Tag: transformation

2050: The HR Odyssey – Episode 4

Somewhere in the world, on a date you really don’t need, we have located an advanced technology that allows us to get into 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 Aloïs…

 

“Stop! You just committed a cyber offense by trying to get into this building that is not accessible to you in Metaville. I’m going to have to issue you a ticket.”

 

In the middle of the Metaverse, Aloïs had just tried to enter the offices of a prestigious metacouture house, which only produces virtual clothes.

 

“I just wanted to drop off my resume… I didn’t think it was punishable by a fine… Is this new metaloi?”

 

“Indeed. Find out what the rules are in your country, but in France, the parliament has just voted to set up a metaverse police force. There are many offences that were not dealt with before. Assaults, thefts, and… intrusions! But listen… if you really want to drop off your resume, why don’t you send it by email?”

 

“Hahaha!” exclaimed Aloïs. “Okay Zoomer. How about a text while you’re at it!”

 

“You young people… I sometimes forget that you were born with the Metaverse! It’s been 25 years already… I didn’t understand much about it at the time, and here we are in the middle of a conversation with the only physical interaction being smileys above our avatars” replied the metasecurity officer. “Well, I’m not going to fine you, but I can’t give you access, so you’d better go to Cyber Job.”

 

Aloïs replied with a smiling smiley face, which was immediately displayed above his virtual avatar, and then set off.

While his parents, real Zoomers from generation Z, used to tell him about Pôle Emploi at the time, today one could access these organizations in the metaverse and find… meta work.

 

“Hello and welcome to Cyber Job. How can I help you?”

 

An artificial intelligence was facing Alois. A virtual menu appeared before his eyes, offering several options:

 

1 – Registration

2 – Make an appointment with your virtual consultant

3 – Other request

 

It wasn’t the first time for Aloïs, who already knew his Cyber Job advisor well. She was the one who had sent him to the doors of Virtual Clothing this morning and who had almost cost him a fine. Maybe the AI data should be updated following the new cyber law… With this thought, Aloïs chose option 2. His advisor was available and Alois would soon be back in the real world for lunch.

 

“Hello Aloïs! How’s that job search going?”

 

“Not very conclusive, I was stopped at the doors of the building by a virtual security guard. Results of the races, I return to the starting point. Don’t you have any new offers for me?”

 

“What a shame. I apologize for the inconvenience. I will update this new information in my system to improve my service. Let me look at the new open positions. I’ll ask you for a moment.”

 

A loading icon indicated that his advisor was looking for Aloïs’ new opportunity. A few minutes later, Aloïs saw a notification appear on the side of his virtual headset: *New document available in your Candidate Area*

 

“I have just sent you several job sheets adapted to your profile. All your information and documents are ready to be sent. If you wish to apply, simply press the button at the bottom of each job description. Don’t hesitate to come back to me if you need more information!”

 

Aloïs ended the meeting and opened the sent document.

 

NEW POSITIONS AVAILABLE!

 

Metaverse Team Manager

As a metaverse specialist, you are able to manage a team of avatars in complete autonomy. Your main role is to build and maintain a virtual link with a team of 15 people in the world, within the virtual space of a global organization, directly from the metaverse. For more information, click here.

 

Metaverse Tourist Guide

Museums, cinema, architecture, there are so many beautiful things to discover in your Metaville! If you have a meta-digital dexterity and you want to accompany the new avatars in their discovery of the virtual world, apply here.

 

Metaverse Event Manager

Concerts, weddings, exhibitions, galas, corporate events… Are you a virtual event specialist? We need your skills to organize large-scale meta-events that make the eyes of the participants shine in their virtual helmet! If you recognize yourself in this ad, we invite you to click here.

 

Virtual avatar stylist

Virtual fashion has no secrets for you. You are aware of the latest NFT releases and virtual collections, you have a sense of aesthetics and a good address book? Become a virtual avatar stylist and help avatars navigate through virtual fashion. Ready to revolutionize meta-style? Click here to apply.

 

This last offer caught Aloïs’ attention. Maybe finally, his skills in 3D realization and his knowledge in virtual fashion will give him access to the building that was not open to him earlier…

 

Conclusion

In 2050, the job market will be reinvented. Changed by the emergence of the metaverse and new technologies, new professions will develop to manage this new “life” space. At the end of 2021, the American gaming expert Jon Radoff proposed four major families of jobs related to the metaverse and web 3.0. On this basis, Jérémy Lamri, CEO of Tomorrow Theory, has pushed the exercise even further by drawing up a list of 40 professions, which inspired this article.

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.

 

Eco-anxiety: how the climate crisis can already impact your business

 

In 2020, environmental degradation is said to have become the fourth most important concern of the French. Today more than ever, this feeling of concern is intensifying, stemming from the current environmental, political and social upheavals. While it is now impossible to ignore the climate crisis, it is no less legitimate to feel anxiety about the degradation of our environment, which is constantly threatened by human activity. 

The IPCC recently published its synthesis of over 34,000 scientific papers on climate change. This sixth report, published on 1 March 2022, addresses the effects of climate change on human societies and ecosystems. It reveals that around one billion people will be threatened by coastal climate hazards in the medium term, under all scenarios. This report is the latest warning of a “dire” future, the beginnings of which are already impacting your business, starting with the heart of your business: People.

  

Eco-anxiety: a concerned mind in a VUCA world

Eco-anxiety is a concept that has not yet been defined in France. Indeed, there is no consensus, especially from a medical point of view, on what this term initially appeared abroad covers. According to the existing definitions, eco-anxiety always combines two characteristics: a feeling of concern, worry, anxiety and anguish felt by certain individuals and which is provoked by current upheavals or by threats to the environment, linked in particular to climate change.

 

According to an online survey by Charline Schmerber, a psychotherapy practitioner, of 1,200 people (not representative of the French population as a whole), 90% of respondents say that environmental degradation creates a feeling of anxiety in them. This anxiety is not only related to the environment or climate change. It is an anxiety described as “systemic”, also linked to wars, violence, economic or health risks and therefore the risk of a “collapse” of society as we know it. The survey also reveals that 80% of respondents feel that environmental problems have reduced their confidence in the future. 

 

Climate change may not yet have a direct and visible impact on your company, but it does have a direct impact on the people who make it happen. If employees suffer from a sense of anxiety and concern about the world, they can quickly lose their motivation and commitment to their work. Many will want to question their place in society and the meaning of their job, and if managers do not quickly become aware of these issues and support them, the employees concerned can quickly become disengaged on a daily basis.

 

 

In search of lost meaning

According to an IFOP survey for Philonomist, 82% of French employees believe that the company is responsible for their happiness. However, 49% say they are sometimes led to act against their values and 37% would be willing to earn less in exchange for meaningful work. The expectations of French employees are evolving and thus, taking into account the values and the impact of a company on society is now a crucial factor of commitment. Today’s workforce makes it a point to be accountable for the impact of their actions. Employees want to be able to discuss the purpose of their actions, not just execute them.

 

A study conducted by the OpinionWay polling institute on behalf of Factorial also shows that the relationship between the French working population and work is being profoundly questioned. Thus, 33% of French people said they had lost all meaning in their professional activity since the beginning of the crisis. Many of them consider that work is not a source of pleasure or interest, but rather that it is above all a food necessity (68%) and that if it were financially possible, they would stop working altogether (62%).

 

Thus, it is crucial for companies to take into account these new expectations and to transform themselves to meet the aspirations of their employees. The company and the people within it are interdependent and cannot exist without each other. If employees do not find this lost meaning, then disengagement will increase and companies will have no choice but to reinvent themselves. Why wait for this point of no return, when it is possible to initiate change today?

  

Shuffle or lose the game

As mentioned in the introduction to this article, the sixth IPCC report is alarming. Indeed, according to the experts, there is still a chance to improve the situation, which is getting smaller every year. Carbon neutrality should be achieved and action taken immediately.  

 

Companies therefore have all the cards in their hands to initiate – or accelerate – their ecological transition, and they have every reason to do so. Both to preserve the environment and to ensure their sustainability. Indeed, companies will not be able to survive in the world described by the IPCC report if efforts are not made. If they don’t do it for themselves, they will at least have to do it to ensure the productivity of their teams, to preserve their talents and to engage their employees. With training, we want to change the rules of the game, to sustainably transform the company and thus play longer.

 

 

In conclusion, the process of raising awareness about the state of the planet is underway. However, this process must be encouraged and initiated by companies. To transform the company, large-scale training is essential. It allows for massive training of employees on the crucial subjects of sustainable development, and to raise awareness of the consequences that our human activities can have on ecosystems. Learning is first and foremost understanding, which allows us to act. 

To go further, discover Coorpecology, the online training platform dedicated to sustainable transformation👉 https://www.coorpacademy.com/formation-en-ligne/coorpecology/ 

 

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!

 

The HR themes of the recovery: what are the skills to develop to go back to work serenely?

 

September is the end of the vacations and the return to the office, but it is also the time to start all over again, the beginning of a new chapter. This new school year is particular, it follows a long period where individuals and companies had to adapt in record time. In a world in upheaval, what are the key HR issues of 2021? What skills are already essential to meet the challenges of the new year?  Let’s discover the chapter that is being written.

 

Transforming to last

The list of skills you can develop by accessing the more than 1,800 courses available in our premium content catalog covers all those deemed indispensable by the World Economic Forum for 2025.

This year, the most sought-after topics on our platforms reflect the upheavals that companies and their organizations are facing. The key competencies to support managerial, digital, cultural and organizational transformations are widely represented in the catalog, as shown by the top 5 competencies covered in terms of number of courses offered.

Continuous learning to evolve in a changing world 

Learning allows you to progress and evolve, and in a context as changing as the one we know today, it is a key to ensuring the relevance of the skills you will develop to face the challenges that the future holds.

So which courses make you want to learn the most? Let’s find out in the top 5 most played courses of 2021:

  1. The course “Communicate effectively to collaborate better” co-edited with Dunod Formation, which gains 2 places compared to the 2020 ranking.
  2. The Coorpacademy course “Big Data”, which loses 1 place compared to the 2020 ranking, but which remains a must!
  3. The course “Adopt an agile culture” published by Coorpacademy, which enters the Top 5 by gaining 4 places compared to the 2020 ranking.
  4. The course “Solving complex problems with the 4S method” co-edited with Bernard Garrette and Olivier Sibony, which also makes a triumphant entry in this Top 5 2021, gaining 10 places compared to the 2020 ranking.
  5. The course “1 hour to stop stressing and stay zen” co-edited by Dunod Formation, which remains in the Top 5 despite losing one place compared to the 2020 ranking

Key skills for the future 

Training plays a crucial role in ensuring that your employees develop their skills and adapt to the new expectations of the job market.

In view of the top 5 skills consumed in the 2nd quarter of 2021, our learners are already ready to serenely apprehend the uncertainties of tomorrow’s world:

Topics that are on the rise

The skills found in the top 5 skills consumed in 2021 do not vary so much from those whose consumption is growing fastest in Q2 2021. The need to meet new employee expectations and adapt to new ways of working is only intensifying. Not surprisingly, digital literacy skills are on the rise, as the digital transformation of companies is never done. 

The start of the HR season will not take place without the transformation of companies, and consequently, not without an increase in the skills of all employees. To accompany them in the changes that are already concrete, soft skills will be essential.

Thus, to apprehend the start of the 2021 school year, we recommend:

  • To know and understand the technological evolutions that are taking place more and more rapidly;
  • Develop your ability to identify, understand and react appropriately to the emotions of others in order to promote team cohesion;
  • Demonstrate flexibility and agility to respond effectively to current and future developments
  • Successfully leverage relevant company data to create value
  • Manage your teams in the best conditions, including remotely, while making good use of diversity
  • To learn continuously on Coorpacademy, to increase your skills while having fun!

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

 

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

 

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

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

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

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

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

 

The ecological crisis: a risk for companies

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

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

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

 

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

And internal consequences

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

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

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

 

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

Organizational change: a collaborative approach

 

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

 

The pillars of change

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

 

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

 

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

 

The HR function at the heart of the transformation

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

 

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

 

Management that guides the transition

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

3 essential skills to transform your organization

 

Manage your team and encourage collaboration

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

The keys to emancipatory management

 

The ability to adapt

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

Operating in a VUCA environment

 

Shift into leadership mode to engage teams

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

The Fundamentals of Leadership

 

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

 

We truly engage learners in their training

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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.

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