Tag: learning experience platform

A youtuber joins our exclusive list of premium publishers!

 

Not all training content is equal. Indeed, as Arnauld Mitre, co-founder of Coorpacademy, explained back in May 2020, “one of the big problems with the learning and training industry, which is a content industry, is thinking that content that has the same name as another is worth the same.”

At Coorpacademy, our off-the-shelf course catalogue contains over 1700 courses which are updated regularly and new courses are added to the catalogue every month. In order to offer premium course content, we work with experts to co-edit our courses.

We have recently added new partners to our catalogue, such as Mandarine Academy for training in office automation tools, 7-Shapes for training in Lean Management, and most recently the French youtuber Florian Manicardi, French memory and speed-reading champion and founder of Memorall, a company that provides training in memorization, speed-reading and mind-mapping techniques.

The integration of new partners gives us the opportunity to review the different types of course co-publishers with whom we enrich our premium training catalogue.

 

Editors

 

Bescherelle

Bescherelle is a brand of the Hatier publishing house, which publishes numerous school, extracurricular and youth books. Today, the Bescherelle range offers, in addition to references, works on history, languages, the subtleties of the French language, but also family games. With 1 million books sold each year, Bescherelle is the reference in French language. Historically innovative, the brand has developed a free training website and two reference applications, Bescherelle Conjugation and Bescherelle Synonyms, which have sold over 150,000 units to date.

Dunod Formation

1st business publisher in France, with strong names such as Mercator, Strategor, Communicator and emblematic collections such as La Boîte à Outils, 5 Keys or 2h flat, Dunod has never stopped innovating. From books to digital learning, Dunod successfully supports your employees in their training needs, on business themes but also on soft skills, with proven pedagogy and a strong commitment objective. Dunod now relies on the expertise of its best authors to offer you exclusive digital training with CoorpAcademy. Dunod is a publisher of the Hachette Livre group.

Éditions Eyrolles

A family group and independent since its creation in 1925, Eyrolles is in the top 20 of the French edition. Both publisher and bookseller, the Eyrolles group now offers e-learning training in partnership with Coorpacademy. These training courses come from the most emblematic works written by the best authors of the publishing house.

Wolters Kluwer

Wolters Kluwer France is known and renowned in France with the signatures Lamy and Liaisons Sociales. Specialized in law, taxation, finance, accounting, risks, compliance, health and their applications in business, the experts support their 100,000 professional clients in their strategic and daily decision-making. They offer paper and online legal editions, management software for law firms, training and conference offers, as well as a service for announcements and legal formalities. This training was designed by teams specializing in three areas: Compliance, Digital Risks and Enterprise Risk Management.

Press

 

Challenges

Challenges is a weekly French business magazine, covering the main economic events in France and abroad. All the economic news is in Challenges: budget, consumption, public finances, economic situation, taxation, growth. Files, analyses of the greatest economists, strategies, practical investment and investment advice, Challenges magazine makes the economy clear and exciting!

Capital

Brand media, Capital helps to better understand and live today’s economy. Capital brings the world closer to the economy of everyday French life. Capital decrypts, unveils, advises to enable its readers to make the right choices in a society where everything is economy.

Forbes

Forbes is a quarterly digital and paper magazine dedicated to entrepreneurs and decision-makers who want to follow business, finance, management and technology news.

Management

Management is the reference media brand for those who are involved in their lives and want to progress according to their desires. It is a magazine, specials, books, communities and online courses all at the same time. Their mission: to help give meaning to work in order to enjoy it more and ensure that it is no longer a goal, but a means. The aim of the magazine is also to show the company in 360 degrees but by getting back to the basics and the one thing that really matters, you.

Science & Vie

The leading European magazine for scientific news, Science & Vie strives to provide a clear, readable explanation in the fields of science and technology. Science & Vie investigates, is enthusiastic about real discoveries, denounces false truths. Science & Vie offers the keys to understanding the present, exploring the world, dreaming of the future.

Usbek & Rica

French quarterly magazine created in 2010 by Jérôme Ruskin, Usbek & Rica explores the future. Is technical progress always synonymous with human progress? How to remain human in the ultra-technologized world that we are promised? By playing on the astonishment dear to the characters of Montesquieu’s Letters persanes, from which its title is directly taken, Usbek & Rica questions the fastest and most dizzying upheavals in our history.

Product experts

 

7-Shapes

7-Shapes offers training courses in Lean Management and Supply Chain based on an interactive business simulation. Learn by immersing yourself, interacting, making mistakes and then success is our motto! Several thousand people have already trained with 7-Shapes School, so it’s up to you!

Fabernovel

FABERNOVEL was founded as an innovation company in 2003, and has offices in Paris, San Francisco, New York, Shanghai and Lisbon. FABERNOVEL INSTITUTE works to develop a digital and entrepreneurial culture among major companies’ managers and employees. FABERNOVEL INSTITUTE’s mission is to realign employees’ viewpoints to make them active participants in transformations within their professions and organisations.

Global Exam

GlobalExam is the leading EdTech start-up for mobility and employability of students, employees and jobseekers. We offer everyone the opportunity to enhance their language skills by obtaining the highest score in internationally recognized certifications. The trainings are prepared by professionals with specialized programs, assessments and situations in 5 languages (Spanish, English, German, French and Chinese). Today, GlobalExam has enabled more than 300,000 users to pass their language certification and support more than 450 higher education institutions and training organizations in France and 20 countries.

IBM

IBM has positioned itself for more than 100 years as the privileged partner of companies by providing them with the most complete range of resources – skills, systems, software, services, financing, technologies – to help them differentiate themselves in their market and their enable them to become innovative companies thanks to their data and cognitive systems, in the cloud, around the customer experience. For more than a century in France, IBM has been building the foundations of a world based on intelligent and interconnected systems and on new IT architectures, thus contributing to the transformation of the French economy and society.

Institut François Bocquet

Every year, the François Bocquet Institute organizes more than 1,000 talent development training courses around Europe. More than 150.000 professionals have been trained, and even transformed, by the Institute since 1986.

Learn Assembly

Learn Assembly is a learning company that designs innovative learning experiences for healthy and sustainable employability and offers online B2C training on many subjects: digital learning, animation of a virtual classroom, training marketing …

MySezame

MySezame is a training organization specializing in impact business topics. We are experts in impact business: we engage and train managers and their teams in business transformations and innovations linked to societal issues. Our ambition is to create a shift of individuals in the company to engage them in collectively redesigning business and success models, in order to make the economy sustainable, sustainable and inclusive. MySezame is one of the 100 French companies to be certified “B Corp”, the label for companies committed to the common good.

Numa

NUMA is the School of the future of work, providing solutions for continuous and engaging learning experiences for individuals and corporates all around the world. Created in 2000, NUMA created Paris’s first entrepreneurial association, first coworking space, first startup accelerator and first open-innovation program. NUMA is today a key player in championing the startup culture and instigating innovation worldwide through training. This course features internationally acclaimed author and executive coach Jeff Gothelf and Claudio Vandi from NUMA.

The Data Touch

The Data Touch contributes to the success of businesses by providing them with tangible results from the exploitation of Internet data. The Data Touch also offers in-company data training to increase employee skills. The products and services offered include: the production of machine learning prototypes aimed at predicting results centered around company objectives, the creation of a data culture within companies, the implementation of data initiatives around online consumer behavior and Internet performance in general.

Video Arts

Learning is often designed to fill learners with facts and information. This is great if you want to increase their understanding of a subject, but what if you actually need to change their behaviour? Simply put, video allows complex ideas about human behaviour to be put across in a short space of time. And Video Arts gets the message across in a way that your learners won’t forget. Since the company was founded in 1972 by John Cleese, our learning content has become famous for stimulating, engaging and entertaining people, triggering them to think, feel and do things differently.

 

People

 

Olivier Sibony

Olivier Sibony is Affiliate Professor of Strategy at HEC Paris. Previously, he was a senior partner at McKinsey & Company, where he spent 25 years advising executives of global companies. He is the author of articles in various publications, including Harvard Business Review, McKinsey Quarterly and California Management Review.

François Fourcade

François Fourcade has worked for 15 years in a major international automotive supplier. After a PhD thesis in Strategy and Innovation Management realised at the Management Research Center at the Polytechnique school in Paris, he left the industry to return to one of his passions: teaching and pedagogy. He helds now the position of Associate Professor at ESCP Europe, based on the Paris Campus. He coordinates several courses in the Master in Management programme: The Management Control course (Master’s Level) and the Business Planning elective course. He is experimenting numbers of educational innovations, including the HEC Executive Education Continuing Education Platform. François Fourcade also participated in the writing of a collective work entitled ” Pour en finir avec le management efficace ” (Pearson, 2015).

André Tordjman

André Tordjman is the CEO of the store, Little Extra, which he founded in 2005. Little Extra is a low-price lifestyle brand. Designed to recreate a loft environment, the stores are dedicated to everyday items for the kitchen, bathroom and children. Little Extra currently has 18 stores in France and an e-commerce site. Before becoming an entrepreneur, André Tordjman lectured in marketing at HEC for more than 15 years and worked as the marketing director of the Auchan Group for seven years. André Tordjman has written several books and has had several articles published in international magazines. He was awarded the Paul Nicolas prize by the ‘Académie des Sciences Commerciales’ for his book, Stratégies de concurrence dans le commerce, as well as the ‘Thèse d’Or’ award for his research in the field of distribution.

Grégoire Sentilhes

Grégoire Sentilhes, a serial entrepreneur in Europe, China and the US, provides an innovative and global vision of the entrepreneur’s transformative role in the third industrial revolution that is reshaping the world. Based in Paris since 2002, he is the president and co-founder of NextStage AM, one of the major players in capital development, which won the Gold Award for the best Growth Equity Fund in Europe in 2015.

L. de Brabandere & A. Mikolajczak

Of very different training, one engineer, corporate philosopher and today a “Fellow” at the Boston Consulting Group, the other philologist, Luc de Brabandere and Anne Mikolajczak have worked together for more than 35 years and have led dozens of creativity seminars in companies. An experience that inspired them to two courses: the first on cognitive biases, the second on creativity methods. Recently, they also run introductory seminars in philosophy. It is the practice of this discipline that led them to take an interest in the art of argumentation. If after this course, you want to know more and go further, we recommend that you read Petite Philosophie des arguments fallacieux (Eyrolles 2021).

 

Entertainment

 

Trivial Pursuit

Do we still need to present the very iconic and 40-year-old Trivial Pursuit? Invented in 1979 and released in 1982, the game Trivial Pursuit has passed through generations of competitors and has sold over 100 million copies worldwide (in over 30 countries). Through a series of courses addressing the 6 emblematic themes of the game, Hasbro, Trivial Pursuit and Coorpacademy offer a shared vision of learning: giving access to general culture – a soft-skill, invaluable during a meeting or during a meeting. a working lunch – in a fun, engaging and entertaining way.

Clue

A manor, six characters… a murder! Clue, the most famous deduction game, imagined by Anthony Pratt and his wife Elva, was first put on sale in 1949. Decades – and multiple versions and adaptations (movies, series, video games, comics…) – later, its success is still undeniable. Through the Clue: Murder on Skill Island educational investigation, Cluedo, Hasbro and Coorpacademy team up to offer an entertaining learning format where your critical thinking skills will be put to the test.

Online training for SMEs

Frédérick Benichou and Armelle Lavergne’s interview on B SMART

Wendy: This is the continuation of SMART Campus, thank you for being faithful to this meeting of education and training stakeholders! What is the right path for your identity and what is the job behind it? We are going to be concrete and efficient with a reference in online training, Coorpacademy, represented by its co-founder Frédérick Benichou.

Frédérick: Hello!

Wendy: And with Armelle Lavergne in charge of content and partnerships, hello!

Armelle: Hello Wendy!

Wendy: Your platform is almost 10 years old, you created it with former Google employees.

Frédérick : We are very proud of course! We created ourselves, we were three. I’m not going to say in a garage because it sounds a bit cliché, but it’s not far off! Today there are more than 55 of us, we have more than 800,000 active users, 150 major account platforms open, we are present in about thirty countries, and 40% of our users are outside Europe. So we’re actually quite proud of our little journey.

Wendy : Oh yes, indeed, it’s quite enormous. That is to say that in 8 years, an identity has been created with a clear pedagogical line, right Armelle?

Armelle : Yes, exactly! I’ve been lucky enough to work for Coorpacademy for 7 years, and we’ve set up a Content division that I manage. Today, we have more than 1800 training contents available and we are very much oriented towards soft skills – we talked a lot about this during the confinement because it is what enabled us to face the crisis. The editorial line is therefore very soft skills and it can cover 5 areas of transformation: digital, managerial, operational, cultural and sustainable.

Wendy : Right. So the relational skills are what the companies that call on your services increasingly ask you for?

Frédérick : To carry out a transformation project in a company, at least 70% of employees must understand what it is all about. Our platform, with its microlearning format, its permanent accessibility at all levels and its fun game modes, enables a large proportion of employees to be acculturated almost instantly before consulting firms or major company reforms are required. It is therefore part of our DNA to be able to deploy this acculturation very quickly to digital transformation projects, sustainable development projects, cultural transformation projects, and employee ‘upskilling’.

Wendy : That’s interesting because if we talk about content, in connection with what Frédérick was saying, are we seeing a revolution in e-learning, Armelle? Is there an evolution in mentalities, a very different demand for training?

Armelle : I think that the training market today is very competitive, there are a lot of offers. What we see is that the personal use that you can have when you train in languages for example, you want to find it in your professional life. We target employees of large groups, but also today of very small businesses and the idea is to offer them a fluid, gamified experience – that means you can learn while having fun, because you can be serious without being serious – so the idea is to be able to pass levels, unlock these levels, talk to your colleagues, create emulation, win lives, etc. This fluid, very operational mode is also a way to make the learning process more efficient. This fluid, highly operational mode, which is also linked to our personal uses, is what we are asked to do today and that is the challenge.

Wendy : Yes, and all this with a minimum of time, because the problem is that we are also compressed in space and time!

Frédérick : It is indeed very important. You were talking about the e-learning revolution, about the evolution of mentalities, when we arrived on the market and we spoke to teachers and told them “we’re going to make courses, modules that are 5 minutes long, you’ll be able to do your 20 minute course in 4 modules of 5 minutes, but you’ll have to break up your content” they looked at us with catastrophic and horrified eyes. But it turns out that in our personal lives we are all addicted to our phones and the short format, so if we don’t do it, we don’t have a completion rate. People don’t get to the end, they stop, they interrupt.

Wendy : And so the 5 minute format is the right format?

Frédérick : So it’s more complex than that because in fact, we have a KPI, a key figure that we track a lot, which is the completion rate. We have an 83% completion rate on our modules, which means that 83% of people finish the modules they start. So that’s huge in the world of e-learning. And this completion rate can be explained by the fact that it’s a game, because we win lives, because they are short formats, because we have an editorial tone – thanks to Armelle’s teams – that makes it friendly and funny, and because we make the content our own, etc. So we’re not going to learn complicated jobs – we’re not in the business of learning – on the other hand, we’re in the business of acculturation and that works very well.

Wendy : Yes, on soft skills, it’s important to distinguish. So you were talking about your clients, the CAC40 companies, the large groups, but now there is an offer, a Team offer which is much more targeted at VSE/SMEs.

Frédérick : When we created Coorpacademy, we said to ourselves that we were going to bring the quality of the tools of the personal world – the quality of the digital tools of the personal world – to the world of large companies. Today, we say to ourselves that there is no reason why only large companies should have access to these quality tools and so we are going to bring to SMEs the quality of the tools of large groups – with preferential rates, an ease of subscription, an ease of parameterisation which is more standardised but more operational – they can create platforms in less than 15 minutes, it is open and they invite their employees instantly.

Wendy : With key topics coming out of this particular year but which also speak of competitiveness: digital, teleworking, sales, languages, etc. Are we in these contents too for this particular Team offer?

Armelle : Yes, that’s right. We carried out interviews and in particular a competitive benchmark study. The first thing we noticed was that there was not much difference between the training needs of large companies and VSEs/SMEs. We were then able to ‘pick and choose’, i.e. create training courses with the objective of being very practical and with concrete and rapid results. So the main points are office automation, management, negotiation management, etc. Very specific themes for VSEs/SMEs.

Wendy : So how do we know that it went well and that there is good feedback on the experience and on the completion rate?

Frédérick : The completion rate is a great indicator. We also have the duration of the subscription, if customers stay, if people come back, if companies stay subscribed, that’s very important! We have customers who have been subscribing for more than 7 years, so a priori, since there is no commitment, they are happy!

Wendy : That’s a good estimate. Do you have anything to add?

Armelle : No, we hope it will take off and we’ll see you soon to talk about it!

Wendy : I am very pleased with this Team offer in particular and with your follow-up of the evolution of mentalities, requirements and needs!

 

10 highlights of 2021 as seen by our learners

 

Without signing the return to “normal” for good, the year 2021 was full of twists and turns. Between the return to face-to-face meetings, the democratisation of teleworking, vaccination and the introduction of the health pass, not to mention the transformations that companies are undergoing, it is obvious that there were many issues at stake. But what we will really remember this year is 1 million hours and 10 unforgettable memories of 2021:

1 – Your desire to learn

With 29,764,048 questions answered in 2021 on all platforms combined, you have completed over 1,000,000 hours of training through the Coorpacademy premium content catalogue!

 

2 – Your enthusiasm for collaboration!

Indeed, the year 2021 is the year of resilience and team spirit! Thus, in first place of the most played courses is “Communicate effectively to collaborate better” co-published with Dunod Formation. In 2021, you have learned how to avoid communication errors that create tension and you now know how to correctly convey a clear and unambiguous message!

 

3 – Your desire to understand yourself better

This year, the most consumed soft skill on the platform is emotional intelligence! In 2020, the World Economic Forum already identified this soft skill as one of the ten most important skills in 2022 (The Future of Jobs Report 2020). So you are ready to face the next year by using your own emotions as a driving force to act effectively.

 

4 – Your limitless agility

In 2021, you have become real acrobats! The course “Adopting an agile culture”, co-published with Numa, has entered the Top 5 by reaching the 3rd place of the most played courses, that is to say 4 places gained compared to the 2020 ranking.

 

5 – Your investigative skills

Number 1 from the start, the Cluedo educational investigation was the best course launch of the year! You rightly loved getting into the shoes of Colonel Mustard to solve the Skill Island murder mystery, according to your feedback:

  • “Wonderful. This course is a pure joy… We work on cognitive biases while solving a Cluedo puzzle. I recommend +++ for those who are gamers :)”

 

  • “The format is really interesting and allows us to succinctly show some of the cognitive biases to which we are often subjected. It has the will to bring playfulness to a subject that is not always easy to tackle: critical thinking.”

 

  • “Very interesting: gripping story combining learning about argumentation and cognitive biases. Really good initiative.  To be repeated! Thank you”

 

6 – Your attentive ear

For the first time this year, the audiolearning format is included in our premium content catalogue! With Cybercafé, you were able to learn by listening and develop your digital skills.  In 2021, you’ve been listening to this new format, so we’re preparing for 2022 to offer you even more educational innovations!

 

  • “You think you know everything, but in fact you learn something new every day; can’t wait for the next episodes ;)”

 

  • “Very interesting! I could now discuss with my brother-in-law who buys NFT certified virtual works ;-)”

 

  • “Very nice too, the “podcast” formula. Thank you.”

 

7 – Your soul as a coach

This year, you learned from your peers! With the “Babel Forum” course, the discussions on the learning platforms forum helped you to improve your skills in collaboration with your colleagues. Thus, the Babel Forum became the course that generated the most discussions on the forum, congratulations to you!

 

8 – Your enthusiasm for your platform

  • “This platform is an extraordinary playground. Accessible anytime, many modules can be done very quickly. I recommend it.”
    Olivier
  • “Platform in an entertaining and learning format; available on the computer or on the smartphone, short formats that meet my expectations” Christine
  • “Accessible at all times, fun and easy to use. You can easily learn yourself from the different topics”
    Mallory
  • “I love the fun aspect, the quality of the lessons, the exercises, the aesthetic aspect of the site. Working while having fun, a very good idea” Sebastien
  • “The training courses are very entertaining and answer a lot of questions. They introduce employees to the challenges of today’s economy, and may even allow some to change direction during their career.
    Philippe
  • “Fun platform, with short modules, regularly updated with new features.” Beatrice

 

9 – And your presence at our side

Like every year, we met in France and Switzerland during our Digital Learning Club! A moment of exchange where our clients are invited to discover the latest Coorpacademy innovations in terms of learning.

This collaborative moment was also an opportunity to receive feedback from our customers on the new features to come, to have them actively participate in the evolution of our solution and thus, to build together the Digital Learning experience that meets their needs.

 

10 – Even at a distance…

And because since 2020, these face-to-face meetings have become rare, we have also organised ourselves to continue to exchange ideas together through our Learn Everywhere webinar series! This year, the most successful webinar was the one on The Rise of Audiolearning, which took place in June 2021 with our partner Bookboon.

Tell us what courses you play and we’ll tell you who you are

 

During the course of a day, our attention is constantly stimulated by various information. We only need to spend 30 minutes on our favourite social network, or turn on our television, to realise the constant hubbub around us. Paradoxically, we have also become more attentive to the type of information we are willing to receive. But the point is that this flood of information is one of the reasons why we want to create the most relevant content possible. But how can we deliver on this promise? We’ll explain it to you in a few lines, so you don’t lose your attention.

 

A finely tuned catalogue

If you have read our article on the recipe of the Coorpacademy catalogue courses, you will know that we take care of both the presentation and what is on the plate. To engage our learners and stimulate them during their learning, it is important to offer them premium content, designed by educational engineers or in co-publication with exclusive partners such as Forbes, IBM or Cegos. To build a relevant training catalogue adapted to each learner, it is crucial to offer tailor-made content, so that it fits them perfectly. Thus, our content catalogue includes courses concocted by us and also by the business experts of each organisation we work with, to promote the development of each individual’s skills.

 

Content tailored to the changing world

Learning means progressing, doing better, evolving. This implies not only change, but also temporality. We start from a point A, at a certain point in time, and end up at point B, in some time. Therefore, in a rapidly changing world, learning is essential. In preparing our courses, we think about the world of tomorrow, to better prepare you for it. Thus, the more than 1700 exclusive modules on soft skills that make up our training catalogue are designed to guide you through the 5 crucial transformations for the future of organisations. But fighting for tomorrow’s world means that it still exists. That’s why we offer Coorpecology, the first training platform dedicated to the ecological transition, and why we are proud to collaborate with the Collège des Directeurs du Développement Durable (C3D) to design courses that develop sustainable thinking.

 

Support that is as personal as your experience on our platforms

To get to know you, we have a major ally: data. If you’ve played the All About Data playlist, we’re not teaching you anything, data is essential to designing a learning experience that reflects you. Indeed, by playing courses on our platforms, we are able to refine what we offer. So, training is really just a click away. But if our courses adapt to our learners, our platform also adapts to the needs of our clients, integrating directly into their training ecosystem. When we say that we know you well, it’s also because our team of Customer Success Managers supports you in your training projects, to achieve your objectives and those of your learners. We offer you concrete actions to engage your community of learners over time and reach new heights!

 

5 questions to ask yourself when thinking about long-term talent management

 

In 1987, the average lifetime of a technical skill was 30 years. Today, it varies between 12 and 18 months (OECD). As the obsolescence of technical skills increases, the HR function must both meet short-term requirements and think about the future of the organisation. So how do you meet this challenge and ensure the company’s long-term performance, while at the same time ensuring short-term results?

 

There is a duality within the company. It thinks and acts in the short term, but its survival depends on its long-term strategy. However, there is no question of rushing into emergencies, because survival also depends on a company’s ability to adapt and respond to fluctuations in its environment. Following the pandemic, it is now a certainty: the long term must supplant the short term. And if past events are not enough to convince you of this, the coming climate crisis shows us the importance of building for the future now.

 

The company’s main asset is its human capital, which is an essential pillar of its overall strategy. Strategic decisions are made taking this resource into account, and skills management then becomes a tool for deploying the company’s strategy. So-called “soft” skills are increasingly sought after, although technical knowledge is still valued, developing employees’ “soft skills” enables the company to promote profiles that are strong in adaptation, resilience, creativity and agility. These behavioural skills are a real competitive advantage in a context where the skills required vary and the environments are changing.

 

The HR function must therefore be able to align its strategy with that of the company, while taking into account its own changes within its environment. The major transformations that companies are undergoing today are strategic issues both for a company’s HR strategy and for its global strategy. It is therefore necessary to think about strategies in a common way, to coordinate efforts and to gather employees around the same objectives.

 

But in the day-to-day life of an HRD, long-term thinking is often interrupted by short-term emergencies. Thus, HR teams are reactive in the face of day-to-day problems but at the same time deploy strategies that respond to more global objectives such as recruitment, employer branding and training policies, all of which help to ensure the company’s sustainability and good health.

 

Thus, when it comes to building the competence development plan, HR teams have to think in the long term. Not least because of changing environments and evolving skills, it is crucial to build a learning culture within the company, in order to foster the agility of the company and all its employees. This is an essential skill to ensure long-term success.

 

So, to ensure the long-term development of skills, here are 5 questions to ask yourself as a training manager:

  • What skills will we need to follow our strategy in 5 years time?
  • How will we enable our employees to develop these skills?
  • Which skills will be obsolete in 2 years?
  • What are the current skills?
  • How and where can we develop the company’s untapped potential?

 

Faced with this reality, companies must constantly question the skills that make up the company. Identify those that will soon be obsolete, and those that will enable them to survive in an unstable environment. It is therefore crucial for companies to take into account the strategies put in place in the short term, in order to consider the consequences in the long term.

Training is a big deal!

 

Training is above all a human adventure. It puts people at the heart of the company and helps the talents that make up the company to progress. Through the story of my experience, I would like to try to answer the following question: does the size of the company count when it comes to training?

 

Having had the opportunity to work within groups of different sizes and operating in different sectors or regions, I have always noticed a common denominator in these experiences: my desire to learn. Whether it was learning how to produce an editorial calendar, something very concrete, or developing my adaptability, a so-called soft skill, the size of the company was never a hindrance to progress. But then, if size doesn’t matter, what’s left to measure? To help you understand, let me tell you the story of my rise in skills.

 

Here we are 3 years ago, I land in Montreal, and I discover the queue to enter the bus. If I decided to join Céline, it’s not for the love of poutine but for an internship in a big international cosmetics company. The dream – with 20 degrees less. With more than 8,500 employees, this first experience in marketing will allow me to develop skills that will be essential to me later on… Because in addition to the management and coordination tasks that I carry out on a daily basis – and which I quickly adopted the basics of – I am developing an unfailing ability to adapt without even noticing it. FYI, I work in French with Quebecers who work half the time in English. Since Canada is an English and French speaking country, all communications are done in both languages, but not all communications can be adapted to both languages. I adapt the speech, change the slogans, arrange the visuals. And when I get back to France, I feel like I’ve become a chameleon who can’t wait to change my appearance.

 

I’m back in France, I’ve just got a work-study contract to validate my last year of a Master’s degree in Communication, I’m starting in 2 days. The chameleon that I have become is not disappointed: I will now work in a telemedicine start-up! A dream come true – minus the Quebec accent. From my very first days, I’m learning new tools, adopting a new tone in my communications and immersing myself in new subjects. Offering teleconsultations and understanding the care pathway is a bit different than selling perfumes and understanding different skin types. And while I’m gaining skills in the Adobe suite, developing my creativity and gaining self-confidence, something happens that turns my life upside down: a certain extremely contagious and dangerous virus has appeared in the Wuhan region. You already know the rest: confinement, teleworking, Zoom aperitif and increased screen time. For my company, which has about forty employees, the adaptation is fast, and that’s good because we are at the front line. Although size doesn’t matter when it comes to training employees, it does influence the available manpower. This is why I had the opportunity during this pivotal period to provide support for tasks other than those usually assigned to me. This experience and this unprecedented situation allowed me to develop resilience and flexibility. But as I finish my work placement and head towards the world of work, I know that I will miss the school benches because I am thirsty to learn… Unless?

 

Unless the world of work is finally similar to the school benches. To finish our story, we are – almost – out of the health crisis and I finally found my first job as a Community Manager! The dream – minus the terraces. So I work in a start-up that does digital learning. A platform for massively developing the skills of employees, while meeting the needs of each learner. If joining a digital learning company makes it easier to increase your skills – I admit it – I discovered that, in the end, what I want to do later on is learn. Indeed, today I have understood that the common denominator of my employability, and above all of my motivation, is to progress, to improve myself, to adapt my skills to my environment. And as my environment is constantly changing, the chameleon that I am wants to learn continuously.

 

Thus, I have noticed through the writing of this article that all my experiences have led me to mobilise essential soft skills. Adaptation, resilience, creativity, team spirit, stress management, etc. are the soft skills that I have developed and nurtured throughout my professional life. The development of my skills is mainly based on my motivation and, to a certain extent, on the tools or situations that allow it. If the size of the company does not matter for my motivation to learn, the tools that will be made available to me can be influenced by this factor. In 2015, the inequality of opportunity in terms of training is reflected in the figures: the proportion of employees who received training in 2015 increases significantly with the size of the company employing them: 25% in the 10-19 employee group, 29% in the 20-49 group and 41% in the 50-249 group. These figures then increase to 58% above 250 employees, and to 63% above 500. Employees of large companies are therefore proportionally two and a half times more likely to have been trained in 2015.

 

This is why it is crucial that all companies, regardless of the number of employees, should be able to offer – and be offered – training that is engaging, impactful and accessible from anywhere. In conclusion, to train effectively, let’s not measure the size of the company, but rather measure the commitment of learners to develop their skills and the relevance of the devices put in place.

 

Are you a company with less than 250 employees and are you looking to develop your staff rapidly and massively? Discover Team by Coorpacademy, the training offer specially designed for start-ups and SMEs! Take advantage of a 15-day free trial – only available in French: https://coorpteam.coorpacademy.com  

Clue, the educational investigation: become the hero of your training!

 

Having just arrived on Skill Island, the seven members of the Newcleus research laboratory’s party committee soon lose one of their number in tragic circumstances. What happened to poor Mr Boddy? While everything seems to point to an accident, Colonel Mustard suspects… murder! He decides to investigate on the sly… Who could have had it in for the good man? With what weapon was he killed? And in which room of the house did the murder take place? These answers are up to you to find, thanks to the clues that have been misplaced in the sumptuous house. It’s up to you to play detective, it’s up to you to play…

 

Clue !  

 

With more than 150 million copies sold worldwide since 1950 – including 4 million in France – the mythical board game developed by Hasbro® has been invited onto the Coorpacademy platforms to make your employees the heroes of their training.

 

Discover this new educational format through 3 clues on the backstage of this partnership! 

 

Clue 1 – An iconic and entertaining partnership

 

Building on the success of the Trivial Pursuit courses, our partnership with Hasbro continues to enrich our training offer through the world-famous game Clue. Making learning more fun is one of our core beliefs and engaging employees in training is one of our daily missions. Therefore, we are constantly looking for innovative and entertaining formats, so that the learner is a real actor in the course they are playing.

 

With this new learning innovation, the learners of the Coorpacademy platforms have the opportunity to develop their skills through a game that they know well, and which mobilises their full attention! Indeed, a good detective must be critical…

 

Clue n°2 – A formative and playful investigation!

In Coorpacademy’s Clue investigation, your objective is to understand who is behind the murder of Mr Boddy… To solve this crime, you will have to discover as many clues as possible by exploring the manor and questioning the five suspects. But be careful… they will mislead you, knowingly or not! Your critical thinking skills will be essential to unravel the truth.

 

This skill, identified as indispensable by 2025 by the World Economic Forum, enables people to learn how to construct rigorous reasoning in order to achieve an objective, or to analyse facts in order to formulate a judgment.

 

Clue 3 – An immersive learning experience 

You are now in the shoes of the famous Colonel Mustard! You have access to the different rooms of the manor. These are full of clues that you can manipulate to gather all the information you need to solve your investigation. Pssst… the mansion is so big, it also hides secret passages. Pay attention, they might help you to identify the real culprit…

 

Set sail for Skill Island, a windy island, and find the seven members of the Newcleus research lab’s party committee! Hurry, one of them will soon disappear under strange circumstances… Start the investigation!

The playlist: a new asset to simplify the learning experience

 

It knows you better than anyone else, adapts to your desires, and facilitates your access to choice pieces: the course playlist, a new feature of the Team offer.

 

Monday morning, you open your favourite music streaming application and on the home screen, you hesitate. Are you more in the mood to discover the new releases of the month or to listen to your classics again? You’ll opt for your favourite playlist, but you’re not sure if the transition from that little alternative rock band you’ve just discovered to Adele’s latest album will go smoothly – then you feel like starting the week on a pop note, Adele, that’s for a rainy Sunday night.

 

On any platform, from music streaming to binge-watching giants, personalisation is key. To engage users, it is crucial to simplify their experience on a platform. Because on Monday morning, while you’re wavering between two musical styles, you also get 2 WhatsApp messages, 3 LinkedIn notifications and a reminder for Friday lunchtime: finish the Excel file for accounting. Ouch, Excel is not your forte.

 

So instead of browsing your playlists on Spotify, you decide to take the subject in hand! On Team by Coorpacademy, your company’s new e-learning offering, you discover a simple interface and quickly identify the ideal playlist to fill in your gaps by Friday. Having become an ace in office automation, you excel on Friday lunchtime, and the auditory dilemma of Monday morning is transformed into a learning dilemma between the playlist “Understanding digital and e-commerce” or “Make your teams more agile”.

 

As you will have understood, organising training content in the form of playlists is an effective way of customising and simplifying the learning experience. Specially designed for start-ups and SMEs, the new Team by Coorpacademy offer aims to facilitate access to training for smaller companies. Following interviews with start-up and SME managers, their needs and constraints have been clearly identified. Their employees need to be trained on a massive scale and quickly in subjects that are strategic for the company. This is why the Team offer is adapted to their expectations and proposes our catalogue of premium content organised in the form of playlists, in order to simplify learning on the platform.

 

The Team offer – available in French only for now – includes 17 carefully selected course themes to stimulate employee productivity, including digital culture, social networks, sales performance, agile management, language learning, office automation, etc. Indeed, following interviews with start-up and SME managers, these topics were mentioned as essential for the competitiveness and strategic development of companies with less than 250 employees:

 

          1. Don’t make any more mistakes when writing!
          2. Master professional English
          3. Express yourself perfectly in writing and speaking
          4. Succeed in your team management
          5. Manage your projects with agility
          6. Develop your learning skills
          7. Optimise your time management
          8. Learn to manage your emotions at work
          9. How to combine teleworking and performance
          10. Digital security: adopt the right reflexes!
          11. Strengthen your digital culture
          12. Use and value data
          13. Initiate the sustainable transformation of your company
          14. Corporate Social Responsibility: take action!
          15. Promote diversity and inclusion in your company
          16. Succeed in all your sales
          17. Become an outstanding negotiator

Test the Team offer in French for free for 15 days by clicking here!

 

Organising skills development in the form of playlists simplifies access to knowledge and makes it more fluid. Simplifying the learners’ experience encourages the development of new habits. The aim is for them to develop a real desire to learn, a boundless curiosity, and a good capacity to retain information. And simplifying the learner experience encourages these behaviours.

 

Your music streaming application knows your tastes by heart, so it can recommend the best content for you. Within the playlists it recommends to you, it identifies the music genres and artists you like. On your e-learning platform, we also observe your behaviour within the course playlists, so that we can then offer you courses that are better suited to your profile, your level, or to guide you towards a related subject!

Get 15 days trial to test the new Team offer in French 👉 https://coorpteam.coorpacademy.com/coming-soon-in-english/ 

What skills should you develop as a Learning & Development professional?

 

To prepare employees for the world of tomorrow, the Coorpacademy team is always on the lookout for the latest skills to develop. In order to offer relevant training content, our teams are made up of diverse talents who are always highly motivated by the idea of transmitting. Because our objective is to meet the expectations of learners and make them want to learn, like all learning managers in the world, we mobilise certain skills in our teams to guarantee the best learning experience.

 

But what skills do our teams need to develop in order to best meet learners’ expectations?

 

Learning to learn

Our team of educational engineers is responsible for creating the courses in the Coorpacademy premium content catalogue. Therefore, our team has to learn continuously, to provide content adapted to each theme and to enrich the courses to be updated. By enriching their knowledge on a daily basis, our teams are also more aware of the specificities and constraints of effective learning, in order to propose the best pedagogy for the content in question. By improving our ability to learn, we also understand the mechanisms of learning. How is our brain predisposed to learn? What are the keys to successful learning? By developing this skill, our teams are ready to provide effective learning content that is tailored to the workings of the brain! Then… If we are not able to learn to learn as learning professionals, who will?

Go further by boosting your learning capacity with Sciences et Vie :

Boost Your Learning Abilities

Adaptation

Adaptation is a watchword within our teams, because learning is a challenge for every company, regardless of its size or sector of activity. Therefore, our teams cultivate their adaptability on a daily basis by working in collaboration with our clients’ business experts on the development of tailor-made courses. We make it a point of honour to adapt to each type of knowledge, each type of environment and each content objective. In addition, our courses are based on the principle of reversed pedagogy. This approach, which aims to engage our learners in their learning, requires our teams to be very adaptable, as we have to be able to put ourselves in the shoes of someone who is new to a subject. When writing course questions, our teams make every effort to adapt the discourse to each target and each level of difficulty. Adapting also means having the ability to master several subjects at the same time. By working on both courses on digital culture in business and on themes related to cultural or ecological transformation, our teams develop an extraordinary level of adaptation.

 

Test your adaptability with the Coorpacademy test!

Test Your Adaptability

User orientation

Because as a Learning & Development professional we want to offer the best learning experience, we need to think about our content, and the way we deliver it, for the user. The learning experience is crucial to engaging learners and making training effective. So all of our teams are working to continually improve the UX (user experience) of our platforms and the way courses are delivered. And because we want our learners to have fun learning, we also develop pedagogical innovations such as the interactive series Suspects or the Cybercafé podcast series. The learning experience is then fun and engaging, so that the training has a real impact and our users integrate the training into their daily lives!

 

Learn all about user experience with the Coorpacademy course:

The user experience

 

Digital culture

In order to build the best online training experience, our teams develop a continuous digital culture. As well as being useful for using different digital tools on a daily basis, this skill is essential for developing your online reputation and communicating with as many people as possible. Therefore, we develop our digital dexterity on a daily basis, by developing our courses but also by talking to you on social networks! By the way, are you already following us on Linkedin?

 

Travel in a few clicks to the world of traffic generation levers in the digital era with the Coorpacademy course:

Marketing and online advertising

 

Finally, working as a Learning & Development professional means developing one’s own skills on an ongoing basis, to enable our learners’ skills to grow. And promoting a learning culture within companies means considering each learner, their expectations, their needs and their potential to transform the company.

Finally, discover the course co-published with Numa, ideal for creating conditions that help your employees to learn continuously:

The Learning Organization

Ecological transition: what skills will be essential for reinventing ourselves?

 

Did you know that 70% of French people are pessimistic about the future of the planet, and for 93% of them, protecting the environment is an important issue, and almost half of them even consider it to be a priority issue. The barometer “The French and their carbon footprint” published by Odoxa on September 16, 2021 does not surprise us that much. The climate crisis is the fight of the century, and companies are increasingly taking up these issues – and that’s good! However, more than half of the French people questioned in this study believe that neither their companies (55%), nor the State and local authorities (60%), nor the inhabitants of their regions (61%) encourage them to reduce their carbon footprint.

 

To transform the company, turning off the lights behind you and making great speeches is no longer enough, you have to learn about the new issues and behaviors that the ecological transition implies, as well as understand the mechanisms! So, are you ready to develop the skills to last? 

Sustainable thinking

In order to last, we must be able to project ourselves into the future and therefore think sustainably. This skill, which was not defined until a few years ago, and which has just been integrated into the Coorpacademy catalog, is essential for reinventing a business model which takes into account the environmental stakes and limits which frame the activities of a company. By developing the sustainable thinking of your employees, you ensure the sustainability of your company.

To initiate the sustainable thinking of your teams, discover the course on “The circular economy: from the straight line to the virtuous circle” co-edited with MySezame.

The Circular Economy: From a Straight Line to a Virtuous Circle

 

Adaptability and resilience

According to the latest IPCC report, a rise in average global temperatures of more than 1.5°C would have disastrous consequences on ecosystems and natural earth systems. Megafires, rising waters, threatened species, droughts, destruction of ecosystems… The world of tomorrow will be nothing like the one we know today. Therefore, to exist in a world that is unknown to us, and unpredictable, the strength of adaptation and resilience are crucial skills.

Prepare yourself for tomorrow’s world by learning to evolve in a VUCA environment through our Coorpacademy course!

Operating in a VUCA environment

 

Creativity and innovation

The challenges of the ecological transition are numerous, and above all, new. From today, we are facing unprecedented ecological disasters, and the solutions are therefore in essence innovative. Therefore, in order to reinvent our ways of thinking, our behaviors and our economy, we must be capable of creativity and innovation. Thinking outside the box, being able to imagine a world totally different from ours and being able to implement new processes are essential skills to accompany the ecological transition.

Discover the Creativity and Innovation course to develop an atmosphere conducive to brainstorming and to fostering an atmosphere of innovation!

Creativity and innovation

 

Because the ecological transition is initiated through training, we recently launched a CSR focus animation on all our platforms, to ensure the development of skills in the fight against the climate crisis. Thus, all learners had access to 20 questions on sustainable transformation, to test their knowledge and get up to speed on the challenges of the ecological transition!

 

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