditions Eyrolles

Managing a team means knowing how to take care of its members. How? In this course, you will learn to recognise the different factors affecting your employees’ levels of motivation and how to address them. You will also be introduced to different management styles to use based on your team members and their levels of autonomy. It is up to you!

Communicate Effectively to Improve Collaboration from Dunod

Everything is communication: even when we are not actually speaking in a meeting, the way we behave has a meaning that will be interpreted by our interlocutor. Because communication errors create tension and are a waste of energy, the ability to communicate well is an essential skill that everyone must cultivate carefully. It is important for the person transmitting information to convey a clear, unambiguous message correctly, and for the receiver to facilitate the transmission, providing feedback on the way the message is perceived, and making sure that the information is complete. Take this course to learn how to improve your understanding and make yourself clearly understood.

Dealing with absenteeism from Video Arts

And here it comes again… Today is Monday and it seems that this time, John broke his right leg. Same thing for Katie. As for Sam, his dog must have had another food poisoning. Enough! Are you tired of seeing your office look like a ghost town? This course will give you all the insights you need to tackle absenteeism, as well as comprehensive solutions. From understanding the reasons for absenteeism to organising the return to work interview, every aspect of managing absent employees is covered. Just follow three simple steps and you will know how to deal with this sensitive subject area which costs organisations billions in revenue every year. And remember: when someone calls in sick, it doesn’t necessarily mean that they are unwell…

Anticipating: 40 chapters

A learning path to anticipate the future, to shape up what will come next but also to take a step back and to find (again) purpose in your job.

Anticipating Learning Path

You can find in this learning path:

Anticipating and managing tensions in a team from Éditions Eyrolles

Tensions and conflicts seem inevitable regardless of a team’s characteristics. But are they really? Group conflicts, scapegoats, sources of tension… In this course, you will learn everything you need to know to handle delicate situations and sustain or guide your team toward harmonious relationships. You will also learn about the mechanisms at work during periods of change and how best to support your team. It is up to you!

Managing cognitive biases from Olivier Sibony

At work, you have to make decisions of varying importance on a daily basis. It probably seems so natural to you that you do not feel any need to adopt a particular method to do it. Like everyone else, though, you are subject to cognitive biases that lead you astray even when you are not aware of the fact. And like everyone else, you regularly make predictable mistakes … Fortunately, it is possible to learn how to decide better! In this course designed with Professor Olivier Sibony, you will learn more about the most common mistakes of this type, and you will discover a method to improve the quality of your decisions.

Change Management from Éditions Eyrolles

Over its lifetime, a company is bound to evolve and transform itself, to adjust to its wider environment. The discipline that allows these transformations to be carried out seamlessly, placing the employees at the heart of the process, is known as “change management”. This course details the key stages and sine qua non conditions for conducting successful change, and sets out all the reasons why it is essential to consider the human factor no longer as an obstacle, but as the major asset and driving force of any transformation.

Tomorrow’s working methods from Ouishare

Employment is changing in a world undergoing profound change, and where a generation with new expectations is entering the market. And with it, the business world changing too. In this course, you will discover what lies behind these changes and the impact on workers and businesses. Self-employed workers, distributed leadership, sociocracy: these and other new words in the employment-related vocabulary will be explained to you in this training course on the future of employment.

The Learning Organization from Numa

Today’s organization must know how to create the conditions that allow its employees to interact effectively with their environment, to mobilize their skills, to update and develop them. It is this ability of the individual and the collective to learn and adapt to the changes of a world in profound transformation that allows the organization to be part of a sustainable performance. In this context, the manager is led to play a central role. It supports the transformation of individuals and the organization, by creating a framework conducive to learning. Take this course to discover how to create conditions that help your employees learn continuously.

Change from Video Arts

A change is as good as a rest. But not as easily managed! This course will help you, leaders and managers, to successfully implement change by getting your teams fully on board. Champions, resisters, gatekeepers… With perseverance, you will bring them atop, as long as you first own the change. Here are the keys to a peaceful rest…

Protect each other: 43 chapters

A positive learning path with wellbeing and resilience notions. Let’s get back on track!

Protect Each Other Learning Path

You can find in this learning path:

Feel Well at Work in 5min with Yogist® from Yogist

Have you ever wondered why you have backache, why your eyes are so sore, or why you have pain in your wrists after working all day at a computer? Bad posture at work is most likely the cause. In fact, these days our way of life means we’re often sedentary for long periods of time. Coupled with stress and a lack of regular exercise, bad posture wreaks havoc at work. During this course, you’ll find out how to do simple exercises using the Yogist® method. The exercises are easy and everyone can do them. Consider the exercises as a toolkit you can use to prevent and ease pain caused by work-related stress and working at a computer. Yogist – Well at Work is an innovative way of raising awareness of health issues and teaching people how to prevent and manage them.

1 hour to stop stressing and stay zen from Dunod

Would you like to be more relaxed at work or in your personal life? Do you dream of better managing the pressure? Imagine that being more Zen is within everyone’s reach! You do not need to do hours of meditation every day: a few simple tools can help restore calm when nothing goes well. In this course designed with Diana Barthélemy-Clouwaert, author of the book 2H chrono to stop stress and stay zen, you will discover information, tips and practical exercises to learn how to decompress better.

Practical wellbeing from Video Arts

Do you feel like you don’t have enough time to take care of your own wellbeing? The pressures of work and the hectic pace of modern living can mean that we sometimes neglect ourselves and overlook our basic needs to eat, sleep, and have downtime. This course will show you how to take care of yourself, and how showing kindness to others and focusing on one task at a time can reduce stress and improve working relationships.

Protecting yourself and others from the spread of Covid-19 from Coorpacademy

Not all regions of the world are affected by Covid-19 in the same way. And each country applies specific protective measures to protect its population. Whether for economic, social or public health reasons, most governments have started to draft their back-to-work plans depending on the sector or the nature of the activity concerned. But be careful, going back to the office does not mean “getting back to normal”. The protective measures, the wearing of a mask and the basics of maintaining a healthy environment must be known and applied to guarantee everyone’s safety.

9 exercises to gain serenity and efficiency from Dunod

“In this day and age, the workplace environment is constantly changing, so staff need to know the best ways to adapt and respond to the needs of a business in terms of innovation and competition. However, being agile or adaptable can also be a source of stress and pressure. This course will introduce you to the practice of mindfulness, a meditative exercise that works well in a professional environment. Mindfulness encourages you to listen to your body and your feelings. It helps you relax, increases your energy levels and improves your attention span at work. The “Mindfulness at Work” course was designed with Nathalie Van Laethem, an Atlans consultant who is also author of Boîte à outils de la Pleine conscience (The Mindfulness Toolkit) , and creator of the Un potentiel de plus (A little more potential) blog.”

Inside your head from Video Arts

How can you manage what’s inside your head? Whether it’s your to-do list, your insecurities, your thoughts, or your emotions, don’t forget that only you know what comes and goes in your own mind. In this course, you will see how thinking and not thinking can lead us into trouble, how to weather the storm when our moods are against us, and how to give our minds a break with the power of lists.

Resilience from Management Magazine

Who has never had to cope with a failure, minor or major, on one or several occasions? While failure is something brutal, it can nevertheless not only be overcome, but also be turned into something positive in the long run. To achieve this, the keyword is: resilience. This course will help you to understand the scope of this concept in the world of work and will provide you with the keys to succeed in overcoming professional failures, whether individual or collective.

The “Back on Track” certificate

At the end of these courses, you will obtain the “Back on Track certificate, in order to:

  • Train on essential topics to get back to work safely
  • Obtain 500 stars
  • Get the “Back On Track” certificate

Cetification Back on Track

To go further

Europe needs to prepare now to get back to work—safely – McKinsey

The future is not what it used to be: thoughts on the shape of the next normal – McKinsey

19 businesses pivoting in response to COVID-19 – Maddyness

There is no returning to normal after COVID-19. But there is a path forward. – World Economic Forum (WEF)

The essence of resilient leadership: business recovery from covid-19 – Deloitte

Will we return to the office after covid-19? – Forbes

Coronavirus disease (covid-19) advice for the public: myth busters – World Health Organization (WHO)

How the biggest companies in the world are preparing to bring back their workforce – CNBC

Coronavirus: seven ways collective intelligence is tackling the pandemic – World Economic Forum (WEF).

Let’s get back on track!

 

Let's Get Back On Track

Digital Learning won’t wait any longer!

 

Discover this new article from Jean-Marc Tassetto, co-founder of Coorpacademy, on how digital learning won’t wait any longer. This article has been published in French in l’Agefi, a Swiss economic and financial newspaper: discover it in its original version here!

Digital Learning won’t wait any longer!

Digital learning allows people to train rapidly and at scale. However, in order to turn behavior from traditional training programs (slow but efficient in the long term) to fast and scalable programs, we need incentive – immediacy. In a report published in the early months of 2020, the World Economic Forum was already advising on the urgent need to upskill and reskill, and to train for tomorrow’s jobs. 

Technological evolution created an urgent need to accelerate companies’ transformations.  Not just digital transformation, but also organizational, social, managerial, and ecological.  However, although that urgency was present, it was not really tangible or driving behavior. In our daily professional lives, new digital tools have changed the way we work including new agile methods and redefined hierarchical structures, but learning and acquiring new skills took time. Back then, we had time.

A new emergency has now arisen, one with a barbaric name,  nanometric size and an exponential reproduction rate. Covid-19 has completely modified our behavior, personal as well as professional, and has created an even greater sense of uncertainty than the 4th industrial revolution and its technological evolutions. Overnight, as we all found ourselves confined, we had to use those new digital tools to communicate with our relatives and coworkers; to work remotely with efficiency.  We had to implement new agile project management methods to manage our teams remotely and to attend webinars instead of events. Microsoft has announced that all events this year will now be planned and conceptualized first as virtual events.  The huge expansion of applications like Zoom, Slack and Microsoft Teams demonstrates that the adoption process has been quick and brutal. At the end of 2019, Zoom had 10 million users. Today, they number more than 200 million!

We have been thrust into these new ways of operating. And the new ways require new skills. We need to acquire those skills quickly, then master and build upon our knowledge fast!  The next problem is that tomorrow is more uncertain than ever. Like all pandemics, the Covid-19 outbreak will end – but then what?  How then to learn quickly, rapidly, en masse, in order to meet this emergency while reducing uncertainty in the future?

Early March 2020 McKinsey studies show that almost 100% of face-to-face training has been cancelled or postponed until at least the beginning of July. But the end of face-to-face training can’t mean the end of learning. Technological evolutions won’t stop. New jobs will emerge, work methods will drastically change. Our workplaces, whether we are blue or white collar workers, will be transformed (we will take protective measures for months to come, our spaces will be rethought, the health of coworkers will be paramount). The sector that has had to go through these changes already and at speed is, obviously, the health sector.

When thousands of nurses, psychiatrists, surgeons, caregivers, pediatricians, midwives and others were called on to help in the battle against Covid-19, they had to uspkill or reskill to meet urgent respiratory crises, an area otherwise the domain of specialists.  They had to upskill, yes, but they had to do it fast, because the virus wasn’t going to wait.

On March 16th,  I sent a text to one of the Vice Presidents of AP-HP (Paris Hospitals) offering the Coorpacademy platform pro bono for the medical staff.  He responded in 7 minutes.  This showed me two things: first, the need for new skills was, for him, as important as the need for masks, ICU beds and ventilators. Second, that scalable decisions could be taken very quickly. The day after that text, we had the platform ready. 10 days later, 20,000 caregivers and medical staff had been trained on it, with  70% of courses completed on mobile phones. This demonstrates the need to train flexibly in an emergency situation. We found extremely engaged behaviors with a strong motivation to upskill quickly.  This is where digital learning comes into its own. Digital learning makes it possible to learn rapidly, at scale, in changing and challenging situations, on any device, at any time of day.

We speak a lot about the world of tomorrow like we are currently in a pause, in a spatial and temporal bubble. My belief is that lifelong learning (through face-to-face training or via digital learning platforms) will allow anyone to upskill and expand one’s employability by accessing the best content at any time. Lifelong learning is an essential building block for the world of tomorrow.

Jean-Marc Tassetto.

To read this article in l’Agefi (in French), it’s here!

The Battle of Premium Content in the Learning and Training Industry

 

On April 23rd, Coorpacademy co-founder Arnauld Mitre was invited by Fabernovel to their MultipLX, the Learning Expedition from your desk, to talk about the key stakes in corporate digital learning.

Video is in French but you can watch it with English subtitles.

Amongst these stakes, content. One of the biggest issues in the learning and training industry – which is a content industry – is to think that 2 contents with the same name are worth the same. Thinking that I would be able to learn how to become a better manager for example, on any support, with any course called ‘How to become a better manager?’ There are no other industries where this is the case.

You wouldn’t say, for example: “I’m going to watch a detective series”. But rather: “Would I watch Columbo?” or “Would I watch Money Heist?” These are not the same profiles; one chooses a particular content.

The first battle for the learning industry is the battle of content, the one you can find nowhere else, the battle of the best content.

In 1996 Bill Gates was already saying: “Content is King.” And it is even more true in the learning industry!

What about you? Are you more Columbo or more Money Heist?

Coorpacademy trained 20,000 medical professionals and caregivers in 2 weeks during the COVID-19 outbreak

 

This article has been published in Les Echos, an economic French newspaper, and has been written by Déborah Loye. You can find it here in its original version.

Coorpacademy trained 20,000 medical professionals and caregivers in 2 weeks during the COVID-19 outbreak

The startup specialized in online training for large corporations launched a pro bono platform for medical professionals and caregivers. In particular, they can train in resuscitation processes.

 

Specialized in online training for large corporations, Coorpacademy, founded in 2013 by the former Google France Managing Director, and which raised 13 million euros, had no intent to position itself in the medical field before the coronavirus outbreak.

Training in resuscitation

Antoine Poincaré, Coorpacademy’s Director of Sales, explains: “We only had a small ongoing research project with the AP-HP (Paris Hospitals) before that. The day before the confinement in France, we’ve suggested to them that we could launch a series of online training courses based on Covid-19 recommendations, for their medical staff. They answered positively right away!” At this moment, the AP-HP is expecting to call for renforcements for resuscitation in other medical fields, and even in the poll of interns and medical students. The need for skills is urgent.

At Coorpacademy, 15 people are mobilized among the 45 employees, in order to launch the platform and to make it up and running. “We gathered existing videos and shot others, which we keep doing“, Antoine Poincaré indicates. The training material is very practical, and allows medical staff to act fast with resources available. “The platform looks like Netflix, with series of online training courses.“

Martin Hirsch is the Managing Director of the AP-HP.

In two weeks, the Coorpacademy platform saw more than 20,000 people signing up. Less than half are nurses, 30 % are doctors, 10 % are midwives and 14 % have other specialties. For Coorpacademy, offering this service, the goal is to make it known by as many people as possible.

“For now, people mainly know us thanks to word of mouth“, Antoine Poincaré says. The AP-HP wrote a press release about the partnership and Martin Hirsch, its Managing Director, published a tweet praising the initiative. “We think the platform will be particularly helpful for hospitals taking in charge COVID-19 patients“, Antoine Poincaré estimates.

Déborah Loye.

If you want to read the article in its original form, in French, it’s here.

If you want to share the platform, it’s here.

For the second time in a row, Coorpacademy has been recognized as a FrontRunner® for Learning Management by The Gartner Digital Markets Research Team!

 

Coorpacademy has been recognized as a FrontRunner® for Learning Management by The Gartner Digital Markets Research Team, for the second time in a row!

FrontRunners is a 100% data-driven graphic, published on Software Advice, which helps businesses easily identify the top software products in a particular category, based on verified user reviews across three websites: Capterra, Software Advice and GetApp, which operate under Gartner Digital Markets umbrella brand.

Coorpacademy recognized as a FrontRunner for the second time in a row

How does it work?

Software Advice’s FrontRunners uses reviews from real software users to highlight the top-rated Learning Management software.

To be eligible for inclusion as a FrontRunner, a product must:

  • Have at least 20 unique user reviews in the last 24 months
  • Offer the following core functionality: course tracking, course management

Products that meet these requirements and earn the top scores for Usability and Customer Satisfaction made the cut as FrontRunners.

We are proud at Coorpacademy to have been recognized by users as a top player in terms of Usability and Customer Satisfaction for the second time in a row. This result rewards the work we’re doing at Coorpacademy to offer the most user-friendly learning experience, and demonstrates that our product improvements are always centered on the learners’ overall experience.

Discover more here!

 

Data, Data, Data, but what for?

 

The Data Touch was born to address a number of missed digital analytics opportunities within organisations and was founded by Penelope Bellegarde, an established digital analytics practitioner since 2007 based in London and English & French bilingual.

Over the years, Penelope Bellegarde has worked with a wide range of organisations: in the private and public sector, big and small, as a consultant for one of the top professional firms in the world and also as a digital analytics manager for top media and travel firms.

The Data Touch launched a content partnership with Coorpacademy to co-edit digital learning courses. There are two available courses on Coorpacademy’s digital learning platforms: An impactful yet simple data methodology for businesses, and The art and science of Data visualisation.

We had the opportunity to sit down with The Data Touch’s founder, Penelope Bellegarde, who answered our questions. This interview is also available in French, just here.

Why did you found The Data Touch?

 

I founded The Data Touch three and a half years ago in London to address three main challenges. The first challenge is to successfully create tangible value from digital data. Indeed, a lot (too much!) data is collected in this field and it still too often translates into endless reports as opposed to real value for companies.

The second challenge is to break down the barriers that exist between data departments and senior management in companies. These two groups of employees rarely speak to each other indeed and getting both groups of people engaged in a dialogue is  a huge source of value for companies. In fact, when managers know the art of the possible with data, they will want to become more data driven! And when analysts better understand the company’s objectives, their analyses will be all the more impactful and will really start influencing!

Finally, the third challenge that I wanted to solve was to “arm” employees and individuals who do not have a technical profile with a data culture and efficient and simple methodologies to set up. In the digital world, new personalised campaigns are launched more and more frequently. It’s therefore becoming very important for companies to understand these initiatives’ return on investment. This results in an increasing demand for quantified results. Therefore more and more people who are not analysts must increase their skills in the data field. That’s why I have designed and have been delivering data training programs for both companies and for Business Schools students, i.e tomorrow’s leaders.

What are the reasons that lead you to consider data as the most important resource of the 21st century?

 

One of the main advantages of data is that it can provide objective answers and therefore allows consensus within companies. But the questions we ask must be source of value!

Data also makes it possible to grasp new trends and new phenomena that we would not have suspected with our brains alone … For example, machine learning techniques and in particular unsupervised learning such as clustering allows the identification of distinct groups (of customers, etc.) that we would not necessarily have suspected existed.

Data also makes it possible to anticipate and predict behavior and therefore brings a real competitive advantage to a company.

What are the criteria that make a data project successful as opposed to a “waste” of time and investment?

 

As we make it clear in the course, there are essential elements to keep in mind if you want to succeed in your data projects. First, let’s start by asking a good question: by the time we have an answer to the question, will it drive the company forward and will the company be able to act on the recommendations? Do not hesitate to involve several stakeholders at this stage to get to a rich and precise question. Then, depending on the questions identified, we need to look at what key data in particular we will focus on. Among all the available data, what is a real indicator versus  just “noise”? … Once the analysis is completed, it must be communicated effectively to the stakeholders who will make decisions. This is quite fine work because you have to succeed in translating sometimes complex elements into a simple language and above all into findings that are directly addressing the company’s objectives or its strategy or findings that can shape its products or influence its customers…

Until recently, everyone was talking about Big Data, however, now, it seems as if the excitement around Big Data has reduced significantly…

 

Yes, that’s true! It is now replaced by AI: Artificial Intelligence!

These buzzwords are often a response to a rapid “technological push” that claims to revolutionise everything. But let’s be careful here, just because the technology is advanced, it does not mean that this revolution will create value automatically by simply investing in technology. It is still necessary, as we discussed in the previous question, to focus on what is important.

Why Coorpacademy? How was the process of creating courses with Coorpacademy?

 

As one of the key reasons to launch The Data Touch was to empower as many people as possible with data knowledge, being able to deliver training online in an engaging way was very appealing to me. So, when I was contacted by Coorpacademy for a first online training project, I immediately said yes!

A very close collaboration followed. First, we worked together on selecting key themes and the content around these themes … Then, it was a question of writing the scripts, the quizzes and finally to produce the videos. For my part, I found this collaboration very effective and enjoyable.

Why do you think lifelong learning is crucial for the years to come and to deal with the uncertainties of the future?

 

I think there are many factors that can explain this phenomenon.

First of all, technological advances lead to new jobs such as data scientists for example. Although the concepts behind this type of career are not new, it’s only now that data scientists are able to make the most of the data that is available by taking advantage of the growing advances in computers’ processing powers.

Another factor related to technology is the spread of data in all departments of the company, including in departments that traditionally had never used data day-to-day. But nowadays, business leaders expect a minimum of data understanding from their stakeholders.

From a sociological point of view, I also think that we are extremely lucky to live in an era where listening to one’s professional desires has become more of the norm. Even just a few years ago, that was the exception. Now people are much less reluctant to retrain and experiment!

Finally, we have become increasingly aware of the limits posed by traditional education systems. For example, those systems have always favored technical skills over skills that are more related to emotional intelligence. And demonstrating emotional intelligence is a priceless asset in the business world. People are becoming more and more aware of it and therefore decide to train themselves in these techniques.

The need for lifelong learnings is therefore one of the major disruptions that has affected the labor market over the past several years. From now on, each individual is very likely to work in several different jobs  and this is a great opportunity! But this obviously requires regular investments in new training and also means that we need to be able to pause and reflect on our career choices on a regular basis…

Being able to train continuously is crucial because it forces us to adapt, to reinvent ourselves and therefore to remain competitive!

From a legal point of view, data collection and the way some companies have chosen to use data has been marred by scandals, in particular with regards to data privacy… Do you think that this global awareness is an opportunity or a threat to the use of data?

 

For my part, from an ethical point of view, I think that more transparency was necessary. Consumers have the right to better understand what data  is collected about them and for what purposes. However, data collection in many cases is a source of value for consumers. The more a company knows about your habits, the more it will be able to offer consumers more personalised products or services and save them time.

Now from an analytical point of view, I actually remain optimistic about the impact those recent data privacy laws will have on data collection. Indeed, I think that bringing more governance around data is a good thing. Today, we have access to too much data and yet, we don’t do much with it. The more limited the data, the smarter and the more creative the analytics field will become. For example, if some data is no longer available, we’ll be forced to think about what other similar data we can replace it with…

What makes you passionate about data?

 

Many things! But I must say that the range of skills required to succeed with data is so diverse that this field continues to fascinate and to stimulate me!

When we look at data from an outsider’s perspective, we always tend to only see the mathematical, statistical aspect of data. But data is also an art! Indeed, as we explain in the course it is absolutely critical to be able to translate quantified discoveries into a simple, tangible language that focuses on the value that these discoveries can bring to the company… Not easy !

We have to learn how to keep an open mind. We often have a tendency to want to use data to confirm a hypothesis that is close to our heart rather than letting the data speak for itself.

Finally, it is obviously useful to know a lot of useful tools for data manipulation. And, it’s actually very important to keep up with those new tools by investing in ongoing training. Some very powerful tools for data manipulation are indeed relatively young. For example, Pandas, a fundamental library to manipulate data in Python was created in 2008. Google Data Studio, Google’s data visualisation tool was launched in 2016…

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