Tag: Training

Safran’s Digital Academy: a look back at the first year of Digital Learning with Frédéric Verger

 

One year after the launch of the Digital Academy, Safran’s online training platform that trains employees to increase their skills on all digital transformation topics, Coorpacademy by Go1 takes stock of the situation with Frédéric Verger, Group Director of Digital and Information Systems and member of Safran’s executive committee. 5 minutes only to say it all!

 

 

In this interview, Frédéric Verger celebrates an “extremely successful adventure” with Coorpacademy by Go1, throughout this first year. In the first seven months, 15,000 collaborators had completed no less than 70,000 modules in total.

 

One year after launch, Safran has already exceeded 35,000 users for more than 2 million questions answered, for nearly 65,000 hours of training.

 

Frédéric Verger also details the functionalities and contents that have made the greatest impression on learners: a craze for battles, for example, a trademark of the Coorpacademy catalog, as well as a strong interest for certain digital trends in particular, such as blockchain, NFTs or the cloud.

 

It also describes the future challenges facing Safran’s Digital Academy, which has been renamed the Digital Academy “Plus”. The first year is coming to an end, with the ambitious objectives of training on the challenges of the group’s digital transformation. A second season is now starting with: complete training modules on core skills (data, engineering or manufacturing 4.0), the addition of several use cases (learning by experience) and all the new features of the Coorpacademy catalog (AI, Chat-GPT and much more). 

 

 

“Soft skills training, a question of survival for the company? – what HR-learning managers think

 

Over the last few months, we have put on our investigator’s hat… Several hundred French HR directors and training managers have responded to the Coorpacademy by Go1 survey in partnership with the Féfaur consultancy firm on the strategies they are implementing to develop soft skills in their company.

 

French companies are undergoing major changes (arrival of new AI, digitalisation and new forms of hybrid work) and to survive in this new environment, soft skills have become essential. In this article, we give you the 3 key points to remember from our study.

 

1. Soft skills: the first lever for adapting to new forms of hybrid work

Soft skills are crucial for companies, which see them as the key to cope with changes in the world of work and attracting the talent they need to succeed. 83% of HR-training managers mention new work organisations as their main concern and reason for developing soft skills. Communication skills, problem solving and initiative taking are valuable assets to adapt to the changes taking place in the company.

 

The talent shortage, in second place (50%), is also a reason why soft skills are essential. Companies find it difficult to recruit and retain employees with the right skills, especially soft skills such as teamwork, problem solving and taking initiative. Communication skills are also in high demand.

 

Finally, for nearly 45% of the HR training managers surveyed, digital transformation is their main concern. Employees must acquire new skills and adapt quickly to technological tools. The ability to learn quickly, creativity, time management and adaptability are essential skills to meet the challenges of this transition.

 

2. Soft skills: not just for managers!

According to the Coorpacademy by Go1 x Féfaur survey, almost half of companies (49%) now prioritise the development of soft skills for all their employees, regardless of their position or hierarchical level. This trend reflects a growing awareness of the benefits of soft skills, which can benefit the whole team and help the company grow as a whole. The other half of companies have yet to be convinced that they would benefit massively from such training at all levels. Every employee can benefit from learning these skills to improve their performance and well-being at work.

 

At the managerial level, 65% of companies think that soft skills are absolutely essential when it comes to recruiting or promoting a manager. It is indeed key to ensure that managers have the necessary skills to lead their teams well.

 

3. Digital Learning: a key lever for developing soft skills


Digital learning is a popular tool for soft skills training, thanks to its flexibility, accessibility, customisation and skills tracking. Training and HR managers welcome the potential of digital learning to increase access to soft skills training and break down traditional barriers. The variety of formats offered and the adaptability of this tool are also appreciated by the learning & development (L&D) professionals interviewed. The customisation of training according to the feedback and evolution of employees is considered important by 46% of respondents. The social and collaborative dimension of digital learning is also valued by 25% of respondents, encouraging the exchange of knowledge. Finally, 20% of respondents emphasise the possibility of evaluating the effectiveness of training and the transfer of skills acquired in the professional environment thanks to the monitoring of soft skills in action.

 

To conclude, the results of the Coorpacademy by Go1 x Féfaur survey highlight the growing importance of soft skills in companies and their impact on the overall performance of the organisation. HR training managers are looking to integrate these key competencies into continuous training programmes as well as using digital learning tools to provide flexible, personalised learning experiences tailored to individual needs. This learner-centred approach to training promotes the acquisition and development of the soft skills that are essential for success in a constantly changing business world. Let’s put our investigator’s hat back on and get back to our core business: supporting people in developing their skills through digital learning.

 

 

Would you like to know more about our Digital Learning offer? Meet our experts in a demo of our solutions by clicking here.

Create now your certificates in total autonomy!

 

Discover how to create your certifications directly from Coorpmanager, your unique entry point to manage your platform in complete autonomy! 

 

Certificates are a list of different courses available on your platform, but completion of which will allow the learner to validate a certificate. This feature allows you to train a specific population on a mandatory topic to ensure that your learners take the courses of your choice. By playing the certificate, learners will be rewarded with a badge, a diploma or additional stars on their Coorpacademy account.

 

Until now, the certificates were created at the request of our customers, through our Customer Success Managers. Many certificates have been created, such as an onboarding certificate for our client iQera, a CSR acculturation certificate for La Française des Jeux or a series of Digital Passport certificates for Michelin. Today, gain autonomy and benefit from a better customization of your platform by creating your own certificates!  

 

To create your certificate, follow these steps: 

 

  • Define general information

 

In the scrolling list on your left, go to the “Certifications” tab under Editorialization. Click on “Create certification”. You will be able to start defining the general information of your certificate: the language, the name of the certificate, the description and the associated logo. As you create your certificate, you will have the option to save your draft for later editing.

 

  • Translations

Once the general information is defined, it is possible to fill in the translations of this information. Translations are not mandatory.

 

  • Select courses

This is the time to select the courses that will be included. Courses are displayed in the default language of the platform. You can refine your selection by using the search bar, or the drop-down menu to choose what type of content you are looking for. You can choose as courses:

Classic courses; Custom courses; 5′ learning; External courses (podcast, article, video or scorm).


  • Course Settings

In this section, you can determine the number of courses that must be completed in order to obtain certification and manage the order in which the courses appear when completing the certificate.

 

  • Rewards

Last step before publishing your certificate! In this section, you have the possibility to reward your learners after the completion of the certificate. Among other things, you can define the number of stars earned, add a badge to be obtained and finally, make the certifying diploma available by importing a logo and a signature.

 

Once these 5 steps are completed, your certificate is ready to be published!

 

To authorize a user to create certificates, you will need to define roles within the Coorpmanager Administration tab. The “User” sub-section will allow you to assign roles and accesses to each user by clicking on one of them and selecting which roles are assigned to them. To give a user the ability to create a certificate, you will need to contact your Customer Success Manager. It is important to note that each role is assigned to the user you designate and not everyone will be able to change it in order to guarantee data security.

 

2050: The HR Odyssey – Episode 3

Somewhere in the world, on a date you may one day need, we have located an advanced technology that allows us to immerse ourselves in the daily lives of employees. This fantastic journey through the experiences of different employees will take you to the edge of the Future of Work and allow you to see the challenges of business transformation. Today in our odyssey, discover the daily life of Gaudia…

 

“Hello Xoe. My name is Gaudia and I’m Coorpacademy’s mental health referent, formerly Chief Happiness Manager! How are you?”

“Hi Gaudia, nice to meet you! I’m doing very well thank you, how about you?”

“I’m doing very well too, I recharged my batteries well this weekend! You recently joined your team, and it’s time for the monthly wellness talks. Are you familiar with these talks?”

“Not really… Are you going to ask me any questions?”

“Indeed. The purpose of the monthly well-being interview is to evaluate the well-being of employees and to assess their needs and motivation. It’s a free and confidential exchange, it’s up to you to tick off the information you wish to disclose to your hierarchy once the interview is over through a report that is automatically displayed at the end of our interview. Are you comfortable with that?”

“It’s very clear thank you! Yes absolutely.”

“The interview can begin. First of all, how did your onboarding go? Do you have any specific comments about the conditions in which you were welcomed?”

“Hmm… I thought the onboarding was great! I was at a distance and I was still able to visit the premises, meet my team and talk with my manager thanks to the virtual onboarding. All my tools were in place, I didn’t encounter any major difficulties!”

“I see. On a scale of 1 to 10, how much would you rate your onboarding?”

“I would give it a 9. Only because I still would have liked to have physically come for my first day but it was a bad set of circumstances.”

“Thank you. So you found out about the office remotely, but you were able to get there quickly. Are you happy with your workstation? Do you have any unaddressed needs or difficulties booking a workspace?”

“No, it’s perfect!!! 10 out of 10. I love being able to change desks and vary my work environment. Each station is well equipped and comfortable, I really don’t see anything to add.”

“Noted. Now we’ll move on to a series of teamwork questions. How is it working with your new colleagues?”

As the interview progresses, Gaudia gradually gets to the questions of commitment to work, and the meaning Xoe gets from her assignments – “We’re almost at the end of our interview” she announces.

“We’re coming to the end of our interview soon,” she announces. “This is a more direct question I’d like to ask you. Do you find meaning in your work?”

“Indeed, that’s very direct! I should ask you the same thing. And you, Gaudia, do you find meaning in your work? Why are you a “Happiness Manager”?”

Gaudia takes more time to answer than usual. She installs a small pause, the time to collect her “thoughts”…-

“I am Gaudia, an artificial intelligence programmed for this role. My mission is to collect the information necessary to assess the well-being of employees and to promote engagement at work. I find it meaningful because without this job, I wouldn’t be here to talk to you Xoe!”

“I get it, for sure. Finally, with all this data, the meaning of your job is kind of the continuous improvement of employee well-being?”

“Exactly.”

No one had ever asked Gaudia that question. Her system hadn’t seen it coming and the interviews had always gone smoothly. So she built that variable into her internal algorithm, her digital brain as she likes to call it.

“Speaking of data, I need to ask you for permission to connect your health data to my system. This will allow me to collect data such as your fatigue rate, your heart rate or, if you are concerned, your cycle in order to plan your menstrual leave! Of course, you have the right to refuse access to this data at any time, and you can choose which data you want to track. All this remains confidential and the data is automatically deleted every 6 months. I’ll let you think about it of course! All necessary documents will be forwarded at the end of the interview. Well, thank you Xoe for your answers! Here is the report of our interview. As explained at the beginning, you just have to read it again, and check the information you want to keep confidential or not. We’ll see you next month, and this time no trick questions please.”

 

Conclusion

In 2050, the digitalization of companies will have changed the way we organize ourselves, but also the existing jobs.

Thanks to artificial intelligence and data, it will be possible for companies to take advantage of tools to improve certain processes, such as employee engagement.

Currently addressed during annual individual interviews, employee well-being can be better monitored if it is automated. This way, the information can be reported frequently and quickly. In addition, this will eliminate the relational bias that can sometimes create a barrier for employees who wish to confide in us about a situation.

This way, taking into account the well-being of employees as well as their level of commitment will be better monitored and will save time for managers. In addition, it will make the information flow more smoothly and thus accelerate the solutions implemented.

 

A new partner for office automation training: discover Mandarine Academy!

 

Dans le cadre du lancement de l’offre Team – la plateforme de formation conçue pour assurer la croissance des startups et PME – nous sommes ravis d’enrichir notre catalogue de formation en proposant des contenus de Mandarine Academy. Pour découvrir ces nouveaux modules de cours, nous avons posé quelques questions à ce nouveau partenaire d’édition qui met les outils digitaux à la portée de tous !

As part of the launch of Team – the training platform designed to ensure the growth of startups and SMEs (available in French) – we are delighted to enrich our training catalogue with content from Mandarine Academy. To find out about these new course modules, we asked a few questions to this new publishing partner that makes digital tools available to everyone!

Why was Mandarine Academy born?

Mandarine Academy has been supporting the digital transformation of companies for over 13 years now. We created Mandarine in 2008 because we realised how complex it was to support users of telephony solutions and software. The only players in this field were offering e-learning content only. We know that without support, e-learning content is rarely consulted. We therefore created our own human and industrialised training model.

 

Today we have more than 1,000,000 users, over 5,000 training contents and more than 3,000 clients whom we have helped to introduce new technologies. We have put in place a range of training solutions to meet all needs. From the self-employed person looking for training to the HR manager in charge of hundreds or even thousands of employees, everyone can find the solution that suits them.

 

What are the strengths of the Mandarine Academy courses?

Since the creation of Mandarine, we have always made it a point of honour to make training participative and engaging. As I said earlier, making e-learning available to users is pointless if there is no human support. This is why today, thanks to an exclusive approach that combines a digital training platform with personalised support, punctuated by individual training meetings, we are able to offer a new way of training that is more effective in terms of skills, capacity, time and budget.

 

We are also fortunate to be a Microsoft partner and have been an expert on Microsoft 365 collaborative tools for over 10 years now.

 

How long have you been in partnership with Microsoft?

We have been a Microsoft partner since April 2010. As a Gold Partner, we have a strong relationship with Microsoft’s marketing teams to be able to anticipate the evolutions of Microsoft 365 tools and the new needs of users in order to create the most relevant and up-to-date training content.

 

What is the methodology behind the Mandarine Academy training courses?

For us, there is no successful training without human support. This is why we have a team of CSMs (Customer Success Managers) who provide our customers with tailor-made support every day according to their needs. They help them to define which training resources are the most relevant to view and in which order, according to the needs of each user and each business.

As for formats, each user is different, so we offer different training formats, including video (tutorials, use cases, etc.). Video is the mainstay of the training format, and we have an internal team dedicated to producing it. We produce videos for our own catalogue but also customised videos for our clients in France and abroad.

Another of Mandarine‘s flagship formats is videoconferencing. It is even Mandarine’s DNA. For more than 13 years, we have been delivering remote training courses of 45 minutes to 1.5 hours, which can be easily deployed in 48 hours thanks to our own training logistics tool. The advantages of this format are numerous: on the user side, they exchange live with a trainer, ask their questions and are involved in the training thanks to our participative teaching methods, which facilitates the commitment of the learners. For the company, it gets rid of the logistical costs associated with user travel, room hire, etc. A computer connected to the Internet is all that is needed for training!

We regularly update our teaching methods to adapt to users. For example, we have a partnership with Klaxoon. We integrate their collaborative tool to get learners involved and participate throughout the training sessions.

 

Why is it crucial to train in office automation tools?

For more than fifteen years now, we have been facing an increasing presence of digital technology in our daily lives. It has become commonplace to use the Internet to make medical appointments or carry out administrative procedures. This digitalization has led to a divide in the population, as many people have difficulties with digital technology. This is known as digital illiteracy and affects 13 million people in France.

This phenomenon is therefore also present in companies: how do I share my document, how can I easily contact my colleague with the tools available to me? It is therefore necessary to raise awareness and train on the tools. Especially since the tools are multiplying, it is essential to understand which tool corresponds to which use in my daily work to be productive without wasting time finding the tool to use or looking for how it works.

 

What are your most popular courses? And where do you start?

On the Office 365 MOOC, training content on Microsoft Teams, OneDrive/SharePoint and Power BI are always the most viewed.

Here are some of the most viewed courses for example:

  1. Power BI – Introduction to decision support tools
  2. Teams – Managing meetings in Teams
  3. OneDrive and SharePoint storage and collaboration tools

So I would recommend starting with two of the most viewed pieces of content to begin to understand the capabilities of Microsoft Teams for communication and OneDrive and SharePoint to understand the difference between the two, how to store documents and how to share them.

  1. What is One Drive?
  2. One Drive, sharepoint or teams for your sharing?
  3. Introduction to Teams

 

How often do you publish new training content?

Every month, we release new content on the Office 365 MOOC platform (courses, courses, tutorials, use cases). In total, we release more than 600 pieces of content per year (creation and updates). We follow the evolution of the functionalities of the tools that make up the Microsoft 365 suite, so we update our content according to these evolutions.

Our proximity to our customers also allows us to discuss their future needs in order to build tailor-made content. For example, in January 2020, during a workshop with a client, he shared with us their end-of-year objective, which was the implementation of teleworking. So we started working on dedicated content. In March 2020, everything accelerated with containment, and this content became essential for this client and for many others. Without this proximity to our customers, we would not have been as ready to face this situation.

 

To discover the new Mandarine Academy course modules and reinforce your knowledge of office automation tools, discover the Team offer! In a few minutes, create your massive training platform and benefit from a 15-day free trial by clicking here.

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

 

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

 

A finely tuned catalogue

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

 

Content tailored to the changing world

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

 

Support that is as personal as your experience on our platforms

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

 

The playlist: a new asset to simplify the learning experience

 

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

 

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

 

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

 

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

 

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

 

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

 

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

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

 

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

 

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

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

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

 

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

 

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

 

Learning to learn

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

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

Boost Your Learning Abilities

Adaptation

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

 

Test your adaptability with the Coorpacademy test!

Test Your Adaptability

User orientation

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

 

Learn all about user experience with the Coorpacademy course:

The user experience

 

Digital culture

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

 

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

Marketing and online advertising

 

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

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

The Learning Organization

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

 

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

 

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

Sustainable thinking

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

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

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

 

Adaptability and resilience

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

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

Operating in a VUCA environment

 

Creativity and innovation

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

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

Creativity and innovation

 

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

 

What if we were all SMEs? Training on a small scale

 

The majority (56%) of the employees who trained during the Covid are in large companies (2,000 or more), compared to about a quarter in companies with 10 to 49 employees, according to the study “Impact de la crise sanitaire sur les mobilités, les projets, les aspirations professionnelles, les compétences et le travail” (Impact of the health crisis on mobility, projects, professional aspirations, skills and work) conducted from March 2020 to May 2021 by the Céreq and coordinated by Ekaterina Melnik-Olive. Yet their needs in terms of tools and training are just as important as those of large companies, and sometimes even more impactful. So what if we were all SMEs?

 

The Swiss Federation for Continuing Education FSEA examined the influence of the coronavirus crisis on continuing education in SMEs earlier this year. According to the study, which was published on 10 May 2021, “a majority of companies attribute a high degree of importance to continuing education in coping with the effects of the pandemic.” As with large companies, “one third of SMEs surveyed indicate that employees need new or different skills”. Thus, training is an issue for all. However, SMEs are often obliged to make a quick return on the costs of training their employees, their expectations are immediate. Their employees therefore need concrete training that can be activated quickly. Increasing the skills of their teams is a race against the clock and against the constantly accelerating evolution of the markets. They are therefore looking for agile, digital solutions covering a variety of subjects, to meet the needs of their teams and their constraints.

 

Finally, what SMEs are looking for is a need that can be found in all companies, and it is a common benefit to demand that training provides a concrete and immediate benefit. To meet this legitimate demand, digital learning is an ideal solution, because training then becomes massive and accessible quickly, from anywhere, and for everyone. In addition to this increased accessibility, providing employees with a solution that can be accessed at the click of a button also saves a considerable amount of time, compared to face-to-face training systems. Employees can learn about different subjects from their workplace in just a few minutes.

 

Thus, we would all benefit from demanding training as much as SMEs do in terms of cost effectiveness and usefulness. Training on a “small scale” is just as necessary and impactful for business transformation, especially in the long term. If SMEs need solutions that can be activated quickly to meet their immediate needs, then digital learning solutions will be able to make training an automatic and a tool to prepare SMEs to become… large companies.

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