Tag: covid-19

Training in the midst of transformation: a look at the impact of the pandemic

 

This Wednesday, June 16 at 6:30 pm, Jean-Marc Tassetto, co-founder and CEO of Coorpacademy, will participate in a roundtable discussion on the impact of the pandemic on the EdTech sector in France. During this round table, co-founders and investors of leading companies in this sector will discuss their vision of the future of education following this pandemic that has disrupted the uses. In anticipation of these discussions, discover this article that set the context of post-COVID digital learning.

Educational technologies, commonly referred to as EdTech, represent digital solutions that are revolutionizing the learning experience, through mobile apps, learning platforms, and other mediums. 2020 has redrawn the contours of learning, adapting to the exceptional measures that have been imposed on us, and thus shaping new uses. To say that learning is changing is an understatement. It is transforming.

We have been told for months: stay home! And for the better good. However, this measure raises a major question: how can we ensure that continuous learning is maintained if we are individually isolated at home? To address this issue, we had to implement solutions and take full advantage of the tools at our disposal. Thus, the use of new technologies, which was already obvious for some, has become indispensable for all. Both for educational institutions, which had to organize themselves to guarantee access to education and for companies, which had to reorganize teams and introduce remote working measures, while ensuring remote team training. The use of digital technology has therefore become vital to meet the challenges created by the pandemic and to ensure the smooth running of organizations despite the constraints of this unprecedented context.

The first lockdown allowed the French population to integrate the new digital uses more permanently and intensely. For institutions, distance learning has been adopted very quickly and for companies, between remote working and online training, the use of digital technology has made considerable progress. We are moving towards an era of digitalized training, where digital tools feed the learner’s experience and reinforce the pedagogy. Farewell to the traditional face-to-face courses and the dusty e-learning: they are reinvented to offer a digital learning experience that better adapts to individuals, their learning styles, their educational content consumption habits, and their life rhythms.

To constantly improve the learning experience and adapt to the world in which we evolve, it is necessary to rethink educational formats and ways of delivering information. It is certain that our attention spans are impacted by the use of digital technology, especially with social networks and the culture of immediacy. Accelerated by the COVID19, the use of digital has increased, shaping new habits, which are the beginnings that will shape the of the future of education and training in companies.

To learn more about this future, don’t miss the roundtable discussion on June 16 at 6:30 p.m. organized by Speedinvest, which will feature the leaders of the EdTech sector in France: 

Jean-Marc Tassetto, co-founder & CEO of Coorpacademy
Pierre Dubuc co-founder & CEO of OpenClassrooms
Charles Gras co-founder of Simbel
Benoit Wirz partners at Brighteye Ventures

Register for free to the round table by clicking here.

Digital transformation: what if it is not over? Discover the top 3 skills for a successful transition

 

Following the pandemic, one out of three companies in France stated that they increased their budget dedicated to digital transformation, according to a study released by Twilio on companies’ digital transformation and their customer engagement strategies. Affected by the COVID-19 crisis, digital transformation is now more than ever a priority for organizations if they want to develop serenely and be ready for the future, even more uncertain than today. Although it is not the only lever for organizations’ transformation, it has a lasting impact on behavior and shapes new processes, as it profoundly changes our habits.

Omnipresent both in our personal lives and in our professional environment, digital tools are growing at a rapid pace, sometimes much more rapidly than their uses. Here lies the complexity of digital transformation: how to integrate and adopt innovative but constantly evolving tools?

As the pandemic taught us, it is essential to prepare for major upheavals before they occur, so as not to be caught short. In 2025, a revolution will disrupt the job market. The digital aspect of companies will be decisive in the face of new challenges. Projections made by the World Economic Forum’s “Future of Jobs” 2020 report allow us to define which best practices to adopt and the skills to develop.

What is digital transformation in 2021?

Cloud, e-commerce, social networks, Zoom or data, blockchain, automation: you already know digital tools. Digital transformation is the process of integrating these technologies into all the company’s activities to improve its performance. Transitioning to digital also involves adaptation to new uses, for example, those of new consumers, which are rapidly developing.

Many think digital transformation resumes to implementing digital processes in the company, but how can we ensure they are understood and anchored in behaviors? Guiding the digital transformation is mainly leading the employees on the handling and understanding of these digital tools. Involving collaborators in change management and improving their ability to adapt is key for any major transformation to be successful. Indeed, when facing changes, agility and adaptation are fundamental qualities. This is where the HR function is decisive to drive their organization’s digital transformation.

How to become a digital employee?

The “Future of Jobs” 2020 edition report published by the World Economic Forum highlights this: the trend has been towards digitalization for several years and it is now a top priority for companies. The Twilio survey states that globally, 97% of business leaders believe the pandemic has sped up the digital transformation of their organization. It’s a fact: businesses are not done with digitalization.

The interest of companies to invest in data encryption recently emerged. Indeed, digitalization also comes with its risks, and preventing them is an essential step to complete this transition to digital tools.

The Future of Jobs report reveals a list of 10 key skills to develop for 2025, which you can find here. In this list, 3 skills are crucial for the digital transformation of organizations. As stated before, this transformation is essentially about the employees who compose it, or rather, their ability to adapt to it.

As the survey shows, companies plan to restructure their workforce in response to new technologies. What are the 3 key skills to guide the digital transformation of companies and employees?

N°1 Technology use, monitoring, and control

Digital tools can sometimes be complex to get used to, especially when they change our habits. The WEF survey results show that skill shortages in the local labor market and the inability to attract the right talents remain among the top barriers to technology adoption.

It is crucial to learn how to use new digital technologies and understand how they work, to earn their tangible benefits. Lacking this ability, the adoption of new technologies is slower, globally affecting the speed at which an organization transforms.

Some skills that come with digital transformation, often very technical, are so-called “hard skills” that require a computer or very specific, scientific knowledge. In concrete terms, if we all use and take advantage of the disposable technologies, then we are collectively developing towards a more digital and agile company. Training can also focus on soft skills, to promote agility and adaptation, and becoming more resilient while facing unexpected changes! As an example, cybersecurity, a digital challenge that concerns not only engineers, or big data, which is also part of the digital revolution, if the entire company knows how to benefit from it.

To better understand the scale of the digital revolution, learn to anticipate the tomorrow’s world :

Preparing for tomorrow’s world

Develop your agility:

Adopt an agile mindset

N° 2 Technology design and programming

The WEF report figures that executives face challenges while recruiting talent that specializes in AI, machine learning, software development, and applications. To enable a company to take full advantage of the potential that new technologies bring, we must set them up first.

By 2025, the digitalization of organizations will speed up and the availability of new digital tools will increase. To drive this transformation, technology design and programming skills will gain value. It’s mathematical. If you decide to use more tools, you also need to increase the number of people needed to implement them. And as technology expands and becomes more sophisticated, it also becomes more complex to design.

However, companies should not fall into the following trap: thinking that digital transformation solely relies on the recruitment of technology design and programming profiles. As previously mentioned, the real challenge lies in the general understanding of these technologies by all employees, to move towards a global, concrete, and collective change. To instill this idea of change, acculturation of the organization’s key players is the first step. Digital acculturation means understanding the issues it engenders and better transmitting them to all the collaborators. Beyond this first stage, digital dexterity plays a crucial role. It refers to the employees’ desire and ability to take on existing and emerging technologies to improve their performance. A collective attitude motivated by a genuine desire to understand makes all the difference as it allows employees to take the measure of the changes digital transition implies.

To start acculturation to digital tools:

AI and cognitive technologies

N°3 Resilience, stress tolerance, and flexibility

Resilience, stress tolerance, and flexibility are essential “soft” skills to help people understand new tools.

New technologies, and any change generally, can be perceived as an obstacle for employees. Therefore resilience, i.e. the ability of a person or a group to project themselves into the future and to evolve despite difficulties, is crucial to digital transformation. These difficulties are also a source of concern but will be easily overcome if employees learn to develop a good tolerance for stress and unexpected situations.

To develop resilience and succeed in overcoming individual or collective obstacles: 

Resilience

Digital learning, the primary tool for digital transformation?

Data from the report’s survey shows the importance of training to face the future of the job market. Indeed, mastering key competencies will allow collaborators to be more productive in the long term. To address this issue, employers investigate employees’ training, and it’s already going digital! The number of employers offering digital learning opportunities to their employees will increase fivefold by 2025, according to the survey. Although companies say that by then, the in-house department will deliver 39% of training, e-learning platforms will still supplement it for 16% of training. Digital training is therefore constantly growing and ensuring employees’ skills development.

The digital transformation of companies also involves the digitalization of training, accessible to as many people as possible, adapted to each, and engaging for all. To quote the economist Klaus Schwab, founder and executive chair of the WEF: “the same technological disruption that is transforming jobs can also provide the key to creating them – and help us gain new skills”. The tools are at our disposal, it’s just up to us to use them intelligently so we can unleash the human potential already present in our organizations.

Unlock the human potential of your business:

All courses

 

Back on track

 

It’s the resumption. Business activities resume, terraces are alive again and the subway is full again. We are finally seeing the end of the crisis, and we cross our fingers while writing this. This unprecedented period arouses excitement but also interrogations about the best way to support employees, as the stakes are crucial.

How can we create the ideal conditions for this resumption? What are the best practices to adopt? What about employee motivation? How will remote working be organized from now on?

For more than a year, we have evolved in an uncertain and worrying climate that has changed the usual reference points for collective and individual interests. We made one while being apart. And this has not been without consequences on the general mood and hope for the future.

While it is now time to reunite gradually and (re)discover our habits, some might find it confusing. Whatever happens, humans get used to everything, and finally, it is returning to normal that might seem abnormal.

The revolution that this crisis has brought to light is mainly that of remote working, leading to hybrid work. And as individuals, this crisis has taught us that adaptation is an essential ability. We know that the world changes, but it is also unpredictable. Training is an effective response to this.

Indeed, without the right support, resumption can be hard, both individually and collectively. That’s why we’ve designed the Back on Track playlist, to answer these questions and ensure that your employees return to the office in the best possible condition.

To get back on track, our dedicated playlist contains the following courses:

  • Adapt in all circumstances

Test your adaptability – Coorpacademy
Learning to Learn – Learn Assembly
Boost your learning abilities – Science & Vie

  • Manage effectively

Take a fresh look at your management style – O. Sibony
Making Quick and Effective Decisions – Dunod

  • Work better together

Remote Working: From Theory to Best Practices – E.Eyrolles
Motivating your team – Video Arts
30 Ways to Make More Time – Video Arts

And to discover our entire catalog, click here

The Digital Learning Club to build the future of corporate digital learning together comes back in 2020 in a new format

 

Club: an organization of people with a common purpose or interest, who meet regularly and take part in shared activities.

Digital Learning Club: an organization of people with a common purpose – building the future of corporate learning, who meet at least once a year and take part in shared activities. Lifelong learning is the topic gathering them.

The future is uncertain. Especially during this global pandemic of Covid-19, especially at times when lots of places in Europe go into lockdown again. 

A few figures to realize how complex and uncertain the world of tomorrow will be: according to the World Economic Forum, in 2022. 75 million jobs will disappear when 133 million new jobs will be created. Also, in 2020, most of 2030 jobs actually don’t exist yet! Still according to the World Economic Forum, 65% of jobs in 2030 have not been invented yet.

Facing this uncertainty, one certainty: lifelong learning is key in order to remain competitive in a fast-changing world. And that lifelong learning idea, our clients understood it very well!

This is how and why the Digital Learning Club has been conceived. This event has been created for our clients, by our clients.

Every year, the Digital Learning Club is an event that our clients hold in high regard. They can share insights with their peers and co-imagine the future of digital learning.

Because it’s 2020, we had to come up with a new format. It will be online, for 45 minutes, and we will share with our clients the latest trends in training for 2021, the best practices to adopt, the pedagogical innovation with our R&D programs supported by the Swiss Federal Institute of Technology, our product roadmap but also what’s new in content production and editorial partnerships.

The Digital Learning Club is also a space for discussions and gathering: our clients will meet on November 26th at 14h00 to build together their Coorpacademy! If you’re interested in becoming a client of Coorpacademy and joining the Digital Learning Club, don’t hesitate to contact us!

With the Digital Learning Club, we want to build the future of Coorpacademy’s Learning Experience – which needs to be unique for each learner.

If you want to know more, contact us!

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!

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.

Coronavirus: online training courses for hospital staff dedicated to the management of patients with severe respiratory impairment related to COVID-19

 

The AP-HP, Assistance Publique – Hôpitaux de Paris (Public Assistance – Paris Hospitals) turned to us to develop urgently with their teams and the Université Paris-Est Créteil (UPEC), online training courses for hospital staff dedicated to the management of patients with severe respiratory impairment related to SARS-CoV-2 (COVID-19).

In the current epidemiological context and in view of the large influx of patients with severe respiratory impairment related to CoV-2 SARS (COVID-19), there is a need for accelerated training tools for the management of respiratory failure in these patients in order to make a maximum number of healthcare professionals operational.

In this context, an online training course has been created, consisting of training courses dedicated to the management of patients with severe respiratory impairment related to SARS-CoV-2 (COVID-19).

Currently, five training courses are offered:

  • ‘B.A-BA of ventilation’
  • ‘COVID-19 in resuscitation’
  • ‘COVID-19 patients: hygiene recommendations’
  • ‘Training Medical Students’
  • ‘COVID-19 and pregnancy’

 

The pedagogical content of this training will evolve according to the proposals of the expert/recommendation centres and may be subject to modifications/updates.

More than 20,000 healthcare professionals have already signed up to these courses.

If you know healthcare professionals around you, do not hesitate to share these online training courses rapidly and massively. It is available on computer and mobile, open to all of obviously free of charge.

We hope these modules will be helpful to all staff facing the pandemic: thank you for your work in these unprecedented times.

http://www.formationcovid19.fr

To share massively!

Some feedback we have received on the platform:

Theory is explained and questioned. Then knowledge is assessed by questions corrected in real time. A scenario is proposed allowing a visualization of the care and a better projection of the learner in the care situation. Bravo and thank you!

Odile

 

Pedagogical, ergonomic, clearly one of the best strategies to transmit good practices.

Stuart

 

Courses are very well done, very clear and this is a great tool to learn, to reskill – especially in present circumstances where I ended up conducting ‘COVID rescuscitation’ after 21 years of surgery.

Marc

Everybody: stay at home, work remotely, we will help you!

 

How to be efficient remotely? Facing the global Covid-19 outbreak, most companies are making their employees work remotely. Unprecedented times, unprecedented measures. But organizations and employees are not at the same level when it comes to working remotely.

This is why we unveiled on all our learning platforms a special playlist, “Remote Working”, including all you will need to be efficient at work remotely and to be agile!

Tools to work remotely like a boss

Communicate at all times with instant messaging or videoconferences. 

  1. Slack is an instant messaging platform (text, call and video) which regroup people by channels and gather all the information you need to work. Slack can interface itself with numerous services and applications already implemented, such as Salesforce, Google Drive…
  2. Microsoft Teams is a similar platform where you can chat with your coworkers, invite them to meetings, call them or collaborate with them in a dedicated online place, wherever you are.
  3. For videoconferencing, let’s not forget Skype, Zoom and others (Google Hangouts Meet, appear.in, join.me)… Participating in meetings in video, remotely, has never been this easy!

Virtual collaboration for work in real life!

With tools such as Dropbox, Google Drive or Microsoft OneDrive, you can upload all your files online and allow instant consultation and/or modification, in real time,  to several coworkers on documents such as word documents, spreadsheets or slides.

Manage your projets remotely and plan your meetings smartly. 

  1. One of the most famous tools, Trello, will allow you to organize your projects and to prioritize tasks in an agile, fun and enriching way thanks to its boards, lists and carts.
  2. For agendas, you can use your virtual calendars such as Google Calendar. You can also associate this tool to Virtual Assistants such as Clockwise or Julie Desk which will help you plan in a seamless manner: by doing this, you will avoid confusing back and forth discussions to set up times for a meeting.

Good tools make a great worker, yes, but “men are social beings” (Aristotle).

Remote working implies using these tools efficiently for communication to be as seamless and efficient as possible. The main objective is to remain performant but also to limit the risks of bad comprehension, loneliness and induced stress. The way of managing your teams and handling your emotions are paramount, and these are skills for which anyone can learn, upskill and improve. 

The online learning playlist “Remote Working” includes courses on new agile management methods and on stress and emotions management. Every details need to be taken into account, even simple 5 minute breathing exercises to relax. 

Our team of instructional designers has aggregated for our learners the most adapted courses to face the unprecedented situation we are currently living. This aims at improving everyone’s efficiency in a very concrete way. Whether it is about personal organization, project management or the remote management of a team, discover in this new playlist:

  1. methods to structure one’s workload and manage allocated time and priorities, 
  2. online tools to collaborate and communicate as a team,
  3. new agile work techniques,
  4. but also – and this is important – simple methods to stay zen and relax, to manage one’s emotions and others’.

Try this new playlist out!

6 hours of learning content, whether you do it as complete courses – between 30 and 45 minutes – or in short microlearning learning nuggets.

Stay safe, take care of yourself and others, and happy remote working!

If you want to go further, discover these management advises on HBR.

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