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

 

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

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

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

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

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

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

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

Register for free to the round table by clicking here.

Outstanding recovery: OECD forecasts for 2021

 

The OECD (Organisation for Economic Co-operation and Development) published its 2021 World Economic Outlook and confirmed the exceptional nature of this recovery with unexpected forecasts. The OECD forecasts a 5,8% increase in world GDP, which is 0.2% more than the March estimation. 

2020 has not been without difficulties for the world economy, which has shrunk by 3.5% following the crisis we are experiencing. Activity slowed, offices emptied and time stood still as people shut down. Following an unprecedented year, an extraordinary recovery is expected this year. Laurence Boone, the chief economist of the OECD, announces that “if vaccination accelerates and people spend the money they have saved, the growth could be even stronger” and she adds: “it is the highest figure since 1973”.

Nevertheless, the recovery will not be homogeneous and although most advanced economies are expected to return to their GDP levels by the end of 2022, countries like Argentina are expected to wait more than 5 years. As noted earlier, countries that have rapidly vaccinated their populations against COVID19 and can control infections have better conditions for economic recovery. Resumption will be exceptional if countries demonstrate effective and broad vaccination programs and public health policies. 

Workers, who have also been affected by this crisis, will experience a special recovery. As the crisis has affected the labor market, inequalities among workers have increased. The OECD states that the share of skilled jobs increased in almost all 38 OECD countries during the pandemic, at the expense of others. The more or less high level of public aid for workers, companies, or certain sectors such as tourism will allow a real revival of activity and will explain the relatively important strength of the economic recovery of the different countries. One of the main challenges is to protect the incomes of the low-skilled workers and to improve training programs and access to the labor market. Training is a key tool to ensure that this recovery is beneficial to the greatest number of people. HR functions will have to do everything possible to meet the qualification needs of the most vulnerable employees and thus enable them to ensure their employability in a world affected by the crisis. 

The growth outlook has improved considerably, but it is not guaranteed for all companies. To take advantage of the opportunities created by the anticipated remarkable resumption, we need to make it possible and create its foundations now. After more than a year of living and working differently, companies and employees finally have a clearer goal, a less vague future, although still uncertain. We can look forward to the future, but we need to start preparing now because the resumption will not wait. To seize the opportunity of this renewed growth, organizations will have to rethink their management style and accompany their employees in this return to “normal”. 

As life slowly returns to normal around us, we must ask ourselves what effects the crisis has had on our behavior and motivation. The crisis has had a major impact on employees, especially with the widespread use of remote work. Reorganization issues are numerous and decisive for companies’ future, and we must prepare for them now. In order not to miss the resumption and to prepare your employees for the challenges it brings, training is essential. The HR function plays a crucial role because it can provide employees with the necessary resources to take over in the best conditions and to understand the issues they encounter.

To discover Coorpacademy’s courses:

All courses

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

 

Following the pandemic, one out of three companies in France stated that they increased their budget dedicated to digital transformation, according to a study released by Twilio on companies’ digital transformation and their customer engagement strategies. Affected by the COVID-19 crisis, digital transformation is now more than ever a priority for organizations if they want to develop serenely and be ready for the future, even more uncertain than today. Although it is not the only lever for organizations’ transformation, it has a lasting impact on behavior and shapes new processes, as it profoundly changes our habits.

Omnipresent both in our personal lives and in our professional environment, digital tools are growing at a rapid pace, sometimes much more rapidly than their uses. Here lies the complexity of digital transformation: how to integrate and adopt innovative but constantly evolving tools?

As the pandemic taught us, it is essential to prepare for major upheavals before they occur, so as not to be caught short. In 2025, a revolution will disrupt the job market. The digital aspect of companies will be decisive in the face of new challenges. Projections made by the World Economic Forum’s “Future of Jobs” 2020 report allow us to define which best practices to adopt and the skills to develop.

What is digital transformation in 2021?

Cloud, e-commerce, social networks, Zoom or data, blockchain, automation: you already know digital tools. Digital transformation is the process of integrating these technologies into all the company’s activities to improve its performance. Transitioning to digital also involves adaptation to new uses, for example, those of new consumers, which are rapidly developing.

Many think digital transformation resumes to implementing digital processes in the company, but how can we ensure they are understood and anchored in behaviors? Guiding the digital transformation is mainly leading the employees on the handling and understanding of these digital tools. Involving collaborators in change management and improving their ability to adapt is key for any major transformation to be successful. Indeed, when facing changes, agility and adaptation are fundamental qualities. This is where the HR function is decisive to drive their organization’s digital transformation.

How to become a digital employee?

The “Future of Jobs” 2020 edition report published by the World Economic Forum highlights this: the trend has been towards digitalization for several years and it is now a top priority for companies. The Twilio survey states that globally, 97% of business leaders believe the pandemic has sped up the digital transformation of their organization. It’s a fact: businesses are not done with digitalization.

The interest of companies to invest in data encryption recently emerged. Indeed, digitalization also comes with its risks, and preventing them is an essential step to complete this transition to digital tools.

The Future of Jobs report reveals a list of 10 key skills to develop for 2025, which you can find here. In this list, 3 skills are crucial for the digital transformation of organizations. As stated before, this transformation is essentially about the employees who compose it, or rather, their ability to adapt to it.

As the survey shows, companies plan to restructure their workforce in response to new technologies. What are the 3 key skills to guide the digital transformation of companies and employees?

N°1 Technology use, monitoring, and control

Digital tools can sometimes be complex to get used to, especially when they change our habits. The WEF survey results show that skill shortages in the local labor market and the inability to attract the right talents remain among the top barriers to technology adoption.

It is crucial to learn how to use new digital technologies and understand how they work, to earn their tangible benefits. Lacking this ability, the adoption of new technologies is slower, globally affecting the speed at which an organization transforms.

Some skills that come with digital transformation, often very technical, are so-called “hard skills” that require a computer or very specific, scientific knowledge. In concrete terms, if we all use and take advantage of the disposable technologies, then we are collectively developing towards a more digital and agile company. Training can also focus on soft skills, to promote agility and adaptation, and becoming more resilient while facing unexpected changes! As an example, cybersecurity, a digital challenge that concerns not only engineers, or big data, which is also part of the digital revolution, if the entire company knows how to benefit from it.

To better understand the scale of the digital revolution, learn to anticipate the tomorrow’s world :

Preparing for tomorrow’s world

Develop your agility:

Adopt an agile mindset

N° 2 Technology design and programming

The WEF report figures that executives face challenges while recruiting talent that specializes in AI, machine learning, software development, and applications. To enable a company to take full advantage of the potential that new technologies bring, we must set them up first.

By 2025, the digitalization of organizations will speed up and the availability of new digital tools will increase. To drive this transformation, technology design and programming skills will gain value. It’s mathematical. If you decide to use more tools, you also need to increase the number of people needed to implement them. And as technology expands and becomes more sophisticated, it also becomes more complex to design.

However, companies should not fall into the following trap: thinking that digital transformation solely relies on the recruitment of technology design and programming profiles. As previously mentioned, the real challenge lies in the general understanding of these technologies by all employees, to move towards a global, concrete, and collective change. To instill this idea of change, acculturation of the organization’s key players is the first step. Digital acculturation means understanding the issues it engenders and better transmitting them to all the collaborators. Beyond this first stage, digital dexterity plays a crucial role. It refers to the employees’ desire and ability to take on existing and emerging technologies to improve their performance. A collective attitude motivated by a genuine desire to understand makes all the difference as it allows employees to take the measure of the changes digital transition implies.

To start acculturation to digital tools:

AI and cognitive technologies

N°3 Resilience, stress tolerance, and flexibility

Resilience, stress tolerance, and flexibility are essential “soft” skills to help people understand new tools.

New technologies, and any change generally, can be perceived as an obstacle for employees. Therefore resilience, i.e. the ability of a person or a group to project themselves into the future and to evolve despite difficulties, is crucial to digital transformation. These difficulties are also a source of concern but will be easily overcome if employees learn to develop a good tolerance for stress and unexpected situations.

To develop resilience and succeed in overcoming individual or collective obstacles: 

Resilience

Digital learning, the primary tool for digital transformation?

Data from the report’s survey shows the importance of training to face the future of the job market. Indeed, mastering key competencies will allow collaborators to be more productive in the long term. To address this issue, employers investigate employees’ training, and it’s already going digital! The number of employers offering digital learning opportunities to their employees will increase fivefold by 2025, according to the survey. Although companies say that by then, the in-house department will deliver 39% of training, e-learning platforms will still supplement it for 16% of training. Digital training is therefore constantly growing and ensuring employees’ skills development.

The digital transformation of companies also involves the digitalization of training, accessible to as many people as possible, adapted to each, and engaging for all. To quote the economist Klaus Schwab, founder and executive chair of the WEF: “the same technological disruption that is transforming jobs can also provide the key to creating them – and help us gain new skills”. The tools are at our disposal, it’s just up to us to use them intelligently so we can unleash the human potential already present in our organizations.

Unlock the human potential of your business:

All courses

 

Back on track

 

It’s the resumption. Business activities resume, terraces are alive again and the subway is full again. We are finally seeing the end of the crisis, and we cross our fingers while writing this. This unprecedented period arouses excitement but also interrogations about the best way to support employees, as the stakes are crucial.

How can we create the ideal conditions for this resumption? What are the best practices to adopt? What about employee motivation? How will remote working be organized from now on?

For more than a year, we have evolved in an uncertain and worrying climate that has changed the usual reference points for collective and individual interests. We made one while being apart. And this has not been without consequences on the general mood and hope for the future.

While it is now time to reunite gradually and (re)discover our habits, some might find it confusing. Whatever happens, humans get used to everything, and finally, it is returning to normal that might seem abnormal.

The revolution that this crisis has brought to light is mainly that of remote working, leading to hybrid work. And as individuals, this crisis has taught us that adaptation is an essential ability. We know that the world changes, but it is also unpredictable. Training is an effective response to this.

Indeed, without the right support, resumption can be hard, both individually and collectively. That’s why we’ve designed the Back on Track playlist, to answer these questions and ensure that your employees return to the office in the best possible condition.

To get back on track, our dedicated playlist contains the following courses:

  • Adapt in all circumstances

Test your adaptability – Coorpacademy
Learning to Learn – Learn Assembly
Boost your learning abilities – Science & Vie

  • Manage effectively

Take a fresh look at your management style – O. Sibony
Making Quick and Effective Decisions – Dunod

  • Work better together

Remote Working: From Theory to Best Practices – E.Eyrolles
Motivating your team – Video Arts
30 Ways to Make More Time – Video Arts

And to discover our entire catalog, click here

Audiolearning: a media that makes noise

 

Do you use voice messages instead of sending a text? You can’t live without Alexa, Siri, or another voice assistant? Indeed, our uses have changed since audio became part of our lives. To meet these new expectations, Coorpacademy investigated this popular format.

Learn how to provide an offer of engaging and efficient training podcasts and audio content! To better understand this phenomenon, discover our e-book on The rise of audiolearning, or learn about the key topics covered in this 2021 study through this article.

The podcast, a growing format

You can listen to it anywhere, whenever and it lasts an average of 25 minutes: the podcast. Born in the early 2000s, this downloadable digital audio content has experienced an exponential rise in recent years. With the use of cell phones and the unprecedented situation of lockdown, the audience today represents 90 million listeners per month. A trend that is not likely to decline: estimations project it will double by 2023. Investing in this medium becomes essential, as audio content is in demand and appreciated.

Learn by listening: it’s easy, engaging, and effective

Podcasts cover different uses: they can inform, entertain or immerse their audience in life stories. Yet, 74% of listeners want to learn new things quickly and screen-free! With an increase of 135,000 educational podcasts produced in 2020, this format is leading the way. Following the lockdown, audiolearning has taken off, and the offer is even wider! Lending itself to the art of storytelling, podcasts provide better memorization, and engagement rates are excellent: 93% of people listen to podcasts in their entirety or almost.

The multiplication of media allows us to solicit all of our senses and therefore to make our brain work! No scientific theory corroborates the popular misconception that everyone is rather “visual” or “auditory”. Sylvia Koenig, Director of Digital Learning at our partner Bookboon (world’s leading publisher of ebooks and audio learning for professionals) reminds us, audiolearning is like reading and it does not differ for the brain if the word is spoken or read.

What are the main audiolearning formats and their advantages?

Available in various formats such as interviews, talks, or stories, audiolearning is a fresh way of learning. Audiobooks are also flourishing and can be a real audio pleasure, even on “corporate” subjects! Beyond the diversity of formats audio content offers us, it has many advantages: easy to carry, you can listen to it at your own pace, and be able to multitask while listening. It satisfies listeners to be free of any screen, to learn informally, and find real flexibility to integrate learning moments into their busy schedule.

Download our e-book The rise of audiolearning to find a detailed typology of audio content, a podcasts’ selection dealing with major business transformations, a guide to best practices, and an overview of all opportunities offered by this format. Learn how to create and/or integrate an audiolearning offer for your training!

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

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

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

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

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

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

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

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

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

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

 

Audio learning is the way to go: a new exclusive partnership between Coorpacademy and Bookboon

 

Bookboon, the world‘s leading publisher of ebooks and audio learning for professionals, and Coorpacademy, an EdTech startup offering smart learning experience platforms to one million learners, signed an international distribution deal. 

As almost 100% of in-house training is cancelled or postponed, continuing to invest in online training is a major challenge in these uncertain times. However, a new way of consuming online content has recently taken off: podcasts. Audio content, avoiding the fatigue of the screen that has become omnipresent, is experiencing an unprecedented boom and its use is becoming part of everyone’s daily life. According to the Voxnest report conducted last year, podcast listening increased by an average of 53% in Europe in the first half of 2020, and this trend is to continue in 2021.

Enabling employees and companies to use audio formats as well for their training is one of the reasons for the partnership between Bookboon and Coorpacademy. Learners on the Coorpacademy platforms can benefit from a complementary offer of more than 3500 content items, available for listening (audiobooks and podcasts) and reading in 12 languages, available for listening (audiobooks and podcasts) and reading (eBooks). With topics such as Remote Working, Personal Efficiency and Teams & Project Management, these courses, are developed for the business world and its transformational issues. 

In addition to Coorpacademy’s exclusive catalogue dedicated to soft skills, learners can access Bookboon’s premium content, as explained by Armelle Lavergne, Coorpacademy’s Head of Content :

“Diversifying learning methods in order to offer content in a variety of formats, adapted to everyone, is one of our strategic development axes. With the audiobooks and talks published by Bookboon, our learners will be able to access quality knowledge from the leading European publisher of ebooks for professionals”.

Kristian Buus Madsen, CEO of Bookboon, adds: 

“Coorpacademy delivers an effective and intelligent digital learning experience. Bookboon Learning completes this offer with highly relevant eBooks and audio titles for all situations in a busy learner’s day – eBooks for learning at a desk and at home and audio content for on the go. Learning content needs to be even more flexible, focused and bite-size these days – to adjust to the changing business environment and the challenges of working and private life. This is where Bookboon’s and Coorpacademy’s partnership plays off.”

Coorpacademy in the first annual Europe EdTech 100 by HolonIQ

In December 2020, HolonIQ announced its first annual Europe EdTech 100 — a list of the 100 most promising education technology startups across the region.

Coorpacademy is proud to be part of the HolonIQ 2020 Europe EdTech 100, the annual list of the most innovative EdTech startups across Europe!

Discover the article on HolonIQ website!

As said in the article: “There are thousands of EdTech companies across Europe supporting learners, teachers, schools, institutions and companies to positively impact educational outcomes, support access to learning and increase the efficiency of educational processes and systems.”

“The HolonIQ Europe EdTech 100 recognises the most promising EdTech teams based across Europe excluding the Nordic-Baltic EdTech 50 and Russia and CIS EdTech 100. This annual list helps to surface the innovations occurring across this diverse set of markets, and the teams who are supporting institutions, teachers, parents and learners.”

“Around half of the 2020 Europe EdTech 100 operates in the Workforce sector, followed by K12 and Higher Education.  Compared with other geographies, the Europe education market is relatively mature and well supported by governments. EdTech can be seen to be supporting institutions through management systems, digital learning environments and digital content.”

HolonIQ EdTech 100 in Europe

Let’s take a look at the Methodology, explained on HolonIQ’s website.

“The HolonIQ Education Intelligence Unit evaluated 3000+ organisations from the region powered by data and insights from our Global Intelligence Platform.”

“HolonIQ and select European market experts assessed each organization based on HolonIQ’s startup scoring rubric, which covers the following dimensions:

Market. The quality and relative attractiveness of the specific market in which the company competes.

Product. The quality and uniqueness of the product itself.

Team. The expertise and diversity of the team.

Capital. The financial health of the company and in particular its ability to generate or secure sufficient funding.

Momentum. Positive changes in the size and velocity of the company over time.”

Which is ending up in a chart such as:

HolonIQ methodology

Almost half of the companies in the Europe EdTech 100 were founded less than five years ago, with around 40% between six and nine years old. The UK, France and Germany dominate the geographic split of the 100, with Spain, Ireland, Italy, Belgium, Poland and Austria also featuring on the list.

We are proud to be featured in this great ranking of Europe’s EdTech 100 most innovative companies.

Learn to learn, unlearn and relearn – Interview with Jean-Marc Tassetto, co-founder of Coorpacademy, in Forbes France

 

“Learning how to learn, unlearning and relearning – and especially doing it by yourself, through digital learning for example – has become necessary in order to face tomorrow’s uncertainties. For companies – it must become part of their strategies – but mostly for individuals – so that no one gets left behind!”

In this interview with Forbes, Jean-Marc Tassetto, co-founder of Coorpacademy, gives us his insights on his vision of lifelong learning, on future trends and on the geostrategical stakes to prepare the ground for European digital learning giants to prosper.

You can find the interview in its original form here, in French.

Désirée de Lamarzelle: How would you present Coorpacademy?

Jean Marc Tassetto: With Arnauld Mitre and Frédérick Bénichou, co-founders of Coorpacademy, we wanted to reinvent e-learning, perceived negatively, boring and less and less used within companies. New technologies, new web usages and the growing digital culture of learners deserved a new pedagogical process and new ways of online learning. With Digital Learning – words are important, meaning the digital revolution applied to learning and development – we focus on corporate digital learning and companies’ learning and training issues. Our pedagogical process is more engaging, more social, more fun, more digital, and we’ve encapsulated it in a platform: Coorpacademy.

But as a platform is nothing without proposing premium, qualitative content, we also offer one the most qualitative content catalogue which covers all essential skills to evolve in tomorrow’s world.

Désirée de Lamarzelle: Could we say that you’re focusing on micro-learning? What are its main advantages?  

Jean-Marc Tassetto: All our content must be available in a micro-learning format, meaning content divided in several short learning nuggets, with a length of max 5 minutes. This creates also opportunities and context in the background. A micro-learning session must be seen as a way of creating unique and useful moments to learn, on mobile, when waiting before a meeting or at the airport. This is when employees want to learn useful notions. Micro-learning is a smart answer to the lack of time issue people usually face at their jobs. It’s also a smart answer to the disadvantages of traditional corporate training.

According to a Josh Bersin study for Deloitte, 2/3 of people are complaining about not having enough time to do their normal jobs. The corporate person today is also impatient, and doesn’t spend more than 4 minutes on a video with an attention span of 5 to 10 secondes. Corporate people are also distracted, they unlock their smartphones up to 9 times an hour and connect online 27 times on average. These data show how little time people can have to train and learn new things in their day-to-day jobs: with micro-learning, Coorpacademy brings an answer in terms of flexibility and efficiency.

Désirée de Lamarzelle: Is digital learning essential in the companies’ strategies to adapt to tomorrow’s world?

Jean-Marc Tassetto: Keeping in mind that 85% of 2030 jobs have not been invented yet, we are entering a lifelong learning era! Employees must learn on the spot, during their workdays. The ability to learn new things, to learn how to learn will have more value than knowledge itself. On the other side, the business world is evolving faster than ever before and automation is growing faster than ever before. The ability for people to think differently, to learn how to learn the next skills, the ones they will be needing in 10 years, is becoming more crucial than ever before.

Désirée de Lamarzelle: Meaning learning during your whole career?

Jean-Marc Tassetto: Yes. Learning how to learn, unlearning and relearning – and especially doing it by yourself, through digital learning for example – has become necessary in order to face tomorrow’s uncertainties. For companies – it must become part of their strategies – but mostly for individuals – so that no one gets left behind!

According to the World Economic Forum, the world is facing a reskilling emergency. Companies that will make it out and be successful are the ones that will invest in their employees’ training and upskilling. In workdays that are everyday busier, digital learning, because it is massive, ubiquitous, scalable, can help. There is an other advantage to digital learning: the learner finds himself/herself in an active position of learning. The learner becomes the one who decides to learn, autonomous in his/her learning pathway. Learners are not passively recording a transmitted knowledge anymore.

Désirée de Lamarzelle: What are the profound trends you are observing in society?

Jean-Marc Tassetto: We observe a real awareness in the importance of training and learning in society, but also a real awareness in the importance of learning to transform. At the individual level, each and everyone of us is now responsible for his/her own employability.

Companies are now facing – and even more during the Covid-19 crisis – major transformations: organizational, managerial, digital, cultural, sustainable ones… Learning and development must help them to get ready for them, but also accompany them through these transformations.

We regularly share insights and exchange with our clients on how the learning trends, the best practices, the pedagogical innovation with our R&D programs supported by the Swiss Federal Institute of Technology in Lausanne, on our product roadmap and on our content production and new editorial partnerships.

Désirée de Lamarzelle: Can Coorpacademy evolve towards new businesses, new models, more collaborative digital learning?

Jean-Marc Tassetto: Each client is completely autonomous in creating its own dedicated content. We also have a dedicated team to help them creating their contents, their own learning videos. Clients have access to our authoring tool, Cockpit, which allows anyone in a very user-friendly way to develop learning content on the platform. On each courses, a learner can also become what we call a Coach and help his/her peers.

Désirée de Lamarzelle: What will Coorpacademy be in two years?

Jean-Marc Tassetto: In the West and in the East, digital learning giants are appearing and are coming into Europe. In the US, LinkedIn used its network power and the help of the parent company Microsoft to display their own learning content via LinkedIn Learning. In China, Jack Ma, founder of Alibaba, now wants to work in education. There are also geostrategical stakes to prepare the ground for European digital learning giants to prosper, but also to make our contents, our publishing houses, our soft power more visible and more shiny. Keeping this in mind, we keep working on new innovative, engaging and entertaining formats at the service of education.

Désirée de Lamarzelle: For example?

Jean-Marc Tassetto: We’ve created last year the first digital Escape Game where you actually learn something. Today, we launched Suspects, the first series 100% learning and 100% fiction: a series in which the learn is conducting an investigation for a robbery and must interrogate suspects using behavioral skills. Immersion is guarantied! With several possible outcomes, the learner will be able to solve the case if he/she used active listening, persuasion or emotional intelligence at the right moments.

Our ambition is to keep on being pioneers in terms of pedagogical innovation, engaging content, and to keep looking for inspiration in what works in the TV series world, in the entertainment world. We are convinced that is how our learning content will be the most engaging for our learners.

Who are your competitors?

On the corporate digital market, a new “next gen” category of players emerged, placing the learner at the heart of the user experience, in opposition to other software made for the HR administrator. Coorpacademy is amongst what Gartner named “Learning Experience Platforms”: solutions focusing on the learner’s engagement primarily. Solutions creating a real learning experience, personalized and individualized at the same time. This very dynamic market is attracting a lot of attention and there are a lot of specialized actors. Our ecosystemical vision allows us to be integrated in big HR Information Systems and to win international call for tenders with large companies. This positioning as a smart content library, combining technology, premium content and innovative digital learning formats is quite differentiating, and makes us quite a unique player on the market.

Creativity is intelligence having fun – a Learn Everywhere webinar with Luc de Brabandere

 

How to be creative and favor innovation? In order to answer this question, we’ve organized a webinar with Luc de Brabandere, Fellow of the Boston Consulting Group and creativity expert, on:

  1. What is creativity?
  2. How to be creative while embracing constraints?
  3. What are the methods to be creative?

Luc de Brabandere has already co-edited several courses on Coorpacademy, such as Organizing and Facilitating a Creativity Session and Cognitive biases: thinking traps. He’s a Fellow at the Boston Consulting Group and the founder of Cartoonbase, an agency where consultants and artists work together.

If you want to discover the webinar replay, it’s here (in French).

As you probably guessed it, we’re going to speak about creativity in this article. Let’s start with a question in order to warm up.

Creative thinking relies mostly on our capacity to:

  1. Invent?
  2. Change our views, the ways we look at something?
  3. Follow our intuitions?

For Luc, creative thinking relies on how we change the ways we look at things. And he has 3 little stories, from the history of transportation through time, to illustrate.

La créativité, c'est l'intelligence qui s'amuse, image et imagination

This is a boat that existed 200 years ago and that belonged to the French Navy, called the Sphinx. This boat is quite particular: it’s hybrid. We can see sails, but also something that looks like a steam engine. It’s then interesting to ask ourselves: How did people see this boat?

Let’s imagine two people, on the beach, looking at the Sphinx. Let’s imagine one of them is a bit conservatory, he doesn’t like change or new innovations. This person might describe the boat as: “I’ve seen a sailboat on which someone added a steam engine – why not? Maybe it will be efficient when there won’t be any wind.

But now let’s imagine someone more creative, who is constantly changing the way he sees things. Someone more creative would say: “I’ve seen a steamer! Although we’ve kept the sails – maybe they can be useful if the engine is broken – but I’ve seen a steam boat!

There’s a big difference! 

Someone not changing his views will see steam as an addition to something that already exists, whereas someone changing his view will see a brave new world, the world of steam Navy!

La créativité, c'est l'intelligence qui s'amuse : l'image des sept mâts

This next picture is the consequence of not changing the ways we look at things. This is the biggest sailboat ever built, 50ish years after the Sphinx… So big nobody really knew how to maneuver it!

We can see that if nobody changes views, we end up in the field of “more the same thing”, maybe bigger, nicer, stronger, but still the same thing.

The real message conveyed by creativity is “something else”!

La créativité, c'est l'intelligence qui s'amuse - image et imagination avec le vélocipède

Let’s take the example of the velocipede. We have to understand that nobody really invented the bike as we know it today! The velocipede, velos, fast, pede, foot. The first engine was actually an engine to make your feet go faster – as in the image. What happened next? Someone using a velocipede, in a descent, realized he didn’t need his feet anymore, that the velocipede was moving by itself. And he wanted to climb up the hill after the descent, without using his feet again, so he thought about putting pedals on the velocipede. To make it a bike.

With this story, we see that ideas and innovation are only one half of the process. Creativity is the capacity to question at least one the hypothesis subtending the way we see the world. Innovation is the capacity to act once we’ve question the hypothesis. Let’s take a third example.

La créativité, c'est l'intelligence qui s'amuse - l'exemple du wagon, image et imagination

Still in the world of transportation: let’s take a look at the wagon. Not the whole locomotive, but the sole wagon. We can see how it’s built: like a sum of three diligences. La créativité, c'est l'intelligence qui s'amuse - l'exemple de la diligence

The central part of the diligence is a U with two doors. We can see that the wagon is built like a sum of those same Us. From that observation, we see two ways of doing. You can be in the more of the same thing and yes – the wagon is better than the diligence, but it’s still more of the same thing. Or you can be in the other thing. That’s how Luc will define creativity and innovation: Innovation is the ability of an enterprise to change things, creativity is the ability for individuals to change their views, to change the way they look at the world: it is not the same thing!

One of the great creative people of History is Nicolas Copernic. His finding, the heliocentrism versus geocentrism, was a huge finding but had no impact on the solar system – at all! The solar system is still the same today as it was before Copernic. Copernic represents pure creativity. For enterprises, the issue is that they have to be better than Copernic. They have to be creative, to change the way they look at this, but they also need to act and to innovate after.

Now that we have defined creativity, let’s study creativity under constraint. And let’s start with an other question.

What do these three art pieces have in common?

  1. A Void by Georges Perec
  2. Amélie by Jean-Pierre Jeunet
  3. Boléro by Maurice Ravel

What do Maurice Ravel’s Boléro, Jean-Pierre Jeunet’s Amélie and Georges Perec’s A Void novel have in common? These works of art are all about embracing constraints. The lipogrammatic novel A Void was written entirely without the letter ‘e’, the movie Amélie was produced on a tiny budget and Maurice Ravel’s Boléro was almost entirely composed in C major.

We now want to prove that the friendship, the partnership and the complicity between constraint and creativity exist! Even though these three examples come from the world of arts, there is the same thing in science: people are creative because (thanks to?) of constraint, restrictions. Let’s illustrate this with an other story.

La contrainte alliée de l'imagination - Aristote

This is the story of Galileo. Galileo was convinced that Aristotle was wrong. Aristotle was saying that a falling body was falling at a constant speed. And it goes so fast that it’s hard – impossible – to measure it on the naked eye. There was also no timer, no video, no laser, nothing during Galileo’s times. But he was convinced that a falling body didn’t have a constant speed. And he had an extraordinary idea of creativity. As he was not able to measure it with his eyes – because the body is falling way too fast – he thought about measuring it and prove it with his ears. He then built the inclined plane you can see on the image below.

La contrainte alliée de l'imagination, l'histoire de Galilée

You can find this inclined plane at the Galileo Museum in Florence, Italy. Galileo started playing with bells, positioned them all along the plane and left a ball fall along it. He realized that if he was putting the bells following a geometric trajectory (1 – 2 – 4 – 8), that the bells would ring on a constant rhythm. So that there was an acceleration in the fall. He also was able to calculate the acceleration. Ideas like that one are born in the constraint!

In companies, it’s the same thing. What we are living with lockdowns has been a tremendous source of creativity. We all had to invent because of these restrictions. Numerous ideas wouldn’t have been born if it wasn’t for the constraint, the restrictions.

As a philosophy teacher, Luc had to question his students. Every year, he was doing it differently, in a classroom. This year, it was not possible. He had to come up with new types of questions. Such as: “Imagine you are a CEO and you hire in your company Aristotle, Plato, Kant and Descartes. Where would you put them?” This new type of question, invented because of the constraint, worked very well amongst students. And as students were placing Aristotle in Research & Development, Descartes in controlling and Kant in Human Resources, the engagement showed that from restrictive times comes new creative ideas.

Constraint is creativity’s friend.

We can also create the constraint within companies in order to favor creativity. It’s always a good idea to start with words. For example, asking people to describe their jobs without using the five words they usually use to describe them. You will then see people changing their views on their jobs. If you ask a train company to describe its job without using the words “trains” or “stations”, they will have to speak differently about their job! It’s one advice, but there are plenty of ways of stimulating creativity!

Restrictions push us further. In poetry, Alexandrian are for example a great constraint, pushing authors far beyond their limitations and their creativity!

Now that we’ve seen the relationship between constraint and creativity, let’s tackle the creativity session process and how to make it successful!

To succeed in organizing a creativity session, it’s like:

  1. Whipping up a mayonnaise: you would need the good ingredients, a good recipe and a clear method?
  2. Finalizing a puzzle: you would need to know or imagine the result in advance, have the big picture and a bit of feeling and luck?
  3. Having a satellite in orbite: you would need the final idea to continue its course and development when the session in over?

For Luc, organizing a good creativity session is like having a satellite in orbite. A new idea produced by a creativity session is like a little gem, put in orbite by a rocket called “creativity methods”, “creativity sessions” or “brainstorming.” The method itself takes a lot of time and energy, but the most important is what comes out of it, the idea, the gem, which will continue to live once the session is over.

Imagine someone in front of a piano, with his hands tied up. You would think that this person doesn’t know how to play piano. Untie the hands, the person still doesn’t know how to play piano, because he never learned. There are two elements in creativity. The first one is to loosen the bonds, untangle the ropes, to free people by changing their views. But once you are free, you can apply methods. In the piano example, it’s the music theory. Creativity methods exist and are extremely useful.

Luc thinks that creativity also has rules, and that you can play better than others if you understand the rules. Let’s take an other example.

Organiser une session de créativité - le premier ordinateur, Apple 1

This is the Apple 1. A lot of people think that the first personal computer was the Apple 2, but it wasn’t! The first is the one displayed in the picture, that you can see in the Apple Museum in Praha, with an instruction manual signed by Steve Wozniak himself! What you have in this picture is the first creation of a company that is now worth more than the whole CAC 40! But at the times, if you would ask someone: “Is this a good idea?“, there would be thousands of reasons to say no! This looks too big, this will fall into pieces, we are going to get burnt by the engine, etc.

Organiser une session de créativité, le labyrintheLet’s take a look at this cartoon. It is essential. We have to remember that the human brain has two speeds. Two completely different speeds and ways of working.

The first one is imagination, opening, divergence. The second one is convergence, choice, decision. Those two brains don’t work together and keep fighting each other. We need to respect them. And always think that a new idea is never good. And it’s never bad!

In a creativity session, when someones comes up with an idea, the important thing is not to judge it! Never say : “Yes, but…” Of course, a new idea is never good. But this is the most important moment of the session. If you say: “Yes, but…“; you kill the idea, you forget it, you go on onto something else. If you say: “Yes, and…“, well, sometimes, you win the jackpot!

One last piece of advice to be creative: changing habits! Don’t go in the same restaurant than usual, don’t take the same route to go to work, buy a newspaper you are not interesting it. Disrupt your ways of doing things. Maybe great ideas will come out of it!

Voir l'étude de cas