Tag: coorpacademy

2050: The HR Odyssey – Episode 3

Somewhere in the world, on a date you may one day need, we have located an advanced technology that allows us to immerse ourselves in 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 Gaudia…

 

“Hello Xoe. My name is Gaudia and I’m Coorpacademy’s mental health referent, formerly Chief Happiness Manager! How are you?”

“Hi Gaudia, nice to meet you! I’m doing very well thank you, how about you?”

“I’m doing very well too, I recharged my batteries well this weekend! You recently joined your team, and it’s time for the monthly wellness talks. Are you familiar with these talks?”

“Not really… Are you going to ask me any questions?”

“Indeed. The purpose of the monthly well-being interview is to evaluate the well-being of employees and to assess their needs and motivation. It’s a free and confidential exchange, it’s up to you to tick off the information you wish to disclose to your hierarchy once the interview is over through a report that is automatically displayed at the end of our interview. Are you comfortable with that?”

“It’s very clear thank you! Yes absolutely.”

“The interview can begin. First of all, how did your onboarding go? Do you have any specific comments about the conditions in which you were welcomed?”

“Hmm… I thought the onboarding was great! I was at a distance and I was still able to visit the premises, meet my team and talk with my manager thanks to the virtual onboarding. All my tools were in place, I didn’t encounter any major difficulties!”

“I see. On a scale of 1 to 10, how much would you rate your onboarding?”

“I would give it a 9. Only because I still would have liked to have physically come for my first day but it was a bad set of circumstances.”

“Thank you. So you found out about the office remotely, but you were able to get there quickly. Are you happy with your workstation? Do you have any unaddressed needs or difficulties booking a workspace?”

“No, it’s perfect!!! 10 out of 10. I love being able to change desks and vary my work environment. Each station is well equipped and comfortable, I really don’t see anything to add.”

“Noted. Now we’ll move on to a series of teamwork questions. How is it working with your new colleagues?”

As the interview progresses, Gaudia gradually gets to the questions of commitment to work, and the meaning Xoe gets from her assignments – “We’re almost at the end of our interview” she announces.

“We’re coming to the end of our interview soon,” she announces. “This is a more direct question I’d like to ask you. Do you find meaning in your work?”

“Indeed, that’s very direct! I should ask you the same thing. And you, Gaudia, do you find meaning in your work? Why are you a “Happiness Manager”?”

Gaudia takes more time to answer than usual. She installs a small pause, the time to collect her “thoughts”…-

“I am Gaudia, an artificial intelligence programmed for this role. My mission is to collect the information necessary to assess the well-being of employees and to promote engagement at work. I find it meaningful because without this job, I wouldn’t be here to talk to you Xoe!”

“I get it, for sure. Finally, with all this data, the meaning of your job is kind of the continuous improvement of employee well-being?”

“Exactly.”

No one had ever asked Gaudia that question. Her system hadn’t seen it coming and the interviews had always gone smoothly. So she built that variable into her internal algorithm, her digital brain as she likes to call it.

“Speaking of data, I need to ask you for permission to connect your health data to my system. This will allow me to collect data such as your fatigue rate, your heart rate or, if you are concerned, your cycle in order to plan your menstrual leave! Of course, you have the right to refuse access to this data at any time, and you can choose which data you want to track. All this remains confidential and the data is automatically deleted every 6 months. I’ll let you think about it of course! All necessary documents will be forwarded at the end of the interview. Well, thank you Xoe for your answers! Here is the report of our interview. As explained at the beginning, you just have to read it again, and check the information you want to keep confidential or not. We’ll see you next month, and this time no trick questions please.”

 

Conclusion

In 2050, the digitalization of companies will have changed the way we organize ourselves, but also the existing jobs.

Thanks to artificial intelligence and data, it will be possible for companies to take advantage of tools to improve certain processes, such as employee engagement.

Currently addressed during annual individual interviews, employee well-being can be better monitored if it is automated. This way, the information can be reported frequently and quickly. In addition, this will eliminate the relational bias that can sometimes create a barrier for employees who wish to confide in us about a situation.

This way, taking into account the well-being of employees as well as their level of commitment will be better monitored and will save time for managers. In addition, it will make the information flow more smoothly and thus accelerate the solutions implemented.

 

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!

Go1 Acquires Coorpacademy to Diversify Content Available to Learners and Expand European Reach and Resources

 

Go1 Acquires Coorpacademy to Diversify Content Available to Learners and Expand European Reach and Resources

 

Leading corporate learning platform continues momentum as a globally scaled company through the acquisition of European e-learning platform, Coorpacademy.

 

SAN FRANCISCO, April 12, 2022 — Go1, one of the world’s largest corporate education content hubs, announced today the acquisition of Coorpacademy, an innovative e-learning platform and content library with a multinational customer base. With offices in France and Switzerland, Coorpacademy will support Go1’s growth plans for Europe, a notable region expanding its large corporate learning market, and its already vast offerings of digital learning and education resources.

 

This latest acquisition presents a big opportunity for Go1 and moves the needle closer to its goal of reaching one billion learners globally. It also highlights the company’s commitment to continuing its momentum of steady growth following its $200M Series D funding round in July 2021. As Go1 continues to scale globally as a leader in the corporate education space, the company plans to focus its expansion in the US and Europe but looks forward to the opportunities of reaching and impacting new regions in the future.

 

“Go1’s core purpose is to help organizations and learners access great content from thousands of content providers. The combination with Coorpacademy brings an exciting set of new content partners into the mix, and ultimately helps us reach more skills and areas of interest for our customers,” said Andrew Barnes, CEO and co-founder of Go1. “Coorpacademy is already well established in France and Switzerland, and we are excited about this geographic expansion.”

 

This integration will focus on augmenting existing products and content libraries to ensure that a variety of users have content that fits the needs of their customers. With nearly one million users already utilizing Coorpacademy’s current offering, its integration into Go1 will accelerate professional growth and development, and support Go1’s mission to the dedication of lifelong learning. Additionally, this acquisition will enhance Go1’s existing roots in Europe and extend the e-learning content library in the region to support the growing demand for quality content.

 

“Go1’s unique approach to learning and development through curated playlists makes this company and leadership team an ideal partner for Coorpacademy,” said Jean-Marc Tassetto, Coorpacademy’s Co-Founder and CEO. “Not only is this a great opportunity for our two companies to come together to make corporate education accessible to millions of learners, but it adds value for existing customers that are prioritizing and expanding their learning and development resources. We are looking forward to building the future of L&D with Go1.” 

 

Coorpacademy’s co-founders Arnauld Mitre, Frederick Benichou and Jean-Marc Tassetto will be joining the Go1 leadership team to continue to support company growth and oversee the day-to-day operations for Coorpacademy.

 

For more information on Go1 and Coorpacademy visit www.Go1.com and www.coorpacademy.com.

 

About Go1:

Go1 makes it easy for organizations to learn, with the world’s most comprehensive online library of learning resources. Go1 pulls the world’s top online learning providers into one place, delivering all the learning an organization needs in a single solution. With over 3.5 million learners – and growing – Go1 is a world leader in online learning.Go1.com has raised over US$280M in total funding from investors including AirTree Ventures, Blue Cloud Ventures, Larsen Ventures, Madrona Venture Group, M12, Our Innovation Fund, Oxford University, Salesforce Ventures, SEEK, SoftBank Vision Fund 2, TEN13, and Y Combinator. To learn more, visit www.go1.com. 

 

About Coorpacademy

Coorpacademy is a European leading Edtech startup in Digital Learning. Our mission is revolutionising online corporate training with a platform and a Smart Content Library that integrates the latest innovations in instructional design, including gamification, microlearning, adaptive and social learning.  We promise a more fun, flexible and collaborative learning experience, focused on the learner. 


Based in Paris and in Lausanne at the Swiss EdTech Collider of the Swiss Federal Institute of Technology (EPFL), we are at the heart of research on new learning methods.

Coorpacademy offers tailor-made content for its Enterprise customers and their 1,000,000 employees, but also a catalogue of over 1,800 courses produced with top industry content partners like Forbes, IBM, Wolters Kluwer and Video Arts to upskill employees on Future of Work topics and develop their employability.
 Enjoy Learning.

 Learn more at www.coorpacademy.com

 

Media Contacts:

Lexi Partell

Brisbane

+61 7 3188 7528

[email protected]

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Praytell Agency for Go1

USA and UK

[email protected]

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Kicker Communications for Go1 

AUS

[email protected]

 

Do you have a plan B?

 

The game gradually began to slow down as they came out of the opening phase without having made a single mistake and entered a tight middle game, each having lost a knight and a bishop, with their kings well protected and no holes in any position… Negotiation can sometimes resemble the famous Netflix series, the Queen’s Gambit. Everyone is protecting their king and no one wants to end up with checkmate. 

 

Negotiation processes are becoming more and more complex, often with a host of interlocutors to convince. The chess game becomes a tournament, where the stakes can be raised several times. Therefore, training in negotiation techniques is essential, in order to know simple techniques to implement to win the game. 

 

The “Become a Great Negotiator” playlist includes lessons that will help you boost the negotiation skills of your teams. Agenda, plan B, haggling, managing emotions and toxic subjects, pauses and silences… This playlist is full of tips to know how to conduct your negotiation masterfully. Aimed at a wide audience, these courses will provide your employees with the essential basics to negotiate in all situations.

 

So essential that we have selected 5 principles that no one can ignore for a successful negotiation, and these pro tips are directly issued from the “Become a great negotiator” course playlist:

 

The plan B

In your negotiation you always want to keep the advantage, but it is possible to face a wall. That’s the whole point of your Plan B, which is there to make you stronger… in the negotiation of Plan A! Just as a game of chess can sometimes go against one of the players, the winner will be the one who is several moves ahead. Plan B is what you plan to do if you can’t reach agreement on Plan A. It must be concrete, unilaterally feasible and satisfactory, regardless of the current negotiation. Do not hesitate to disclose it whenever you need to, for example when your interlocutor, aware of a crucial deadline for you, intentionally shifts the discussions to increase the pressure on you.

 

Leading the discussion

Negotiations are often conducted with several people, unlike chess games. In a multiparty negotiation, you should make sure that you discuss with the strongest players first. This way, you can be sure that the agreement reached will not be questioned. This is also a way to get the minor players on board. In a chess tournament, the strongest players are the ones who will be the hardest to beat.

 

But be careful! In a partnership with several partners, it is necessary to identify the most important interlocutors and to negotiate with them first, without offending the others. This is the only way to avoid any form of pressure from your minor partners.

 

Negotiate on principles, not positions

Like Beth Harmon in The Queen’s Gambit, anticipate! As a preventive measure, before starting the negotiation, systematically prepare yourself to have to explain the principles underlying each of your positions. Thus, you always begin by presenting the principle(s) that underlie your position, i.e. the reasoning that justifies it. Your counterpart will then have less time to prepare a response to this position, and will instead react to the reasoning.

 

And what if the opponent sees through your game? If he analyzes everything in detail and asks you to justify this or that point? Don’t be impatient! Keep your cool, don’t get overwhelmed like Beth did by getting depressed and drinking. Stick to the facts, avoid interpretation and present the proposals from the point of view of your partner’s interests.

 

Leading the meeting

In chess, as in poker, the attitude of the player is as crucial as his game. The expression “poker face” testifies to this. Emotions are put aside and the affective dimension does not pull any strings in the game. Conversely, in negotiation, the emotional dimension is very present before, during and after the game. But this is a trap, as negative emotions are contagious and can cause the discussion to fail. It is therefore necessary to keep business and emotions separate!

 

Nevertheless, unlike chess, cooperation is the most effective dynamic in negotiation. Indeed, if you treat your partner as an adversary, he will act like one and this can put obstacles to reaching an agreement.

 

Negotiation is one of the trickiest aspects of business and few people can claim to be true negotiators. But the good news is that negotiating is a skill that can be learned! Whether you’re negotiating deals with Chinese investors or discussing who’s going to cook tonight, the principles of negotiation are the same.

 

Find out how to become a great negotiator :

The fundamentals of negotiation

Digital Learning glossary

 

Adaptive Learning, ATAWAD, serious Game, entertraining… Are you often lost in the jargon of e-learning and digital technology? Don’t panic, to help you find your way around, we’ve put together a little Digital Learning glossary!

 

Active Learning

Active learning aims to engage learners in their learning, by involving them in the course activities. Thus, the learner is no longer just a receptacle for information, but an actor in his or her training.

 

Adaptive Learning

Thanks to the data collected on the platforms, we can draw up learner profiles in order to adapt the learning to each learner. Thus, the training courses are personalised and individualised, to provide the learner with content and methods in accordance with his or her profile and needs. Each learner follows a different path according to the way he or she answers the questions asked, and the learning pace is accelerated or slowed down to suit the learner’s level.

 

Audio Learning

Audio learning refers to lessons in the form of short narrative podcasts to learn where you want, when you want.

 

Asynchronous training

Asynchronous time refers to learning times or exchange times that are carried out off-line (with the trainer or between peers). The use of asynchronous communication tools is highly recommended in distance learning as they allow the learner to organise their learning time as they wish.

 

ATAWAD

This acronym stands for “Any Time, Any Where, Any Device” and illustrates the trend towards flexibility in modern digital learning devices that adapt to the particularities of each learner.

 

 

Learners 

Learners are people in a learning situation. This is a generic term for all individuals who are learning, whether face-to-face or at a distance.

 

Blended Learning

Blended learning is an approach that combines face-to-face and distance learning. It allows you to benefit from the different advantages of these complementary solutions.

 

Cockpit

Cockpit is our course creation and publication tool. It allows our clients to build the architecture of their courses, add their own media (videos, PDF, SCORM, podcasts, web pages), translate the content and subtitle their videos in 23 languages, all in total autonomy.

 

Custom Courses

Custom courses – as opposed to off-the-shelf courses – are so-called “tailor-made” content. They are specifically created to meet a company’s precise needs. To create your custom content, Coorpacademy provides clients with a course creation tool called Cockpit.

 

Collaborative Learning

Collaborative learning is about learning with and through others. With the development of e-learning solutions, the collaborative sharing of learning content will encourage learner engagement. For example, on Coorpacademy, each course is accompanied by a forum for leaving opinions, asking questions and adding clarifications.

 

Completion rate 

Completion rate is an indicator of the achievement of a digital learning device. A 100% completion rate means that all learners have followed the entire course; this is different from the success rate, which only judges those who have validated their learning through tests. On the Coorpacademy platforms, the completion rate is on average 84%.

 

Digital Learning

Digital learning and e-learning are not the same training processes. Digital learning is a digital learning format that allows participants to acquire new skills online, in an autonomous way. The technology allows for many interactions and devices, such as video, quizzes or playful devices (Serious Game, immersive reality) and social learning, which offers learning with and by others.

 

Educational engineering

Training engineering includes all the steps and actions necessary to implement a training action. From then on, pedagogical engineering amounts to designing a training system. It includes all the stages of analysis and choice of teaching methods to be used. Thus, at Coorpacademy, the educational team is made up of several educational engineers who construct the course content.

 

Engagement

To boost the effectiveness of a training course, learners must first of all be engaged! This engagement can be encouraged by innovative teaching methods or features on the platform. For example, at Coorpacademy, learners can send each other “battles” between users and thus challenge each other on the subject of their choice.

 

Entertraining

A contraction of entertaining and learning, entertraining is the term used in e-learning for learning while having fun.

 

Flipped learning

In flipped learning, the learner learns the theoretical content after having answered the course question. This teaching method, which is specific to Coorpacademy, takes the form of quizzes and enables learners to learn only what they do not already know!

 

Gamification

Gamification in training is the introduction of activities and/or codes used in games, such as board games or more recently, video games. The learner is faced with an interface like a real video game, using the same codes such as scoring, “lives”, challenges, etc., but with the aim of acquiring “serious” knowledge. On Coorpacademy, many elements are inspired by video games! For example, you start each course with 3 lives and lose a life for each wrong answer.

 

Hard skills

These are the technical skills that are usually acquired through experience in the workplace.

Some examples are

  • Software skills (design, word processing, invoicing…)
  • Mastery of a technical language (medical, programming, law…)
  • Mastery of a language (English, German, Italian, etc.)
  • Mastery of a task (writing, community management, etc.)
  • Mastery of a field (mathematics, physics, accounting, marketing…)

 

Immersive Learning

Immersive learning involves immersing the learner in a virtual environment, often through tools such as goggles, headphones or screens, allowing the simulation of a given situation.

 

Individualised training

Individualised training refers to the possibility of responding specifically to the needs of learners through intelligent e-learning platforms. Thus, each learning path is individualised, i.e. it corresponds to the learner’s profile.

 

Learning experience

The learning experience refers to how the learners – the user – feel during their experience on the platform. Improving the learning experience allows for better engagement on their part.

 

Learning analytics

Learning analytics are all the data collected on the learning platform to analyse the behaviour of learners – courses taken, completion rates, number of questions answered, etc. – in order to profile them. – in order to establish their profile.

 

Learning in the flow of work

Learning in the flow of work is about having quick and easy access to an answer or short piece of learning content while you are working. The term was coined by Josh Bersin. Research shows that learning on the job boosts productivity, increases engagement with formal learning and improves knowledge retention.

 

Learning Management System (LMS)

The LMS is a software application for the “management” of training devices. It is a training platform, i.e. web-based software dedicated to the storage, organisation and distribution of educational content, with a view to delivering targeted learning to a community of learners.

 

Learning organisation

A learning organisation is an organisation that has a culture, behaviours and processes in place that support the continuous development of everyone’s skills.

 

MCQs, Quizzes, QCUs

Quizzes are questionnaires used to check the acquisition of knowledge and skills. Different types of quizzes exist, of which the most commonly used are multiple-choice quizzes (MCQs) in which several correct solutions must be chosen to validate the question or single-choice quizzes (SCQs).

 

Microlearning

Microlearning is a training or learning modality in short sequences of 30 seconds to 5 minutes, using text, images and sound. These microlearning courses are often focused on a specific notion with a defined objective.

 

Mobile Learning

Mobile learning consists of introducing learning activities that are perfectly adapted to the small screen sizes of smartphones or tablets. At Coorpacademy, 30% of our training is done on mobile. Our application is available on all media, thus enabling the learner to learn wherever they want, whenever they want.

 

MOOC

A MOOC is an online course that is open – registration is free – and can support a large number of registrants (massive). With MOOCs, the learner is free to organise himself or herself as he or she wishes, except for synchronous exchange sessions or work in sub-groups.

 

Multi-support

When a digital training course is described as “multi-support” it means that it adapts to all types of media, i.e. to different screen sizes, from the computer to the smartphone. The technique used to adapt is directly linked to the programmed code and is called “responsive”.

 

Off-the-shelf courses

Off-the-shelf courses are training content that has already been produced. They are generally courses on cross-cutting subjects such as office automation or languages. In theory, they are opposed to so-called “customised” content, i.e. content created specifically to meet a company’s precise needs. In the case of Coorpacademy, off-the-shelf content is created by our educational engineers or in collaboration with our more than 60 partner publishers.

 

Training module

A training module is an autonomous unit of a training action, i.e. it meets a set of pedagogical objectives that must be addressed together. Several modules can form a training pathway.

 

Soft skills

Soft skills refer to human or relational qualities, which are generally developed through practice. The particularity of soft skills is their transversality: they are not linked to a particular profession or technical context. This is what distinguishes them from hard skills.

These qualities are, for example

  • communication skills
  • initiative
  • team spirit
  • ability to adapt
  • creativity…

These skills are crucial, and it is often these that make the implementation of practical skills optimal.

 

SCORM

SCORM stands for Sharable Content Object Reference Model. It is a standard intended mainly for LMS (Learning Management System) platforms for distance learning. The creation of SCORM compliant standard modules allows them to be imported or exported from one LMS platform to another for reuse. These contents (Content Object) are thus sharable, allowing the interoperability of the various LMS platforms.

 

Serious Game

The Serious Game is an anglicism designating the integration of educational elements in a game universe. The aim is to reproduce the interface of a real game, using its codes and principles. For example, at Coorpacademy, the course inspired by the game Cluedo puts the learner in the shoes of Colonel Mustard, who must use his critical mind to find out who killed Mr. Boddy!

 

Social Learning

Social learning refers to the exchange of educational content between peers. It allows, thanks to synchronous tools (chat, instant messaging, audio and video conferencing) or asynchronous tools (wiki, social network), to exchange with peers and share additional information.

 

Story Learning

In a marketing context, storytelling is most often the use of narrative in advertising communication. It consists of using a story rather than the classic brand or product arguments. The storytelling technique is normally used to capture attention, arouse emotion, work on the brand personality and, according to some studies, promote memorization.

Test your relationship to work!

 

Lockdowns, remote working, health measures and social upheaval: the COVID crisis has shaken up the needs of employees. Today, employees are questioning the way things are done, expressing new expectations and may even resign without you having been able to anticipate it. Engaging employees has therefore become a major challenge for managers in order to maintain the productivity of teams and the performance of the company.

 

Encouraging engagement at work is the subject of the latest course co-published by somanyWays. In this course, discover the Workoscope®: a reading grid that allows you to better understand your relationship to work – your vision, needs and expectations at work. It was developed in 2018 by somanyWays, after more than 3 years of R&D with individuals in professional questioning. 

 

Take the test and find out what kind of relationship you have with your work!

 

1 ) You have just been offered a promotion. First of all, congratulations! Your first reaction is…

a ) Accept without hesitation and immediately change your job title on LinkedIn to inform your network

b ) To take time to reflect on the changes that this new position may involve before making any decisions 

c ) To be enthusiastic about the idea of discovering new missions and to ask my interlocutor about the possibility of training associated with this promotion 

d) To look forward to discovering new projects and getting out of my comfort zone! 

e) To ensure that this promotion will enable me to make a significant contribution to the company’s development on key high-impact issues, as this is what drives me

 

2 ) A new project is discussed at a team meeting. You are…

a) You provide information on the stakeholders and people involved in the project

b) Take the lead in establishing a clear and well-defined plan of action to move the project forward 

c) Offer your help to advance a part of the project that interests you and in which you can deploy new skills 

d) Take the opportunity to organise a brainstorming meeting to innovate on this new project 

e) Remind the team of the importance of including this project in a CSR and environmentally friendly approach 

 

3) A new recruit has just joined the company! At the welcome breakfast, you will…

a) Ask them about their professional experiences and education, in search of common knowledge! 

b) Welcome them and invite them for a coffee to discuss joint projects!

c) Be delighted and interested in the personality of this new talent!

d) Offer to introduce yourself in 3 fun facts, it’s a change!

e) Ask about them values and the reasons why they joined the company

 

4 ) Friday, 6 p.m., you leave work… On the way home, you…

a) Open LinkedIn to see the reactions to your last post!

b) Hurry so you don’t arrive late for your dance class, it’s your passion and you’re already revising the steps in your head.

c) Log on to the Coorpacademy app to do a course and develop your skills!

d) Still thinking about that current project you’re having a challenge with, on Monday you’ll have the solution for sure.

e) Have already left a little earlier, you had a volunteering assignment planned for that evening!

 

5 ) For you, the ideal manager…

a ) Sets ambitious goals and gives you responsibility!

b) Is attentive to what matters to you and focuses on the relationship.

c) Takes a coaching approach and pushes you to excel!

d) Gives you carte blanche and entrusts you with innovative projects.

e) Invites you to take up environmental or social issues in the company and understands your causes!

 

Results

You have a majority of a)

You are in Ascension mode. You are looking for career advancement and responsibility above all. Your status and title are important to you. Your Linkedin profile is always up to date, you are open to development opportunities and seek visibility with influential people. Proactive, you know what you want and dare to express it.

Your area for improvement: sometimes having a tendency to forget about others in favour of your personal goals.

 

 

You have a majority of b)

You are in Equilibrium mode. For you, there is work on the one hand and passions and interests on the other. You seek to preserve your personal life and appreciate a regular work rhythm within a precise framework, with a pleasant climate.

Your area for improvement: you bring consistency to the company, but be careful not to be reluctant to change.

 

You have a majority of c)

You are in Introspection mode. You are looking to develop the skills that interest you and to grow personally. You question your place and role in the company and ask for diversity. You expect your work to allow you to express your uniqueness, to exercise your passions and interests. Your taste for learning allows you to explore new paths.

Your point for improvement: be careful not to forget the collective issues.

 

You have a majority of d)

You are in Transformation mode. You are looking to innovate, to invent, to make things happen in your organisation. You are driven by leaving your mark. Enthusiastic about new things, you like to get out of your comfort zone and ask for autonomy.

Your point for improvement: A driving force in times of change, you may however have a tendency to reinvent the wheel!

 

You have a majority of e)

You are in Impact mode. You seek to have a positive impact on the environment, others and society. This can be expressed through a sensitivity to your company’s purpose and values, through an interest in CSR, employee representation bodies or transmission. Your commitment contributes to the evolution of the company on key issues.

Your point for improvement: Be careful not to neglect your daily tasks in favour of your causes.

 

To go further and understand what your employees expect in order to engage them in the long term, discover the course Encouraging engagement at work co-edited by somanyWays.

 

Encouraging Engagement at Work

 

About somanyWays

New aspirations, new jobs, rapid obsolescence of skills, a context of uncertainty… work is changing at the pace of the words and the evils of the times. In a world on the move, somanyWays contributes to the emergence of a new work culture, more virtuous and more in tune with the needs and uniqueness of each individual. Our mission? To accompany, train and equip individuals and companies so that everyone can (re)find meaning, pleasure and therefore commitment at work.

A youtuber joins our exclusive list of premium publishers!

 

Not all training content is equal. Indeed, as Arnauld Mitre, co-founder of Coorpacademy, explained back in May 2020, “one of the big problems with the learning and training industry, which is a content industry, is thinking that content that has the same name as another is worth the same.”

At Coorpacademy, our off-the-shelf course catalogue contains over 1700 courses which are updated regularly and new courses are added to the catalogue every month. In order to offer premium course content, we work with experts to co-edit our courses.

We have recently added new partners to our catalogue, such as Mandarine Academy for training in office automation tools, 7-Shapes for training in Lean Management, and most recently the French youtuber Florian Manicardi, French memory and speed-reading champion and founder of Memorall, a company that provides training in memorization, speed-reading and mind-mapping techniques.

The integration of new partners gives us the opportunity to review the different types of course co-publishers with whom we enrich our premium training catalogue.

 

Editors

 

Bescherelle

Bescherelle is a brand of the Hatier publishing house, which publishes numerous school, extracurricular and youth books. Today, the Bescherelle range offers, in addition to references, works on history, languages, the subtleties of the French language, but also family games. With 1 million books sold each year, Bescherelle is the reference in French language. Historically innovative, the brand has developed a free training website and two reference applications, Bescherelle Conjugation and Bescherelle Synonyms, which have sold over 150,000 units to date.

Dunod Formation

1st business publisher in France, with strong names such as Mercator, Strategor, Communicator and emblematic collections such as La Boîte à Outils, 5 Keys or 2h flat, Dunod has never stopped innovating. From books to digital learning, Dunod successfully supports your employees in their training needs, on business themes but also on soft skills, with proven pedagogy and a strong commitment objective. Dunod now relies on the expertise of its best authors to offer you exclusive digital training with CoorpAcademy. Dunod is a publisher of the Hachette Livre group.

Éditions Eyrolles

A family group and independent since its creation in 1925, Eyrolles is in the top 20 of the French edition. Both publisher and bookseller, the Eyrolles group now offers e-learning training in partnership with Coorpacademy. These training courses come from the most emblematic works written by the best authors of the publishing house.

Wolters Kluwer

Wolters Kluwer France is known and renowned in France with the signatures Lamy and Liaisons Sociales. Specialized in law, taxation, finance, accounting, risks, compliance, health and their applications in business, the experts support their 100,000 professional clients in their strategic and daily decision-making. They offer paper and online legal editions, management software for law firms, training and conference offers, as well as a service for announcements and legal formalities. This training was designed by teams specializing in three areas: Compliance, Digital Risks and Enterprise Risk Management.

Press

 

Challenges

Challenges is a weekly French business magazine, covering the main economic events in France and abroad. All the economic news is in Challenges: budget, consumption, public finances, economic situation, taxation, growth. Files, analyses of the greatest economists, strategies, practical investment and investment advice, Challenges magazine makes the economy clear and exciting!

Capital

Brand media, Capital helps to better understand and live today’s economy. Capital brings the world closer to the economy of everyday French life. Capital decrypts, unveils, advises to enable its readers to make the right choices in a society where everything is economy.

Forbes

Forbes is a quarterly digital and paper magazine dedicated to entrepreneurs and decision-makers who want to follow business, finance, management and technology news.

Management

Management is the reference media brand for those who are involved in their lives and want to progress according to their desires. It is a magazine, specials, books, communities and online courses all at the same time. Their mission: to help give meaning to work in order to enjoy it more and ensure that it is no longer a goal, but a means. The aim of the magazine is also to show the company in 360 degrees but by getting back to the basics and the one thing that really matters, you.

Science & Vie

The leading European magazine for scientific news, Science & Vie strives to provide a clear, readable explanation in the fields of science and technology. Science & Vie investigates, is enthusiastic about real discoveries, denounces false truths. Science & Vie offers the keys to understanding the present, exploring the world, dreaming of the future.

Usbek & Rica

French quarterly magazine created in 2010 by Jérôme Ruskin, Usbek & Rica explores the future. Is technical progress always synonymous with human progress? How to remain human in the ultra-technologized world that we are promised? By playing on the astonishment dear to the characters of Montesquieu’s Letters persanes, from which its title is directly taken, Usbek & Rica questions the fastest and most dizzying upheavals in our history.

Product experts

 

7-Shapes

7-Shapes offers training courses in Lean Management and Supply Chain based on an interactive business simulation. Learn by immersing yourself, interacting, making mistakes and then success is our motto! Several thousand people have already trained with 7-Shapes School, so it’s up to you!

Fabernovel

FABERNOVEL was founded as an innovation company in 2003, and has offices in Paris, San Francisco, New York, Shanghai and Lisbon. FABERNOVEL INSTITUTE works to develop a digital and entrepreneurial culture among major companies’ managers and employees. FABERNOVEL INSTITUTE’s mission is to realign employees’ viewpoints to make them active participants in transformations within their professions and organisations.

Global Exam

GlobalExam is the leading EdTech start-up for mobility and employability of students, employees and jobseekers. We offer everyone the opportunity to enhance their language skills by obtaining the highest score in internationally recognized certifications. The trainings are prepared by professionals with specialized programs, assessments and situations in 5 languages (Spanish, English, German, French and Chinese). Today, GlobalExam has enabled more than 300,000 users to pass their language certification and support more than 450 higher education institutions and training organizations in France and 20 countries.

IBM

IBM has positioned itself for more than 100 years as the privileged partner of companies by providing them with the most complete range of resources – skills, systems, software, services, financing, technologies – to help them differentiate themselves in their market and their enable them to become innovative companies thanks to their data and cognitive systems, in the cloud, around the customer experience. For more than a century in France, IBM has been building the foundations of a world based on intelligent and interconnected systems and on new IT architectures, thus contributing to the transformation of the French economy and society.

Institut François Bocquet

Every year, the François Bocquet Institute organizes more than 1,000 talent development training courses around Europe. More than 150.000 professionals have been trained, and even transformed, by the Institute since 1986.

Learn Assembly

Learn Assembly is a learning company that designs innovative learning experiences for healthy and sustainable employability and offers online B2C training on many subjects: digital learning, animation of a virtual classroom, training marketing …

MySezame

MySezame is a training organization specializing in impact business topics. We are experts in impact business: we engage and train managers and their teams in business transformations and innovations linked to societal issues. Our ambition is to create a shift of individuals in the company to engage them in collectively redesigning business and success models, in order to make the economy sustainable, sustainable and inclusive. MySezame is one of the 100 French companies to be certified “B Corp”, the label for companies committed to the common good.

Numa

NUMA is the School of the future of work, providing solutions for continuous and engaging learning experiences for individuals and corporates all around the world. Created in 2000, NUMA created Paris’s first entrepreneurial association, first coworking space, first startup accelerator and first open-innovation program. NUMA is today a key player in championing the startup culture and instigating innovation worldwide through training. This course features internationally acclaimed author and executive coach Jeff Gothelf and Claudio Vandi from NUMA.

The Data Touch

The Data Touch contributes to the success of businesses by providing them with tangible results from the exploitation of Internet data. The Data Touch also offers in-company data training to increase employee skills. The products and services offered include: the production of machine learning prototypes aimed at predicting results centered around company objectives, the creation of a data culture within companies, the implementation of data initiatives around online consumer behavior and Internet performance in general.

Video Arts

Learning is often designed to fill learners with facts and information. This is great if you want to increase their understanding of a subject, but what if you actually need to change their behaviour? Simply put, video allows complex ideas about human behaviour to be put across in a short space of time. And Video Arts gets the message across in a way that your learners won’t forget. Since the company was founded in 1972 by John Cleese, our learning content has become famous for stimulating, engaging and entertaining people, triggering them to think, feel and do things differently.

 

People

 

Olivier Sibony

Olivier Sibony is Affiliate Professor of Strategy at HEC Paris. Previously, he was a senior partner at McKinsey & Company, where he spent 25 years advising executives of global companies. He is the author of articles in various publications, including Harvard Business Review, McKinsey Quarterly and California Management Review.

François Fourcade

François Fourcade has worked for 15 years in a major international automotive supplier. After a PhD thesis in Strategy and Innovation Management realised at the Management Research Center at the Polytechnique school in Paris, he left the industry to return to one of his passions: teaching and pedagogy. He helds now the position of Associate Professor at ESCP Europe, based on the Paris Campus. He coordinates several courses in the Master in Management programme: The Management Control course (Master’s Level) and the Business Planning elective course. He is experimenting numbers of educational innovations, including the HEC Executive Education Continuing Education Platform. François Fourcade also participated in the writing of a collective work entitled ” Pour en finir avec le management efficace ” (Pearson, 2015).

André Tordjman

André Tordjman is the CEO of the store, Little Extra, which he founded in 2005. Little Extra is a low-price lifestyle brand. Designed to recreate a loft environment, the stores are dedicated to everyday items for the kitchen, bathroom and children. Little Extra currently has 18 stores in France and an e-commerce site. Before becoming an entrepreneur, André Tordjman lectured in marketing at HEC for more than 15 years and worked as the marketing director of the Auchan Group for seven years. André Tordjman has written several books and has had several articles published in international magazines. He was awarded the Paul Nicolas prize by the ‘Académie des Sciences Commerciales’ for his book, Stratégies de concurrence dans le commerce, as well as the ‘Thèse d’Or’ award for his research in the field of distribution.

Grégoire Sentilhes

Grégoire Sentilhes, a serial entrepreneur in Europe, China and the US, provides an innovative and global vision of the entrepreneur’s transformative role in the third industrial revolution that is reshaping the world. Based in Paris since 2002, he is the president and co-founder of NextStage AM, one of the major players in capital development, which won the Gold Award for the best Growth Equity Fund in Europe in 2015.

L. de Brabandere & A. Mikolajczak

Of very different training, one engineer, corporate philosopher and today a “Fellow” at the Boston Consulting Group, the other philologist, Luc de Brabandere and Anne Mikolajczak have worked together for more than 35 years and have led dozens of creativity seminars in companies. An experience that inspired them to two courses: the first on cognitive biases, the second on creativity methods. Recently, they also run introductory seminars in philosophy. It is the practice of this discipline that led them to take an interest in the art of argumentation. If after this course, you want to know more and go further, we recommend that you read Petite Philosophie des arguments fallacieux (Eyrolles 2021).

 

Entertainment

 

Trivial Pursuit

Do we still need to present the very iconic and 40-year-old Trivial Pursuit? Invented in 1979 and released in 1982, the game Trivial Pursuit has passed through generations of competitors and has sold over 100 million copies worldwide (in over 30 countries). Through a series of courses addressing the 6 emblematic themes of the game, Hasbro, Trivial Pursuit and Coorpacademy offer a shared vision of learning: giving access to general culture – a soft-skill, invaluable during a meeting or during a meeting. a working lunch – in a fun, engaging and entertaining way.

Clue

A manor, six characters… a murder! Clue, the most famous deduction game, imagined by Anthony Pratt and his wife Elva, was first put on sale in 1949. Decades – and multiple versions and adaptations (movies, series, video games, comics…) – later, its success is still undeniable. Through the Clue: Murder on Skill Island educational investigation, Cluedo, Hasbro and Coorpacademy team up to offer an entertaining learning format where your critical thinking skills will be put to the test.

Online training for SMEs

Frédérick Benichou and Armelle Lavergne’s interview on B SMART

Wendy: This is the continuation of SMART Campus, thank you for being faithful to this meeting of education and training stakeholders! What is the right path for your identity and what is the job behind it? We are going to be concrete and efficient with a reference in online training, Coorpacademy, represented by its co-founder Frédérick Benichou.

Frédérick: Hello!

Wendy: And with Armelle Lavergne in charge of content and partnerships, hello!

Armelle: Hello Wendy!

Wendy: Your platform is almost 10 years old, you created it with former Google employees.

Frédérick : We are very proud of course! We created ourselves, we were three. I’m not going to say in a garage because it sounds a bit cliché, but it’s not far off! Today there are more than 55 of us, we have more than 800,000 active users, 150 major account platforms open, we are present in about thirty countries, and 40% of our users are outside Europe. So we’re actually quite proud of our little journey.

Wendy : Oh yes, indeed, it’s quite enormous. That is to say that in 8 years, an identity has been created with a clear pedagogical line, right Armelle?

Armelle : Yes, exactly! I’ve been lucky enough to work for Coorpacademy for 7 years, and we’ve set up a Content division that I manage. Today, we have more than 1800 training contents available and we are very much oriented towards soft skills – we talked a lot about this during the confinement because it is what enabled us to face the crisis. The editorial line is therefore very soft skills and it can cover 5 areas of transformation: digital, managerial, operational, cultural and sustainable.

Wendy : Right. So the relational skills are what the companies that call on your services increasingly ask you for?

Frédérick : To carry out a transformation project in a company, at least 70% of employees must understand what it is all about. Our platform, with its microlearning format, its permanent accessibility at all levels and its fun game modes, enables a large proportion of employees to be acculturated almost instantly before consulting firms or major company reforms are required. It is therefore part of our DNA to be able to deploy this acculturation very quickly to digital transformation projects, sustainable development projects, cultural transformation projects, and employee ‘upskilling’.

Wendy : That’s interesting because if we talk about content, in connection with what Frédérick was saying, are we seeing a revolution in e-learning, Armelle? Is there an evolution in mentalities, a very different demand for training?

Armelle : I think that the training market today is very competitive, there are a lot of offers. What we see is that the personal use that you can have when you train in languages for example, you want to find it in your professional life. We target employees of large groups, but also today of very small businesses and the idea is to offer them a fluid, gamified experience – that means you can learn while having fun, because you can be serious without being serious – so the idea is to be able to pass levels, unlock these levels, talk to your colleagues, create emulation, win lives, etc. This fluid, very operational mode is also a way to make the learning process more efficient. This fluid, highly operational mode, which is also linked to our personal uses, is what we are asked to do today and that is the challenge.

Wendy : Yes, and all this with a minimum of time, because the problem is that we are also compressed in space and time!

Frédérick : It is indeed very important. You were talking about the e-learning revolution, about the evolution of mentalities, when we arrived on the market and we spoke to teachers and told them “we’re going to make courses, modules that are 5 minutes long, you’ll be able to do your 20 minute course in 4 modules of 5 minutes, but you’ll have to break up your content” they looked at us with catastrophic and horrified eyes. But it turns out that in our personal lives we are all addicted to our phones and the short format, so if we don’t do it, we don’t have a completion rate. People don’t get to the end, they stop, they interrupt.

Wendy : And so the 5 minute format is the right format?

Frédérick : So it’s more complex than that because in fact, we have a KPI, a key figure that we track a lot, which is the completion rate. We have an 83% completion rate on our modules, which means that 83% of people finish the modules they start. So that’s huge in the world of e-learning. And this completion rate can be explained by the fact that it’s a game, because we win lives, because they are short formats, because we have an editorial tone – thanks to Armelle’s teams – that makes it friendly and funny, and because we make the content our own, etc. So we’re not going to learn complicated jobs – we’re not in the business of learning – on the other hand, we’re in the business of acculturation and that works very well.

Wendy : Yes, on soft skills, it’s important to distinguish. So you were talking about your clients, the CAC40 companies, the large groups, but now there is an offer, a Team offer which is much more targeted at VSE/SMEs.

Frédérick : When we created Coorpacademy, we said to ourselves that we were going to bring the quality of the tools of the personal world – the quality of the digital tools of the personal world – to the world of large companies. Today, we say to ourselves that there is no reason why only large companies should have access to these quality tools and so we are going to bring to SMEs the quality of the tools of large groups – with preferential rates, an ease of subscription, an ease of parameterisation which is more standardised but more operational – they can create platforms in less than 15 minutes, it is open and they invite their employees instantly.

Wendy : With key topics coming out of this particular year but which also speak of competitiveness: digital, teleworking, sales, languages, etc. Are we in these contents too for this particular Team offer?

Armelle : Yes, that’s right. We carried out interviews and in particular a competitive benchmark study. The first thing we noticed was that there was not much difference between the training needs of large companies and VSEs/SMEs. We were then able to ‘pick and choose’, i.e. create training courses with the objective of being very practical and with concrete and rapid results. So the main points are office automation, management, negotiation management, etc. Very specific themes for VSEs/SMEs.

Wendy : So how do we know that it went well and that there is good feedback on the experience and on the completion rate?

Frédérick : The completion rate is a great indicator. We also have the duration of the subscription, if customers stay, if people come back, if companies stay subscribed, that’s very important! We have customers who have been subscribing for more than 7 years, so a priori, since there is no commitment, they are happy!

Wendy : That’s a good estimate. Do you have anything to add?

Armelle : No, we hope it will take off and we’ll see you soon to talk about it!

Wendy : I am very pleased with this Team offer in particular and with your follow-up of the evolution of mentalities, requirements and needs!

 

10 highlights of 2021 as seen by our learners

 

Without signing the return to “normal” for good, the year 2021 was full of twists and turns. Between the return to face-to-face meetings, the democratisation of teleworking, vaccination and the introduction of the health pass, not to mention the transformations that companies are undergoing, it is obvious that there were many issues at stake. But what we will really remember this year is 1 million hours and 10 unforgettable memories of 2021:

1 – Your desire to learn

With 29,764,048 questions answered in 2021 on all platforms combined, you have completed over 1,000,000 hours of training through the Coorpacademy premium content catalogue!

 

2 – Your enthusiasm for collaboration!

Indeed, the year 2021 is the year of resilience and team spirit! Thus, in first place of the most played courses is “Communicate effectively to collaborate better” co-published with Dunod Formation. In 2021, you have learned how to avoid communication errors that create tension and you now know how to correctly convey a clear and unambiguous message!

 

3 – Your desire to understand yourself better

This year, the most consumed soft skill on the platform is emotional intelligence! In 2020, the World Economic Forum already identified this soft skill as one of the ten most important skills in 2022 (The Future of Jobs Report 2020). So you are ready to face the next year by using your own emotions as a driving force to act effectively.

 

4 – Your limitless agility

In 2021, you have become real acrobats! The course “Adopting an agile culture”, co-published with Numa, has entered the Top 5 by reaching the 3rd place of the most played courses, that is to say 4 places gained compared to the 2020 ranking.

 

5 – Your investigative skills

Number 1 from the start, the Cluedo educational investigation was the best course launch of the year! You rightly loved getting into the shoes of Colonel Mustard to solve the Skill Island murder mystery, according to your feedback:

  • “Wonderful. This course is a pure joy… We work on cognitive biases while solving a Cluedo puzzle. I recommend +++ for those who are gamers :)”

 

  • “The format is really interesting and allows us to succinctly show some of the cognitive biases to which we are often subjected. It has the will to bring playfulness to a subject that is not always easy to tackle: critical thinking.”

 

  • “Very interesting: gripping story combining learning about argumentation and cognitive biases. Really good initiative.  To be repeated! Thank you”

 

6 – Your attentive ear

For the first time this year, the audiolearning format is included in our premium content catalogue! With Cybercafé, you were able to learn by listening and develop your digital skills.  In 2021, you’ve been listening to this new format, so we’re preparing for 2022 to offer you even more educational innovations!

 

  • “You think you know everything, but in fact you learn something new every day; can’t wait for the next episodes ;)”

 

  • “Very interesting! I could now discuss with my brother-in-law who buys NFT certified virtual works ;-)”

 

  • “Very nice too, the “podcast” formula. Thank you.”

 

7 – Your soul as a coach

This year, you learned from your peers! With the “Babel Forum” course, the discussions on the learning platforms forum helped you to improve your skills in collaboration with your colleagues. Thus, the Babel Forum became the course that generated the most discussions on the forum, congratulations to you!

 

8 – Your enthusiasm for your platform

  • “This platform is an extraordinary playground. Accessible anytime, many modules can be done very quickly. I recommend it.”
    Olivier
  • “Platform in an entertaining and learning format; available on the computer or on the smartphone, short formats that meet my expectations” Christine
  • “Accessible at all times, fun and easy to use. You can easily learn yourself from the different topics”
    Mallory
  • “I love the fun aspect, the quality of the lessons, the exercises, the aesthetic aspect of the site. Working while having fun, a very good idea” Sebastien
  • “The training courses are very entertaining and answer a lot of questions. They introduce employees to the challenges of today’s economy, and may even allow some to change direction during their career.
    Philippe
  • “Fun platform, with short modules, regularly updated with new features.” Beatrice

 

9 – And your presence at our side

Like every year, we met in France and Switzerland during our Digital Learning Club! A moment of exchange where our clients are invited to discover the latest Coorpacademy innovations in terms of learning.

This collaborative moment was also an opportunity to receive feedback from our customers on the new features to come, to have them actively participate in the evolution of our solution and thus, to build together the Digital Learning experience that meets their needs.

 

10 – Even at a distance…

And because since 2020, these face-to-face meetings have become rare, we have also organised ourselves to continue to exchange ideas together through our Learn Everywhere webinar series! This year, the most successful webinar was the one on The Rise of Audiolearning, which took place in June 2021 with our partner Bookboon.

Tell us what courses you play and we’ll tell you who you are

 

During the course of a day, our attention is constantly stimulated by various information. We only need to spend 30 minutes on our favourite social network, or turn on our television, to realise the constant hubbub around us. Paradoxically, we have also become more attentive to the type of information we are willing to receive. But the point is that this flood of information is one of the reasons why we want to create the most relevant content possible. But how can we deliver on this promise? We’ll explain it to you in a few lines, so you don’t lose your attention.

 

A finely tuned catalogue

If you have read our article on the recipe of the Coorpacademy catalogue courses, you will know that we take care of both the presentation and what is on the plate. To engage our learners and stimulate them during their learning, it is important to offer them premium content, designed by educational engineers or in co-publication with exclusive partners such as Forbes, IBM or Cegos. To build a relevant training catalogue adapted to each learner, it is crucial to offer tailor-made content, so that it fits them perfectly. Thus, our content catalogue includes courses concocted by us and also by the business experts of each organisation we work with, to promote the development of each individual’s skills.

 

Content tailored to the changing world

Learning means progressing, doing better, evolving. This implies not only change, but also temporality. We start from a point A, at a certain point in time, and end up at point B, in some time. Therefore, in a rapidly changing world, learning is essential. In preparing our courses, we think about the world of tomorrow, to better prepare you for it. Thus, the more than 1700 exclusive modules on soft skills that make up our training catalogue are designed to guide you through the 5 crucial transformations for the future of organisations. But fighting for tomorrow’s world means that it still exists. That’s why we offer Coorpecology, the first training platform dedicated to the ecological transition, and why we are proud to collaborate with the Collège des Directeurs du Développement Durable (C3D) to design courses that develop sustainable thinking.

 

Support that is as personal as your experience on our platforms

To get to know you, we have a major ally: data. If you’ve played the All About Data playlist, we’re not teaching you anything, data is essential to designing a learning experience that reflects you. Indeed, by playing courses on our platforms, we are able to refine what we offer. So, training is really just a click away. But if our courses adapt to our learners, our platform also adapts to the needs of our clients, integrating directly into their training ecosystem. When we say that we know you well, it’s also because our team of Customer Success Managers supports you in your training projects, to achieve your objectives and those of your learners. We offer you concrete actions to engage your community of learners over time and reach new heights!

 

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