Tag: engagement

“Had I not played Battles, I wouldn’t have been amongst the 4 laureates of the Paris Airports MOOC” – Discover Sory Fofana’s interview, the player of the millionth Battle on Coorpacademy

 

The MOOC Paris Airports laureates awards ceremony, organized by Tourism Academy, occured at the Maison de l’Environnement et du Développement Durable in Athis-Mons (France) on July 4th, 2019.

The MOOC Paris Airports is an online training platform powered by Coorpacademy which will allow this new learners promotion to specialize in airport services jobs, from welcoming tourists to airport security and assistance to people with reduced mobility.

We are proud to help creating jobs in what is the first showcase of France in the world with our pedagogical expertise.

Remise de Prix Tourism Academy MOOC Paris Aéroports

We also took this opportunity to interview Sory Fofana, who finished at the 4th spot of the MOOC and who played the millionth Battle on Coorpacademy!

He enjoyed his learning experience on the Paris Airports MOOC and now wants to keep training as an Hotel Assistant Manger. He started on Monday (08/07/19) to practice his new skills in a 3-stars hotel.

“The MOOC gave us great insights to propose a top-notch welcoming experience to tourists. I’ve never seen an online training platform as complete as this one, with as much learning content. It was completely new to me and really great!”

Sory Fofana, joueur de la millionième Battle sur Coorpacademy

What were you doing before taking this Paris Airports MOOC online training?

Before I took this training, I was doing an internship in order to become an Hotel Assistant Manager. I just finished the theoretical part of it. Now, I’ll start the put into practice part of it, on Monday, July 8th. For the next 4 months, I’ll apply what I learned in the theoretical part of the training.

You finished 4th in the Paris Airports MOOC, how did you achieve this great result?

It was a long challenge, and pretty difficult for me. How did I do it? I needed to earn points, especially with playing Battles one I had finished all training contents. Had I not played Battles, I wouldn’t have been amongst the 4 laureates of the Paris Airports MOOC.

What did you think of the online training platform?

I thought it was great. It was completely new to me, I’ve never found something similar to this. The website is great, the training content was very pedagogical and the more you finish modules, from Basic, Advanced and Coach, the more you want to learn the rest. The pedagogy is great, and it’s playful at the same time.

What did you think of the Battle mode?

When I had finished all courses, and after I got all badges and certificates, I received a Battle requests. I started to look into this. And I was like: “Let’s try this!” The more I received Battles requests, the more I played, and I told myself: “If I want to finish among the laureates, I need to challenge other learners and play Battles!”

What was your favorite course on the platform?

My favorite course was the one on Indians. I worked for more than 10 years in the hospitality field at AccorHôtels, and I was welcoming Indian customers. Indians can be complex customers, they have their own way of asking things and I needed to adapt every time to their culture, to their ways of thinking and to their ways of seeing things. This course really interested me in order for me to face any kind of situations with Indians. They’re very curious, and the more they ask questions, the more they show interest to our culture, to our ways of seeing things. Through this course and the Battles associated with it, I really understood how to welcome Indians when they visit France.

What do you want to do after?

Battles.

Congratulations on the millionth Battle played on the platform! 

Thank you very much! It was a great experience, an enriching one. Thanks for all the work you’ve done for the platform to work seamlessly, I didn’t see any bugs. It was great overall!

Bravo!

Sory Fofana, joueur de la millionième Battle de l'ensemble des plateformes Coorpacademy

  

Why Training Is an Under-Used Source of Employee Insight

 

This article was written by Jean-Marc Tassetto, co-founder of Coorpacademy and former Managing Director of Google France, and originally published in Incentive & Motivation. Incentive & Motivation magazine offers the latest news in incentives, employee rewards, employee engagement, motivation and employee benefits. Distributed to HR, Sales and Managing Directors with key industry senior incentive level incentive buyers.

Why Training Is an Under-Used Source of Employee Insight

Here are a few extracts of the article:

Co-founder of Coorpacademy, Jean-Marc Tassetto, outlines how new training analytics could offer unexpected help to HR professionals

Training is, as we know, a key source of workforce engagement – an important component of helping employees feel a real sense of belonging and identification and a tangible way to underline your commitment to their future learning and development as their employer.

[…]

Up until recently learning analytics only existed in a very partial way. That was because the dominant training technology we’ve been using – the Learning Management System (LMS) – managed access and tracked participation of learners, namely the attendee list and the scheduling of trainer time, but little else.

The LMS might offer information on content downloads, task completions and module completion, but the data was very thin to say the least. What’s changed in this picture is the debut of a much more flexible and useful L&D technology tool  – new-style Learning Experience Platforms (LEPs), as recently formalised as a separate market category by Gartner.

What’s different about the LEP contribution, as opposed to the LMS support idea, is that they are all about the learner experience – being highly user-centric in their delivery model and usability. Less well-known is the fact that some of the most advanced have revolutionised the analytical possibilities for L&D professionals because LEPs track delegate behaviour and tests what works and what doesn’t (based on internal new ways of collecting data such as the xAPI).

[…]

What this means in practice is that the HR or Chief Learning Officer is increasingly the recipient of data-based insights and gets to exploit all sorts of new types of insight – not only what someone has learnt, but how the learner got there and which learning approach they chose. This opens up the possibility for new performance indicators, such as Curiosity, or Resilience – both hugely valuable HR metrics. And of course, this will ultimately aid the workplace learner – as the learner become aware of what her own data says about her progress and experience so as to ensure long-term employability.

The transformative potential of these new indicators is even greater if you consider that the World Economic Forum identified re- and up-skilling of the current workforce as the number one strategy companies need to embrace in light of our continuing transformation into a knowledge economy. Knowledge, in the Google age is easily acquired, curiosity on the other hand seems less ubiquitous, and many commentators believe we need to boost employee curiosity as well as to build greater resilience and adaptability to change.

[…]

So let’s help prepare our teams for this uncertain but dynamic future and see what LEP and xAPI-enabled training feedback and KPIs can give us: a new source of analytics that means that HR professionals and incentives professionals can use multiple, appropriate, data sources to properly consider the full candidate potential of a person for a specific job – not only in terms of their knowledge and skills, but also their curiosity and aptitude for change. Not only are these traits important ones to cultivate, but they are also important ones to keep.”

You can read the entire article here.

You can also read these other articles from Jean-Marc Tassetto.

Jean-Marc Tassetto’s interview for French television (BFM Business).

Is LXP the new LMS – Enterprise Times

Computational Thinking: a key skill in the 21st century

 

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!

 

Is E-Learning On The Brink Of An Engagement Revolution?

This piece written by Jean-Marc Tassetto, co-founder of Coorpacademy and former Google France CEO, has been originally published on Computer Business Review. To read it in its original form, it’s here!

Coorpacademy CEO and former head of Google France Jean-Marc Tassetto on why companies serious about training need to embrace a new generation of elearning

Elearning can pretend all it likes, but its practitioners and more importantly its customers know it’s in trouble.

The current average completion rate for MOOCs, massive open online courses, averages out at a very low 15 percent, while some studies put the drop-out rates for online at about 70 percent compared with an average of 15 percent for classroom training.

That’s a lot of people not completing what you paid for, and engagement rates are perilously low, as well – our data suggests 2 to 3 percent is not uncommon for a lot of corporate training.

That turns your training budget into an expensive resource-wasting tick-boxing exercise, and also makes any attempt to convince your staff you are serious about helping reskilling them to remain competitive for a near future highly-automated fourth industrial age basically non-credible.

The reason is that we have neglected content in elearning at the expense of the way we deliver and administer it – hence the Learning Management System (LMS), which is great for the HR administrator, and less good for the learner. That’s actually critical, as no learner, no learning. As Benjamin Franklin famously said, “Tell me and I forget, show me and I remember, involve me and I learn.”

This is where traditional elearning falls down. It’s all about the telling and showing, but there is not enough involving. So do we need to jettison the LMS? No, they are a hugely useful L&D workhorse, especially in a large MNC context. But they need to be supplemented by new software tools, recently christened by Gartner as the ‘Learning Experience Platform’ (LEP).

As the analyst firm recommends, anyone who wants their team to learn the new skills they need needs to “place the learner’s experience and the solution’s usability at the top of the priority list for any new learning project. Evaluate emerging LEPs to enhance (or extend) existing LMS platforms”.

What is an LEP?

If an LMS is your training management mainstay, how does an LEP differ and more interestingly how does it secure user engagement? An LEP, according to Gartner, is an additional portal layer that expands (i.e., range of content) and enhances (i.e., personalisation) the learner’s interaction. In contrast, the LEP offers “a better learner experience through improved personalisation via adaptive learning, recommendations and individual learning paths.”

Elearning content needs to be consumer-like, intelligent and integrated into the flow of work.

After all, staff need training that informs them of business trends that are going to affect them now, or will ready them for roles they encounter in the near future, helping to build or hone skills that they may personally lack. That means eLearning needs to be directly connected to your learners’ personal goals and experiences – and even better, linked into the wider company vision to show learners how they are an integral part of the wider story.

LEPs can do this by embedding learning into the learner’s daily activities or the applications on which learners spend the most time. Once again, traditional eLearning is not up to the task here, and we need new content creation models – most likely in the form of a ‘Netflix of Learning’, elearning software that will be “consumer-like, intelligent, and integrated into the flow of work”, as Deloitte has put it.

Less show and tell: more engagement

What will that look like in practice? It looks very like what your workforce is doing in their day-to-day lives. They look for content on their phones, filling in dead time, checking out the Internet to plug any lack of understanding as soon as it is identified. To relax, they check Facebook or play a game for a minute or two.

Think of the next generation of training as very similar – mobile, always available, delivered in engaging, bite-sized bursts that only fills in gaps in your knowledge where they exist. And where appropriate, involving fun and proven engagement techniques like gamification, online competitions between learners – thus ending the isolated elearning experiences that lead to user attrition.

To shake off its current malaise and start being useful again, elearning needs to complement its existing LMS and other training support with the best of a customised LEP approach. That’s one that truly involves the learner, rather than a one-size-fits-all course that simply shows and tells her information that not only fails to engage, but fails much more critically: by not equipping her for a very complex workplace future.

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