Author: Rédaction Blog

Clue, the pedagogical investigation is back!!!

Last year, we launched a learning experience based on the key elements of the mythical board game developed by Hasbro®: Clue. The learner, in the shoes of Colonel Mustard, had to solve the murder of Mr. Boddy in the Skill Island mansion, relying on a specific set of skills: cognitive bias and the art of argumentation.

 

To solve this crime, learners had to discover as many clues as possible by exploring the mansion and questioning the five suspects… who could mislead Colonel Mustard, knowingly or not! The learner’s critical thinking skills are therefore essential to unravel the truth from the false in this immersive learning experience. This skill, identified as indispensable by 2025 by the World Economic Forum, allows the learner to learn how to build rigorous reasoning in order to reach an objective, or to analyze facts in order to formulate a judgment.

 

The result? This educational innovation has been a great success. Indeed, with more than 12,000 starts, Clue: Murder on Skill Island is in the top 5 of our most consulted courses*.

 

But did the mansion really reveal all its secrets?

 

On July 26, 2022, (re)discover the educational survey that makes learners heroes of their training. On the agenda: more mystery, more secrets and more learning! 

 

(Re)immerse yourself in the skin of Colonel Mustard and return to Skill Island to lead the investigation to find the culprit of Mr. Boddy’s murder and solve the new riddles that the mansion has in store for you… filled with new secret passages and clues to be found!

 

If you haven’t yet discovered this pedagogical innovation that won an award in the “Corporate Training” category at the French Award Ceremony “Les Cas d’Or de l’Edtech” in 2021, it’s time to start investigating… or re-discover it with this new 2022 version.

 

*Based on the ranking of courses played over the period from October 2021 (Clue launch month) to June 2022. 

 

CLUEDO and HASBRO and all related trademarks and logos are trademarks of Hasbro, Inc. ©2022 Hasbro. All Rights Reserved. Licensed by Hasbro.

 

Digital Learning Club – Learn more about the Go1 catalog

 

This month we held our Digital Learning Club, a moment of exchange where our customers are invited in our offices to discover what is waiting for them for the next semester – roadmap and new features to come – and especially to share their experiences between peers!

During this first edition of the year, we wanted to highlight our customers and their successes in training, but also to come back to the acquisition of Coorpacademy by Go1, and the opportunities this offers to our customer platforms.

Indeed, following the acquisition of Coorpacademy by the Australian unicorn Go1, one of the largest training content platforms in the world for companies, we wanted to clarify what this would mean for our customers.

1 – Same Roadmap, more resources

An important point we talked about during the Digital Learning Club was maintaining the existing roadmap. Our customers are eager to discover the evolutions of the platform and it was crucial for us to continue to innovate while keeping the DNA of Coorpacademy. Go1’s experience and resources allow us to continue and even accelerate the development, especially in terms of pedagogical and product innovation.

 

2 – More content, more skills developed 

With this acquisition, the Go1 library which gathers more than 100 000 training contents, becomes directly accessible on the Coorpacademy platforms.

In addition to the 1900 courses already available in the Coorpacademy catalog, our customers will be able to access Pluralsight, Skillsoft and even Coursera in the near future. The Go1 catalog integrates more than 200 e-learning content providers, with themes, languages or formats that are very complementary to what we already offer.

The value proposition, which meets a very strong need of companies, is to have a unique access for all the online training content providers.

Are you already a Coorpacademy customer? You can have access to Go1’s contents! Just talk to your Customer Success Manager to find out more, or contact our Sales team: [email protected]

 

3 – More coverage and accessibility

Thanks to Go1’s acquisition of Coorpacademy, the learning experience becomes even more fluid! Go1 guarantees quick and easy integration into any technological environment (API, LMS, etc.), thanks to partnerships and a unique format for all types of content.

 

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.

 

5 good CSR practices to remember

 

According to an IFOP study published in 2021, 84% of respondents believe that sustainable development should be a mandatory course in all vocational and higher education programs. 

Today, Corporate Social Responsibility (CSR) is a strategic issue for companies. It is a crucial ingredient in the recipe of a company that is committed and concerned about its environmental, social, and economic impact, yet it is often relegated to the background. In this article, we propose an action plan in 5 key points to effectively engage your employees in an environmental approach!

 

Make your employees aware of environmental issues 

The environmental issue is nowadays at the heart of people’s concerns. Your employees are therefore more and more sensitive to these issues.  Nevertheless, the issue of climate change is not new, and if it is so difficult to change things, it is mainly because the work is dizzying: we can quickly feel overwhelmed. Thus, one of the keys to implementing an effective CSR strategy is above all to make employees aware of the complex challenges of the environmental issue. How can we do this? One way that has recently emerged and is gaining momentum is through the “Fresque du Climat”. “To act on climate change, we must first understand it”. Here is the conviction that the French association created in 2018 displays. It then proposes a cooperative and playful workshop that aims to raise public awareness of climate change. Being able to be carried out on-site or remotely, the “Fresque du Climat” is based on a game of cards proposing causes and consequences, and whose players must connect them. This allows everyone to link the causes and consequences of climate change and thus, to better understand the extent of the problem.

 

Develop the skills of the teams on the solutions to be implemented

Once they are aware of and ready to fight climate change, it is necessary to deepen the knowledge of employees, particularly in the search for solutions. Thus, increasing the competence of employees on environmental issues is crucial to implement short-term solutions and to already outline the long term. This can take several forms. First of all, you can extend the awareness phase with brainstorming and situation workshops to find solutions. This allows you to apply the knowledge learned and to identify the processes to be transformed. Moreover, each industry, each department, must find adapted solutions, and this can only be done through the first concerned: employees. Finally, to ensure that your commitment to the environment is not confined to a single day, it is important to guarantee continuous training on these subjects, which are evolving at lightning speed. This is why we also recommend integrating an online training solution that will allow you to train your employees on these issues daily. If digital learning is an indispensable tool to train all employees massively and quickly, it is also more engaging and fun, thus promoting employee interest in training.

 

Define a group of committed employees to promote the company’s CSR culture and involve all employees

To imagine a different way of doing things and transform the company, it is necessary to spread the CSR culture within the company, at the heart of each business. The multiplicity of actions to be taken is such that all employees must be involved in this approach. Thus, stakeholder management is essential to the success of this mission. On a more global level, we note that networks of companies committed to the social and ecological transformation of the economy are increasingly being formed. These initiatives, such as the Impact France network that recently participated in Cop26 or the Makesense organization that creates tools and programs for collective mobilization to take action and build an inclusive and sustainable society, give everyone the power to act. Thus, within the company, it is also useful to create groups of employees who wish to commit themselves to the ecological transition of their company. As pillars of the CSR strategy, they will help to mobilize teams around common objectives to instigate change and develop a collective dynamic.

 

Make the CSR strategy an integral part of the company’s overall strategy

An effective CSR strategy can only work if it is a long-term commitment for the entire company. Whereas in the past, a foundation or a donation could be enough to show their credentials, it is now essential for companies to adapt to new legislation such as the low-carbon objective proposed by the Paris Agreements. Therefore, it is essential to think of CSR strategy as an inseparable element of the global strategy. This is necessary so that the company can adapt upstream and take up the major challenges of tomorrow, instead of reacting on the fly (literally and figuratively), once it is too late. The idea is to banish greenwashing and accelerate a profound transformation of corporate activities. From then on, the CSR strategy must be supported and promoted by the whole company, starting with the top management. In concrete terms, the entire company must be involved because every decision and every action plan must be thought through by including CSR objectives and by establishing measures on the resulting impacts.

 

Objective: BCORP certification

The “B Corp” label is a certification granted by the independent NGO B-Lab. This label is awarded to companies that set extra-financial social or environmental objectives and that meet demanding criteria in terms of responsibility and transparency. To obtain this certification, 200 questions must be answered in five areas: governance, employees, communities, the environment, and customers. If you exceed 80 points, you can apply for certification. Why is this important? The “B Corp” label is an international movement that already brings together more than 4,000 companies of all sizes and sectors in 74 countries, including more than 145 in France. It is a sign of a committed company that wants to make a difference.

 

Want to go further? Discover our article on the skills you need to acquire to reinvent yourself!

Want to go further? Discover our article on the skills you need to acquire to reinvent yourself!

Protecting biodiversity: an asset for companies

CSR, Stakeholders and Jobs: Everyone’s Business

Sustainable transformation in 20 questions

 

Save the date ! We invite our clients to the Digital Learning Club 2022

🗓 We invite our clients to our first Digital Learning Club of the year 2022! 

Like every year, our clients are invited to our offices – in France and Switzerland – to share a friendly moment. It is an opportunity to meet your peers, to exchange on the good practices of Corporate Digital Learning, and to discover the novelties to come at Coorpacademy.

During this first edition of 2022, come and discover all that awaits you for the next semester -roadmap and new features to come – and do not miss the experience sharing of one of our customers and without forgetting, a delicious buffet… So, we are waiting for you!

The benefits of the Yogist® – Well at Work method in companies: interview with Anne-Charlotte Vuccino

 

🧠 “Our bodies and brains are still, until proven otherwise, our primary working tools”

💻  As hybrid work intensifies, our jobs have become increasingly sedentary. Thus, quality of life at work has become a real priority, both for team performance but also for attracting and retaining talent!

🎬 Discover the interview of Anne-Charlotte Vuccino, CEO of YOGIST® – Well At Work, who shares her feedback on the benefits of the Yogist method in companies and explains her perception of the evolution of QLW.

 

 

Too stressed, too sedentary, times are hard… How can we alleviate and prevent the ills of the office and of working at a distance?

Anne-Charlotte Vuccino: Since the lockdowns with compulsory remote working, and then with the switch to hybrid working, we have become even more sedentary. Sitting in front of our screens all day, not moving enough and not taking a break, neither mental nor physical.

Today, the Yogist method in companies, whether in the office or at home
or at home, it teaches workers how to work or remote work without damaging themselves, by moving, breathing, and oxygenating their bodies and brains, which are, until proven otherwise, still their primary tools for work.

Relaxing is not so easy… How do you teach it to as many employees as possible?

Anne-Charlotte Vuccino: Clearly, digital technology allows us to reach many more people today than if we had taught these exercises and methods in an office. It obviously allows us to increase the effect and benefits of these lessons tenfold, and above all to provide employees with content and techniques that are immediately accessible when they need them, whether they are at home or in the office. And that obviously changes the game.

Quality of Life at Work: a basic trend or the icing on the cake?
Anne-Charlotte Vuccino: Since the Covid crisis, health prevention in companies has become central. We had to protect employees against this disease, but what I have seen is that the quality of life at work has also become a major issue. It is no longer just an accessory, a cherry on top when everything is going well. It has become a priority at the top of the pile of concerns, because it is really a lever for attracting and retaining talent. And of course, when you are well in your body, in your head, when you don’t have musculoskeletal problems, hyper-connection or stress, you obviously work better. So this must become even more of a performance issue for the employee and for the company.
Your best trick for recharging your batteries instantly?
Anne-Charlotte Vuccino: When I’m dealing with too many things at the same time, when I have a lot of windows open on my internal computer, I take a break. A physical break or a mental break. Oxygenating the brain also means allowing it to go back into battle with clearer ideas. And for that, we have a very simple exercise at Yogist, called the countdown. We use numbers to breathe from twenty-five to zero, one inhalation and one exhalation per number, closing our eyes and concentrating only on that number. If you lose the count, it means you’ve been thinking about something else, so you start again from twenty-five and at the end of the twenty-five breaths, I assure you that you will be much calmer with much clearer ideas, with your energies and batteries completely recharged.

2050: The HR Odyssey – Episode 2

 

Somewhere in the world, on a date you still don’t know about, 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 Helix…

“The verdict came down on Tuesday evening. A major French industrial company has just been found guilty of climate inaction due to the use of coal in its production. As a reminder, since 28 January 2037, all energy and heat production, including industrial, must no longer use coal. Indeed, for the past 15 years, fewer and fewer French people have been heating with coal. Thus, all industrial companies had to stop using coal before 2035. Following the law of 2037, companies that have not organised this transition will have to meet the penalties provided for. In total, the company will have to pay…”

Helix turned off his virtual reality headset where he was watching the day’s news. It was 7pm and his daily time was up. Beyond that, his consumption would have violated the law on digital sobriety. Helix thought about the coal story. As an environmental officer in a large financial company, he had had to fight in the 2030s to have the climate and biodiversity impacts of the projects he financed recognised in a broad and uniform manner. Indeed, at that time, when his position had just been created, he had initiated a large-scale awareness and information programme on this subject, to accelerate the ecological transition of his company. The project was a great success thanks to his organisation. He started the project with small communities within the company, and eventually reached the whole group, up to the crucial decision-makers who had to be convinced.

 

In retrospect, his company had almost gone under if he had not started this transformation project, and he even regretted for a long time not to have started this project earlier. Fortunately, his action had been successful. It had taken time, a lot of persuasion, and investing – perhaps losing – money, but it had been worth it.

 

For today, all private and public actors systematically take into account climate-related risks (anticipation of the effects of climate change, loss of value of an asset after its purchase due to climate policies such as fossil fuel assets) and associated opportunities (investments becoming profitable due to climate policies such as carbon prices).

 

Historically, the financial sector invested heavily in sectors that were based on fossil fuels and therefore harmful to the environment. In short, it had to fight to reinvest in more climate-friendly activities. Also, a major campaign to raise awareness of the financial risks of climate change had succeeded in swaying the still reluctant investors. These climate-related financial risks were multiple. First of all, there were physical risks, which could take the form of the destruction of asset stocks as a result of extreme weather events favoured by global warming. The year 2021 is a case in point: giant forest fires, floods, devastating cyclones, etc. These events have an impact on populations, economies and investment income. But these risks also impact many sectors and thus deteriorate income flows: weaker harvests due to heat waves, tourism revenues drying up if there is no more snow in ski resorts etc.

 

At least, if it had taken a long time, it was still possible. There were still stragglers, but now they were the ones being singled out. At the time, this was not the norm. In fact, he himself had pushed the project following a meeting with his banker one day in November 2029, who had recommended new responsible investment products.

 

“Remember when I started the Green or Nothing project?” he said to his companion who was preparing the meal. “It was a very important moment in my career. I look back on it and think that the investment was huge, but it was so beneficial. If we hadn’t anticipated market developments and regulations, we would have had to change in a hurry and in the end it would have cost us more. Maybe even the future of the company.

 

“Yes, it’s true. In fact, it’s like when you go on holiday and I forget to pack for the weather. We end up going to all the thrift shops in town to find suitable clothes on the spot. It costs us more money and maybe even the sustainability of our marriage!”

 

“You’re stupid,” replied Helix, laughing. He went back into his thoughts. Tomorrow was an important day for him. It would be the 7th of November 2050, and COP 56 would be held. He was going to take part in it with a collective of employees, managers, ecological referents and biodiversity advocates to participate in the issues surrounding the ecological transition. These collectives, which appeared as early as COP26 in 2021 and consisted of about thirty people, are now indispensable and represent thousands of employees around the world. 

Back then, the credo was “It only takes 10% of the employees to change the whole company”, today we are very proud to be able to say “it is thanks to 10% of the companies that the world changes”.

 

Conclusion

By 2050, companies will have been turned upside down by the ecological transition. As a result of the consequences of climate change, they will have had no choice but to comply with new regulations, particularly in the most influential sectors. Carbon neutrality has been achieved for the majority of companies.

New jobs will have been created to meet these new requirements, such as the role of an ecological referent, who would ensure that climate and biodiversity impacts are taken into account in each project.

Finally, the consideration of environmental issues will no longer be isolated or carried by a few individuals. As a global priority, gathering around solutions to preserve the environment and fight climate change will be at the heart of the debate and will invite as many people as possible to participate. Non-governmental organisations, public institutions, the private sector and civil society are finding pragmatic ways of cooperating to find global solutions.

The battle between colleagues or how to learn as a team

It is Friday afternoon, and like every week, you log on to your e-learning platform. You notice a notification:

Since your company has implemented a digital learning solution to train on soft skills, you and your friends in the open space have taken to challenging each other on different courses. Indeed, this platform allows users a gamified learning experience, where answering correctly makes learners win lives and users can send each other battles to test themselves on different topics! This platform has really motivated you to learn on a regular basis, and you find it  more entertaining to test your knowledge on a subject by interacting with your peers, especially as it helps you concentrate on retaining the course content. In fact, there have been several occasions when you’ve talked about it together during coffee breaks, talking about information you’ve learned in the course or comparing your results. Since you started on the platform, you have reached the Coach level on most of the courses, so you can help your peers on certain topics.

 

You decide to click on the notification to start the battle. You have reviewed some of the information in the course beforehand, by doing a 5 minute microlearning on each chapter of the course. Now that the battle is on, it’s up to you to win!

6/6. You win the battle by the skin of your teeth. Louis also had 6 correct answers but you were quicker to answer the questions! Luckily you had revised, which surely ensured your victory. You hurriedly ask your colleague for a coffee break to debrief.

 

“So Louis, what did you think of this course?”

“Haha well frankly, I would know from now on that whenever I use a network connection that is not my company network, I would have no control over what is connected to my device. I used to use Wifi on the train for example, but it’s better to avoid using public Wifi apparently.”

“Yeah, it’s true that when you’re on the move you can forget these basic rules and be more flexible! You should talk to the IT department, they could install a VPN software that will allow you to connect from an external network!”

“You’re right! You’ve really done your homework…”

“You should also start studying because next week, a Massive Battle is being organised on the platform!”

 

You return to your desk and before going back to work, you decide to send another battle to another colleague, in order to prepare yourself for the Massive Battle next week.

 

What do researchers think?

A recent study by researchers at the University of Washington found that active learning, based on collaboration and interaction, had a positive effect on students’ academic performance.

Thus, the study found that the absence of active learning can actually harm a student’s chances of academic success. For example, as a result of the experiment, it was shown that students in traditional lecture-based education were 1.5 times more likely to fail than those in courses with active learning.

 

What to remember

Collaborative learning in business is a form of learning that links the ability to learn with and from others. To foster collaborative learning, it is important to allow exchanges and sharing between peers, in order to spread knowledge. Collaborative learning is not only team building, it is also more efficient. It allows employees to learn continuously, through their daily exchanges and feedback.

 

How does this work at Coorpacademy by Go1?

At Coorpacademy, to encourage collaborative learning, we encourage learners to challenge each other and test their new skills in a very interactive and fun way. That of the battles. This element of play on the platform in duel question mode allows each learner to challenge the person of their choice on the course of their choice! The learner who answers the most questions correctly – or the fastest in case of a tie – wins the Battle, 5 bonus points, and a better knowledge of the course.

As part of our platform animation programme and to encourage learner engagement on the platform, the battle can also become massive! In the Massive Battle, all or some of the learners on the platform participate and they are all challenged by one of them. This feature allows HR and training teams to animate the training platform to keep learners engaged!

2050: The HR Odyssey

 

Somewhere in the world, at a certain date you don’t need to know, we have located advanced technology that allows us to get inside the daily lives of employees. This fantastic journey through the experiences of different collaborators will take you to the edge of the Future of Work and allow you to gain insight into the challenges of business transformation. Today in our odyssey, discover the daily life of Xoe…

 

“Hello Xoe, welcome to Coorpacademy! I am Onboard, your virtual assistant who will accompany you during your onboarding for the position of Junior Customer Success Manager. I see from your employee profile that you have never visited our physical premises before. I hope you will soon, but first let me guide you through our meta-offices!”

 

A loading icon appears on my left. I readjust my helmet.

Once properly positioned, Onboard’s voice resumes:

 

“The meta-desk is a virtual workspace where the whole team can meet, even from a distance. As you can see, the 3D reconstruction of our premises allows you to discover your workspace as if you were there! If you would like a guided tour, click on…”

 

I decide to turn off the tutorial mode. I’m pretty well used to virtual reality, I even remember taking my University exams remotely during the heat wave of 2042. I move around the virtual offices and discover bright and very ergonomic premises, with a fully equipped kitchen, from the permaculture worktop to the compost bin integrated into the cooker! In the open-space, the work spaces are both shared, but there are also small cubicles that allow everyone to isolate themselves if necessary, which I like because, being a bit anxious at times, I like to be able to be alone in a quiet place.

 

A new notification appears.

“To reserve your workstation in advance, remember to download the “Coorpers Portal” application, which will enable you to carry out all your procedures relating to your workplace, contract and other administrative requests. I notice that the workspaces are not assigned, and that there are lockers connected to store everyone’s personal belongings. I understand that the Coorpers Portal application will allow me to book an office or a meeting room, to rent a connected locker for free or to make absence requests.

 

As I finish the visit, Onboard’s voice says: “How did your first steps in our offices go?”, a screen appears asking me to rate my visit between 1 and 5 and as I fill in my score, the surprisingly human voice of this artificial intelligence tells me: “For your information, all the data collected through the questions asked are anonymised and allow us to continuously improve the employee experience! To continue your onboarding, why don’t you meet the teams?”

 

I confirm and am propelled into a colourful and welcoming meeting room where the video testimonials of several employees are displayed on my screen. I can scroll through the videos and choose to start one. This is how I find out about each person’s role. At the end of each story, Onboard asks me if I have any questions, and if so, sends a message directly to the person concerned to arrange a meeting to discuss my questions further.

 

“It’s time for you to meet your manager! A video call is scheduled for 10 minutes with Clément M., Senior Customer Success Manager”, says Onboard, which I decide to mute in the settings of my virtual headset. I prefer subtitles, and it’s quite fun to be able to change the language in which Onboard speaks to me. Indeed, I have the possibility to modify the parameters to inform the language in which Onboard is configured. This could allow me to revise my French!

 

The interview with Clément went very well. After introducing me to the team and the tasks of the job, he moves on to a more personal part of the interview. I can tell him that the pronoun I use is the pronoun she, that I am anxious by nature and that in my job I get great satisfaction from having a real impact on society.

 

“Great, so you’ve got a rather Impact-oriented mode of reporting at work. I will send you a notification to fill in your personal information in Coorpers Portal, your pronoun used, your passions, your work aspirations, etc. The artificial intelligence of this application allows us to identify the projects that correspond to you and also the best way to communicate with each collaborator!

 

Speaking of apps, we also have a version for our customer accounts. As a central tool for our team, the Coorp & You application allows us to centralise data on our relationship with our clients, to get to know them better as individuals, but also as a company. They fill in their issues, priority levels, upcoming projects, areas for improvement, etc. This tool is very complete, you will have to learn how to use it, because it will allow you to know your client by heart, to better accompany them. I’ve already told Onboard to download these applications so that you can take a look at them today to familiarise yourself and note down if you have any questions!”

 

Once the interview is over, I watch the progress of the Coorp & Vous application loading on the virtual headset. I reflect on this onboarding and think of my parents, who used to talk about how they had seen companies transform. This world of tomorrow, as they called it, they participated in its construction and today, it is the world in which I will have to prove myself.

 

Conclusion

In 2050, the digitalisation of companies will have changed the way we are organised at all levels.

As a tool to facilitate and automate certain processes, digital technology will be able to replace the mentor during onboarding and save time for managers

The workspace will also be rethought to create a healthy, environmentally friendly and flexible environment: offices will no longer be assigned to an employee but will be workspaces that employees can reserve for the day, the kitchen will be equipped to allow employees to find the same comfort as at home, and the company will be able to rethink its workspaces by involving issues of biodiversity and environmental friendliness.

Finally, intergenerational relations and issues of taking into account the personality of employees will be paramount. In addition, the data that managers will be able to collect thanks to the digitalisation of processes will enable them to get to know each employee better, to individualise their management style and thus engage their employees.

Go1 Acquires Coorpacademy to Diversify Content Available to Learners and Expand European Reach and Resources

 

Go1 Acquires Coorpacademy to Diversify Content Available to Learners and Expand European Reach and Resources

 

Leading corporate learning platform continues momentum as a globally scaled company through the acquisition of European e-learning platform, Coorpacademy.

 

SAN FRANCISCO, April 12, 2022 — Go1, one of the world’s largest corporate education content hubs, announced today the acquisition of Coorpacademy, an innovative e-learning platform and content library with a multinational customer base. With offices in France and Switzerland, Coorpacademy will support Go1’s growth plans for Europe, a notable region expanding its large corporate learning market, and its already vast offerings of digital learning and education resources.

 

This latest acquisition presents a big opportunity for Go1 and moves the needle closer to its goal of reaching one billion learners globally. It also highlights the company’s commitment to continuing its momentum of steady growth following its $200M Series D funding round in July 2021. As Go1 continues to scale globally as a leader in the corporate education space, the company plans to focus its expansion in the US and Europe but looks forward to the opportunities of reaching and impacting new regions in the future.

 

“Go1’s core purpose is to help organizations and learners access great content from thousands of content providers. The combination with Coorpacademy brings an exciting set of new content partners into the mix, and ultimately helps us reach more skills and areas of interest for our customers,” said Andrew Barnes, CEO and co-founder of Go1. “Coorpacademy is already well established in France and Switzerland, and we are excited about this geographic expansion.”

 

This integration will focus on augmenting existing products and content libraries to ensure that a variety of users have content that fits the needs of their customers. With nearly one million users already utilizing Coorpacademy’s current offering, its integration into Go1 will accelerate professional growth and development, and support Go1’s mission to the dedication of lifelong learning. Additionally, this acquisition will enhance Go1’s existing roots in Europe and extend the e-learning content library in the region to support the growing demand for quality content.

 

“Go1’s unique approach to learning and development through curated playlists makes this company and leadership team an ideal partner for Coorpacademy,” said Jean-Marc Tassetto, Coorpacademy’s Co-Founder and CEO. “Not only is this a great opportunity for our two companies to come together to make corporate education accessible to millions of learners, but it adds value for existing customers that are prioritizing and expanding their learning and development resources. We are looking forward to building the future of L&D with Go1.” 

 

Coorpacademy’s co-founders Arnauld Mitre, Frederick Benichou and Jean-Marc Tassetto will be joining the Go1 leadership team to continue to support company growth and oversee the day-to-day operations for Coorpacademy.

 

For more information on Go1 and Coorpacademy visit www.Go1.com and www.coorpacademy.com.

 

About Go1:

Go1 makes it easy for organizations to learn, with the world’s most comprehensive online library of learning resources. Go1 pulls the world’s top online learning providers into one place, delivering all the learning an organization needs in a single solution. With over 3.5 million learners – and growing – Go1 is a world leader in online learning.Go1.com has raised over US$280M in total funding from investors including AirTree Ventures, Blue Cloud Ventures, Larsen Ventures, Madrona Venture Group, M12, Our Innovation Fund, Oxford University, Salesforce Ventures, SEEK, SoftBank Vision Fund 2, TEN13, and Y Combinator. To learn more, visit www.go1.com. 

 

About Coorpacademy

Coorpacademy is a European leading Edtech startup in Digital Learning. Our mission is revolutionising online corporate training with a platform and a Smart Content Library that integrates the latest innovations in instructional design, including gamification, microlearning, adaptive and social learning.  We promise a more fun, flexible and collaborative learning experience, focused on the learner. 


Based in Paris and in Lausanne at the Swiss EdTech Collider of the Swiss Federal Institute of Technology (EPFL), we are at the heart of research on new learning methods.

Coorpacademy offers tailor-made content for its Enterprise customers and their 1,000,000 employees, but also a catalogue of over 1,800 courses produced with top industry content partners like Forbes, IBM, Wolters Kluwer and Video Arts to upskill employees on Future of Work topics and develop their employability.
 Enjoy Learning.

 Learn more at www.coorpacademy.com

 

Media Contacts:

Lexi Partell

Brisbane

+61 7 3188 7528

[email protected]

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Praytell Agency for Go1

USA and UK

[email protected]

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Kicker Communications for Go1 

AUS

[email protected]

 

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