Tag: learning experience platform

A digital Escape Game to raise awareness of recruitment and integration of people with disabilities

SQLI, a European digital services group with 2200 employees, has been using Coorpacademy as a digital learning solution for 2 years. Within the framework of the workshops of our We Love Our Clients programme, Alexis Guillotin, Group Development and Training Manager, shared with us the backstage of the most original animation of 2020, aimed at learners and rewarded a few months ago by a Coorpacademy Award.

Q.1 : Where did the idea of offering a digital Escape Game on your online training platform come from?

We had the idea of taking advantage of the European Week for the Employment of People with Disabilities (EWPD) to raise awareness of the recruitment and integration of people with disabilities. This week took place last November and so our plans were disrupted because of the lockdown imposed at that time.

We had a double challenge. The first was to create an event for the whole group, simultaneously in several countries, several languages and which could be done at a distance!

There was also the question of the content, and how to disseminate it to raise awareness of disability. With this in mind, we chose our Coorpacademy digital learning platform Onegenius to reach all our employees. We worked on the content with the agency T by Talenteo, an agency that supports us on the subject of disability, and then, with the help of Coorpacademy, we decided to adapt it to integrate it into the Onegenius platform in order to benefit from its gamification aspect.

We had noticed the great success of a playful format among our teams: the digital Escape Game! It allows you to learn without realizing it, by solving puzzles to move to the next level! We therefore reused our existing initial content, but put it into this new format in order to raise awareness among our employees while keeping the gamification aspect.

Q.2: How did you go about setting up this Escape Game?

The Escape Game: Disability Awareness was created, translated and put online in a record time of one month. The idea was to make it clear how the five disabilities we had listed (essentially non-visible disabilities) impact the daily lives and therefore the work of the people concerned.

We decided to turn the tables: each level of the Escape Game takes the learner to a world where people with attention deficit disorder, autism or visual impairment are in the majority. It is up to the learner to adapt!

The pitch was as follows: “Travel aboard a ship in other dimensions where the disabilities you know are mostly shared. Practice with our simulation module to better understand the daily consequences of each of these disorders and diseases.”

Q.3: What communication actions did you carry out to promote this game event? Are you satisfied with the results?

We set up a very fast-paced communication campaign to ensure that as many employees as possible tried to solve the Escape Game and were effectively made aware of disability during this European week.

The first step was to send out a teaser by e-mail a week beforehand.

All the members of the CODIR participated in the promotion and were active relays.

Then, each day of the week, the learners were reminded by e-mail to invite them to travel to a new dimension, with five disabilities being covered. Finally, all the employees received a summary email containing all the stages and solutions to the riddles of this unique journey, so that everyone could finish or redo the game as they wished.

We are pleased with the results, as we observed a 280% increase in connections on the platform during the week of the animation.

And all the countries played the game! Beyond the figures, in this particular year, the Escape Game helped to unite the teams and encourage exchanges between them, as well as raising awareness about diversity and disabilities.

The Coorpacademy platform as a progression tool for employees: a Square Management success

 

Since 2019, we have been supporting Square Management‘s employees in training, in order to promote their upskilling on various subjects and their progression within the group.

Square Management met with one of the 3 co-founders of Coorpacademy, Arnauld Mitre, to discuss the benefits of this partnership. Back to this interview which describes the projects and successes of this partnership!

A continuously evolving collaboration

This partnership with Square Management began in early 2019. The platform was first made available within two of the group’s practices and then, as more and more employees showed their commitment to training on Coorpacademy, we expanded the partnership to the entire group practice in early 2020. To date, we have trained around 700 Square Management employees thanks to the Coorpacademy platform.

 

Why choose Coorpacademy as your online training solution? 

The need expressed by Square Management was clear. Training was a pillar to accompany the progression of the employees within the group and to enable them to increase their skills, improve their performance and guarantee their employability. Thus, several elements guided the choice of the consulting firm:

 

A catalog of premium content 

The off-the-shelf catalog that we offer contains premium contents, with courses created in collaboration with publishing partners and our team of educational engineers, and also the possibility of using an authoring tool in order to add their own content to the training catalog. Square Management also chose Coorpacademy to accompany the training of their employees because the consulting firm had a real need to train on specific subjects, such as management, leadership and other soft skills, which our catalog covers in depth.

 

Certifying courses, to validate the expertise of the consultants

Another success factor of the Coorpacademy platform within Square Management is the possibility to validate a range of courses corresponding to a field of excellence of the consulting firm. With this functionality, the consultants could concretely validate their acquired knowledge but also motivate themselves to complete the set of courses thanks to the delivery of a certificate once the set is completed. One of the success factors of the platform today is therefore the strong match between Coorpacademy and Square’s training teams, which gives employees the possibility to use the platform as a tool for their career progression.

 

Employees seduced by the platform gaming universe 

Another aspects that has generated so much enthusiasm for Coorpacademy is the significant attraction for the gaming universe that the platform offers and which is also possible thanks to our pedagogy. Indeed, the Square consultants particularly appreciate the video game inspired functionalities: the quiz format, the player’s life which designates the chance given to them to progress in the course, the battles between learners, etc. The consultants really played the game. This motivation is also rewarded, because we also have a feature that is obviously rather positive, where we present the 20 best participants on the platform. This motivates learners to go to the platform and challenge each other to commit to training.

 

Pedagogical innovations to encourage collaboration

At Coorpacademy, our objective is to release one pedagogical innovation per quarter. The latest one: the Escape Game “The Forum of Babel“. In this innovative format, learners will join forces to climb the four floors of the digital Tower of Babel. Each week, they are provided with documents and clues to solve a riddle. A Babel Forum is also available for peer-to-peer exchange. In this Escape Game, collaboration is key to finding the answers to the riddles. Employees had only one week to decipher each puzzle and reach the top of the tower! This format generated a lot of engagement among Square Management’s consultants, who won the collaboration award with the highest number of exchanges on the forums.

Previously, we also launched an interactive series, “Suspects“, where the goal was to help conduct three interrogations – one per episode – by applying behavioral skills, the famous soft skills. And most recently, we launched a podcast series called “Cybercafé“, to learn about the great history of the Web!

 

A final word 

The success of this collaboration would not have been as great without the involvement of Square Management’s training teams, with whom we are thrilled to keep this partnership going. We look forward to seeing the learners engage in their training and learn things! As Arnauld Mitre reminds us, at Coorpacademy, we believe that all means are good to learn something, even the most unusual ones, such as gaming.

 

Coorpacademy is integrated in Teams: when working, collaborating and training are done in the same place

We are witnessing the emergence of new, more ergonomic collaborative tools, designed to communicate in a faster and more organized way. Emails are less and less common and the expression “Slack me“, referring to the collaborative communication platform Slack, is starting to democratize, while in September 2019, the platform exceeded 12 million daily active users. These tools that streamline communication between teams and improve overall productivity are slowly replacing older, more segmented work tools. This is both a digital transformation, which favors the adoption of these digital tools, but it is also a generational transformation of collaboration methods at work. Employees will favor comprehensive, interconnected communication channels, or ecosystems such as Microsoft Teams, which facilitates teamwork and telecommuting by combining instant messaging, video conferencing, and file sharing on its eponymous collaborative platform. By 2020, the Teams platform exceeded 115 million daily active users.

Under pressure from the lockdown and generalization of remote working, companies are adapting and adopting these new tools that allow them to work together on files simultaneously, to organize meetings, conversations, and calls, in short, to collaborate – even remotely – from a single location, common to everyone. You might as well say that next to what these new tools allow, messaging services such as Outlook, almost look like fossils of professional communication. Today, we can have everything at hand on the same interface, designed to facilitate and streamline communication. It’s a natural progression, as the user experience on the platforms improves, the work tools also become easier to handle, and respond even more to the needs of a company.

But then, to truly meet all the needs of your employees and provide them with all the tools to improve their productivity, training must also be part of this ecosystem to naturally integrate into the employees’ workflow. Because a tool is useless if no one uses it, digital training solutions must be accessible directly on these new collaborative tools, because this is where employees are active, but it is also where they encounter the need for training. There is even a parallel between the evolution we are witnessing concerning our working methods, which are becoming more ergonomic, digital, and which respond to a set of needs thanks to the same global solution; and training, which is becoming digitalized, innovating to create formats adapted to the needs of the learners and offering contents with high added value in a single place. Our ambition at Coorpacademy is to make training accessible to all your collaborators and to meet them where they work. Thus, to make training accessible to all, the Coorpacademy platform is integrated into Teams! Indeed, on the Microsoft Teams platform, you can train in 1 click by integrating the Coorpacademy application, which will be accessible directly on your working environment once downloaded.

 

Work tools are becoming ecosystems and are more and more integrated, to guarantee a secure sharing of information within the whole organization and to promote collaboration. As we mentioned in our article “Learn and work at the same time or when training is just a click away“, training must be integrated into your organization’s productivity spaces, to allow your employees to have access in record time to a catalog of premium course content and thus immediately put into practice the knowledge acquired and optimize the retention of information.

Coorpacademy promotes innovation and skills development within Swiss Life France

 

Our clients have training needs and our mission is to meet them. At SwissLife, the challenge of training is to give employees the opportunity to be more than ever a player in their professional lives and to encourage innovation by developing their skills, according to their choices, their needs and at their pace.

In order to achieve these objectives, Swiss Life and the company’s Training and Skills Development Department regularly enrich their catalog of learning offers with differentiating digital training. Today, the Training Department is integrating the Coorpacademy platform, in order to stimulate the curiosity of employees and their desire to learn!

We are very proud to be able to support the strategic objectives of the SwissLife group through 4 training courses on innovation and digital transformation, selected for the launch of the platform in mid-June 2021: “Entrepreneurial culture”, “Digital culture”, “Creativity and agility”, and “Anticipating change”.

Through our catalog of premium content, SwissLife employees will have the opportunity to develop their skills on strategic topics for the company such as cultural, digital, or sustainable transformation and to further develop a culture of innovation in line with the company’s purpose.

“The challenge is to allow everyone to live according to their own choices and our strategic objectives. To achieve this, we need to combine creativity, method and rigor. A combination of behaviors that we must adopt collectively.”
Eddie Abecassis, Director of Innovation at Swiss Life France

To know more about the role of Coorpacademy in innovation at SwissLife.

 

Manager of tomorrow: 3 skills to adapt to the managerial revolution

 

Companies are changing. Like the world around us, organizations are evolving and with it, the teams that make them up. To guide these transitions, managers are the ones who will take the first steps towards change. New work methods, project management, and new cultures require the adoption of a 3.0 management style that adapts to the new needs of employees, and also responds to the upcoming challenges. So how can we transform our management so that everyone invests in the common good and achieves their objectives?

There is no ideal organizational model. When we talk about transformation, we may tend to believe that there is an ideal to be reached and that it is enough to meet the challenges of major transformations for them to be “completed”. But in a world that is constantly and rapidly evolving, transformation is never finished, it is renewed.  Today, all major transformations ultimately depend on the ability of individuals and organizations to adapt, to evolve serenely in an uncertain world, and to react to the unexpected. Management is a pillar for supporting business transformations, because they are driven by teams. The challenge for management in 2021 is to guide change.

Towards a management 3.0

Companies are facing new challenges: hybridization of work, digital and cultural transformation, renewal of skills and talents, to only name a few. The context of the pandemic has transformed our management methods towards more agile methods and requiring more autonomy. Added to this is the arrival of the younger generations, called millennials, which implies, for example, a review of management methods. 

According to a study by the recruitment site Monster.fr carried out in 2020 with the Yougov institute, at the end of May 2020, 19% of 18-34 year olds said they did not need meaning in their jobs, whereas at the end of 2020, only 4% shared this view. 

In search of meaning, millenials are therefore no longer just looking for compensation, but rather a sense of purpose. It will be important for these new recruits to understand how, at their own level, they participate in the company’s collective adventure. These new generations of employees are also looking for feedback and encouragement. In exchange for their involvement, it is important to be thanked and congratulated regularly.

The term management 3.0 was coined by Jurgen Appelo, a writer and lecturer, who works on leadership issues. Today, a manager is a leader. This means that they use their power of conviction to lead people towards their objectives. This concept describes all the methods of agile management: the manager-leader gives meaning to the employees, rather than giving them directives. 

Management 3.0 would be an agile management type, based on a sharing contract. More linear, horizontal and collaborative, it would increase the autonomy of each person, and would be more empowering for employees. For the smooth running of organizations, it is essential for managers to develop certain skills, which will enable them to better understand the needs and expectations of employees, and to get closer to the role of coach. To do this, managers must learn to better manage their emotions, but also those of their teams. So, what skills should a manager develop today to reinvent his management and better support employees in the future?  

Management 3.0

Active listening

Knowing how to listen is an essential professional skill for any good manager. Sincerely listening to one’s employees has important consequences on the overall efficiency of the team, both individually and collectively, but also on the quality of inter-colleague relations. So what is active listening? First of all, it’s about clearing your head to make room only for the information that your interlocutor communicates to you. Without thinking about what you are going to answer, you let the other person finish what they are saying. To draw the best conclusions from what your interlocutor communicates, you should not think about what you are going to say next. You let the speaker finish what he or she is saying, and only decide what to think about it once it is over. You can ask questions, show that you are attentive and constructive to what the person you are talking to is telling you. By developing your listening skills, you will truly understand the needs of your teams, and be able to respond effectively to their expectations. 

Discover the course on Counselling

Managing conflicts at work 

Within the company, we are in daily contact with each other and this can lead to conflicts. Indeed, in all human groups, tensions can occur and it is up to the manager to take charge of these conflictual situations in order to transform them into an opportunity to improve relations. Because it is by building together that we reach a satisfactory solution, managing conflicts is a crucial aspect of management. Between conflicts of objectives; conflicts of strategy or methods; conflicts of interests or needs; and conflicts of values, dealing with these tense situations requires very specific listening skills, particularly in order to resolve them. Even if the conflict often appears in a brutal way, it almost always presents signals beforehand, which one must learn to identify in order to manage them as soon as possible. As a manager, you must not only learn to identify situations of tension – which can lead to a rupture – but also learn to prevent conflicts between employees by instilling the right practices and behaviors. 

Discover more on Managing conflicts at Work

Leadership

The company is first and foremost made up of people, each of whom will have different behaviors. The adoption of new processes and the smooth running of certain projects can be encouraged – or not – by the employees and their behaviors. Thus, the organization is influenced by the personalities that make it up, and the manager’s mission is to unite these pluralities of behaviors around the achievement of common objectives. To guide transformations, leadership is a key skill because it allows one to learn how to respond to the needs of individuals and to understand the behaviors of each person, in order to better guide them. Getting teams involved in projects and enabling them to achieve their objectives requires a climate of trust, which can be fostered by the social influence of the manager, who knows how to communicate with the various individuals who make up the company. To go from manager to leader, you don’t necessarily need to have a strong personality, but above all you need to be aware that leadership is about motivating people. 

Learn more on Evolving from manager to leader

Of course, there is no ideal organizational model. However, well-managed teams can make all the difference in creating the optimal conditions for collectively achieving business goals. According to a Gallup study, organizations that manage to personally involve employees in their missions achieve very good annual results. For example, a 10% improvement in the connection between employees and their organization’s mission or goal leads to an 8.1% decrease in turnover and a 4.4% increase in profitability. And finally, managers themselves want to be better trained to improve their job performance. According to a TalentSoft study, during the pandemic, 44.5% of public sector managers requested training for themselves, and that’s good! Managers, in their role as leaders, set an example and encourage employees to learn, so that they can continue to perform well in the long term, despite the unforeseen events that the future holds.

Learn and work at the same time or when training is just a click away

 

If like 91% of French and European HR managers, you consider skills development to be a strategic lever for the company, then this article should interest you. This figure is one of the four basic trends identified in the CEGOS 2020 European barometer “Transformation, skills and learning“, which questioned 1783 employees and 254 Human Resources Directors or Managers / Training Directors or Managers (HRD/HRM/HRM) all working in private sector companies with 50 employees or more. 

Businesses are facing new challenges, transformations of all kinds, tensions, uncertain futures, and to face this evolving context, the competencies’ development is a key subject that allows the growth of organizational and individual resilience within the company. In the same study, 88% of the companies surveyed adapted their training offer during the health crisis, and 75% of the levers activated by HRDs to face the impact of digital transformations were based on skills development.

To foster skills development, we need to focus on learning, which in turn relies on training that must be continuous, accessible, and above all, integrated with the applications and tools already existing in the organization. This is the new paradigm that is shaking up training and the HR function: Learning in the flow of work. 

Training integrated into employees’ work life

In his article “A New Paradigm For Corporate Training: Learning In The Flow of Work“, Josh Bersin describes this model for Deloitte. Companies are implementing solutions to support continuous learning, but the entry point to training is quick and easy access to the learning tool. As J. Bersin points out in his report for Deloitte, an employee will spend only 1% of a working day learning new skills. By integrating a training solution directly into the work tools, employees will be able to devote more time to their learning and thus develop their skills much more effectively. 

With a short format, personalized content, and a learner-centric learning experience, training is transformed. Learning in the flow of work allows you to learn whenever you need to, at any time of the day. It is when faced with a difficulty, being able to train in a few minutes to overcome this obstacle. You’ve probably already found yourself not knowing something, looking for the answer to a question you’re asking yourself, right? Your first reflex is to “Google” your question? This is already a first step towards Learning in the flow of work as you learn at the very moment you need it. 

With learning in the flow of work, you are only one click away from accessing training content, most often in the form of microlearning (course formats reduced to a few minutes). For example, on the Coorpacademy platform, our 5-minute learnings allow you to understand a subject very quickly and without interrupting your work. If you need to understand the stakes of 5G, what is SCRUM, or develop your agility in a few minutes, to meet an immediate need, learning in the flow of work is an adequate answer. Directly integrated into your organization’s productivity spaces, you can, in record time, immerse yourself in a subject that may have seemed complex at first. Learning while working also means better retention of information, because not only do we really need it when we learn it, but we also put into action what we have learned, in a short period. By making these tools available to employees, the company creates an agile culture and develops reflexes, so that training is a real tool for change. 

What revolutionizes learning in the flow of work is temporality. While traditional training requires the mobilization of a specific time, even when it is done remotely, this new paradigm revolutionizes our learning time by integrating it into our professional life. It all lies in its name: it is integrated into our workflow and becomes an integral part of the daily life of the employee, the learner, the individual in general, as they progress in their daily tasks. Training time adapts to the learner and not the other way around, the content comes directly to them, i.e. at work.

Learning in the flow of work also means promoting agility, an essential skill to develop in a constantly changing world. Better adapted to the challenges of tomorrow, but also employees’ needs, this model improves employee’s experience, who no longer perceives training as an imposed time, but rather as their initiative to nourish their curiosity and to upskill. By integrating training into employees’ workflows, we also make the learner an actor of their learning path. With more involved, engaged, and interested learners, the impact of training increases and influences employee satisfaction, and ultimately the overall productivity of the organization. 

In short, learning in the flow of work means integrating digital learning content and an engaging learning experience directly into the employee’s work environment. In other words, it means integrating the functionalities of a training platform into professional software, accessible to employees at any time. For training to become natural, access to online training must be simplified, allowing an increase in usage. Without interrupting the work in progress, learning in the workflow is a revolution that not only trains employees in the essential skills of tomorrow but also provides them with the skills they need for today. 

But then, how do you integrate learning into the employee’s work environment? Learning in the flow of work requires the integration of tools within human resources management information systems (HRIS) and software that accompany and manage the learning paths of employees, the LMS (Learning Management System). To find out more, don’t miss our next articles on how to make training just a click away.

Training in the midst of transformation: a look at the impact of the pandemic

 

This Wednesday, June 16 at 6:30 pm, Jean-Marc Tassetto, co-founder and CEO of Coorpacademy, will participate in a roundtable discussion on the impact of the pandemic on the EdTech sector in France. During this round table, co-founders and investors of leading companies in this sector will discuss their vision of the future of education following this pandemic that has disrupted the uses. In anticipation of these discussions, discover this article that set the context of post-COVID digital learning.

Educational technologies, commonly referred to as EdTech, represent digital solutions that are revolutionizing the learning experience, through mobile apps, learning platforms, and other mediums. 2020 has redrawn the contours of learning, adapting to the exceptional measures that have been imposed on us, and thus shaping new uses. To say that learning is changing is an understatement. It is transforming.

We have been told for months: stay home! And for the better good. However, this measure raises a major question: how can we ensure that continuous learning is maintained if we are individually isolated at home? To address this issue, we had to implement solutions and take full advantage of the tools at our disposal. Thus, the use of new technologies, which was already obvious for some, has become indispensable for all. Both for educational institutions, which had to organize themselves to guarantee access to education and for companies, which had to reorganize teams and introduce remote working measures, while ensuring remote team training. The use of digital technology has therefore become vital to meet the challenges created by the pandemic and to ensure the smooth running of organizations despite the constraints of this unprecedented context.

The first lockdown allowed the French population to integrate the new digital uses more permanently and intensely. For institutions, distance learning has been adopted very quickly and for companies, between remote working and online training, the use of digital technology has made considerable progress. We are moving towards an era of digitalized training, where digital tools feed the learner’s experience and reinforce the pedagogy. Farewell to the traditional face-to-face courses and the dusty e-learning: they are reinvented to offer a digital learning experience that better adapts to individuals, their learning styles, their educational content consumption habits, and their life rhythms.

To constantly improve the learning experience and adapt to the world in which we evolve, it is necessary to rethink educational formats and ways of delivering information. It is certain that our attention spans are impacted by the use of digital technology, especially with social networks and the culture of immediacy. Accelerated by the COVID19, the use of digital has increased, shaping new habits, which are the beginnings that will shape the of the future of education and training in companies.

To learn more about this future, don’t miss the roundtable discussion on June 16 at 6:30 p.m. organized by Speedinvest, which will feature the leaders of the EdTech sector in France: 

Jean-Marc Tassetto, co-founder & CEO of Coorpacademy
Pierre Dubuc co-founder & CEO of OpenClassrooms
Charles Gras co-founder of Simbel
Benoit Wirz partners at Brighteye Ventures

Register for free to the round table by clicking here.

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

 

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

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

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

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

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

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

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

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

Coorpacademy trained 20,000 medical professionals and caregivers in 2 weeks during the COVID-19 outbreak

 

This article has been published in Les Echos, an economic French newspaper, and has been written by Déborah Loye. You can find it here in its original version.

Coorpacademy trained 20,000 medical professionals and caregivers in 2 weeks during the COVID-19 outbreak

The startup specialized in online training for large corporations launched a pro bono platform for medical professionals and caregivers. In particular, they can train in resuscitation processes.

 

Specialized in online training for large corporations, Coorpacademy, founded in 2013 by the former Google France Managing Director, and which raised 13 million euros, had no intent to position itself in the medical field before the coronavirus outbreak.

Training in resuscitation

Antoine Poincaré, Coorpacademy’s Director of Sales, explains: “We only had a small ongoing research project with the AP-HP (Paris Hospitals) before that. The day before the confinement in France, we’ve suggested to them that we could launch a series of online training courses based on Covid-19 recommendations, for their medical staff. They answered positively right away!” At this moment, the AP-HP is expecting to call for renforcements for resuscitation in other medical fields, and even in the poll of interns and medical students. The need for skills is urgent.

At Coorpacademy, 15 people are mobilized among the 45 employees, in order to launch the platform and to make it up and running. “We gathered existing videos and shot others, which we keep doing“, Antoine Poincaré indicates. The training material is very practical, and allows medical staff to act fast with resources available. “The platform looks like Netflix, with series of online training courses.“

Martin Hirsch is the Managing Director of the AP-HP.

In two weeks, the Coorpacademy platform saw more than 20,000 people signing up. Less than half are nurses, 30 % are doctors, 10 % are midwives and 14 % have other specialties. For Coorpacademy, offering this service, the goal is to make it known by as many people as possible.

“For now, people mainly know us thanks to word of mouth“, Antoine Poincaré says. The AP-HP wrote a press release about the partnership and Martin Hirsch, its Managing Director, published a tweet praising the initiative. “We think the platform will be particularly helpful for hospitals taking in charge COVID-19 patients“, Antoine Poincaré estimates.

Déborah Loye.

If you want to read the article in its original form, in French, it’s here.

If you want to share the platform, it’s here.

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

 

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

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

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

How does it work?

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

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

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

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

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

Discover more here!

 

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