learning experience platform Archives - Page 3 of 7

5 essential courses to sustainably transform the company through training

The ecological transition is an important axis of transformation for us, but also for the rest of the world. On the occasion of the Sustainability Week, which took place from 20 to 24 September 2021, discover the 5 essential courses to initiate the ecological transition of your company.

To learn is to understand

The causes of the ecological crisis are the first basics to acquire in order to understand the extent of the problem. Climate, pollution, biodiversity: the world’s ecosystems are in danger, and this is largely due to our social and economic system. The sustainable transformation of a company can only be effective if we also transform our personal and professional habits. The course “Understanding the ecological crisis“, co-edited with the College of Sustainable Development Directors (C3D), aims to provide the keys to understanding the ecological crisis, to enable professionals to understand the mechanisms at the origin of the ecological crisis, their interactions and their consequences.

Understanding the environmental crisis

Biodiversity, an often neglected natural capital

After understanding the extent of the ecological crisis, it is important to identify what the ecological crisis is jeopardising. Businesses need biodiversity to operate smoothly and sustainably. Yet businesses affect it as much as they depend on it. Biodiversity is essential to the proper functioning of all ecosystems, yet it is threatened by the ecological crisis. It is therefore time to act to protect it. Thus, the Coorpacademy course “Protection of biodiversity: an asset for companies“ transmits the best practices to preserve and enhance this natural capital, and allows all employees to be initiated into the challenges of the ecological transition.

Protecting biodiversity: an asset for companies

Transform in order to last

Are you up to date on the origins of the ecological crisis and its impact on biodiversity? It is time to learn how to transform the company. Our contemporary economic system, which is based on a model of infinite growth, is no longer viable. It is therefore crucial to understand how the company can reinvent itself to become sustainable? Thanks to the course “Preparing the company for the environmental transition“ co-edited with the College of Sustainable Development Directors (C3D), you will be able to guide the transformation through essential tools for the transition and by adopting the right reflexes in the face of change.

Preparing the company for the environmental transition

From a straight line to a virtuous circle

To go further and really revolutionise the current economic model, we recommend the course “The circular economy: from a straight line to a virtuous circle” co-edited with MySezame. Indeed, if we evolve in a world of finite resources, it has its limits and we are beginning to see these limits. It is therefore time to rethink our linear economy in order to transform it into a virtuous and above all, sustainable circle.

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

What does this mean in practice?

Once you have developed and tested your theoretical knowledge of sustainable transformation, it is time to look at CSR approaches. Starting a CSR approach depends on each company. Each company can act on its own scale and have a greater or lesser impact on its sector, but how do you start or transform your own CSR approach? To guide you, discover through the Coorpacademy course “Sustainable transformation: success stories and business cases“ 3 very different companies that have integrated CSR into their strategy based on the UN Sustainable Development Goals. A course to give you the keys to action to positively impact society.

Sustainable Change: Success Stories and Business Cases

Large-scale training is essential to transform the company. By massively training employees on crucial sustainable development issues, and by raising awareness of the consequences that our human activities can have on ecosystems, we are gradually changing the rules of the game; and it is by sustainably transforming the company that we will be able to play longer. To go further, discover Coorpecology, the online training platform dedicated to sustainable transformation!

It is better to have 1 engaging course than 1000 boring courses

Most Digital Learning providers rely on a platform that provides a large library of content from various experts to cover as many topics as possible. While this may be a useful argument for HR decision-makers looking to provide employees with as much training content as possible, is it really the best approach to effective learning?

Wanting to learn

Do you remember, in high school, when looking at the clock slowed down time? Strangely enough, as soon as you participated, time returned to its normal course… Today, thanks to cognitive science, we can explain this phenomenon in a rational way. During our schooling, we get used to learning in a passive way, sitting on our chair, raising our hand and waiting for someone to give us the right – or wrong – answer. This pedagogical approach is based on the transmission of knowledge, and is centered on the teacher, who comes to deliver his knowledge in a unilateral way. The exchange is restricted, participation is a privilege. Beyond the inequalities that passive learning creates – and reinforces – within a class, we want to address the reasons why this method of learning is ineffective in terms of deep learning and retention of information.

At Coorpacademy, our pedagogical team, at the origin of the creation and co-edition of all the courses of our premium content catalog, relies on active learning. As you will have understood, this pedagogical approach is centered on the learner, and not on the teacher. Our quiz-based courses are based on the flipped learning method: we ask the questions, and it’s up to the learner to draw on their knowledge to test their skills! Because the learner is also involved in the learning process, his or her cognitive biases are more stimulated, which will encourage attention and retention of information. From then on, the learner is committed to his training, which he sees as a real opportunity to progress, for his own benefit.

Engaging and quality content

What differentiates Coorpacademy courses from all the other courses that you may play in your life, is the quality and relevance of the content to your training needs. Indeed, if our unique pedagogy and our functionalities borrowed from gaming are key assets to engage learners, the quality and the relevance of the content of our courses are essential for a real rise in competence.

To ensure that our courses deliver truly effective content, our educational team is still on the job. Thus, all the courses in our catalog are created by our pedagogical team or co-created with partner publishers, experts on certain subjects. Moreover, if you wish to know more about the recipe of Coorpacademy courses, we advise you to read the interview of Solène Rascle, educational engineer. Everything that is given to learn: the reading of documents, the viewing of our short course videos, and the course questions are read and reread by our pedagogical engineers, who carry out an important work of verification of sources, to ensure the relevance of the information contained in the course.

Stimulate curiosity

Continuous learning is about being curious throughout your life. Curiosity is an essential quality to progress, because if we focus on what we already know, we don’t have the opportunity to evolve. So our courses are also designed to stimulate the learners’ curiosity. As soon as they answer a question, a screen to explain the answer appears. Whether the answer is right or wrong, one element always appears: a “Did you know? This insert is an opportunity to complete the answer while amusing the learner with general or unusual information.

This little insert is also a way of saying to our learners: keep learning! Sure, you got the right answer, but learning never stops, there is always information that can add to your knowledge, and that’s why continuous learning is essential to progress.

In conclusion, for effective learning, interaction with course content is far more impactful than interaction with a large number of courses. The more learners are stimulated in their learning, the more effective the courses will be. With the active learning mode, the cognitive engagement of learners is reinforced by the manipulation of information, or by an action on their part. Thus, their attention is required, not to say solicited. In short, it is better to have 1 very engaging course, which makes the learner interact with the learning material, than to follow 1000 courses where the only interaction is that of your mouse clicking on pause, because you stopped following what was said 10 minutes ago.

Traveling abroad builds soft skills

August is coming to an end and with it, the taste of vacation. This month, we’ve told you about the formative virtues of travel. In this article, we would like to refer to another type of travel – perhaps one of the most formative – to which we want to refer. Whether you are a student or an employee, it is often advisable to gain international experience. In fact, you may know someone who is preparing for an Erasmus exchange year for one of their children or someone who is moving to a country with a different time zone. But even if it is only for a short period of time, travelling abroad is extremely useful to develop your soft skills!

Interacting better with colleagues

Communicating with people from different cultures can be difficult. In the world of work, corporate culture differs greatly from country to country, and if you want to successfully build relationships, work in different regions, or simply visit a subsidiary or colleague abroad, it is essential to be comfortable with cultural differences!

When you travel abroad, you are confronted with the unknown, both literally and figuratively. You discover the behaviors of a society that is different from the one you know, and you witness the customs that govern it. To interact smoothly with the inhabitants of this country, avoiding misunderstandings, you will identify the attitude, vocabulary and communication approach best suited to your interlocutor. This way, as soon as you return from your trip, you will be ready to interact with people from different cultural backgrounds.

To go further: Cross cultural communication

Training your memory

Going on a trip requires a lot of organization, and we often leave with several things in mind. Train tickets, check; hotel reservations, check; knowing how to say thank you in Italian, check; so much information that puts our memory to work, especially when we find ourselves in front of the waiter and end up stammering a timid “grazie”.

Thus, when we travel, we stimulate a specific part of our brain: the prefrontal lobe and more particularly the hippocampus, this part of the cortex which allows us to pass from a short-term memory to the long-term memory. The hippocampus receives all the information decoded in the different sensory areas of the cortex, and sends it back to where it came from. A sort of sorting center that compares new sensations with those already recorded. The hippocampus reinforces the links between the different characteristics of a thing, and by dint of repeating the links between these new elements, the cortex will have learned to link the different characteristics itself to make what we call a memory.

Thus, when you are traveling abroad, your hippocampus is strongly stimulated, which improves your ability to memorize information in the long term!

To go further: Boost your memory

Improve your English – if you’re not an native English speaker

Well, English is still the most widely spoken international language in the world, with 1.348 billion native and second language speakers. Mastering English is essential for professional success and for interacting in multicultural environments.

Going abroad means practicing your English – unless you are a language whiz and have mastered the national language of the country you are going to – and improving your speaking skills. Speaking in a foreign language is not always easy. It can be stressful and impact the way you deliver information, describe a situation or express a feeling. In fact, travel allows you to confront this challenge and get used to speaking a language that you don’t practice often enough.

To go further: Holding a meeting in English

Are companies prepared to deal with short-term environmental disasters?

On Monday, August 9, the Intergovernmental Panel on Climate Change (IPCC) presented the first of three reports expected by 2022 as part of its sixth climate assessment cycle. This new report presents the current state of knowledge on the climate crisis, its origins, causes and impacts, and on possible actions to respond to the environmental emergency. The findings of this report represent a final warning to individuals, but especially to governments and businesses around the world.

“Life on earth can recover from major climate change by evolving into new species and creating new ecosystems. Humanity cannot.” – IPCC report

The urgency is not new, but it has never been so current.

Established in 1988 at the request of the G7, the 7 richest countries, by the World Meteorological Organization and the United Nations Environment Program, the IPCC synthesizes and assesses research conducted in laboratories around the world. Its fifth report, released in 2014, had already concluded that the human influence on climate systems was clear. But the new report, the sixth since 1990, allows the organization to be even more incisive about the direct link between human activity and current global warming.

If these reports provide essential elements to limit the extent of global warming and the severity of its impacts, it is up to governments, businesses and individuals to collectively organize and take concrete action in the face of the facts highlighted.

What is currently happening in the world, such as the megafires all over the planet from California to the Mediterranean basin or Australia, are the direct consequences of climate change. And as the IPCC report concludes, directly linked to human activity. The consequences exposed by scientists for several years are a strong argument for action, yet this sixth report still has the effect of a bomb. Today, humanity does not have time for a seventh report, we already know the conclusions, but we can contribute to write a few lines, if we act now.

The ecological crisis: a risk for companies

In our model of infinite growth and exploitation of (limited) natural resources, only a radical transformation of our modes of production, consumption and lifestyle can limit the catastrophic consequences for which we are responsible.

“Our current mode of development, based on a linear economy, is not sustainable.” – Célestine Julien, Inter-Company Pathway Manager (GR20²°) at MySezame – In what world do we want to live in 30 years?

In business, environmental risk refers to the possibility of an accident occurring in a company, which would have harmful repercussions – direct or indirect – on the environment, people, company employees and the company’s objectives and reputation. Today, not only is this environmental risk unavoidable, but it also impacts the environment in which the company operates, i.e. the external factors that influence the proper functioning of a company, such as political, environmental, societal and economic aspects. The company’s strategy must then identify the climate emergency and evaluate how it impacts and threatens its activity. If the ecological transition is so necessary, it is because companies will not be able to exist in a world that is disappearing, or at least will not be able to survive if they do not accelerate their adaptation to climate change, the consequences of which we are already seeing.

The IPCC report is clear. If global warming is limited to +2.0°C instead of +1.5°C, sea levels will rise by +30cm to +93cm, impacting more than 10 million people and the number of people affected by drought will increase by +410 million. Through these impacts, climate change is already influencing migration worldwide, and the United Nations predicts 200 million climate refugees by 2050. The impact of the migration crisis on the political and economic environment is obvious.

And internal consequences

Our modes of production are not sustainable. If the resources on which we depend are finite, it is not a shortage that we will face, but an impossibility to produce at all. Already following the pandemic, traders and businesses have faced a major shortage of raw materials, as in Canada where accumulated droughts and heavy rains have caused a drop in production and a rise in wheat prices. But in a few years, shortages may prove much more difficult to overcome. Reduced production, higher raw material prices, loss of personnel, the consequences of the ecological crisis on the production cycle is a risk that companies cannot ignore.

Beyond the political, economic and logistical aspects, the ecological crisis also impacts a resource that is essential to business: people. On a personal level, we are all witnesses to this catastrophe, and we can sometimes feel even more helpless in the face of the emergency. Of course, we can each participate in the collective effort, but we are also aware that the emergency requires a radical and global change in our society. Thus, the anxious and cataclysmic environment in which we evolve every day with a feeling of powerlessness, has an impact on our personal well-being – not to say our mental health. In addition, the expectations of employees – and particularly of the new generations – have changed. To flourish, their work must have meaning and their values must be in line with those of the company.

The world as we know it today will no longer exist in a few years. To keep existing, companies will have to reinvent themselves, adapt and train in order to avoid the risks they face. If the ecological crisis has direct impacts on the company’s environment, it also has indirect consequences on its internal functioning. The strategy must therefore be aligned with this new reality, and the entire organization must adapt in order to anticipate certain now inevitable repercussions on their activities and businesses.

Because the problem is complex, the solutions will be in essence innovative. To act now, discover Coorpecology, the first training platform dedicated to the ecological transition. To quickly train all employees and give them the keys to build a viable future. Sustainable transformation can’t wait any longer, click here to learn more.

Organizational change: a collaborative approach

As we witnessed during the pandemic, developing the adaptive capacity of individuals and organizations is crucial to ensure their proper functioning. Because the future is unpredictable and the world is changing as quickly as customer expectations are rising, adaptation is a necessary disposition to meet current and future challenges. Nevertheless, when a company has to adapt, its entire organizational structure has to be rethought and transformed. Therefore, what skills are essential to initiate and sustain this change?

The pillars of change

An organization is first and foremost a human adventure, and to progress, people have to introspect. To remain competitive, improve their productivity or attract new customers, companies must also question themselves, evolve and adapt. The major transformation processes allow for the emergence of more responsible, digital and agile corporate cultures, to adapt to the objectives and constraints that a company encounters within its own ecosystem.

A company is also strongly influenced by its culture, and culture is only the result of who we are. As the heart of the company, employee involvement is key to organizational transformation. It is around the employees that the company’s structure and operating methods are organized. The human factor is essential to initiate organizational changes and the revision of the company’s structure, because it is at the center of the organization.

To engage employees in the transformation, everything possible must be done to support them through the stages of change. It is at this point that the role of the manager is as important as that of the HR function, as both are responsible for implementing the necessary actions to ensure a smooth transition.

The HR function at the heart of the transformation

If employees are the pillars of transformation, the HR function is the foundation. First of all, the HR function, as its name suggests, provides the company with the organizational and human capacities necessary to achieve its strategic objectives. It has a global view, enabling it to understand all the organizational issues and changes required to achieve the objectives. The HR function is responsible for creating the conditions for the company’s strategy to be realized, and this of course includes the field of corporate culture.

Not only because it contributes to the definition of strategy and drives change, but also because it identifies the key skills to be developed to transform the organization, through its training and recruitment strategy. By organizing the expertise of each person, but also by attracting new talent, the HR function is essential for successful organizational transformation.

Management that guides the transition

Evolving in an uncertain context, companies must adapt more and more rapidly. Business strategy must change in response to the changing environment, and with it, organizational and human capabilities. The most agile companies – those that identify strategies quickly and adapt – have a major competitive differentiation asset to ensure their sustainability. When it comes to aligning with the company’s new strategy, organizational and human capabilities must evolve, transform. And it is largely the responsibility of management to involve and engage employees in the transformation. To better help employees overcome the challenges and changes they face, managers must be leaders who inspire and guide their teams. However, any major transformation cannot be achieved without identifying the essential skills that will enable the change to take place.

3 essential skills to transform your organization

Manage your team and encourage collaboration

As the human factor is the driving force of transformation, it is essential to encourage the development of its teams. New technologies, digital giants and start-ups are revolutionizing managerial practices to adapt to the new expectations of employees. To initiate change and foster organizational transformation, adopting a reinvented, collaborative and innovative managerial model is one of the keys to success.

The keys to emancipatory management

The ability to adapt

Strategies evolve, and the organization must adapt to the type of strategy chosen. As the organizational structure depends on the company’s strategy, it is also important for employees to develop their ability to adapt, to evolve with the strategy. Today, the environments in which companies evolve are so changeable and unpredictable that they are referred to as “VUCA” environments: Volatility, uncertainty, complexity and ambiguity (Warren Bennis and Burt Nanus). These contexts require organizations to rely on the agility of their organizational capabilities and to develop their capacity to adopt change.

Operating in a VUCA environment

Shift into leadership mode to engage teams

For a successful transformation, cohesive leadership is essential. Being a leader means being able to embody the change with employees and engage them in turn. Leaders are the masters of organizational transformation, as they influence their teams to engage them in the change.

The Fundamentals of Leadership

In conclusion, organizational transformation is intrinsically linked to the company’s strategy. When the company’s strategy evolves, the other strategy follows and the entire organization must adapt in order to provide itself with the means to succeed.

The Coorpacademy course recipe: interview with Solène Rascle, educational engineer at Coorpacademy

Engaging learners in their learning is one of the main missions of Coorpacademy. The objective is to enable employees to continuously learn, in order to guarantee their employability in an uncertain world and a changing job market. But how to create innovative, qualitative and engaging content? What methodology should be applied? These are some of the questions we wanted to ask Solène Rascle, educational engineer in our content team and who co-constructs the courses in the premium content catalog with partner publishers.

Not everyone is familiar with the job of educational engineer. Straddling the line between engineering and teaching, the job title can sometimes lead to confusion. Nevertheless, training engineering is evolving rapidly as it becomes more digital and as learners show an interest in diverse and innovative formats.

In this interview, discover the job of educational engineer and go behind the scenes of Coorpacademy!

To begin this interview, introduce yourself in a few sentences…

I am Solène, educational engineer at Coorpacademy! To give you an idea of my background, I have always been quite knowledgeable about education and training. I started in teaching, I have notably taught French in London or organized cultural and academic programs for international and American students in France / Paris. I have always loved learning, discovering, sharing, and as I like to invest myself in various activities, I thought I could blossom in the field of e-learning.

The job of educational engineer is not yet very well known, it is a term that I discovered myself with Coorpacademy. Could you describe the main missions of this position?

So to begin with, you can imagine that I also discovered this job by applying to Coorpacademy! In fact, an educational engineer is in charge of designing a learning path, designing courses, learning experiences, all of this to train a given public on various subjects. Hence the name of engineer, which concerns the design, creation and implementation of training devices adapted to a public of learners, and to which is added the whole pedagogical part, so that the training devices meet the fixed pedagogical objectives.

How does the educational engineer create a course? Is there a methodology specific to Coorpacademy?

First of all, several factors can influence the way a course is created. First, it depends on the educational engineer in question, but also and above all on the target audience, the subject of the course, the objectives and the company or the partner publisher! At Coorpacademy, we have our own method for building courses. Our unique pedagogy is based on several pillars. We start by asking questions to the learner, who can then play the short course video whenever they wants. This is the principle of inverted pedagogy: the learner is involved from the beginning of the course and everyone can progress at their own pace! So at Coorpacademy, when we work on a course, we must first keep this format in mind. Then, we must also think about the fun aspect of our courses, with quizzes, battles between learners, and stars and lives to accumulate. The gamification of training invites the instructional engineer to think of these courses in an entertaining format, which makes the course and the learning experience more fun and engaging, as opposed to the classic course format, which we already know by heart.

To build a course, you must first master the subject matter, and for that, we work with partner course publishers, or experts. We have the pedagogical expertise, but not the expertise on all the subjects we will cover in the premium content catalog, which already includes more than 1,700 courses! So, when we have to think about creating a course, we talk to those who have the expertise on the subject, our role being to take ownership of it, to understand what is at stake, to define the pedagogical objectives and the skills that the learners will have developed as a result of the course.

Could you give us a recipe for creating a course at Coorpacademy?

Of course! First of all, you will need essential ingredients: curiosity, desire to learn, a zest of humour and a good dose of rigour. As far as the recipe is concerned, I invite you to follow the following steps:

Step 1

For a successful Coorpacademy course, start by getting to grips with the subject. Once you have a good grasp of the subject on which the course will be focused, you can define the pedagogical objectives with the client or partner. These elements are crucial to building a course architecture. With this detailed plan, we will be able to think about and define which essential ideas we want to convey, in which order we want to organize the ideas, in how many chapters and, above all, in how many levels.

Step 2

Once the course architecture is ready, let it rest, the better to make the dough rise! In non-cooking terms, this means leave yourself some time to analyze the course progression: is it coherent? Is there a gradation in terms of difficulty of the questions? What format would be most appropriate to best address the topic? All these questions are essential to ensure that the pedagogical objectives are achieved.

At Coorpacademy, it is on this basis that we will then produce all the course content, making it engaging with short and entertaining videos! To remain in the analogy of the recipe, it is a bit like the cherry on the cake.

Step 3

You’re almost there, but there’s still a lot of preparation to do: this is the production of the videos, which are our main course materials. To begin, write a script. This writing step may require working with an editor (external or partner). Once the script is finalized in your hands, it’s time to taste the dish: proofreading! And if it’s not to your liking, the ideas are not clearly stated or the tone is not appropriate, make the necessary changes. Finally, it’s time to cook! The videos are produced, and naturally, this step will also require you to pay attention to the final production, even if it means cooking a little longer.

Step 4

The oven is ringing! The course materials are ready and it is time to assemble them. On the basis of the courses, therefore the scripts, you will be able to write the inevitable quizzes, the Coorpacademy trademark. To make sure that the dish will be delicious, you have to put yourself in the shoes of those who will taste it! So, we put ourselves in the place of the learner, we try to vary the question formats (True or false, multiple choice, situation, illustrated questions, etc.) and to vary the situations. In fact, the hardest part is often finding the wrong answers! They should not be too obvious, nor too complicated.

Step 5

It’s time for service and tasting. Everything is ready. Put it on the plates, or rather, on the Coorpacademy client platforms! Then, after the final proofreading and uploading, it’s time to play the course of our colleagues, and to get some good practices and feedback from them.

What about custom courses, i.e. courses tailored to our clients’ topics?

For custom courses, the same production process and methodology is used. The steps of the recipe remain the same. The only difference will be in the subjects. Often, with custom courses, we will deal with subjects that are more specific to a sector, an industry, a customer need – and for a more precise target: learners from the same team, from a specific profession, or who already have a certain level of knowledge on the subject. The first step, which consists of taking ownership of the subject and defining the client’s training objectives, will also be defined by the theme that the client wishes to address. Then, it is the CSM team that takes over the cooking, by the way, discover the CSM job in this article!

What do you like most about your job today?

Beyond the fact that I really like Coorpacademy and my colleagues with whom I get along very well, what I like most in the work of an educational engineer is the multitude of subjects that I have to deal with. I learn every day and interact with a variety of people, so I never get bored! I also like the challenges that it can sometimes represent and the intellectual stimulation that it provides to think together about well thought-out course paths for learners.

Do you have any courses that you prefer to work on?

Overall, all subjects are interesting to work on, but if I have to name one, I would choose sustainable transformation because it is a current topic and because it is urgent to act! But in itself, all topics interest me. What will matter most to me are the courses that require different formats. It’s kind of fun to work on innovative formats, and then I like the reflection that it requires to build the course. Innovating, thinking, putting yourself in the shoes of the end user/learner to make the learning experience as pleasant as possible, always with the pedagogical objective in mind. Finally, I think that what stimulates me is to create, to do new things and especially when we invest in subjects that seem classic but are nevertheless unavoidable.

Could you describe a typical day for you?

I don’t have a typical day in the sense that, as we manage several projects or several partners at the same time, I am constantly developing my agility! Switching from one subject to another, from partner X to partner B, managing emergencies: my typical day is ultimately a mosaic. On the other hand, there are tasks that are constant and cannot be ignored: reading sources, books, proofreading and writing scripts and quizzes, and finally, a lot of spelling and typography work. It’s a job that requires both work and dedication upstream of the publication of the course, but also downstream because it also means following the feedback (from learners, customers, partners) to improve ourselves, perfecting our content so that it is as qualitative in content as in form!

Do you have any advice for those who are interested in becoming an educational engineer?

Among the ingredients of the recipe, you can’t do without the two main ones: stay curious and keep learning! Curiosity is one of the primary qualities of an educational engineer. You have to be willing to learn about all subjects, even those that don’t necessarily speak to you at first. From a more pragmatic point of view, there are more and more training courses for educational engineers, and I think that this can be a good way to discover this profession! But any experience in education, training, writing, or publishing are interesting experiences to have in this position. Finally, and not surprisingly, I would advise sleeping with a Bescherelle on your bedside table, because you need to have impeccable grammar.

And finally, a little quiz: If you had to choose between these 3 new courses in the catalog, which one would you choose and why?

The new Trivial Pursuit courses
The “Making Better Decisions with Game Theory” course
The “Preventing Discrimination and Encouraging Diversity” course co-published with Wolters Kluwer

I would say Trivial Pursuit because it is a perfect course for summer and vacations! Trivial Pursuit is 30 questions to learn while having fun, while developing one’s general culture and knowledge of certain subjects. Moreover, at Coorpacademy, we provide you with an explanation of the right answer and a “Did you know?” as a bonus, unlike the classic general knowledge game. Frankly, a course played on the phone at the beach with your friends or your family, it is still the best way to learn in a fun way and with others!

Trivial Pursuit – Planet and Environment

Contest “Show us where you learn” – To learn continuously during the summer, with Coorpacademy!

What if summer was the best time to learn and train? With a slowdown in activity, vacation and a more relaxed atmosphere, the month of August is an opportunity to enrich one’s skills, in total mobility.

Distance learning has always taken advantage of technology to develop. Educational practices have evolved in record time, adapting to learners’ uses. At Coorpacademy, our mission is to accompany employees in their continuous learning, with the aim of promoting their employability. Thus, our catalog of premium contents is available everywhere, all the time, in particular thanks to the Coorpacademy mobile application!

This summer, Coorpacademy is organizing an Instagram competition to help you discover the pleasure and freedom of learning from anywhere in the world!

Show us where you learn

Engaging learners in training means first and foremost making them active in their learning. This philosophy is the foundation of our pedagogy. Make a catalog of premium content available anywhere, anytime, on any device, so that learning becomes a daily reflex.

This summer, try to win a weekend for two people worth 230€, as well as other prizes, by taking 5 minutes to train on your Coorpacademy platform!

But then, what is this Instagram giveaway and how to participate?

The “Show us where you learn!” contest will be held on the Coorpacademy Instagram account. In order to democratize the use of the mobile application and to encourage the continuity of your learning, we invite you to share a photo of the place where you are learning this summer!

To participate and try to win a weekend for two, follow these steps:

1 – Follow @coorpacademy on Instagram.

2 – Send us by direct message on Instagram, a photo of the Coorpacademy platform, used on mobile or any other media, of where you use it (the platform is accessible on coorpacademy.com – the link is in the bio). We will relay it on the official Coorpacademy account if it respects these two criteria (platform and location); aesthetics and originality will also be taken into account!

3 – Comment on the post of the competition announcement, using the mention #mylearningspot and tagging the person you would like to go away with for a great weekend together!

At the end of the contest, on September 15th, the winning photos will be chosen by a jury and the winners will be notified by private messages.

Find the rules of the contest by clicking here.

And what can I win by participating?

At Coorpacademy, we like competition and rewards! With the battles between learners and the stars to accumulate, which increase your ranking on the platform, we make the learner active and an integral part of the training. They can set their own personal objectives, over and above the pedagogical objectives communicated by the HR functions.

At the end of the “Show us where you learn!” contest, there are 3 prizes to be won:

🥇 The first prize is a surprise weekend for two worth 230€, to keep learning from everywhere!

🥈 The second prize is an Escape Game for two, to diversify the ways to learn and have fun!

🥉 Finally, the third winner will be able to do like Yann and Lya from the Cybercafé podcast series and learn about the history of the web with a Google Home mini!

The final date of the contest: September 15, 2021. This contest is in no way sponsored by Instagram or Google. By participating, you confirm that you are over 18 years old.

Need some inspiration?

To get your creative juices flowing, be sure to check out the 2018 “Show us where you learn!” contest entries!

Labour shortage: training as a crucial tool for recovery

As the economic recovery is confirmed, we are already witnessing the consequences of the pandemic on the labour market. Faced with the reopening, many companies are facing a shortage of skilled labour. According to the Dares, The French Directorate for Research, Studies and Statistics, although the job market has picked up again since the end of the health crisis, many positions remain vacant due to a lack of candidates. This problem therefore raises a training issue for organisations if they wish to participate in this revival of activity.

“Last year we provided 35,000 training courses. We would like to increase this year to 45,000 to help the working population find the right job.”

In response to the difficulties in finding workers, Frank Ribuot, President of Randstad France, explained in a BFM Business interview on 25 June 2021 that employers are forced to “recruit less experienced staff or staff from another sector“. Training is an essential pillar for overcoming this obstacle to recovery, as it will allow for the effective training of a workforce that may be less qualified, but which is ready to quickly upgrade its skills.

According to Alain Griset, Minister for Small and Medium-sized Enterprises, “Labour shortages were the number one concern of entrepreneurs before the crisis – it is now the sustainability of their activity – and this issue is coming back strongly with the recovery of activity“. SMEs would therefore be even more affected by these difficulties. Nevertheless, all sectors are experiencing recruitment difficulties, particularly in the construction sector, in personal services such as cleaning or assistance to the elderly, in the digital sector and also in certain industrial sectors, according to François Asselin, President of the CPME, the Confederation of Small and Medium-sized Enterprises. Thus, the construction trades (carpenters, roofers) and the health and social action trades (doctors, home helps, domestic helpers) are the trades most affected by the shortage, according to the Pôle Emploi “Labour Needs” Survey 2021.

Around the world, the phenomenon is becoming more pronounced. In early June in the United States, the US Federal Reserve Bank (Fed) warned that companies were struggling to hire enough people to meet demand.

“It is difficult for many companies to hire new workers, especially low hourly wage workers, drivers (…) and skilled sales people. The lack of job applicants has prevented some companies from increasing their production, sometimes even forcing them to reduce their opening hours.

In Germany, same observation. In a KfW Research study analysing the current skills shortage and how it could develop up to 2040, Dr Fritzi Köhler-Geib, Chief Economist of KfW Bankengruppe – one of the country’s top 15 banks – explains:

“The German economy can respond to the skills shortage and low productivity mainly through more investment, innovation, training and qualification measures. Our economy also needs these ingredients to overcome the coronavirus crisis and its consequences as quickly as possible. We therefore need a long-term growth and investment initiative from the public and private sectors for the coming years – not only in Germany but also in Europe. The main areas of action are crisis resilience, climate action and productivity growth through innovation and digitalisation.”

And in Quebec, the labour shortage is reaching new heights. According to Statistics Canada, the number of vacant positions in Quebec has increased by 18,500 (+14.4%) compared to a year earlier. One of the most affected sectors is the construction industry. Just over one-third (33.8%) of construction companies reported difficulty recruiting and retaining qualified employees, according to the Canadian Business Situation Survey. As a result, Quebec businesses continue to adapt to the COVID-19 pandemic and plan to invest in e-learning on an ongoing basis in the future, according to the Quebec Business Expectations Survey for the second quarter of 2021.

As we can see, the challenge of this recovery lies in increasing the skills and adaptability of companies and workers. It is clear that the available talent is scarce in most sectors. But this difficult period can also be an opportunity. The opportunity to invest in the development of skills, on an ongoing basis, to better deal with this problem in the future. Training is therefore a remedy for the shortage of skilled labour, and can also accompany the various transformations of companies at the same time. The challenge is to plan for the needs, to understand the issues and therefore to prepare for them. It is by identifying in advance the skills that will be crucial in the future that companies will be able to initiate change and face the next difficulties. It is therefore a real training strategy that organisations must put in place to promote the recovery of activity and overcome the current labour shortage. Human resources must initiate a real reflection on the talent available and the talent required, in order to put in place strategic training plans that meet the new needs: accessible at a distance, innovative and varied formats, features to engage learners and hold their attention, etc.

Labour shortages do not mean worker shortages. All employees are capable of upgrading their skills, learning, and evolving. What we are really witnessing is a shortage of qualified skills within the pool of potential workers. Of course, some will say that this is an optimistic way of looking at the problem. But we are convinced that it is by believing in the potential of workers and providing them with the tools for success that companies will be able to overcome all the current and future challenges.

Trivial Pursuit : 2 new courses to make people love to learn

December 15, 1979, two friends who love board games decide to play a game. Scott Abbott, a sports journalist, and Chris Haney, a photographer for the Montreal Gazette, ask themselves: who is the better player?

One argument leads to another, and an idea germinates in the minds of the two friends on this cold Canadian night. They don’t know it yet, but they have just invented a board game that will become mythical…

Trivial Pursuit !

Vendu à 20 millions d’unités en 1984, le jeu Trivial Pursuit est depuis plus de 40 ans, le jeu de culture générale pour animer soirées ou après-midis en famille, entre amis, et entre collègues.

Selling 20 million units in 1984, Trivial Pursuit has been the general knowledge game to liven up evenings and afternoons with family, friends and colleagues for over 40 years.

And it is also a partner publisher of Coorpacademy’s emblematic courses for 1 year now. The Trivial Pursuit courses offered on the Coorpacademy platform cover different themes, each time with 30 general knowledge questions on the chosen subject.

A partnership for a love of learning

If we are proud to collaborate with Hasbro to enrich our training offer, it is because this partnership is the symbol of our deepest conviction: learning can be fun and entertaining, while remaining effective and engaging. Indeed, with this partnership, we combine our desire to deal with all existing soft skills (and general knowledge is one of them!) with our constant search for innovative and entertaining formats, which make people want to learn and, above all, love learning.

To date, 7 Trivial Pursuit courses are available on the Coorpacademy platforms, and we have just added 2 new courses accessible from today, 23 July 2021:

Trivial Pursuit courses

Science & Nature

Trivial Pursuit – Science & Nature

Geography

Trivial Pursuit – Geography

Entertainment

Trivial Pursuit – Entertainment

History

Trivial Pursuit – History

Arts & Literature

Trivial Pursuit – Arts & Literature

Sports & Leisure

Trivial Pursuit – Sports & Leisure

(New) Planet and Environment: 30 questions to test your knowledge of the circular economy, to develop your sustainable thinking and initiate change.

Trivial Pursuit – Planet and Environment

(New) Web & Technology: 30 questions specially created for those who think they know everything about the Internet, GAFAM and the big names of Silicon Valley.

Trivial Pursuit – Web and Technology

At the end of the programme, you can win a special certificate with all the pie charts to illustrate your general knowledge!

But what does an online Trivial Pursuit course look like?

Of course, you can find your Trivial Pursuit courses in your course catalogue:

Let’s choose the Planet and Environment course, published this week, which will allow you to develop the new essential skill for tomorrow’s world: sustainable thinking. It looks like a classic course, like all the courses you can find in the Coorpacademy catalogue. The same interface, a Basic, Advanced, and Coach level.

As part of this pie chart, you will, on completion of the Basic level, be able to :

Know a simple technique for air conditioning homes
Understand the concept of the circular economy

At the end of the Advanced level, you will be able to :

Know which resource is the most exploited by humans after water
Master the concept of grey energy

Finally, at the end of the Coach level, you will be able to :

Understand the etymology of the word “climate”
Know the plant-based alternatives to leather

Three levels, increasing levels of difficulty. So far, nothing new.

The difference with another course lies in the structure of the questions, as well as in the way the course is “validated”. Each level will “ask” you 10 general knowledge questions. There is no lesson, no video. Each correct answer earns you 4 stars (as in any other course) and you need 6 correct answers out of 10 minimum to access the next level. Here is an example of a question:

In 2016, Bertrand Piccard made the first round-the-world trip in a…

solar-powered

nuclear-powered

hydrogen-powered

In a solar plane! By answering a question, whether you answer correctly or not, you will have access to these two irremovable elements of the Coorpacademy pedagogy. The Key Point, and Did You Know? As in the following screenshot:

Now you know everything! All you have to do is play the course. And it is perhaps in this context that the expression we regularly use (playing a course, rather than following it, for the entertainment dimension we try to add to all our training content) takes on its fullest meaning.

It’s your turn to play!

TRIVIAL PURSUIT, the associated logo, the distinctive design of the game board, trivia cards, game tokens, and scoring wedges are trademarks of Hasbro and are used with permission. © 1981, 2020 Hasbro. All Rights Reserved. Licensed by Hasbro.

We truly engage learners in their training

Michelin, which employs 125,000 people worldwide, uses Coorpacademy as a platform for digital acculturation for all its employees. Catharina Bot, Group Competency Manager for the IT and Digital professions (3,000 people), spoke at one of the workshops of the We Love Our Clients by Coorpacademy programme about the advantages and positioning of the platform. According to Catharina Bot, one of the main challenges of online training is to succeed in “bringing learners in and constantly renewing their interest! She gives us concrete details of the actions deployed to successfully meet this challenge.

Q.1 : In order to acculturate employees in digital technology, what was important for you in choosing the training platform?

The first criterion was to have content that was completely adapted to our needs, i.e. dealing with “soft skills” associated with digital and accessible in several languages. This training content also had to be available in microlearning mode, so that learners could follow independent five-minute modules on the subjects of their choice.

Another much needed requirement on our side, and one that was much appreciated by the top learners, was to have a mobile application where all the courses on the platform and its progress can be found. This will also allow us to reach the on-site manufacturing agents, who represent about half of the Michelin population.

Finally, the last element that seemed essential to us was the possibility of structuring the online learning paths to avoid the learner feeling lost in the 1700 modules offered, and wondering what to do! Hence the creation and promotion of “digital passports” (3 certifications of increasing level on digital) grouping together the courses considered as fundamental.

In short, the Digital Culture platform is just what we need!

Q.2 : Tell us about the flagship event organised annually at Michelin around digital: the Digital Week!

Digital Week is an annual event that has already taken place twice in person, and which has been transformed into a 100% digital and remote event, due to the pandemic. The aim is to show everyone all the digital achievements made in the group, and to share with as many people as possible the vision of what the group wants to do in this area.

We had to deal with the transition of Digital Week to 100% remote, and to keep the interactive and fun side, we decided to use the platform as a tool for animation during this event.

In concrete terms, we deployed a program of challenges using the training platform. This enabled us to reach an even wider audience than the one usually involved in Digital Week. Digital should not remain the exclusive preserve of the IT and digital professions, but should permeate all levels of the organisation.

Q.3: How did you use the Digital Culture training platform at the Digital Week event?

The animations aimed to introduce the platform, engage learners, and of course, intelligently complement the other Digital Week workshops and remote presentations. Our aim during the week was to build a coherent and attractive experience to promote digital within the group.

To do this, we first selected the most relevant content and launched this challenge programme. I can think of three animations in particular. The first animation consisted in setting up and promoting a “Digital IQ test” allowing learners to assess their level of digital skills at the beginning of the week, and again at the end of the event. The second, called “Star Week”, allowed participants to obtain bonus stars to move up in the ranking. The third animation, called “Battle Week”, rewarded the participants who had launched and won the most duels (battles) on a series of questions!

As a result, we have seen a 3-4 fold increase in platform activity during the week of Digital Week and the following week.

One of the key success factors was the active collaboration with our Customer Success Manager at Coorpacademy, Catherine McKernan, who helped us to create and coordinate the animations and communication.

Q.4 : Do you have any tips and good practices to share on how to successfully engage learners?

Thanks to the modular courses and the certificates, we really engage the learners in the training. However, we do not impose anything, we rely on events, or on Coorpacademy’s communication, through personalised follow-up emails (Note: intelligent follow-up emails sent automatically by the platform according to the learner’s activity).

Also to boost employee motivation, we offer prizes to be won (purchase vouchers) during the events and games organised on the platform. The winners are also highlighted and promoted via a dedicated Sharepoint.

Soon, we will be running an internal promotion campaign based on learners’ testimonials, following an assiduous collection, so that everyone can see what the platform can do for them and thus increase the number of people and their attendance!

Finally, another avenue that we are exploring is to offer highly specialised, tailor-made content, in response to the natural demand from the professions to have their specific training courses on this platform.

We are constantly trying to reinvent ourselves in order to develop our employees’ commitment to training day after day.