Tag: digital transformation

Meet the Digital Learning Club to co-build the future of corporate learning

 

Club: an association, a group dedicated to a particular interest or activity meeting up regularly to discuss it.

Digital Learning Club: a group dedicated to co-build the future of corporate learning. 1st meet-up: February 2018. The main topic: Lifelong Learning.

Because uncertainty lies in the future. See for yourself: according to the World Economic Forum, by 2020, every employee will need an additional 101 days of training to upskill and to remain competitive. By 2022, 75 million jobs will be destroyed whereas 133 million new jobs will be created. And 65% of jobs in 2030 haven’t been invented yet – still according to the WEF.

Our clients understand extremely well the need for continuous lifelong learning.

This is how the Digital Learning Club is born, dedicated to our clients, in France and in Switzerland. The club is for them and made by them. Privileged moments between peers in order to share Corporate Digital Learning’s good practices, their views on the skills of tomorrow or the future of education. Our clients also gain visibility on Coorpacademy’s future product developments and can share their concerns or needs to our Product and Content teams for months to come.

We want – with this Digital Learning Club – co-build the future of Coorpacademy’s learning experience, which needs to be unique for each learner.

Those club events, happening at lunch time, feature talks from Arnauld Mitre, Frédérick Bénichou or Jean-Marc Tassetto – co-founders of Coorpacademy – on various topics such as the ROI of digital learning or data-driven learning experiences. Then, Armelle Lavergne, Head of Content and Partnerships, speaks about new ways of learning and the key soft skills to develop in a near future – which Coorpacademy follows very tightly since 2013. Melchior Merlin, Head of Product at Coorpacademy, discusses with clients the platform’s future product developments. This privileged moments ends with workshops and prototypes testings to gather as many feedback as possible.

One idea is behind all we do during this club: co-building innovative, personalized, engaging learning experiences that’ll put learners in the path of lifelong learning. In a few words, co-building the capacity to learn how to learn tomorrow’s skills.

If you’re interested in knowing more, please contact us!

Thank you for Trusting Us - Digital Learning Club

Government of the Principality of Monaco Chooses Coorpacademy to Help Train its Community of Public Servants

 

The Government of the Principality of Monaco has confirmed e-learning leader Coorpacademy as its new digital training platform to underpin Monaco’s strategic transformation programme, Extended Monaco – a plan to digitise all of its public sector and economy.

In this context, the Principality’s government is launching a digital university, the Monaco Digital Academy, with a detailed training syllabus for its 3,600 public servants and agents in order to help them transition successfully to new way of working and processes.

A major player on the European Corporate Digital Learning scene and born on the campus of the Swiss Federal Institute of Technology (EPFL), Coorpacademy develops innovative digital training solutions for businesses, government and third sector.

The Monaco Digital Academy will provide Monaco public sector professionals with an online training platform that integrates new digital functionalities, such as gamification and mobile learning, the latest pedagogical innovations including reverse pedagogy and 5-minute targeted training modules and multiple forms of high value content, so supporting letting learners develop vital new skills in a rapidly changing world.

The courses available online will focus on reinforcing and acquiring new soft and digital skills, and will be accessible via a catalogue of over 1,000 courses published by Coorpacademy in collaboration with its expert partners. The courses cover 90% of the skills deemed fundamental as identified by the World Economic Forum (The Future of Jobs 2018 study). In addition, the Government of the Principality will complement this digital resource with bespoke training, such as on wellbeing in the workplace and development of capabilities for specific positions.

The Academy is envisaged as a flexible and progressive training asset, enabling civil servants and agents to receive training on the subjects of their choice, whenever and wherever they want, using a computer, a smartphone or any other digital device.

For Frédéric Genta, Interministerial Delegate in charge of Digital Transformation in the Principality of Monaco: “In order for our public services to be a model in the digital world, we must help everyone, starting with our people in charge of carrying out our public policies. They must be able to benefit from an ambitious training programme, as there is no better investment than investing in one’s teams and their training.”

Stéphan Bruno, Head of Human Resources for the Government of the Principality of Monaco, explains the choice of Coorpacademy: “We wanted to create a training offer for our public service teams that is accessible, fun and diversified, and not limited to job skills. The user-centric learning experience offered by the Coorpacademy platform and the depth of its catalogue of courses elaborated with experts offered what we were looking for.”

“We are proud to have been selected as a core training supplier for this strategic digital plan that will impact all Monaco’s public policies,” adds Jean-Marc Tassetto, co-founder of Coorpacademy.

“The importance of training in the strategy of the Principality’s government and leaders demonstrates the ambition of this plan and their global understanding of the issue of digital transformation.”

1 million Battles have been played on all Coorpacademy platforms!

 

Learning is difficult.

Learning new skills has always been tough, in school or in corporations. To remedy this situation, we provide on the Coorpacademy platforms features coming from the gaming world to sparks engagement and make training fun, addictive and attractive.

Gaming features provided by the Coorpacademy platform

The Battle mode, one of our most iconic gaming feature, has a significative impact on learning, in the short-term but also in the long-term. What’s a Battle? A mode where the learner can challenge another one in a quick quiz battle.

You think you’re unbeatable on cognitive biases, those thinking traps that can easily trick your mind and ways of thinking? You want to challenge your colleague Anna on the topic? It’s easy: launch the Battle mode, click on “Create a Battle”, choose your Playlist, the course and the course level (in this case the “Always one step ahead!” Playlist and the course Cognitive Biases: Thinking Traps) and answer the questions.

Once the quiz is done, Anna will receive an email inviting her to answer the same questions. The one who has the most right answers wins the Battle, and then Stars to climb up the ranking. If it’s a draw, the one who answered the fastest wins the Battle.

You won? Anna wants her revenge and challenges you again on her favorite course, Inbound Marketing and Growth Hacking! Anna challenges you with the Battle mode

Because you’re doing Battles, Anna and yourself are more engaged in your training courses. It’s been proven that Battles were improving coworkers’ engagement in corporate training.

In our Learning Report 2018, we identified a type of learners, the Players (the learners who played at least one Battle) and we realized that Players were more engaged and more efficient in training. The Players are 2x more present: the number of months that a learner is active on the platform during his/her whole learner life cycle is two times higher for Battle players than for non-players. The Players are also 3x more active, with more than 3x more lessons viewed. They also dive deeper into the content: they have started and completed 7 more modules on average than non-players. Finally, the Players are 13% more successful (success rate is measured as the completion rate of started modules) than non-Players.

Our clients are also seeing the difference. In our latest interview with BNP Paribas Asset Management (they launched their Coorpacademy-powered platform Digit’Learning in May 2018), Sylvie Vazelle-Tenaud, Head of Marketing Europe for Individuals, Advisors and Online Banks, told us:

We present the platform as a tool for gaining expertise with a gaming aspect. In our communication, we mainly highlight the functionality of “lives”. We also highlight the fact they can earn stars. This functionality enables us to generate emulation between employees and make them want to take the courses again. Conversely, we didn’t communicate very much about battles but the employees discovered that functionality on their own and loved it! Coorpacademy offers flexibility in learning without being time-consuming, as the average duration of an entire learning journey is 20 minutes. Employees build their expertise in record time while having fun!

Indeed, more than 70,000 Battles have been launched on the BNP Paribas Asset Management platform in only one year. Playing is natural, it doesn’t seem to require a lot of effort and at the same time it helps and favour learning.

Learning becomes easier.

On all our platforms, we reached 1 million Battles played!

Will you launch the 1 million and one?

Ready, steady, challenge!

Interview BNP Paribas Asset Management: Digit’learning, an upskilling tool with gaming elements

 

To accelerate the upskilling of branch advisors and “deliver durable returns on investment for our customers in the long term”, BNP PARIBAS ASSET MANAGEMENT, the group’s division specialising in asset management, chose to complement its training package (in-class and online) with an innovative digital learning solution: the Digit’learning platform.

Developed by Coorpacademy and co-created with the company’s marketing department, the platform offers several training courses on BNP Paribas Asset Management’s financial products. 6,000 advisors have used the platform since 2018 to develop their expertise.

On the forefront of innovation, the company headed by Frédéric Janbon just announced the reinforcement of its commitment to sustainable investments.

We sat down with Sylvie Vazelle-Tenaud, Head Of Marketing For Individuals, Advisors and Online Banks, and Camille Lafon, E-Marketing Manager, who were kind enough to answer our questions.

 What are your main functions within BNP Paribas Asset Management?

Our role is to conduct the promotion of BNP Paribas Asset Management products within the BNP Paribas group’s distribution networks and towards individual clients. We also provide our sales teams in different countries innovative digital marketing solutions to help them conduct efficient training and provide the right information for branch advisors.

What was the problem you wanted to solve with Coorpacademy? And what was your objective?

We wanted to increase the expertise of our branch advisors on BNP Paribas Asset Management products. Considering the number of people targeted (nearly 12,000 employees), we needed a solution that would complement the training and information provided by BNP Paribas Asset Management sales representatives in the field. The digital solution was the most efficient way to reach that objective quickly.

How do advisors become familiar with BNP Paribas Asset Management products?

We use two ways to help them build their expertise and learn on BNP Paribas Asset Management products.

The first way is conducted either through physical presence in the field or via web-conferences with BNP Paribas Asset Management sales teams in every country where BNP Paribas has a distribution network.

The second way is done remotely, with pedagogical videos, online learning modules and games on digital platforms deployed across the entire network worldwide (challenges for building virtual allocation portfolios, for example)

What did the Coorpacademy platform add to the equation?

The Coorpacademy platform provided innovation and pedagogy. It is different from traditional online learning thanks to its additional gaming aspect. It also offers flexibility in learning without being time-consuming, as the average duration of an entire learning journey is 20 minutes. Employees build their expertise in record time while having fun!

The learners seem to be open to playing and use the gaming functionalities a lot (over 70,000 battles have been initiated). Do you think gamification is a key success factor in acquiring expertise?

Yes, absolutely. We present the platform as a tool for gaining expertise with a gaming aspect. In our communication, we mainly highlight the functionality of “lives” (to complete a level, an employee has 3 lives, represented as hearts on the platform; one wrong answer and they lose a heart/life, after 3 wrong answers, they must start again with a new quiz). We also highlight the fact they can earn stars (stars reward the completion of a course: the ranking of employees is ultimately defined by the number of stars earned). This functionality enables us to generate emulation between employees and make them want to take the courses again. Conversely, we didn’t communicate very much about battles (a functionality on the Coorpacademy platform which lets a player challenge another one on a course, with stars to win for the player with the most correct answers) but the employees discovered that functionality on their own and loved it!

 What are the main results you observed?

Lots of enthusiasm! User feedback is a good indicator:

  • “Great digital initiative! Very good pedagogical approach.”
  • “The platform is user-friendly thanks to the battles, much better than traditional online learning!”
  • “Very clear, the videos are graphically pleasing, and just the right length!”
  • “A way of revising that is quick and efficient, very succinct content, congenial platform.”

And once people are connected, the activation rate is high, the courses are often taken to the end, and the employees are even asking for more programs. The gaming functionalities are highly used and have a strong part in the enthusiasm surrounding the platform.

How do you create your tailor-made courses on the Coorpacademy platform?

We work according to the commercial calendar of each country and create upskilling programs designed to support the reach of pre-defined commercial objectives. At the marketing department, we define with the BNP Paribas Asset Management sales teams the content of the courses, which is then validated by the concerned distribution network. Once this step is over, the marketing team takes charge of the writing process of the scripts, makes suggestions for the videos, and everything is sent for production to Coorpacademy.

We generally launch one program per trimester in each country. We have already completed 10, and we have a dozen more in the pipeline for 2019!

Thank you very much! 

Thank you!

 

How Manor’s top executives and managers train on soft skills and digital culture: exclusive interview of Graziella Ribic

 

Manor is the largest department store chain in Switzerland. It has its own online shop. With a market share of 60%, it is the market leader. The company employs around 9,750 people in its 60 department stores, 28 Manora restaurants, 31 Manor Food supermarkets, 4 distribution centres and in its headquarters in Basel. Tradition and innovation come together in this company; since its founding in 1902, it has reinvented itself time and again. After all, change is – and will remain – a great constant. As the dynamic, fast-paced and innovative company that it is, Manor began working with Coorpacademy in October 2018, mainly to help its employees adapt to digitalisation.

The partnership with Coorpacademy is based on the following premises: no content generated, but the desire to train Manor employees on topics related to digital culture, the future of retail, management and leadership skills. On the occasion of the beginning of this partnership, we met with Graziella Ribic, Head of Executive Development, who is leading the project.

How does Manor implement its innovation strategy in everyday life, particularly in the areas of human resources and employees’ personal development? What does the company do in real terms?

We offer a range of professional development courses in these four areas: Digital Basics, Sales, Leadership and Purchasing. These courses are tailored to the future needs of the company and of the market, which we continually adjust in the face of emerging changes. For example, we are currently offering our managers the ‘Leading Change’ training course, which is made of 2 parts: digital courses with Coorpacademy and a subsequent classroom training component. In addition, our managers have free access to all Coorpacademy course offerings. This allows them to engage in continuous training in an independent manner on a whim.

You already have a process for designing training content. What were the requirements and what did you like so much about Coorpacademy and its catalogue that you wanted to add it to your existing content catalogue?

Since we were primarily looking for content and methods that would help us in the areas of digitalisation and leadership, Coorpacademy suited us immediately. The playful approach also appealed to us, as we already make sure our self-made e-learning courses have content that is as easy to understand as possible and that the knowledge is tested using short quizzes. The option of doing a five-minute learning session on a break or on the go is something that really goes down well with us, as our days usually have too few hours. Such short learning nuggets always fit in somewhere in the day!

Why do you think having a proper digital culture and learning soft skills are a key 21st century challenge?

Digitalisation has brought with it – and continues to bring with it – so many innovations that directly or indirectly change our daily lives. Who can imagine life without smartphones today? And we must know about all these innovations and learn how to use them. People who cannot keep up will one day – sooner rather than later – be left standing puzzled in front of a machine, helplessly looking around for staff that will no longer be available. But in my opinion, the question will not be one of ‘humans or machines‘ but rather of ‘both humans and machines‘. There will be areas where machines will dominate, but there will also be areas where humans will prevail. In order to find our way in daily life, we need to engage with the digital world. After all, digitalisation has come to stay.

Thank you very much.

Thank you.

Discover Graziella Ribic’s interview in video! (in German).

Is LXP the new LMS?

 

Coorpacademy co-founder and former head of Google France Jean-Marc Tassetto explains why a new breed of e-learning solutions are making the learner, not the training booker, the focus.

Jean-Marc Tassetto, co-founder of Coorpacademy, wrote this new piece published in Enterprise Times, a British online business technology magazine website.

Discover the full article here!

Here are some extracts from the article:

“Learning Management Systems (LMS) have been the central and most talked-about technology in the e-learning and corporate Learning & Development (L&D) space for the last 20 years. The problem: they are really there for course bookers, not the road warriors who actually need the training. A gap that has led to the rise of a new, more learner-centric, class of e-learning software, the ‘LXP’.

Influential L&D sector analyst Josh Bersin coined the term a few years ago. However, the idea was really properly sanctioned when Gartner gave it the seal of approval earlier this year.“

[…]

“Companies that only use an LMS typically have an administrative team managing the software and deciding what courses and training modules will be made available, with content choices made by Learning & Development managers and executives. The vast majority of employees cannot directly influence their learning experiences or content offerings.

Instead, learning needs to be embedded into the learner’s daily activities or the applications on which learners spend the most time, and we need new content creation models. Most likely in the form of e-learning that is smart, consumer-like and properly integrated into the flow of everyday activity.

An LXP, then, should reflect how we all behave in our day-to-day lives – how we look for content on our smartphones and address any knowledge shortfall as soon as it is identified.”

[…]

“Instead of privileging the administrator, however, LXPs are designed to cater to the learner’s immediate and future needs and be adjustable to their level, employing a range of tools to do so. Asking them questions before any teaching takes place (the flipped pedagogy model) is a great way to pinpoint learning levels. It means users only get offered the lessons they need.

This is the foundation of a move towards adaptive learning, in which content and teaching frameworks are customised to the individual. Such learner-centric platforms work and can secure high user engagement levels. Take the example of one of our users, Schneider Electric, which places user centricity at the heart of its training: “Individuals are able to self-pace their learning, and we are experimenting with mobile learning as the next frontier in this journey. Digital learning is now a way of life here.”

To read the article in its original form, it’s here!

Here are other articles from Jean-Marc Tassetto, co-founder of Coorpacademy:

Computational Thinking: a key skill in the 21st century – TrainingZone

Learner Engagement: why any corporate learning has to have the learner at its centre – TrainingZone

Computational Thinking will be vital for the future job market – Enterprise Times

 

Computational thinking: a key skill in the 21st century

In a world increasingly dominated by automation we need to equip employees with skills that complement computer technology and learn to work in partnership with robots.

Jean-Marc Tassetto, co-founder of Coorpacademy, wrote this new piece published in TrainingZone, the UK’s leading learning & development publication. As employees will need to have abilities that complement digital technology in the future, bringing a computational/programming-like approach into all of our approaches to work will be become a must-have 21st century skill to thrive in the Fourth Industrial Revolution.

Discover the complete article here! 

Here are some extracts of the article.

“In the decade since computational thinking (CT) was first formulated by then Carnegie-Mellon Professor Jeannette Wing, it has been emerging as a really powerful universal problem solving technique, in particular for helping us all to work better with automation technologies.

Hence Stephen Wolfram, inventor of the plain English Wolfram programming language, and an advocate of early years computer science, defines the approach as being”about formulating things with enough clarity, and in a systematic enough way, that one can tell a computer how to do them.”

[…] 

“So could CT [Computational Thinking] be the way to bridge that gap between hard and soft skills? Yes, because not everybody will be in need of hard programming proficiency. 

This could mean skills associated with the cloud, analytics, mobility, security, IoT and blockchain. There is also growing consensus that we have to introduce a computational/programming-like approach into all of our approaches to work. 

After all, topping the list of the World Economic Forum’s recent list of essential skills necessary for thriving during the Fourth Industrial Revolution is the skill of ‘complex problem solving.’”

[…]

“What does this look like in practice? Let’s say you’ve agreed to meet your friends somewhere none of you have ever been before. You would plan your route before you step out of your house. 

You might consider the routes available and which route is ‘best’ – this might be the route that is the shortest, the quickest, or the one which goes past your favourite shop on the way. 

You’d then follow the step-by-step directions to get there. In this case, the planning part is CT, and following the directions is like programming.”

Discover the full version here on TrainingZone’s website.

And discover other pieces from Jean-Marc Tassetto:

Improving workplace e-learning for employees.

Is e-learning about to go through a major transformation?

Is e-learning on the brink of an engagement revolution?

Is e-learning about to go through a major transformation?

By Jean-Marc Tassetto, co-founder of Coorpacademy.

This article has been originally published in IT Pro Portal, one of the UK’s leading and most respected technology information resources. To read it in its original and complete form, it’s here.

Here are some extracts of the article:

“E-learning has hit the doldrums. Practitioners and customers can protest all they like, but e-learning isn’t delivering on the educational revolution it promised. You only have to look at the student dropout statistics to see that something needs to be done to put it back on the rails.”

[…]

“There are a large number of people that just aren’t completing courses their organisations have paid for and engagement rates are worryingly low. Our data suggests that 2 and 3 per cent is not unusual for a large proportion of corporate training modules on offer.

So why do we have this black cloud sitting over e-learning? The simple reason is that we have ignored content in e-learning at the expense of the way we deliver and administer it. This means that the Learning Management System (LMS), which is seen as an enormous benefit by the HR administrator, offers little for the learner. This is a crucial point as if the learner isn’t engaged there is absolutely no learning taking place.”

[…]

“LEPs (i.e. Learning Experience Platforms) deliver a consumer-like experience. Firstly, learners recognise their way around from the applications they use on their own devices on a daily basis. Tailored training recommendations prepare their skill sets for individual roles they may take up in the future.

This directly connects e-learning requirements with a learners’ personal goals and experiences – and shows them how they are part of the wider organisational picture. LEPs can achieve this by embedding learning into the learner’s daily activities or the applications on which learners spend the most time.

Employees today are looking at intuitive interfaces they recognise that fit seamlessly into the workflow. They expect a Netflix-like experience in their e-learning solution, for example. Traditional e-Learning just can’t deliver on these expectations.”

[…]

“Organisations need to get the learning experience back to the top of the list. They need to re-think training as a very similar experience to the ones employees look for in their own apps – content that is diverse, interesting and very easily accessible. Mobile, always on, always available, delivered in engaging, bite-sized chunks that are engaging and fill gaps in knowledge where they exist. And where appropriate, utilise engagement techniques like gamification, online competitions and quizzes between learners. Both designed to end the isolated e-learning experiences that lead to users dropping off e-Learning courses.”

Find out more by reading the complete article on IT Pro Portal.

 

 

Employers buy into ‘Netflixisation’ of executive education – an article in the Financial Times

 

To read the article “Employers buy into ‘Netflixisation’ of executive education” published in the Financial Times, it’s here!

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