digital Archives - Coorpacademy

Safran’s Digital Academy: a look back at the first year of Digital Learning with Frédéric Verger

One year after the launch of the Digital Academy, Safran’s online training platform that trains employees to increase their skills on all digital transformation topics, Coorpacademy by Go1 takes stock of the situation with Frédéric Verger, Group Director of Digital and Information Systems and member of Safran’s executive committee. 5 minutes only to say it all!

In this interview, Frédéric Verger celebrates an “extremely successful adventure” with Coorpacademy by Go1, throughout this first year. In the first seven months, 15,000 collaborators had completed no less than 70,000 modules in total.

One year after launch, Safran has already exceeded 35,000 users for more than 2 million questions answered, for nearly 65,000 hours of training.

Frédéric Verger also details the functionalities and contents that have made the greatest impression on learners: a craze for battles, for example, a trademark of the Coorpacademy catalog, as well as a strong interest for certain digital trends in particular, such as blockchain, NFTs or the cloud.

It also describes the future challenges facing Safran’s Digital Academy, which has been renamed the Digital Academy “Plus”. The first year is coming to an end, with the ambitious objectives of training on the challenges of the group’s digital transformation. A second season is now starting with: complete training modules on core skills (data, engineering or manufacturing 4.0), the addition of several use cases (learning by experience) and all the new features of the Coorpacademy catalog (AI, Chat-GPT and much more).

Do you speak emojis?

💡 92% of online users use emojis according to an Emogi study. Most commonly used to make a point or share feelings, they have become an integral part of our daily lives. Yet interpreting emojis may become increasingly difficult with the advent of new technologies such as animated emojis or augmented reality, according to Goldman, a law professor at Santa Clara University and author of the article “Emojis and the Law”, published in the Washington Law Review.

Originating from the Japanese “e” (image) and “moji” (character), the word Emoji means drawn letters. These emoticons have been democratised by communication developers such as Apple and Android over the last 10 years, but the first emoji was created in 1999 by Japanese artist Shigetaka Kurita. Today, there are more than 2,000 of them, they have their own World Emoticon Day – 17 July – and are embedded in 2.3 trillion mobile messages every year.

💬 The new codes of communication

Social networks and instant messaging allow us to communicate massively and quickly, whenever we need to. Thus, communication today relies on a tool that allows us to share information more quickly and emojis aim to shorten our messages, to save even more time and to respond to a message in a simple emoticon. They have become an almost universal form of communication, a 🙂 emoji will be the same in France, Spain, the United States as well as in Japan, and it is still difficult to do without them today to give a more human tone to your virtual message.

🚀 An opportunity for businesses

Emojis have become indispensable for punctuating a sentence, accentuating an emotion or slipping an innuendo into a digital conversation. Indeed, some companies or associations are taking advantage of emojis for their advertising campaigns: Domino’s Pizza recently launched a Twitter campaign where people from all over the world could tweet the company with the Pizza Emoji to order one. Associations have also understood the effectiveness that these emojis can bring to their digital communication, such as the nature conservation organisation WWF, which launched an awareness 2.0 campaign using Emojis through the hashtag #EndangeredEmoji in 2016. Thus, it is clear that emojis are no longer just a private conversation and are no longer considered a decorative or innocuous element; they represent a new and improved form of language that has its roots in digital, breaking down language barriers for brands.

And it works! According to a 2019 study by Adobe, more than half of emoji users are more likely to engage with brands that use emoticons online: 60% say they like it when a brand uses emojis that match their personality, 51% say they are more likely to comment on a social media post when it contains emojis, 48% are more likely to follow a brand, and 44% are more likely to buy a product as a result of an advert using emojis.

👥 And for employees

The Adobe study also reveals that 61% of emoji users also say they use emoticons at work, most often (36%) with people at their own level. Employees who use emojis at work report a positive influence on friendliness and camaraderie among colleagues. Indeed, 78% believe that emojis have this influence on affinity between professionals, 74% also say that emojis make positive information or feedback more sincere and 53% believe that they make negative information or feedback easier to accept.

So check out our tips for speaking digital Esperanto at work:

1/ Use emojis yes, but sparingly

The purpose of emojis is not to abuse them. They can be used to soften a message or to structure a post on social networks between several paragraphs, but be careful not to use them to punctuate each of your sentences.

2/ Beware of double meaning emojis!

The same emoji can have different meanings in different cultures, and therefore be a source of misunderstanding. There are already some pitfalls you can avoid:

🙏 Two hands placed firmly against each other, meaning “please” or “thank you” in Japanese culture, have turned into high-fives in our Western cultures.

🍑 Some fruits and vegetables have been hijacked and are no longer truly representative of the produce department we know.

😭 The “Crying Face” emoji is more commonly used to express intense feelings, such as uncontrollable laughter, pride or overwhelming joy. It became the most used emoji on Twitter in 2021, ahead of the “Face with tears of joy” emoji.

To make sure you don’t get it wrong, refer to the emoji encyclopedia.

3/ Test the ground before you start

Find out what people are doing before you start using this new digital language! Take the time to observe whether emojis are common in exchanges and with whom it is more appropriate to use them. The risk? That your message is interpreted as too familiar or impolite.

4/ The keyboard shortcut is your ally

To find your emojis on windows, type Windows logo key + . (dot). This will bring up the emoji keyboard. Select an emoji with the mouse or keep typing to search for an emoji among those available.

If you are a Mac user, simply press Control + Command + Spacebar simultaneously. A window will open in the middle of the screen allowing you to choose from the thousands of emojis in the catalogue.

5/ Be yourself

Finally, emojis can be compared to the non-verbal communication we use in real life. The important thing is to be yourself and not to overdo it, nor to force ourselves to use them if we are not comfortable!

The development of digital technology has forced us to adapt to new forms of communication and to adopt new practices. The introduction of emojis into our online conversations has democratised them, making them an integral part of our digital culture. As society has evolved, emojis have also diversified, offering different skin tones, gender-neutral emojis, and even taking disabilities into account. In fact, 73% of emoji users would like to have more options for customising emojis to better reflect their personal appearance and identity. Thus, the Emoji is now part of modern culture and impacts our daily communication. It has become a form of language that is understood by the majority and should be used wisely.

Training is a big deal!

Training is above all a human adventure. It puts people at the heart of the company and helps the talents that make up the company to progress. Through the story of my experience, I would like to try to answer the following question: does the size of the company count when it comes to training?

Having had the opportunity to work within groups of different sizes and operating in different sectors or regions, I have always noticed a common denominator in these experiences: my desire to learn. Whether it was learning how to produce an editorial calendar, something very concrete, or developing my adaptability, a so-called soft skill, the size of the company was never a hindrance to progress. But then, if size doesn’t matter, what’s left to measure? To help you understand, let me tell you the story of my rise in skills.

Here we are 3 years ago, I land in Montreal, and I discover the queue to enter the bus. If I decided to join Céline, it’s not for the love of poutine but for an internship in a big international cosmetics company. The dream – with 20 degrees less. With more than 8,500 employees, this first experience in marketing will allow me to develop skills that will be essential to me later on… Because in addition to the management and coordination tasks that I carry out on a daily basis – and which I quickly adopted the basics of – I am developing an unfailing ability to adapt without even noticing it. FYI, I work in French with Quebecers who work half the time in English. Since Canada is an English and French speaking country, all communications are done in both languages, but not all communications can be adapted to both languages. I adapt the speech, change the slogans, arrange the visuals. And when I get back to France, I feel like I’ve become a chameleon who can’t wait to change my appearance.

I’m back in France, I’ve just got a work-study contract to validate my last year of a Master’s degree in Communication, I’m starting in 2 days. The chameleon that I have become is not disappointed: I will now work in a telemedicine start-up! A dream come true – minus the Quebec accent. From my very first days, I’m learning new tools, adopting a new tone in my communications and immersing myself in new subjects. Offering teleconsultations and understanding the care pathway is a bit different than selling perfumes and understanding different skin types. And while I’m gaining skills in the Adobe suite, developing my creativity and gaining self-confidence, something happens that turns my life upside down: a certain extremely contagious and dangerous virus has appeared in the Wuhan region. You already know the rest: confinement, teleworking, Zoom aperitif and increased screen time. For my company, which has about forty employees, the adaptation is fast, and that’s good because we are at the front line. Although size doesn’t matter when it comes to training employees, it does influence the available manpower. This is why I had the opportunity during this pivotal period to provide support for tasks other than those usually assigned to me. This experience and this unprecedented situation allowed me to develop resilience and flexibility. But as I finish my work placement and head towards the world of work, I know that I will miss the school benches because I am thirsty to learn… Unless?

Unless the world of work is finally similar to the school benches. To finish our story, we are – almost – out of the health crisis and I finally found my first job as a Community Manager! The dream – minus the terraces. So I work in a start-up that does digital learning. A platform for massively developing the skills of employees, while meeting the needs of each learner. If joining a digital learning company makes it easier to increase your skills – I admit it – I discovered that, in the end, what I want to do later on is learn. Indeed, today I have understood that the common denominator of my employability, and above all of my motivation, is to progress, to improve myself, to adapt my skills to my environment. And as my environment is constantly changing, the chameleon that I am wants to learn continuously.

Thus, I have noticed through the writing of this article that all my experiences have led me to mobilise essential soft skills. Adaptation, resilience, creativity, team spirit, stress management, etc. are the soft skills that I have developed and nurtured throughout my professional life. The development of my skills is mainly based on my motivation and, to a certain extent, on the tools or situations that allow it. If the size of the company does not matter for my motivation to learn, the tools that will be made available to me can be influenced by this factor. In 2015, the inequality of opportunity in terms of training is reflected in the figures: the proportion of employees who received training in 2015 increases significantly with the size of the company employing them: 25% in the 10-19 employee group, 29% in the 20-49 group and 41% in the 50-249 group. These figures then increase to 58% above 250 employees, and to 63% above 500. Employees of large companies are therefore proportionally two and a half times more likely to have been trained in 2015.

This is why it is crucial that all companies, regardless of the number of employees, should be able to offer – and be offered – training that is engaging, impactful and accessible from anywhere. In conclusion, to train effectively, let’s not measure the size of the company, but rather measure the commitment of learners to develop their skills and the relevance of the devices put in place.

Are you a company with less than 250 employees and are you looking to develop your staff rapidly and massively? Discover Team by Coorpacademy, the training offer specially designed for start-ups and SMEs! Take advantage of a 15-day free trial – only available in French: https://coorpteam.coorpacademy.com

Clue, the educational investigation: become the hero of your training!

Having just arrived on Skill Island, the seven members of the Newcleus research laboratory’s party committee soon lose one of their number in tragic circumstances. What happened to poor Mr Boddy? While everything seems to point to an accident, Colonel Mustard suspects… murder! He decides to investigate on the sly… Who could have had it in for the good man? With what weapon was he killed? And in which room of the house did the murder take place? These answers are up to you to find, thanks to the clues that have been misplaced in the sumptuous house. It’s up to you to play detective, it’s up to you to play…

Clue !

With more than 150 million copies sold worldwide since 1950 – including 4 million in France – the mythical board game developed by Hasbro® has been invited onto the Coorpacademy platforms to make your employees the heroes of their training.

Discover this new educational format through 3 clues on the backstage of this partnership!

Clue 1 – An iconic and entertaining partnership

Building on the success of the Trivial Pursuit courses, our partnership with Hasbro continues to enrich our training offer through the world-famous game Clue. Making learning more fun is one of our core beliefs and engaging employees in training is one of our daily missions. Therefore, we are constantly looking for innovative and entertaining formats, so that the learner is a real actor in the course they are playing.

With this new learning innovation, the learners of the Coorpacademy platforms have the opportunity to develop their skills through a game that they know well, and which mobilises their full attention! Indeed, a good detective must be critical…

Clue n°2 – A formative and playful investigation!

In Coorpacademy’s Clue investigation, your objective is to understand who is behind the murder of Mr Boddy… To solve this crime, you will have to discover as many clues as possible by exploring the manor and questioning the five suspects. But be careful… they will mislead you, knowingly or not! Your critical thinking skills will be essential to unravel the truth.

This skill, identified as indispensable by 2025 by the World Economic Forum, enables people to learn how to construct rigorous reasoning in order to achieve an objective, or to analyse facts in order to formulate a judgment.

Clue 3 – An immersive learning experience

You are now in the shoes of the famous Colonel Mustard! You have access to the different rooms of the manor. These are full of clues that you can manipulate to gather all the information you need to solve your investigation. Pssst… the mansion is so big, it also hides secret passages. Pay attention, they might help you to identify the real culprit…

Set sail for Skill Island, a windy island, and find the seven members of the Newcleus research lab’s party committee! Hurry, one of them will soon disappear under strange circumstances… Start the investigation!

The playlist: a new asset to simplify the learning experience

It knows you better than anyone else, adapts to your desires, and facilitates your access to choice pieces: the course playlist, a new feature of the Team offer.

Monday morning, you open your favourite music streaming application and on the home screen, you hesitate. Are you more in the mood to discover the new releases of the month or to listen to your classics again? You’ll opt for your favourite playlist, but you’re not sure if the transition from that little alternative rock band you’ve just discovered to Adele’s latest album will go smoothly – then you feel like starting the week on a pop note, Adele, that’s for a rainy Sunday night.

On any platform, from music streaming to binge-watching giants, personalisation is key. To engage users, it is crucial to simplify their experience on a platform. Because on Monday morning, while you’re wavering between two musical styles, you also get 2 WhatsApp messages, 3 LinkedIn notifications and a reminder for Friday lunchtime: finish the Excel file for accounting. Ouch, Excel is not your forte.

So instead of browsing your playlists on Spotify, you decide to take the subject in hand! On Team by Coorpacademy, your company’s new e-learning offering, you discover a simple interface and quickly identify the ideal playlist to fill in your gaps by Friday. Having become an ace in office automation, you excel on Friday lunchtime, and the auditory dilemma of Monday morning is transformed into a learning dilemma between the playlist “Understanding digital and e-commerce” or “Make your teams more agile”.

As you will have understood, organising training content in the form of playlists is an effective way of customising and simplifying the learning experience. Specially designed for start-ups and SMEs, the new Team by Coorpacademy offer aims to facilitate access to training for smaller companies. Following interviews with start-up and SME managers, their needs and constraints have been clearly identified. Their employees need to be trained on a massive scale and quickly in subjects that are strategic for the company. This is why the Team offer is adapted to their expectations and proposes our catalogue of premium content organised in the form of playlists, in order to simplify learning on the platform.

The Team offer – available in French only for now – includes 17 carefully selected course themes to stimulate employee productivity, including digital culture, social networks, sales performance, agile management, language learning, office automation, etc. Indeed, following interviews with start-up and SME managers, these topics were mentioned as essential for the competitiveness and strategic development of companies with less than 250 employees:

1. 1. 1. 1. Don’t make any more mistakes when writing!
      2. Master professional English
      3. Express yourself perfectly in writing and speaking
      4. Succeed in your team management
      5. Manage your projects with agility
      6. Develop your learning skills
      7. Optimise your time management
      8. Learn to manage your emotions at work
      9. How to combine teleworking and performance
      10. Digital security: adopt the right reflexes!
      11. Strengthen your digital culture
      12. Use and value data
      13. Initiate the sustainable transformation of your company
      14. Corporate Social Responsibility: take action!
      15. Promote diversity and inclusion in your company
      16. Succeed in all your sales
      17. Become an outstanding negotiator

Test the Team offer in French for free for 15 days by clicking here!

Organising skills development in the form of playlists simplifies access to knowledge and makes it more fluid. Simplifying the learners’ experience encourages the development of new habits. The aim is for them to develop a real desire to learn, a boundless curiosity, and a good capacity to retain information. And simplifying the learner experience encourages these behaviours.

Your music streaming application knows your tastes by heart, so it can recommend the best content for you. Within the playlists it recommends to you, it identifies the music genres and artists you like. On your e-learning platform, we also observe your behaviour within the course playlists, so that we can then offer you courses that are better suited to your profile, your level, or to guide you towards a related subject!

Get 15 days trial to test the new Team offer in French 👉 https://coorpteam.coorpacademy.com/coming-soon-in-english/

Coorpacademy is integrated in Teams: when working, collaborating and training are done in the same place

We are witnessing the emergence of new, more ergonomic collaborative tools, designed to communicate in a faster and more organized way. Emails are less and less common and the expression “Slack me“, referring to the collaborative communication platform Slack, is starting to democratize, while in September 2019, the platform exceeded 12 million daily active users. These tools that streamline communication between teams and improve overall productivity are slowly replacing older, more segmented work tools. This is both a digital transformation, which favors the adoption of these digital tools, but it is also a generational transformation of collaboration methods at work. Employees will favor comprehensive, interconnected communication channels, or ecosystems such as Microsoft Teams, which facilitates teamwork and telecommuting by combining instant messaging, video conferencing, and file sharing on its eponymous collaborative platform. By 2020, the Teams platform exceeded 115 million daily active users.

Under pressure from the lockdown and generalization of remote working, companies are adapting and adopting these new tools that allow them to work together on files simultaneously, to organize meetings, conversations, and calls, in short, to collaborate – even remotely – from a single location, common to everyone. You might as well say that next to what these new tools allow, messaging services such as Outlook, almost look like fossils of professional communication. Today, we can have everything at hand on the same interface, designed to facilitate and streamline communication. It’s a natural progression, as the user experience on the platforms improves, the work tools also become easier to handle, and respond even more to the needs of a company.

But then, to truly meet all the needs of your employees and provide them with all the tools to improve their productivity, training must also be part of this ecosystem to naturally integrate into the employees’ workflow. Because a tool is useless if no one uses it, digital training solutions must be accessible directly on these new collaborative tools, because this is where employees are active, but it is also where they encounter the need for training. There is even a parallel between the evolution we are witnessing concerning our working methods, which are becoming more ergonomic, digital, and which respond to a set of needs thanks to the same global solution; and training, which is becoming digitalized, innovating to create formats adapted to the needs of the learners and offering contents with high added value in a single place. Our ambition at Coorpacademy is to make training accessible to all your collaborators and to meet them where they work. Thus, to make training accessible to all, the Coorpacademy platform is integrated into Teams! Indeed, on the Microsoft Teams platform, you can train in 1 click by integrating the Coorpacademy application, which will be accessible directly on your working environment once downloaded.

Work tools are becoming ecosystems and are more and more integrated, to guarantee a secure sharing of information within the whole organization and to promote collaboration. As we mentioned in our article “Learn and work at the same time or when training is just a click away“, training must be integrated into your organization’s productivity spaces, to allow your employees to have access in record time to a catalog of premium course content and thus immediately put into practice the knowledge acquired and optimize the retention of information.

Learn by listening : Cybercafé, the first podcast to learn everything about the Web

Coorpacademy, an EdTech startup offering smart learning experience platforms to one million learners, is launching Cybercafé: a series of 5-minute podcasts in 5 episodes to learn about the great history of the Web.

With over 135,000 educational podcasts produced in 2020, the audio format is booming. The productions are increasing, the audience is growing with 90 million listenings per month and the engagement rates are very good: 93% of people listen to podcasts in their entirety or almost.

Coorpacademy innovates by launching an audiolearning series of 5 episodes to better understand the Web and thus develop digital skills, to accompany the training of employees and more broadly, the digital transformation of companies.

Cybercafé is a discussion between Yann and Lya. Every morning, Yann takes his coffee with his virtual assistant. He shares his questions about the vast world of the Web while Lya corrects him, informs him, and gives him information on a multitude of digital-related topics.

With this format, which is conducive to storytelling and arouses emotions, Coorpacademy relies on the audio to allow the learner to be truly immersed in the world of Yann and Lya, as Laurence Mijoin-Duroche, in charge of pedagogical innovation at Coorpacademy explains:

“Digital culture is a strong axis of Coorpacademy’s catalog. This is why we chose audio to tell the story of the Web. The audio format offers us plenty of possibilities, especially with storytelling, sound design, and sound staging, which engages the learner and optimizes concentration.”

Because there are many ways of learning, Coorpacademy integrates audiolearning into its training catalog and optimizes its global digital learning offer. Learning through various learning formats allows better retention of information, as well as a more diverse content proposal, to adapt to all uses. The audio format is accessible everywhere, practical for the learner, and offers a multitude of creation tools, to always better accompany training in companies.

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.

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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!

Tag: digital