digital learning Archives

5 good CSR practices to remember

According to an IFOP study published in 2021, 84% of respondents believe that sustainable development should be a mandatory course in all vocational and higher education programs.

Today, Corporate Social Responsibility (CSR) is a strategic issue for companies. It is a crucial ingredient in the recipe of a company that is committed and concerned about its environmental, social, and economic impact, yet it is often relegated to the background. In this article, we propose an action plan in 5 key points to effectively engage your employees in an environmental approach!

Make your employees aware of environmental issues

The environmental issue is nowadays at the heart of people’s concerns. Your employees are therefore more and more sensitive to these issues. Nevertheless, the issue of climate change is not new, and if it is so difficult to change things, it is mainly because the work is dizzying: we can quickly feel overwhelmed. Thus, one of the keys to implementing an effective CSR strategy is above all to make employees aware of the complex challenges of the environmental issue. How can we do this? One way that has recently emerged and is gaining momentum is through the “Fresque du Climat”. “To act on climate change, we must first understand it”. Here is the conviction that the French association created in 2018 displays. It then proposes a cooperative and playful workshop that aims to raise public awareness of climate change. Being able to be carried out on-site or remotely, the “Fresque du Climat” is based on a game of cards proposing causes and consequences, and whose players must connect them. This allows everyone to link the causes and consequences of climate change and thus, to better understand the extent of the problem.

Develop the skills of the teams on the solutions to be implemented

Once they are aware of and ready to fight climate change, it is necessary to deepen the knowledge of employees, particularly in the search for solutions. Thus, increasing the competence of employees on environmental issues is crucial to implement short-term solutions and to already outline the long term. This can take several forms. First of all, you can extend the awareness phase with brainstorming and situation workshops to find solutions. This allows you to apply the knowledge learned and to identify the processes to be transformed. Moreover, each industry, each department, must find adapted solutions, and this can only be done through the first concerned: employees. Finally, to ensure that your commitment to the environment is not confined to a single day, it is important to guarantee continuous training on these subjects, which are evolving at lightning speed. This is why we also recommend integrating an online training solution that will allow you to train your employees on these issues daily. If digital learning is an indispensable tool to train all employees massively and quickly, it is also more engaging and fun, thus promoting employee interest in training.

Define a group of committed employees to promote the company’s CSR culture and involve all employees

To imagine a different way of doing things and transform the company, it is necessary to spread the CSR culture within the company, at the heart of each business. The multiplicity of actions to be taken is such that all employees must be involved in this approach. Thus, stakeholder management is essential to the success of this mission. On a more global level, we note that networks of companies committed to the social and ecological transformation of the economy are increasingly being formed. These initiatives, such as the Impact France network that recently participated in Cop26 or the Makesense organization that creates tools and programs for collective mobilization to take action and build an inclusive and sustainable society, give everyone the power to act. Thus, within the company, it is also useful to create groups of employees who wish to commit themselves to the ecological transition of their company. As pillars of the CSR strategy, they will help to mobilize teams around common objectives to instigate change and develop a collective dynamic.

Make the CSR strategy an integral part of the company’s overall strategy

An effective CSR strategy can only work if it is a long-term commitment for the entire company. Whereas in the past, a foundation or a donation could be enough to show their credentials, it is now essential for companies to adapt to new legislation such as the low-carbon objective proposed by the Paris Agreements. Therefore, it is essential to think of CSR strategy as an inseparable element of the global strategy. This is necessary so that the company can adapt upstream and take up the major challenges of tomorrow, instead of reacting on the fly (literally and figuratively), once it is too late. The idea is to banish greenwashing and accelerate a profound transformation of corporate activities. From then on, the CSR strategy must be supported and promoted by the whole company, starting with the top management. In concrete terms, the entire company must be involved because every decision and every action plan must be thought through by including CSR objectives and by establishing measures on the resulting impacts.

Objective: BCORP certification

The “B Corp” label is a certification granted by the independent NGO B-Lab. This label is awarded to companies that set extra-financial social or environmental objectives and that meet demanding criteria in terms of responsibility and transparency. To obtain this certification, 200 questions must be answered in five areas: governance, employees, communities, the environment, and customers. If you exceed 80 points, you can apply for certification. Why is this important? The “B Corp” label is an international movement that already brings together more than 4,000 companies of all sizes and sectors in 74 countries, including more than 145 in France. It is a sign of a committed company that wants to make a difference.

Want to go further? Discover our article on the skills you need to acquire to reinvent yourself!

Protecting biodiversity: an asset for companies

CSR, Stakeholders and Jobs: Everyone’s Business

Sustainable transformation in 20 questions

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!

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

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.

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.

Tell me how you remote work and I’ll tell you what country you are from

Since February 2nd, remote working is no longer compulsory in France but still strongly recommended. Although this legal constraint has now been lifted for companies, employees have adopted this practice, which has rapidly become normalized since the first lockdown.

Une récente étude de PwC révèle que 68 % des dirigeants déclarent que les employés doivent être présents au bureau au moins 3 jours par semaine pour maintenir une culture d’entreprise unique. Si la situation est plutôt favorable à l’adoption du travail hybride en France, qu’en est-il pour les entreprises et les collaborateurs chez nos voisins Européens ? Ces réponses, nous les trouverons dans une enquête menée par l’Ifop pour la Fondation Jean Jaurès auprès d’actifs issus d’échantillons représentatifs en Allemagne, en France, en Espagne, en Italie et au Royaume-Uni.

A recent PwC study reveals that 68% of managers say that employees need to be in the office at least 3 days a week to maintain a unique corporate culture. If the situation is rather favourable to the adoption of hybrid working in France, what is the situation for companies and employees in our European neighbours? These answers can be found in a survey conducted by Ifop for the Fondation Jean Jaurès among working people from representative samples in Germany, France, Spain, Italy and the UK.

How many days do you remote work in a week?

If you are in France, you may have “less access” to remote working. Indeed, according to the survey, only 29% of French workers declare to remote work “at least once a week”. This compares to 51% of Germans, 50% of Italians, 42% of British and 36% of Spaniards. Globally, remote working is present, but not to the same extent, and therefore covers a desire for a balance between face-to-face and remote working.

What is your socio-professional category?

Remote working is not accessible to all. Indeed, even among our European neighbours, inequalities in access to remote work by socio-professional category (CSP) are visible. All the countries surveyed showed that the CSP+ have more access to remote work than the CSP-. This gap is reinforced in France, with a 39 point difference (56% of CSP+ and 17% of CSP- have access to remote work) whereas the gap between the two categories is “only” 8 points in Italy, the country where access to remote work is the most socially homogeneous (with weekly rates that concern 56% of CSP+ and 48% of CSP-).

How many days would you ideally like to remote work?

At least 2 days? Are you thinking of moving? On average, the number of “desired” days of remote work is 2.7 in Spain, 2.4 in Italy, 2.2 in Germany, 2 in the UK and… 1.8 days per week in France.

How old are you?

In Europe, a majority of workers under 35 remote work, while those over 50 do not. In France, this discriminating variable is more homogeneous. 31% of those under thirty-five work remotely at least once a week, compared to 28% of those aged fifty and over. This shows that “digital natives” and “boomers” are not as different as they would have you believe!

Do you have children?

According to a study by Valoir, remote working has resulted in an overall productivity decrease of only 1%. However, a nuance appears! Among parents, for whom the balance between personal and professional life is more difficult to guarantee, productivity is of 2%. This is lower than for employees without children, for whom productivity has fallen by 3% since they started remote working. Perhaps more accustomed to juggling multiple tasks and organising their time, parents also have obvious reasons for wanting to work harder to manage other daily tasks!

What are the advantages of remote working?

La pratique comme le souhait de télétravail diffèrent selon les pays. Néanmoins, ses représentations associées y sont partout plutôt homogènes et positives. En effet, trois avantages reviennent systématiquement : les économies financières (trajets, repas, garde d’enfants…), l’autonomie supplémentaire en matière d’organisation et la meilleure conciliation entre vie personnelle et vie professionnelle. Les pays qui ont davantage recours au télétravail voient la motivation de leurs actifs augmenter. Tout du moins en Europe. Au Japon, une étude révèle qu’alors que le télétravail a concerné jusqu’à 25% des salariés japonais (contre 6% avant la crise), il a paradoxalement débouché sur une baisse de productivité d’environ 20% en moyenne. Ainsi, le télétravail n’est pas accueilli et vécu de la même manière selon les cultures : il existe des spécificités et exceptions.

Both the practice and the desire for remote work differ from country to country. Nevertheless, the representations associated with it are everywhere rather homogeneous and positive. Indeed, three advantages are systematically mentioned: financial savings (commuting, meals, childcare, etc.), additional organisational autonomy and better reconciliation between personal and professional life. Countries that make more use of remote work see an increase in the motivation of their workers. At least in Europe. In Japan, a study shows that while remote work has reached 25% of Japanese employees (compared to 6% before the crisis), it has paradoxically led to a decrease in productivity of about 20% on average. Thus, remote work is not welcomed and experienced in the same way in different cultures: there are specificities and exceptions.

We are only at the beginning of the managerial and organisational transformations that the implementation of remote work implies. If it is an increasingly common practice for some, it would be wrong to think that it concerns the entire workforce in France. However, aware of the advantages brought by these new ways of working, these figures can only evolve positively. Therefore, supporting companies in these developments is a priority in order to give them the keys to meet the expectations of their employees and ensure their commitment at work.

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!

Tag: digital learning