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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

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.

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

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.

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.
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.
Artificial intelligence, the gig worker, candidate and employee transparency, analytics carry a potential to fundamentally reshape the HR function.
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.
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!

According to a study by City and Guilds Group, UK employees are bored with L&D… Pain point by pain point, discover what Coorpacademy does to make their learning experiences better!

According to the study Learning Insights 2019 by City & Guilds Group: ‘UK employees want their employers to provide a much more curated and tailored approach to training to better equip them with the skills needed for the future. They want to see more engaging (37%), personalised (35%) and better-quality (29%) content, as well as shorter micro-learning (23%) methods available at work.’

More engaging?

Why not try the ‘Battle’ mode on Coorpacademy?

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.

By the way, did you know that 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. And the Battle mode is pretty successful on Coorpacademy, because we just reached 1 million Battles played on all Coorpacademy platforms!

UK employees want more personalised training content?

Our Behavioural analytics allow us to create 27 learners’ profiles, in order for everyone to have the most personalised and individualised course recommendations.

In one of his latest article published in TrainingZone, Jean-Marc Tassetto, co-founder of Coorpacademy, takes the examples of the Curiosity or Perseverance Key Performance Indicators and how they can be of great help for learners (for their own individualised course recommendations), but also for L&D managers.

L&D managers and administrators benefit [from Behavioural Analytics] because they can access all sorts of new types of insight – not only finding out what someone successfully learned, but how the learner got there and which learning approach they chose.

This opens up tremendous diagnostic value, way beyond pure learning analytics. It also opens up the possibility for new performance indicators, such as curiosity, or perseverance – both hugely valuable HR metrics.

Take curiosity, identified as an “important variable for the prediction and explanation of work-related behavior” (Mussel, 2013). That is really critical, as motivation to engage in lifelong learning is a sine qua non of employability for today’s worker.

Notably, another important effect of curious collaborators is that they contribute to a company’s innovation potential, particularly in the light of the “death of top-down management” (cf. John Bell, 2013).

Employee learning perseverance is another potential new KPI example. When you next need to decide who to recruit to lead a project, or who to train, it may be useful to select those who are qualified but also the most resilient candidate (cf. Amy Ahearn, 2017).

Better-quality?

Our courses are co-edited with top experts, such as IBM, Video Arts, Wolters Kluwer, famous publishing houses…

Shorter?

All our courses are available in a microlearning format: 5 minutes, just the time you need to learn quick insights or refresh your memory on a topic, before an important meeting or when you flight is about to take off.

In his article 5 minutes to learn, Jean-Marc Tassetto, co-founder of Coorpacademy, explains the concept of microlearning:

The content is divided into several shorter, more accessible sessions, with the creation of opportunities and contexts as a background. A session of microlearning should be seen as an opportunity to create special and useful “moments” for learning, particularly on mobile, while waiting for a meeting to start or a plane to take off. It’s during these moments that employees will want to integrate a few useful notions.

We launched “5 minute learning”: short content, editorialized and contextualized according to what’s going on and what our customers need, and delivered on mobile, which allows the creation of these short learning “moments”. All of this is supported by an engaging user experience.

Let’s start using a whole new class of meaningful HR KPIs – Jean-Marc Tassetto in HRReview

This article has been originally published in HRReview. It has been written by Jean-Marc Tassetto, co-founder of Coorpacademy. To read it in its original form, it’s here.

There’s plainly a crisis in how HR and L&D is working with training data. For example, according to the 2019 run of its annual Digital Learning Realities Research, HR analysts Fosway reported that only 14 per cent of respondents in the UK HR community think they are effectively measuring the impact of learning, while 53 per cent admit they’re probably doing it ‘ineffectively’ and 33 per cent are not even trying.

Discover some extracts of the article:

“However, help may finally be at hand in the form of the Learning Experience Platform (LXP), originally defined by workplace learning expert Josh Bersin and recently formalised as a new market category by Gartner.”

[…]

“Why we need to move beyond the LMS

That’s because LXPs track any behaviour traces and use them to test what works and what doesn’t, based on a powerful new way of collecting such data, the ‘Experience API’ or xAPI standard. The Experience API is a technology designed to create a rich environment for online training and learning and is there to address the limitations found with the e-learning technologies currently used that are too focused on tracking the learner through a specific course, rather than through diverse learning experiences.

Why does this matter? Up until recently, elearning analytics only existed in a very limited form, as any learning data that was harvested was very partial. That was due to the fact that the technology L&D had to rely on for so long – the LMS, the Learning Management System – is primarily an admin and delivery system, designed for managing access to training and participation of learners.”

[…]

“The rise of new HR metrics

So how does this new API work? By working with activity streams. The best way to understand this is if you look at someone’s Facebook wall, what you are looking at is a series of activity stream statements, and the concept is gaining traction as a useful way to capture a person’s overall online activity, on social networks and in the enterprise. xAPIs capture learning experience data – and as we start to aggregate these streams across an enterprise, we can identify the training paths that lead to the most successful or problematic outcomes, and so what determines the effectiveness of the whole training programme. Doing that would in turn enable HR leadership to glean new insight not only on what a learner has successfully learnt, but how they gained this knowledge and which learning approach they chose to follow. This provides opportunities for strong diagnostic values and advance performance indicators, such as Curiosity, or Resilience, and other very promising new HR metrics.

For example, ‘Curiosity,’ is associated with advanced abilities including an aptitude for learning – and as Knowledge, in the Google age, is easily acquired, employees we know who have this capacity could be a real asset for the company.”

[…]

A deeper picture of workplace learning

By using these new behavioural indicators, data available for Human Resources and line of managers of the real capabilities of their teams becomes much richer and more complete. What’s more HR professionals can 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 character and behavioural qualities. Brands would have access to not only what a particular person has actually learned, but also how the learner landed there, what learning approach they have chosen, so we can come up with tailored recommendations that are close to their actual needs. Good news for the corporation and the benefit for the employee is to help her become the real owner of their employability. Finally, trainers and HR managers also benefit, because they can access all sorts of new types of insight – not only what someone successfully learnt, but also how the learner got there and which learning approach they chose.

So let’s seize the chance that the powerful combination of the LXP and the xAPI offers – and make workplace training and development the truly strategic business tool we all know it deserves to be.

You can read the article in its complete and original form here.

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

How to Stop Worrying About a Jobless Future? – Bdaily Business News

Let’s welcome a new dawn of behavioural learning analytics – TrainingZone

Why Training is an Under-Used Source of Employee Insight – Incentive & Motivation

5 minutes to learn – an article from Jean-Marc Tassetto, co-founder of Coorpacademy

A study by Bersin by Deloitte paints the portrait of corporate learners today. Overworked: two thirds of them said they don’t have enough time to do their job. Impatient, too: they won’t spend more than 4 minutes on a video and have an attention span of 5 to 10 seconds on a website. Lastly, learners today are distracted, unlocking their smartphone up to 9 times an hour and logging online 27 times a day on average. The study also shows that employees are likely to be often interrupted by outside elements, such as virtual or real interactions, or even by themselves, while they are focused on a task. Sometimes, every 5 minutes. A short period of time.

Those 5 minutes are not a lot of time to complete a task, let alone receive training. And it is often difficult to devote entire days to training sessions. At the same time, a growing need can be observed among employees to take control of their training journey and develop skills progressively, on the topics they want and whenever they want. And Human Resources managers are becoming aware of this.

Coorpacademy, as a new player in the online training market, is trying to solve this equation through shorter training modules and sessions of “microlearning” and even “nanolearning”. The idea is simple: it’s a relevant answer to the chronic lack of time from the traditional corporate training model.

The content is divided into several shorter, more accessible sessions, with the creation of opportunities and contexts as a background. A session of microlearning should be seen as an opportunity to create special and useful “moments” for learning, particularly on mobile, while waiting for a meeting to start or a plane to take off. It’s during these moments that employees will want to integrate a few useful notions.

We launched “5 minute learning”: short content, editorialized and contextualized according to what’s going on and what our customers need, and delivered on mobile, which allows the creation of these short learning “moments”. All of this is supported by an engaging user experience.

Several studies have shown the efficiency of microlearning. An article in the International Journal of Educational Research Review states that a group following a “traditional” training program is less efficient than a group with the same content in a microlearning format (64% vs. 82%), and that microlearning can increase an individual’s learning capacities by 18% compared to traditional methods.

In order to create moments that are favorable for learning and thus transform the training process and make it a truly effective tool for the transformation of companies, a change in our ways of thinking is fundamental.

Heads of human resources and training, you should look at the training experience as a whole before you start scheduling training programs: every coworker must be able to manage their own learning time and pace.

Managers, you have a fundamental role to play: to accompany the training of your teams. Allow and encourage new ways of learning!

Finally, employees, don’t forget that for every moment spent in training, even if it’s only for a few minutes, you are developing your skills and knowledge, and therefore your current and future employability.

Coorpacademy in the Top 20 finalists of EdTechXGlobal Awards 2019 Scale-Up category!

Coorpacademy has been selected in the Top 20 finalists of EdTechXGlobal Awards 2019 Scale-Up category!

20 finalists included those education and training companies who have shown the most revenue growth momentum over the last 3 years.

Along with Coorpacademy (Switzerland), other finalists include Learning Technologies Group (UK), Toppr (India), Busuu (UK), ApplyBoard (Canada), Amity University Online (India), Le Wagon (France), Openclassrooms (France), Twinkl (UK), Unicaf (Cyprus), Virtual College (UK), Touch Surgery (UK), FutureLearn (UK), Learnship (Germany), Ducere (Australia), Upgrad (India), Circus Street (UK), Mindtools (UK), Seagull (Norway), Clio Online (Denmark).

We are proud at Coorpacademy to have been recognized by EdTechXGlobal as an innovative, fast-growing and impactful company transforming the future of learning and work!

Who’s EdTechXGlobal?

EdTechXGlobal connects the global learning community through insight, investment and thought leadership event series – including the flagship summit, EdTechXEurope in London and local Ecosystem Events in Africa, Asia and Europe. These curated EdTechXGlobal events bring together executive level investors, innovators, and industry influencers from worldwide education technology companies from across 60+ countries. EdTechX is also the founder of London EdTech Week, a connected, curated event series featuring 40+ event hosts powering events across London each June.

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!

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 has been named as FrontRunner in Learning Management Systems software

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.

Discover more here!

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 Monac o – a plan to digitise all of its public sector and economy.

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.”

How to Stop Worrying About a Jobless Future? An article from Jean-Marc Tassetto, co-founder of Coorpacademy

This article has been originally published in Bdaily Business News. It has been written by Jean-Marc Tassetto, co-founder of Coorpacademy. To read it in its original form, it’s here.

Digital business transformation and training expert Jean-Marc Tassetto, co-founder of Coorpacademy and former head of Google France, says new ways of helping employees to ’upskill’ are on their way.

Here are some extracts of the article:

“We all know that Artificial Intelligence and automation are coming at us at breakneck speed. So how will business cope? Will we all be unemployed soon?

According to The World Economic Forum, technologies like AI and Robotic Process Automation are indeed entering every profession, and at speed. But does that mean fewer jobs, as so many fear – or a completely new set of career opportunities?”

[…]

“That means we all need to change jobs and careers multiple times throughout our lives: an ability to adapt will be critical. Against this backdrop, the job of the responsible business owner is to create ways to help their employees access the kind of training that might help them adjust, as well as cope with any new advanced tech you introduce yourself.

This is being crystallised down as the need to create a ‘learning culture’ – encouraging workers to gain new skills that organisations require now or in the future and in attracting and retaining talent.

One problem: we’re not doing that yet. Training and HR teams are there to provide the resources, tools and time to support learning, scheduling the diaries and career plans of staff, booking the armies of trainers and projectors, and making hundreds of hours of relevant content available. But, traditional training culture seems to assume staff are passive objects that simply get shuffled in and out of all those training rooms!”

[…]

“To get workplace training back to where it should be, this needs to change. In particular, if we are serious about our commitment to re- and up-skill and prepare for that near future, we need a way to connect back with the employee and deliver what they want. We also need to rethink the way training has traditionally been delivered – and we have to ask ourselves if it is realistic to expect people who work remotely and anytime, to stop everything and sit in front of a trainer with a PPT and a laser pointer for eight solid hours.

What does that look like in practice? Actually, very similar to what you and I are already doing in our day-to-day lives, and especially the Millennials and digital natives on your team. We live on our phones and we all try and make dead time waiting for a train as useful as possible, looking for content. We refuse to be delayed by a knowledge gap, turning to the Internet to plug any lack of understanding – and we might play a mobile game for a minute or two during a lunch break.”

[…]

“The old method of scheduling fixed hours needs to be discarded in favour of a blended learner-chosen model, where classroom training could be supported by a virtual environment in which all lessons and material are digital and available, 24×7 and increasingly via mobile and in short bursts. In addition, incorporating gamification and collaboration features will increase staff engagement by activating the joy of competition, too.

Such learner-centric approaches really work – and can, our data shows, secure user engagement levels for digital training content of more than 80%.”

You can read the article in its complete and original form here!