Tag: reskilling

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.

 

New skills available on the Coorpacademy catalog!

 

Coorpacademy’s catalog is being renewed to better meet the training expectations of tomorrow. In a constantly evolving environment, it is necessary to know how to train continuously. To do so, it is crucial to identify the essential skills to be acquired. As mentioned in our article on the 10 key skills to be developed by 2025, identified by the World Economic Forum in its Future of Jobs 2020 report, training is essential to prepare companies and employees for the challenges that will disrupt them, and to anticipate the major transformations to come. While we already cover 100% of the skills identified by the World Economic Forum, we are investing in new skills for the future, such as sustainable thinking!

Therefore, we are glad to enrich our training catalog with 3 new skills. The ones that we, and the World Economic Forum, believe will shape the future of work in the years to come. In order to better accompany you in the training of your employees, in your upskilling or simply to feed your curiosity, discover the new skills to be developed on Coorpacademy:

Adaptability and Resilience

Showing adaptation and resilience is crucial in all circumstances. We can never say it enough, being prepared for the unexpected is essential to remain efficient and not to be destabilized by the obstacles we encounter. For companies, developing a culture of adaptability and resilience allows them to prepare for the unexpected, paradoxically. 2020 has shown that the unexpected is often confusing, which is why you should learn how to react to such situations, and do so before the next event.

Sustainable thinking 

The next (r)evolution will be ecological and to prepare for it, we are adding the competence entitled “sustainable thinking” in the Coorpacademy catalog. The ecological transformation of companies involves numerous stakes and the changes it implies must be thought sustainably, in order to conceive an organization that would take into account its whole ecosystem (economic, social and environmental) to build a sustainable model. To begin the acculturation to these vital subjects, we’re adding the sustainable thinking competence to the Coorpacademy catalog!

Learning to learn 

Because learning is not always easy, between notification and lack of concentration, we think it is important to go back to the basics: learning to learn. This is the theme of the new skill added to the Coorpacademy catalog. Rediscover the mechanism of your brain, to better understand the way it processes information and thus learn more efficiently. As we evolve in an uncertain world, learning to learn is essential to develop your adaptability and respond rapidly to the transformations of your profession. Become a learning ace with this new skill available on Coorpacademy! 

By enriching the Coorpacademy catalog with new skills, we enable companies to promote their transformation(s).  To ensure a successful digital transition, discover the 3 main skills to acquire:

Digital transformation: what if it is not over? Discover the top 3 skills for a successful transition

To discover in detail the new skills available in the Coorpacademy catalog, click here.

Future of Jobs: The top 10 skills to be developed by 2025

In October 2020, the World Economic Forum (WEF) released its third edition of the “Future of Jobs” report. It analyzes future trends of labor markets and provides essential information to guide employers and workers for forthcoming opportunities.

By listing the upcoming top 10 crucial skills, the report gives a better understanding of the challenges companies and workers will face within the next five years. It enables training managers, HR directors, and executives to take action by preparing their workforce to face tomorrow’s uncertainty. It helps keep pace with the crucial transformations that companies will encounter in a constantly changing world.

The World Economic Forum warns the job market will experience a major shift by 2025. As the COVID-19 pandemic affected every aspect of our lives, it will not be without consequences for the labor market. The report states that workers will face two considerable disruptions by 2025: job losses due to increased automation and the economic impact of the crisis we are still experiencing. These disruptions in the labor market could displace approximately 85 million jobs. By comparison, the second edition of the report published in 2018 predicted a shift of 75 million jobs by 2025.

In the coming years, millions of workers will face both reskilling and upskilling challenges to meet the upcoming needs of the labor market and their job’s transformation. The least we can say is that employees have understood this! According to the report, between 2019 and 2020, there will be 4 times more individuals seeking to learn online through their initiative. By 2025, the report estimates that 16% of the retraining of employees in companies will rely on online training platforms.

Innovative thinking, complex problem-solving skills, and active learning techniques that engage learners are critical competencies today. As predicted in the 2018 edition of the report, those top 3 skills are still must-haves and will remain by 2025.

Back when the former edition of the “Future of Jobs” report got published, our training catalog already covered over 90% of the must-haves skills identified for 2022. With an average of 3 complete training courses by skills, we now cover 100% of the competencies that will establish the future of jobs! 

What are the 10 key skills of tomorrow’s labor market ?

        1. Analytical thinking and innovation
        2. Active learning and learning strategies
        3. Complex problem-solving
        4. Critical thinking and analysis
        5. Creativity, originality and initiative
        6. Leadership and social influence
        7. Technology use, monitoring and control
        8. Technology design and programming
        9. Resilience, stress tolerance and flexibility
        10. Reasoning, problem-solving and ideation

Data used in the WEF report was collected over a nine-month period, from January to September 2020. It includes 291 unique answers from global companies. The data collectively represents over 7.7 million employees worldwide. For more details about the method, you can read the report available here.

 

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

 

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

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

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

Or discover extracts of the article here!

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

[…]

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

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

[…]

Creating A More Learner-Centric Approach

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

[…]

Reducing Fear Of The Future

[…]

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

Engaging Through Micro-Learning

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

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

[…]

Discover the full article here!

The Skills Gap And What It Means For The 21st Century Financial Services Worker – an article from Jean-Marc Tassetto, co-founder of Coorpacademy, in Finance Derivative

 

Coorpacademy’s Jean-Marc Tassetto discusses the importance of cultivating soft skills and how financial services firms like BNP Paribas are leading the way in upskilling and reskilling their employees.

This article was originally published in Finance Derivative, a global financial and business analysis magazine, published by FM.Publishing. It is a yearly print and online magazine providing broad coverage and analysis of the financial industry, international business and the global economy. Finance Derivative brings the latest News & Analysis from the finance world and corporate excellence. The magazine targets an audience of finance professionals, and corporate and private investors.

You can find the original article here!

Here are some extracts of the article:

“More and more experts tell us that soft skills in particular will end up in greater demand, in contrast to skills more reliant on fact-retention. Soft skills-based occupations may account for two-thirds of all jobs by 2030, according to Deloitte, while the Manpower 2018 Talent Shortage Survey underlines how transferable soft skills are gaining greater importance – with more than half of employers saying communication skills, both written and verbal, are their most valued employee attributes, followed by collaboration and problem solving.

The World Economic Forum’s recent Future of Jobs study says creativity is one of the top three skills workers will need and while robots may help us get to where we want faster, they cannot as yet be as creative as homo sapiens.”

[…]

“The financial services sector is not exempt from these trends. After all, superior customer service is quickly becoming an increasingly important competitive differentiator in the financial services field. That means that the development of soft skills such as empathy, emotional intelligence, motivation and effective communication can help brands elevate customer interactions and the customer experience overall. Financial services organisations may also overcome many of the obstacles limiting their growth by cultivating leaders with a strong set of key ‘human’ skills that can help them engage workers in digital transformation initiatives. A June article in the FT argues that ethics and navigating ethical dilemmas will also take centre stage as an important skill for future finance leaders, for instance.”

[…]

Making corporate learning relevant again.

“Learning and having fun are a good way of starting to encourage the development and practice of soft skills, as play and learning are both based on the desire to progress, to work with others and to have a social experience. Neuroscience has also shown us that playing stimulates curiosity and the desire to progress, for example, and play creates a congenial learning experience. Constant upskilling in things closely related to our daily job activities is a natural human goal to desire that we should be capitalising on.

To be successful, a modern workplace learning experience in the financial services universe should be deeply integrated with a job position and be directly useful to the learner. Modern workplace learning methods like microlearning are a powerful way to make this happen, for example, and this is an approach that can be easily integrated into the learning experience, allowing the employee to dynamically look for the knowledge she needs in situ. At the same time, the contribution of wider communities of learners can encourage uptake, as the ability to interact and measure up to others increases learning capacity.

 One customer of ours has achieved this. BNP Paribas Asset Management employs these modern e-learning techniques, including pedagogical videos, online learning modules and games on digital platforms deployed across the entire network worldwide to update the skills of its workforce and to keep its advisors fully up-to-date on its suite of financial products.”

[…]

“For an approach that puts the user centre stage, user support is everything. Some comments HR at the bank has received suggest it’s doing this right: “The platform is user-friendly thanks to the battles, much better than traditional online learning;” “Very clear, the videos are graphically pleasing, and just the right length;” “A way of revising that is quick and efficient, very succinct content, a congenial platform.”

As a result of the kind of seismic drivers of employment change taking place in all industries including financial services, it is becoming more imperative that we all manage our long-term employability. Businesses that don’t equip their workforces with the tools to help will not be able to compete – shrinking, or even disappearing, as disruptive new players better prepared to help their teams develop the skills they need will take their place. Don’t let that happen to you.”

Discover the full article here!

You can also discover other articles from Jean-Marc Tassetto in the press!

Why acquiring soft skills is not as hard as you think – RealBusiness

Let’s start using a whole new class of meaningful HR KPIs – HRReview

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

Why Training Is an Under-Used Source of Employee Insight

 

This article was written by Jean-Marc Tassetto, co-founder of Coorpacademy and former Managing Director of Google France, and originally published in Incentive & Motivation. Incentive & Motivation magazine offers the latest news in incentives, employee rewards, employee engagement, motivation and employee benefits. Distributed to HR, Sales and Managing Directors with key industry senior incentive level incentive buyers.

Why Training Is an Under-Used Source of Employee Insight

Here are a few extracts of the article:

Co-founder of Coorpacademy, Jean-Marc Tassetto, outlines how new training analytics could offer unexpected help to HR professionals

Training is, as we know, a key source of workforce engagement – an important component of helping employees feel a real sense of belonging and identification and a tangible way to underline your commitment to their future learning and development as their employer.

[…]

Up until recently learning analytics only existed in a very partial way. That was because the dominant training technology we’ve been using – the Learning Management System (LMS) – managed access and tracked participation of learners, namely the attendee list and the scheduling of trainer time, but little else.

The LMS might offer information on content downloads, task completions and module completion, but the data was very thin to say the least. What’s changed in this picture is the debut of a much more flexible and useful L&D technology tool  – new-style Learning Experience Platforms (LEPs), as recently formalised as a separate market category by Gartner.

What’s different about the LEP contribution, as opposed to the LMS support idea, is that they are all about the learner experience – being highly user-centric in their delivery model and usability. Less well-known is the fact that some of the most advanced have revolutionised the analytical possibilities for L&D professionals because LEPs track delegate behaviour and tests what works and what doesn’t (based on internal new ways of collecting data such as the xAPI).

[…]

What this means in practice is that the HR or Chief Learning Officer is increasingly the recipient of data-based insights and gets to exploit all sorts of new types of insight – not only what someone has learnt, but how the learner got there and which learning approach they chose. This opens up the possibility for new performance indicators, such as Curiosity, or Resilience – both hugely valuable HR metrics. And of course, this will ultimately aid the workplace learner – as the learner become aware of what her own data says about her progress and experience so as to ensure long-term employability.

The transformative potential of these new indicators is even greater if you consider that the World Economic Forum identified re- and up-skilling of the current workforce as the number one strategy companies need to embrace in light of our continuing transformation into a knowledge economy. Knowledge, in the Google age is easily acquired, curiosity on the other hand seems less ubiquitous, and many commentators believe we need to boost employee curiosity as well as to build greater resilience and adaptability to change.

[…]

So let’s help prepare our teams for this uncertain but dynamic future and see what LEP and xAPI-enabled training feedback and KPIs can give us: a new source of analytics that means that HR professionals and incentives professionals can use multiple, appropriate, data sources to properly consider the full candidate potential of a person for a specific job – not only in terms of their knowledge and skills, but also their curiosity and aptitude for change. Not only are these traits important ones to cultivate, but they are also important ones to keep.”

You can read the entire article here.

You can also read these other articles from Jean-Marc Tassetto.

Jean-Marc Tassetto’s interview for French television (BFM Business).

Is LXP the new LMS – Enterprise Times

Computational Thinking: a key skill in the 21st century

 

Coorpacademy in the Global EdTech Landscape 3.0 by Navitas Ventures!

 

Coorpacademy is proud to have been recognized in the Global EdTech Landscape 3.0 by Navitas Ventures, the venturing arm of Navitas, a leading global education provider.

This mapping defines 8 steps in the next-generation learner cycles, divided into 26 clusters that are shaping the evolution of education. Coorpacademy can be found at the “Learn” step of the cycle, in the “Open Online” cluster, where “old and new learning methods collide to meet the needs of demanding global learners and changing workforce priorities.”

Mapping Coorpacademy Navitas Ventures

We are proud of this new recognition!

You can download the full report here.

If you want to discover other Coorpacademy’s recognitions, it’s here: Find out about 6 of the best latest news and awards for Coorpacademy’s Learning Experience & Upskilling Platform!

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