Tag: future of learning

International partnership: Coorpacademy will distribute Cegos e-learning solutions in Europe [Press Release]

 

Cegos, a worldwide leader in learning & development, and Coorpacademy, a EdTech startup which deploys a digital learning platform adapted to the learners’ new uses, sign a distribution partnership agreement.

Through this new partnership, Coorpacademy customers will now have access to Cegos’ e-learning catalog on Soft Skills (in three different Html5 formats). This premium content will be available to Coorpacademy customers in France, Germany, Switzerland and in the UK.

Founded in 2013, Coorpacademy is a European EdTech startup specialized in innovative, scalable corporate digital learning solutions. Based in Paris and Lausanne, at the EPFL (Swiss Federal Institute of Technology)’s campus, the company is at the heart of Learning Sciences and Educational Technology Research, partnering with EPFL’s Research Centers. Thanks to its digital Learning Experience Platform, Coorpacademy supports companies’ transformation and efficiency by engaging their employees, partners and clients in upskilling on any topic central to their competitiveness, thus reaching top quartile engagement rates. To unleash the desire to learn, Coorpacademy has developed a proprietary Saas platform delivering latest generation instructional design backed by Ecole Polytechnique Fédérale de Lausanne Innovation labs, making corporate learning more fun, flexible and collaborative, truly centered on the end-user: the learner. Coorpacademy is part of the EdTech France association.

With its international culture and French origins, the Cegos Group is both a keen observer and a dedicated player in the world of work and business. The Cegos Group deploys a global offering, including turnkey and tailored training and development, operational consultancy, Digital Learning, Managed Training Services, international training projects, and certificate or diploma courses.

Running its own operations in 11 European, Asian and Latin American countries, Cegos is also active in over 50 countries through its network of partners and distributors, which are all leading e-learning solutions providers. Thanks to this network, its Catalogue on Soft Skills has 2.5 million learners per year.

Arnauld Mitre, co-founder of Coorpacademy, explains: “Since our creation in 2013, our vision of learning has been supported by outstanding, premium, unrivaled learning content and our ambition has been to offer the best possible learning experience to our learners. We have observed that our methods, from flipped learning to courses co-edited with top industry experts, showed high engagement rates amongst learners. We also thought that it was time for us to give our learners a pluralistic content offering in order to become a learning hub for top qualitative content. This is why we’re very proud to unveil this first partnership with Cegos, whose content catalog quality has been acknowledged worldwide and has won multiple awards. We’re thrilled to celebrate this major milestone in becoming a hub, allowing learners to find the best available content, with Cegos’ offer plus our existing catalog on learning soft skills.”

Pascal Debordes, Head of Channels and Alliances at Cegos Group, adds: “We are particularly proud to start this partnership with Coorpacademy. This fast-growing company and Cegos share the same learning & development conviction. Digital transformation and technological breakthroughs are revolutionising jobs and skills. The challenge is even more significant with the global health crisis we are facing, and which will have huge consequences on employment and organizations: millions of employees around the world will have to upgrade or refresh their skills through learning. More than ever, L&D has a crucial role to play. The power and the services provided by the Coorpacademy Learning Experience Platform (LXP) coupled with the innovation and the 18 languages of our Soft Skills catalogue is a premium answer to skills development challenges that companies need to address.”

If you want to discover more about the partnership, it’s here.

For the second time in a row, Coorpacademy has been recognized as a FrontRunner® for Learning Management by The Gartner Digital Markets Research Team!

 

Coorpacademy has been recognized as a FrontRunner® for Learning Management by The Gartner Digital Markets Research Team, for the second time in a row!

FrontRunners is a 100% data-driven graphic, published on Software Advice, which helps businesses easily identify the top software products in a particular category, based on verified user reviews across three websites: Capterra, Software Advice and GetApp, which operate under Gartner Digital Markets umbrella brand.

Coorpacademy recognized as a FrontRunner for the second time in a row

How does it work?

Software Advice’s FrontRunners uses reviews from real software users to highlight the top-rated Learning Management software.

To be eligible for inclusion as a FrontRunner, a product must:

  • Have at least 20 unique user reviews in the last 24 months
  • Offer the following core functionality: course tracking, course management

Products that meet these requirements and earn the top scores for Usability and Customer Satisfaction made the cut as FrontRunners.

We are proud at Coorpacademy to have been recognized by users as a top player in terms of Usability and Customer Satisfaction for the second time in a row. This result rewards the work we’re doing at Coorpacademy to offer the most user-friendly learning experience, and demonstrates that our product improvements are always centered on the learners’ overall experience.

Discover more here!

 

E-learning: A simpler approach, please?

 

This article from Antoine Poincaré, Head of Sales at Coorpacademy, featured in Training Journal in the November edition – the UK’s most influential Learning & Development publication – argues the case for a fuss-free way to produce e-learning. 

Discover the article!

E-learning: A simpler approach, please?

Antoine Poincaré argues the case for a fuss-free way to produce e-learning.

The good news is that we all agree we’ve moved beyond SCORM in e-learning. The bad news is, have we really?

There’s no contradiction, because what’s happened is that SCORM was so dominant for such a long period that it’s very hard for the sector to shake off the paradigm. The issue is that its legacy is limiting the way we design content, and therefore is harming learners, as well as an important but neglected constituency – the e-learning designer. Let’s refresh our memory to see why.

SCORM stands for shareable content object reference model, and is a model that was all about creating units of online training material that could be shared across systems. 

SCORM defined how to create shareable content objects that could be reused in different systems and contexts and was a useful innovation.

The problem is that all these years later we have ended up with two major SCORM-related issues. First, it’s an old standard since its last official update was in 2004, so what it offers is not suitable for the way we work with content today.

The second problem is that along with the standard came software to build SCORM-aligned course content, which has been shaping the way we have been consuming e-learning ever since. 

The first feature developed with this software was the ‘import my PowerPoint deck’ tool and too much of the market never progressed any further. It’s easy to appreciate how this came to pass: PowerPoint is the norm in the classroom training context, so let’s apply what we know works here to the online setting when moving learning and development online.

Let’s get disruptive.

But when Elon Musk started PayPal, he didn’t approach NatWest and ask them how they would approach creating an online bank; he developed something disruptive and new. But that’s what we just don’t really do yet in the e-learning world.

In e-learning, we never progressed beyond the SCORM view of the world and that dominant PPT metaphor. As a result, we’ve had a full generation of training L&D professionals uploading PowerPoint decks into learning management systems and presenting that to group of learners. 

Fortunately, there was a step forward in 2013 when the global learning industry decided not everything has to be SCORM-compliant. At at once, great new Edtech start-ups came along promoting new, more stimulating delivery styles and UX, including mobile-first content. 

Unfortunately, along the way too many of the new players neglected that important constituency: the e-learning designers – who are now challenged to produce new and engaging content for these new platforms, but with tools that are almost antiquarian in look and feel. 

As a result, a huge question mark hangs over content creation and authoring; will it be easy to create and engaging enough?

At the same time, we are demanding these same content creators and authors improve their skillsets. The ideal list presented in the Learning & Performance Institute’s Capability Map which features 25 skills across five categories aimed at individuals and teams, and ranging in scope from strategy to learning facilitation. 

It’s hard to imagine how we can expect to add great user interface, design, composition, audio video, platform and art competencies, to name some of what makes great content that engage users. 

Today’s e-learning content creator demands more.

We need a solution that will help inspire and empower today’s e-learning content created. In effect, it’s high time a WordPress or a Wix emerged for learning content creation. After all, in the 2000s it became possible to build great websites with easy-to-use tools which allowed people to create them without the need to ever look at the Javascript and string exception handling that lay behind them.

Yet no equivalent revolution has taken place in the world of e-learning. Most e-learning designers are still stuck in the e-learning equivalent of that raw html hacking phase. E-learning designers need great, easy-to-use, drag and drop interfaces that hide technical complexity and promote creativity.

That way, they can devote their creative talents to developing the user interface, design, composition, audio video, platform and art skills with the best tools at their fingertips.

E-learning designers need great, easy-to-use, drag and drop interfaces that hide technical complexity and promote creativity.

After all, active learning is not the same as passive consumption of a PowerPoint slide or a 10-minute video. To truly engage, learning has to be structured, measured, involving. There must be useful, participative activities for the learner, and that activity has to be tracked and evaluated. You need to keep the learner motivated, supported, and on top of their own learning journey.

In addition, there must be ways to work and access the same content through multiple modes, from traditional study to something more playful. It should be consumable in multiple ways and times, solo or as a group activity. It has to be scalable and look great, but still track and provide quantifiable metrics that show the specific skills the learner is acquiring, or struggling to grasp.

Achieve design goals.

So, let’s get to a stage where there is a Wix to help designers achieve those instructional design goals. Workplace learning influencer Josh Bersin says in his 2019 analysis on HR tech trends: “While we’d all like to have a YouTube system at work, there are times when we need a [structured way] that steps you through an entire curriculum and actually delivers you at a point where you have truly learned a new body of knowledge.”

You can only achieve this via a learning platform that is entreprise-class, and data-based from end to end, and was designed to put the learner at the heart of every process. 

Noted senior learning transformation strategist Lori Niles-Hofmann recently stated: “Over time, we have expected the standard instructional designer to be both an expert in designing content as technically proficient in one or more rapid authoring tools. But I have rarely met anyone good at both – and the fact is, rapid authoring tools deliver the weirdest digital learning experience, unlike anything else online. 

“Likewise, you cannot get detailed analytics unless you know xAPI, which is again another coding skill. You have to know how to break Storyline 360 code and add xAPI, but I want an e-learning tool which is exactly like SquareSpace – but which can do quizzes! I want it to build digital experiences easily, and have the robust data behind it without me having to code one single thing.” 

Insightful remarks from commentators like Bersin and Niles-Hoffman help us the see what a ‘Wix for e-learning for learning content creation’ would look like. A few Edtech innovators and learning platform providers are designing solutions with the content creator and the learner simultaneously in view. We owe it to all the frustrated content builders out there to deliver on the experience promise for all our users. 

Antoine Poincaré, Head of Sales at Coorpacademy. 

Aristotle said it and it is still true: there’s no real knowledge without ethics

 

This article is part of our Learning research and innovation series, offered by Coorpacademy in association with the EPFL’s (Federal Institute of Technology of Lausanne, Switzerland) LEARN Center. The authors are Jessica Dehler Zufferey, Executive Director of LEARN and Roland Tormey, Coordinator of EPFL Teaching Support Center.

When reflecting on your lifelong learning journey, you probably contemplate on which training you would like to take, what knowledge you might lack, and which of your learning habits are sub-optimal. In some moments, you might even find yourself thinking about what “knowledge” really is; is it being up-to-date with the latest flow of information? Is it having accumulated expertise in a specific domain through experiences? Is it our general level of education? Or could it be something else?

Three types of knowledge

In Ancient Greece at the dawn of scientific knowledge, Aristotle distinguished three types of knowledge. (1) 

  1. Epistème refers to the understanding of the world and the universally true reason of why something is. Today, we would talk about this as scientific and theoretical knowledge.
  2. Technè applies and uses this scientific knowledge, most of the times in order to achieve something. While epistème allows to understand the world, technè is about acting on the world. (2)
  3. Phronêsis, the third type, takes the reflection one step further.  Not only is theory applied in action, but phronêsis adds the consideration of the ethical implications of the proposed  action. Some have translated it as prudence, but not in the sense of hesitant application, but rather practical wisdom or sagacity and the capacity to distinguish good from bad action in day to day life. It seems easy to consider phronêsis as a necessary ingredient of knowledge, when we remind ourselves that not all application of scientific knowledge was and is ethically optimal. 

These ancient concepts continue to bubble through in contemporary social and human sciences research too. Jonathan Haidt (3), a social psychologist at the University of Virginia, has explored the way in which our actions are often driven by emotions and instincts rather than by rationality. Much of our ethical behaviour is, he argues, driven by ‘moral emotions’ like compassion, gratitude, contempt and anger, rather than by ‘moral reasoning’ as it is traditionally conceptualized. For those who think of themselves as rational people, his research is eye-opening in the way it demonstrates the typical cognitive bias in ethical decisions:  they are taken very quickly and driven by emotion, with our rational mind being used to justify the decision after the fact. Cultivating the aptitude to live ethically then requires more than developing our rational selves. Developing phronêsis – practical wisdom – will require emotional as well as intellectual work, it seems.  

Are we there yet in our current education models?

Of the three types of knowledge identified by Aristotle, epistème, related to science & theoretical  knowledge, is the most teachable. Universal laws can be explained and demonstrated to learners. In turn, technè builds on epistème. The identification of possibilities to apply that theoretical knowledge can be trained for example by experiential learning. Most of our learning, at school, at university, in apprenticeship and in corporate workplace learning is of the first or second type. Instructional designers often try to optimize the learning experience in order to facilitate the transfer from epistème to technè, i.e. the application of theoretical and conceptual knowledge.

However, phronêsis cannot be taught independently of the other two. It is considered to grow naturally with experience. However, the opposite might be happening. François Taddei reports in his recent book Apprendre au XXIe siècle (4) how the consideration of ethical implications can drop with growing levels of expertise and education. He refers to a 2011 study showing that the number of years of medical studies was negatively correlated with empathy (the dimension of ethical considerations addressed in this study). Similar results are reported for management students who seem to lose their collaborative attitude over the course of their studies. Our own studies with engineering students have found that their levels of moral reasoning may decline as they study. (5)

Many call for a more integrated view on education that integrates all three types of knowledge. For example, the French national engineering accreditation body CTI (Commission of Engineers Titles) included the capacity to identify ethical responsibilities as an essential criterion for any training of engineers. (6) (If at this point, you want to analyse the capacity of practical judgement in your organisation, you could apply the inventory on ethical climate for example). 

A training program addressing all three types of knowledge

Research suggests that training of phronêsis should not be implemented as pure philosophical courses on ethical reasoning. Criteria for success are for instance cognitive engagement through complex dilemmas with diverse potential decisions, emotional relation with realistic rather than dramatic case studies, and integration in subject-matter courses. 

Take computer science education as an example. In this field, there has long been a focus on teaching computer science (the epistème part of it) and/or ICT (Information and Communication Technology) usage (the technè part of it). Only recently, and probably due to the general awareness about the digital transformation of all aspects of life and society, the analysis of the impact of digital technology on the world was included as an essential ingredient. The German Society for computer science, for instance, has declared in 2016 that digital education needs to include three questions: 

  1. How does digital technology work? 
  2. How do I use it? 
  3. How does digital technology impact the world?

In order to educate on the third question in our current projects on, more generally, computational thinking education, we sought for inspiration from the latest thinking in a quite new domain called sociology of digital technology (the most recent and complete view was presented by Dominique Boullier). Different perspectives are used in order to analyse the impact of digital technology on many levels: 

Cognitive science and psychology help to analyse the impact on ones behaviour and thinking as a user of digital technology; 

Social psychology and sociology support the evaluation of impact on interpersonal relations, social groups and society; 

Historical comparison allows us to identify the impact on any aspect of life such as work, mobility, communication, security, or health. It can even shed some light on the question of how digital technology might impact the future. 

Why it matters

Today, we see that scientific knowledge and technological evolutions, especially in digital technologies, have an enormous impact on the world. There are few things we now do without digital help, whether it’s explicitly using digital tools, or it’s the algorithms working in the background sometimes without us being aware of them. Our communication patterns have changed dramatically. In parallel, algorithms inside social media platforms recommend us social interactions. Professionals from multiple domains have included digital practices into their working habits. Our consumption is turning more and more towards e-commerce. Our online behaviour is used to advertise products and services more successfully, and the internet of things will expand the data available to improve these recommendation systems further. We should get prepared for more transformations in the future. 

At the same time, we are confronted with incredible challenges, ecological (global warming, access to drinking water, renewable energy, …) and societal (just think of public opinion and democracy in this time of ‘fake news’), that we need to tackle if we want our societies and species to survive.

As a result, it is time to learn to learn again – not only theoretical knowledge and how to use it, but how to make use of it for the betterment of ourselves, of our relations with others, of our society, and our world.

Innovation in Learning Science and Educational Technologies are top of our agenda at Coorpacademy, as we see them as critical to our mission to continuously improve the learning experience on our platform, making it even more personalized, flexible and enjoyable for learners.

Authors EPFL Jessica Dehler Zufferey and Roland Tormey

Sources

(1) Aristotle, Nicomachean Ethics, second edition, translated by Terence Irwin, Indianapolis: Hackett Publishing Co., 1999.

(2) Stanford Encyclopedia of Philosophy. Episteme and Techne. https://plato.stanford.edu/entries/episteme-techne/#3

(3) Haidt, J. (2013) The Righteous Mind: Why Good People are Divided by Politics and Religion. London: Penguin

(4) Taddei, F. (2018). Apprendre au XXIe siècle. Calmann-Lévy

(5) Tormey, R. LeDuc, I., Isaac, S. Hardebolle, C. and Vonechè Cardia, I. (2015) The Formal and Hidden Curricula of Ethics in Engineering Education https://www.sefi.be/wp-content/uploads/2017/09/56039-R.-TORMEY.pdf

(6) CTI https://www.cti-commission.fr/fonds-documentaire/document/25/chapitre/1217

(7) Cullen, J. B., Victor, B., & Bronson, J. W. (1993). The Ethical Climate Questionnaire: An Assessment of its Development and Validity. Psychological Reports, 73(2), 667–674. https://doi.org/10.2466/pr0.1993.73.2.667

(8) German Society for Computer Science, 2016, Dagstuhl-Erklärung.Bildung in der digitalen vernetzten Welt. https://gi.de/fileadmin/GI/Hauptseite/Themen/Dagstuhl-Erkla__rung_2016-03-23.pdf

(9) Dominique Boullier. 2019. Sociologie du numérique. Paris, Armand Colin.

3 Ways Former Google CEO Is Reengaging Workers To Be More Productive – Forbes

 

To be discovered in Forbes, 3 ways Jean-Marc Tassetto, co-founder of Coorpacademy, is reengaging workers to be more productive.

Following the keynote at Gartner ReimagineHR London 2019 where Stéphan Bruno, CHRO of the Principality of Monaco, and Jean-Marc Tassetto presented the partnership with Coorpacademy to retrain 3,600 of Monaco’s public sector employees, Forbes contributor Heidi Lynne Kurter published an article on 3 ways companies can shake up corporate learning to increase productivity, talent retention and engagement with the help of innovative employee learning experiences.

If you want to read the article on Forbes.com, it’s here. 

Or discover extracts of the article here!

3 Ways Former Google CEO Is Reengaging Workers To Be More Productive

[…]

The World Economic Organization recently announced by 2022, 75 million jobs will be destroyed and 133 million will be created as a result of new technologies. Consequently, companies are likely to face resistance in retraining tenured employees who have a limited skill set. Therefore, it’s crucial for them to start preparing employees for change by reopening their appetite for learning and decreasing their fear of the future.

Stéphan Bruno, director of human resources for Principality of Monaco, is determined to be at the forefront of the digital revolution. At the London Gartner ReImagine HR conference, Bruno announced the governments partnership with CoorpAcademy to retrain 3,600 of Monaco’s public sector employees. Known as the Netflix of knowledge and training, CoorpAcademy is an innovative digital e-learning platform that uses gamification to make training interactive and appealing.

[…]

Creating A More Learner-Centric Approach

CoorpAcademy co-founder and former head of Google France, Jean-Marc Tassetto, aims to creatively disrupt traditional e-learning experiences. Instead of imitating Coursera and Udemy by seeking out professors from top universities, Tassetto felt it would be more effective to partner with key industry leaders across the globe. These leaders are entrusted with developing and teaching specific courses relevant to their expertise. For example, Understand Blockchain Technology is a course created by IBM and taught by its current employees.

[…]

Reducing Fear Of The Future

[…]

Both Bruno and Tassetto understand by putting employees in charge of their learning, with guidance from their manager, non-digital natives can increase their digital maturity at a pace that feels comfortable for them. Users also have the opportunity to take advantage of additional content to further develop their skill set. Some courses available to them are feminine leadership, stress management and design thinking, to name a few.

Engaging Through Micro-Learning

A study by Microsoft states on average an individuals attention span lasts 8-seconds. If companies and e-learning platforms want to keep users engaged and on track to complete the course, they need to focus more on mini modules that are short enough to keep their attention. Tassetto states the most successful micro-learning modules typically range from 5-12 minutes in length. Anything longer risks losing the attention of its users. Their micro-learning modules are a healthy mix of asking questions, playing games and keeping players engaged until the end with short form videos.

With clients such as L’oreal, IBM, Nestle and BNP Paribas, the EdTech startup has found great success in their unique and innovate learning approach. By placing learners first, employees are empowered to develop their skills for who they want to be instead of who they are now. Bruno was surprised to see employees at every level of the government sector from gardeners to firemen positively interacting with the platform.”

[…]

Discover the full article here!

Coorpacademy in the Top 15 Performing Learning Technology Platforms for the second year in a row by The Learning and Performance Institute

 

After making it in 2018, we made it again!

We are pleased to announce that we are part of the 2019 Top 15 Performing Learning Technology Platforms unveiled today by The Learning and Performance Institute, the UK’s leading authority on workplace Learning & Development.

It is great recognition – this supports our ambition to be the partner of choice of companies that are willing to implement a continuous learning culture and develop the employability of their employees.

 

The Top 15 report is available here!

Here are some insights from The Learning and Performance Institute website on how these Top 15 highest-performing learning technologies providers have been selected.

What does ‘highest-performing’ mean?

Since 1995, The Learning and Performance Institute has consulted with, evaluated, and mentored thousands of organisations worldwide to help them build internal capability and deliver notable performance improvement. This is done through the LPI’s “Performance Through Learning” programme: a consultative framework that leads to accreditation by prioritizing outcomes over delivery, homing in on the value, efficacy and business impact of learning, and aligning competencies with organisational strategy and goals.

The 15 organisations listed in this eBook have a clear roadmap by which to build their capability and adapt their strategy for continual success. They demonstrate a strong customer value proposition and have a corporate culture that instils confidence throughout sales and marketing, to delivery and after-sales support. They are passionate and committed to developing their staff, their products, their market reach, and their performance.

Prospective and existing customers can be assured that these 15 organisations will provide the highest quality of service and the best user experience. They are trusted business partners, acting always in the best interests of their clients and, as such, fully endorsed by the Learning and Performance Institute.

How are they measured?

During an accreditation assessment, the LPI evaluates organisational efficacy against the following key performance indicators (KPI’s), scoring each against a reference framework.

  • Client Integrity
  • Corporate Integrity & CSR
  • Client Value Proposition
  • Marketing
  • Sales
  • Learning Technologies Consultancy
  • Learning Platforms
  • Learning Authoring Tools
  • Quality Management
  • Service/Product Roadmap
  • Qualifications/Accreditations
  • People Development
  • Business Stability

 

The results of this are fed into a formula that applies weightings to each KPI to generate numbers representing Best Solution, Best Operational Management and Best Overall. This eBook uses the figures from Best Overall.

Discover more here by downloading the eBook!

We are proud at Coorpacademy to be part of the Top 15 Highest-Performing Learning Technologies Providers.

 

The two-pager on Coorpacademy in the latest special issue of Capital Magazine

“Coorpacademy: the Netflix of knowledge. Say goodbye to boring training! This Franco-Swiss startup is revolutionizing corporate training by putting the user back at the center of a collaborative and playful experience.”

This is how the article from Benjamin Janssens starts in the latest special issue of Capital Magazine. By interviewing Frédérick Bénichou, co-founder of Coorpacademy, he showcases the stand-out factors of the platform, from ‘simplexity’ to the soft skills catalogue, from the ludic and addictive features to the engaging and individualized learning paths.

Discover this article (translated from French):

“When La Redoute definitely went from paper catalogue to focus solely on digital, they had to train their employees on digital culture and tools and on the latest trends of e-commerce. And what better way to do this than through proposing… online training! The retailer chose Coorpacademy to conceive a digital learning branded platform with tailored content meeting their needs. In 6 months, 800 employees were connected on the platform and – most notably – 88% of started courses got completed. Way faster and more efficient than the old ways – when face-to-face training were needed for each and everyone of the employees. 

Moreover, traditional training usually focus on developing ‘hard skills’, technical skills, at the expense of ‘soft skills’, those more human and cross-sectional skills – the ones robots can’t acquire – which are more and more sought after by employers and recruiters. It is with the idea to fill that void that Jean-Marc Tassetto, Arnauld Mitre and Frédérick Bénichou, two former Google executives and one serial web entrepreneur, launched Coorpacademy in 2013. This Franco-Swiss startup, which won a lot of awards since then, started to put together a disruptive pedagogical method  based on soft skills assimilation. The concept? ‘Simplexity’. Behind this portmanteau word is a very easy-to-use, ludic and engaging user interface, but giving access to targeted and relevant content. 

“We’ve conceived a flexible tool which adapts to the user: our content pieces can be consumed everywhere at any time, in 20 minutes on average, or even in 5 minutes thanks to microlearning”, Frédérick Bénichou, one of the co-founders, says. 

More specifically, how does it work? “We use the flipped pedagogy. The learner watches a 2 minute video or answers questions, and it is only just after that the learner will access to the pedagogical content. This content allows learners to either correct themselves, or go further, and the whole thing infuses a new dynamic to the learning process.

The success amongst employees can also be explained by the playful aspect of the platform: we score points at each levels, progressively. Numbers prove that offering gaming elements creates high engagement rates and a healthy competition between coworkers. “For a company, it is also a good way to find hidden talents within the company, people that will potentially turn very helpful for the company”, Frédérick Bénichou adds. At Pernod Ricard for example, the employee who had the best score on digital culture was a storekeeper in Cognac; his knowledge on the topic and the fact that his bosses realized this brought him to coach the Chief Marketing Officer.” While having fun, one develops his digital culture and his emotional intelligence with the possibility to challenge his peers or to be helped and coached by another learner within his organization. 

So what’s the link with Netflix? Training modules, short and playful videos are all accessible anytime from any support (smartphone, tablet, computer). And thanks to machine learning, played content pieces help to recommend others – the startup created 27 distinct learners’ profiles. 

After having tried at the beginning to target individuals, Coorpacademy revised its business model since then and only works in B2B for large accounts (Crédit agricole, Renault, Auchan, L’Oréal, Engie, Michelin…). Companies pay a subscription which allow their employees to access the training catalogue. Rates are decreasing depending on the number of users: from 9,90 euros a month for less than 100 employees to less than 7,90 euros from 300 employees, without any fixed-term appointment. It can be specific training content made for the company or the more general catalogue with soft skills oriented training – or a mix of both.  

Coorpacademy recently implemented an internal control training program for Pernod Ricard, or a platform to make ‘La vie en bleu’ – a program around healthy good, health and wellbeing – known to all 350 000 employees at the Auchan Retail group. For soft skills training that are proposed to all companies, Coorpacademy is relying on a network of more than 40 partners and experts, including Capital and Management magazines, but also Dunod, Bescherelle, Video Arts, IBM. The website offers more than 1,000 videos and 8,000 questions (digital culture, management and leadership, future of work…) and covers more than 90% of soft skills identified by the World Economic Forum. A 10 million euros fundraising in 2016 allowed Coorpacademy to go abroad, by translating the training content in English.”

Benjamin Janssens

HR leaders: what’s coming in the next 10 years? Key insights from Gartner Reimagine HR London 2019

 

At the Park Plaza London on September 18-19th, 500+ HR professionals gathered during the Gartner ReimagineHR 2-day event around 7 tracks reimagining the future of HR. HR Executives from all across Europe had the chance to attend 28 Gartner-led, insight-driven presentations.

Insightful keynotes: what’s next in the future of work and HR?

Brian Kropp, GVP and Chief of HR Research Gartner, did an opening keynote on ‘How HR Can Reimagine Work to Drive Performance.’ He said: ‘While important, things like artificial intelligence and automation are only part of the future of work story. Along with these conspicuous shifts comes a number of underlying trends — like rising transparency, or new work habits — with the potential to fundamentally change how work gets done.’

He did advise HR leaders to shift the focus on more important and new questions.

For Ethics, ‘How do we ethically use the data we collect?’ In the field of Skills, ‘How do we develop all skills as AI eliminates learning opportunities?’ When it comes to Information, ‘How do we meet employees’ expectations for information transparency?’ In the Managerial space, ‘How is technology changing what it means to be a manager?’ and – in terms of Jobs – ‘How can we use AI to increase access to jobs?’

Thought-provoking questions, such as the one on Skills. We realize that facing the rise of AI, it is vital to ‘learn how to learn’, especially with soft skills. As Alvin Toffler said, ‘the illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn.’

‘Building critical skills and competencies is a top priority for 73% of CHROs. Every organization leverages on-the-job training for employee learning and development,’ said Gartner expert Brian Kropp. ‘Learning in the flow of work’ – as Josh Bersin puts it –  is also becoming critical. We need to keep in mind that 85% of the jobs of 2030 haven’t been invented yet. We’ve entered into an era of lifelong learning. Employees have to learn ‘in the moment’, ‘in the flow of work’. The ability to gain new knowledge, to learn how to learn, is becoming more valuable than the knowledge itself.

This feeling was also shared by HR leaders present at the event; as one of the top HR executive of a big pharmaceutical company said during a discussion at Coorpacademy’s booth: ‘We have looked deeply into skills and learning to realize that most of our managers and leaders were very well equipped for a world that stopped existing about 10 years ago.’ 

As the pace of business and automation speeds up, demand for employees to be able to think outside of the box, to learn how to learn the next skill sets, the ones needed in 10 years and not 10 years ago is moving to the foreground!

How to upskill and reskill a whole nation?

On September 19th, Jean-Marc Tassetto, co-founder of Coorpacademy, and Stéphan Bruno, Head of Human Resources for the Government of the Principality of Monaco, were presenting their keynote ‘The Big Bet on Learners’ Engagement’ – taking the business case of the Principality of Monaco as an example in front of 50+ HR leaders.

‘We started 6 years ago, not sure about what to do but certain we wanted to put the users back at the center of the learning process. As the only certainty about the jobs of tomorrow is uncertainty, it was the right bet and the right path to follow,’ said Jean-Marc Tassetto, co-founder of Coorpacademy.

Jean-Marc Tassetto, co-founder of Coorpacademy, speaking about the big bet on learners' engagement

Stéphan Bruno showcased the learning success story of the Principality of Monaco: ‘If we want to change the culture within our government, we need to offer an experience in digital tools that’s as good as what the GAFA can offer. We want to transform into a learning organization, and Coorpacademy offers us a unique way to do that while upskilling our people’, said Stéphan on how to upskill and reskill a country.

How to upskill and reskill a whole nation? ‘As head of HR I envision to create a learning culture, providing the opportunity for everyone to learn what matters most for our country’s future, whilst making them owners of their personal development. Consider who they are and not only what they do!’ Stéphan Bruno concluded. 

Stéphan Bruno presenting the learning success story of the Principality of Monaco

A country, like any organization, needs to keep one step ahead. The public services have to be modernized and digitized for all citizens, the country needs to keep on attracting investors and companies while facing a stiff and international competition. By relieving Monaco from its territorial constraints, digital technology is an opportunity to virtually ‘extend’ the country and generate a new development cycle; in the end, to keep that step ahead. 

This is what Coorpacademy is helping the Government of the Principality of Monaco to do with its user-centric Learning Experience Platform providing hyper-individualization of learning paths, to any of the 3,600 civil servants in Monaco. Helping the country to become a learning organization and prepare it to the future of HR… happening now!

Food for thoughts.

Gartner expert De’Onn Griffin outlined in this article 6 ideas about the future direction of the workplace and how organizations can prepare for it. 

One of the 6 ways the workplace will change in the next 10 years is that constant upskilling and digital dexterity will outweigh tenure and experience. 

She says: “In today’s digital economy, the demand for new ideas, new information and new business models that continually expand, combine and shift into new ventures and new businesses will increase. Employees must consistently refresh their digital dexterity to meet these needs.” “By 2028, the most high-value work will be cognitive in nature. Employees will have to apply creativity, critical thinking and constant digital upskilling to solve complex problems.”

Did you know that you could find in the Coorpacademy course catalogue 189 courses on digital culture, 67 on digital dexterity, 36 on creativity, 36 on complex problem solving and 17 on critical thinking? And counting!

 

A new heart, infinite lives, to love learning a hundredfold!

 

This summer, our product team worked hard to give you two new features on the Coorpacademy platform. Here’s a short article to unveil them to you!

A new heart to love learning.

Cats have 7 (or 9), you had 3 to complete a course chapter on the Coorpacademy platform. Do you know what we are talking about? Lives, of course.

As a reminder, if you give a wrong answer, you lose a life. Once you’ve lost all 3 lives, you have 2 choices: you can watch the course video to win back one life, or you can start the chapter again. But that was before!

You have now 4 lives for each level, all the time, on Coorpacademy.

Why did we chose to do this?

We’ve observed that the success rate could increase by 50% on a course with one more life! Less stress, more time to focus on answering properly, on “Key Learning Factors” or on “Did you know?”. In the end, bigger chances to succeed in a course and bigger ones to love learning.

4 lives instead of 3 in order to improve, one more chance to answer rightly

Now that you love learning (even more that before), would you have 5 minutes?

5 minutes, it’s the time it takes to water your plants, to cook pasta or to take a shower. It’s now also the time you need to learn or to strengthen your knowledge on a topic. Because our agendas are fully booked, we’ve created 5′ Learning.

The way it works? It’s training, but in very short 5 minute sessions.

It allows you to learn always at the right time, before a meeting, when you really need to acquire some knowledge or – very simply – when you have a little time to satisfy your desire to learn.

Most importantly! There’s no life counting in 5′ Learning courses.

 

What does this mean?

You’ll never be stopped while doing a course, whatever the answers you give, right or wrong. You’ll then have time to focus on the correction of the questions you answered wrongly. Always keeping in mind that the goal is to revise, to learn and to memorize, at your pace.

Would you like a concrete example?

Franck is Digital Marketing Specialist in his company and he knows everything about digital campaigns. When he shows up at the office, he receives a meeting invitation from the SEO (Search Engine Optimization) Specialist, scheduled in 30 minutes, on the Google Ads “Quality Score” topic.

He freaks out a bit, because he doesn’t remember what it is and is afraid to ask someone. He takes his mobile phone, logs in into his company’s Coorpacademy Digital Learning Platform and selects the chapter “Quality Score: Your Adwords Campaign Currency” from  the course “Search”.

4 questions, a 2 minute course video: in 5 minutes, Franck revised the key points of the Quality Score, without pressure because there’s no life tally, and is fully ready for his meeting.

Revise in 5 minutes on the Quality Score

Infinity of lives in 5′ Learning, zero pressure for a maximum of learning benefits. 

4 questions, 1 video, an infinity of lives with 5' Learning

 

The Principality of Monaco success digital learning story will be presented at Gartner ReimagineHR London 2019!

 

Reimagining the Future of Work. 

 

At the Park Plaza London on September 18-19th, 500+ HR professionals will gather during this 2-day event around 7 tracks reimagining the future of HR and HR Executives from all across Europe will have the chance to attend 28 Gartner-led, insight-driven presentations.

Brian Kropp, GVP and Chief of HR Research Gartner, will do the opening keynote on “How HR Can Reimagine Work to Drive Performance.”

He says: “While important, things like artificial intelligence and automation are only part of the future of work story. Along with these conspicuous shifts comes a number of underlying trends — like rising transparency, or new work habits — with the potential to fundamentally change how work gets done.”

Brian will highlight the fundamental HR stakes facing the rise of AI and automation while focusing on the opportunities created by these shifts – opportunities most HR executives are usually unaware of.

During this event, Top HR trends and challenges will be explored in order to reimagine the future of work, through keynotes, one-to-one meetings and roundtables.

  1. Digital business transformation, innovation, the rise of artificial intelligence… These issues are at organizations’ heart talent issues and companies will only succeed at addressing them if they have the right people with the right support. 
  2. We are in a period where we have unemployment rates for critical roles that are as low as 1% in some cases. For many roles, employers can’t find enough candidates. 
  3. Artificial intelligence, the gig worker, candidate and employee transparency, analytics carry a potential to fundamentally reshape the HR function. 
  4. There is more visibility than ever before – through channels like Glassdoor and Indeed, but also through internal communication tools – into things like compensation, manager quality, and what it’s like in general to work at an organization. 
  5. Talent management issues have hit the agenda of the C-Suite and the boardroom in ways they haven’t historically – through issues like workplace harassment and discrimination, and also through deeper attention from the investor community to the impact of talent management on business performance.

Having the right people with the right set of skills to thrive in this complex new environment.

 

Digital business transformation, AI or automation are creating opportunities. But organizations will manage to thrive in this future only if they have the right people with the right set of skills. Jean-Marc Tassetto, co-founder of Coorpacademy, was saying in his latest article, published in Finance Derivative: “As a result of the kind of seismic drivers of employment change taking place in all industries […], it is becoming more imperative that we all manage our long-term employability. Businesses, public institutions, large and small organizations – everyone’s at risk – that don’t equip their workforces with the tools to help will not be able to compete – shrinking, or even disappearing, as disruptive new players better prepared to help their teams develop the skills they need will take their place.”

A success Learning story. 

The Monaco Digital Academy: a Learning Success Story

That is why the Government of the Principality of Monaco has confirmed 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.

Stéphan Bruno, Head of Human Resources for the Government of the Principality of Monaco, and Jean-Marc Tassetto, CEO of Coorpacademy, will present the project to the audience during a keynote on September 19th à 11:30, under the theme of Hyper-individualized Learning. 

Stéphan Bruno explained 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.”

Discover insights about this training project.

If you’re in London on September 18-19th, comme meet the Coorpacademy Team!

“Hyper-individualized learning – How are the best companies and organisations in the world reskilling at scale their entire workforce for the jobs of tomorrow”, on Thursday 19th September at 11.30 – 12.00, Park Plaza London.

We’re looking forward to seeing you at this event!

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