Robots are coming for your job. This prediction is both a time-honoured sci-fi trope and a valid fear that many workers hold. However, like many bold visions of the future — from flying cars and hoverboards to space colonies and robot uprisings (fingers crossed that one isn’t real) — it’s worth taking a step back to ask how realistic these predictions are. Is AI going to replace our jobs? Or, will the future of work just be different, much like the current workforce is vastly different from 30 years ago?

With these questions in mind, we’ll continue our deep dive into the future of work by asking the question on many workers’ lips: is AI really coming for your job? We'll start by asking whether you should be fearful of AI coming for your job, before looking at biases in AI and offering tips to future-proof your skills. 

To set the scene for this topic, check out our latest article on The foundational skills you’ll need in 2022 where we go into detail on the role automation will play in the future of work. 

So, are robots really poised to take over? Let’s find out. 

Predictions of job loss due to AI have varied wildly over the years. Some say that robots will take over entirely, while others believe this is an exaggeration. So, is AI coming for your job, or is it here to help?

At this stage, visions of an all-robot workforce are greatly exaggerated. Nevertheless, 49% of companies currently use AI in some fashion. What’s more, the global market for AI will reach $267 billion by 2027, while the number of businesses that use AI has grown by 270% over the last four years.

Additionally, 90% of ‘leading businesses’ have ongoing investments in AI, with a recent survey finding that 76% of respondents cite AI as fundamental to the success of their organisation's strategy. 

Expect these numbers to continue rising, as there are currently 2.25 million industrial robots in use worldwide, while the number of industrial robot jobs has increased by 14% yearly in recent times. Accordingly, 37% of workers are worried about losing their jobs due to automation.

To break this down further, the World Economic Forum finds that as of 2021, 71% of total task-hours are completed by humans, compared to 29% of total task-hours completed by machines. However, if current trends continue, these numbers will shift to just 58% of total task-hours completed by humans and 42% completed by machines within four years.

So, what does this mean in practice? One often-quoted report by McKinsey claims that by 2030 “375 million workers — or roughly 14% of the global workforce — may need to switch occupational categories as digitisation, automation, and advances in artificial intelligence disrupt the world of work.” 

Other estimates fluctuate regarding exactly how many jobs will be lost or displaced by AI. For example, one report believes that one-third of current jobs will no longer exist in 25 years. Another report places this number at 57 million jobs lost by 2030, while additional estimates suggest that automation could eliminate 73 million jobs in the US by 2030, equating to 46% of the current workforce. Therefore, while exact numbers vary, the overall consensus is that a significant number of jobs will be lost or replaced due to automation.

Thankfully, the news is not all bad. Many predictions also find that automation may create as many new jobs as it displaces. While workers will need new skills to thrive in these jobs, they will not be lost entirely. In 2020, estimates showed that AI created more new jobs than it supplanted — creating 2.3 million new jobs while replacing 1.8 million jobs. In the coming years, AI and automation may create as many as 133 million new jobs in the US alone, with similar trends expected globally. 

In fact, Zippia finds that by 2022, AI will create 58 million jobs, and by 2030, AI is forecast to benefit the economy to the tune of $15.7 trillion. Again, estimates vary on the precise number of jobs AI may create worldwide. But, the bottom line is that fears that AI will lead to total, widespread job loss seem to be overblown. There is a good chance that AI will create as many new jobs as it replaces. Of course, these new jobs may require different skills, which is where upskilling and reskilling will become vital for employees to future-proof their careers. 

Additionally, to contextualise potential job loss figures, it's worth noting that a certain amount of churn is normal, regardless of the influence of AI. In response to an estimate that automation will replace 9% of jobs, one Slate article points out that “nine percent of jobs is still a lot. But the optimal number isn’t zero. The White House automation report notes that about 6 percent of jobs in the American economy are eliminated every three months through the normal process of some businesses shrinking or shutting down as others start up and expand.” Thus, when some, more alarmist headlines claim that AI is on track to replace all of our jobs, we should remember that a certain amount of churn is normal. 

Slate provides a perfect analogy to ease fears that AI will make your job obsolete anytime soon, explaining, “machines will perform an increasing share of boring, rote tasks, and people will move to more human work. When hundreds of thousands of ATMs were deployed in the 1980s and 1990s, the number of bank tellers went up, not down, because reduced labour costs allowed banks to open more branches.”

While many depictions of AI show them as flawless, calculating decision-makers, the reality is AI are often as biased as the humans who program them. 

For instance, McKinsey found that an image search for “CEO” returned only 11% images of women, despite women making up 27% of CEOs at the time. Further, in 2018, a facial recognition tool used by the police misidentified 35% of dark-skinned women as men. On the other hand, the misidentification rate for light-skinned men was only 0.8%, as most of the people who created the tool came from this demographic. 

These unconscious biases are another reason why it is unlikely AI will take over completely. Rather, AI may automate mundane tasks, freeing humans to focus on more creative and fulfilling work. 

To read an in-depth analysis of unconscious biases in AI, check out our article on Recognising unconscious biases in L&D technology.

While it may not replace jobs entirely, the rise of AI will necessitate significant upskilling and reskilling to survive in the future world of work. As Slate puts it, “automation is more likely to change jobs than destroy them.” To find out the skills you’ll need to survive the rise of AI, see our article on Skills for the future, today. 

For more insights, be sure to subscribe to the Go1 newsletter to stay on top of all the latest L&D trends. Or, you can book a demo today to find out how Go1 can help with your team’s learning needs.

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We’ll continue our deep dive into the future of work by asking the question on many workers’ lips: is AI really coming for your job?

Is AI really coming for your job? 

If you were to do a google search for the definition of habit right now, depending on where in the world you are, it might come up as “a settled or regular tendency or practice, especially one that is hard to give up.”

A bit simplistic for something that is actually pretty complex and makes up nearly 70% of our waking behaviours.

70% is a pretty large number, may seem like the odds are working against us. So then what can we do to create and sustain new habits and how can this help us to be better learners? Well, here’s the funny thing about that…

When you go away from the generic definition of a habit and explore it through the lens of science, neuroscience to be more exact, you can see what really underlies creating, breaking or sustaining a habit. Learning. 

Habits, from the perspective of neuroscience, are things that our nervous system has learned, and those can be both consciously and unconsciously.  

Your brain and spinal cord come together to form the central nervous system. This system relays and coordinates information and allows you to do things like think, feel, move, breath etc. 

Now that we know that it’s the nervous system is doing the learning to create the new habit, the next thing we probably want to question is, what is learning then?

Through the lens of neuroscience and the brain, learning is our ability to change, which occurs through neuroplasticity. Neuroplasticity is how the brain changes, reorganizes and grows in response to new experiences.  

In order to create a new habit, we need to form new neural circuits/a new pathway which will represent the habit. Like all learning and endeavours to create a new memory, time and practice are required to develop and strengthen the pathway. 

How much time? Well, that depends on the person. A 2010 study “How are habits formed: Modelling habit formation in the real world”  found that there was considerable variation depending on the person, anywhere from 18 to 254 days.  

Consider the lower number there though, 18 days. Now think about what that means in the context of learning and changing a brain. It’s not going to happen overnight and is going to require some effort. 

So how can we help the brain? What can we do that will support our abilities to learn and create those desirable habits? Three words: Sleep. Diet. Exercise.

By now it’s common knowledge that those three factors, sleep, exercise and diet are critical to supporting brain function and overall health. But why? 

There’s a plethora of research and knowledge that go into each of these factors, but for our sake, let’s keep it to the context of supporting learning. 

Gives the brain time to flush out neurotoxins that build up over the course of your day.  A brain free of waste is one that can operate more functionally and will support you in your abilities to attend to your focus. Important when it comes to sitting down to learn.

Part of the memory consolidation process takes place while we sleep, during which neural connections are strengthened. Another reason why spacing out learning is an effective method.  

Promotes blood flow to the brain and improves sleep, mood and reduces stress and anxiety, all critical factors to cognitive function while you learn. 

Releases chemicals in the brain that affect the health of the brain cells themselves, those things that will be creating the network and representation of a new behaviour. 

Your brain is like an expensive car and you want to put good fuel in it to keep it running well.  Foods that have lots of vitamins,      minerals and antioxidants not only nourishes the brain but protect it from excess waste which can damage the cells. 

Your brain also burns through an exceptional amount of calories in a day considering the size of real estate it takes up in comparison to the whole body. An estimated 20%. Having some snacks and some water around when you’re learning will definitely be to your benefit. 

So at the end of the day, how do we create great habits and be better learners? Support and take care of the thing doing the learning, those beautiful brains! 

I’ll leave you with a quote from James Clear, author of Atomic Habits and one that I referenced in the recent webinar we did with the LPI, Sebastian Tindall, Head of Learning and Development for Vitality, and David William Hastings of Go1.

“Intensity makes a good story. Consistency makes progress.”

Be strategic, be intentional, sleep well, and nourish both those brains and bodies and you’ll be well on your way to being a better learner and creating those new habits you want. 

Interested to know more? You may also like to read Lauren Waldman's article on how joining forces with our brains can help us to be more emotionally intelligent and empathetic in the workplace.

Be strategic, be intentional, sleep well, and nourish both those brains and bodies and you’ll be well on your way to being a better learner and creating those new habits you want.

Habits, learning and the brain, what science has to say about it all

Habits, learning and the brain - what science has to say about it all

The session kicks off a fresh series of engaging webinars for 2022 which will unpick the steps businesses can make in order to create more well-rounded and positive working environments for their teams.

The conversation opens with a series of questions, addressed to the audience and the panelists around new year resolutions and the progress on maintaining them thus far. The responses are mixed, with some proud of their progress, while others admit that they have not yet been able to stick to them. This leads the discussion onto the topic of habits and how long it takes to form or on the other hand, break them. Lauren Waldman quotes a scientific claim which states that 70% of our behaviour is habitual which would make it seem like the odds are against us when it comes to trying to create or forget a habit overnight. The panelists then debate on what the definition of a habit is to them - while Lauren sticks to a more scientific notion, unpicking habits from the perspective of neuroscience, each speaker is in agreement that habits need to be looked at from a learning context, be it conscious or unconscious. So what is learning? At this point in the seminar, both David William Hastings and Sebastian Tindall turn to Lauren who provides her scientific insights - she states that learning is our ability to change our brains, explaining that our brain and nervous system constantly evolves based on our experiences. Thanks to neuroplasticity, where no less than 86 billion cells are constantly growing and evolving as we create new pathways, we build new connections into our minds. Lauren reiterates that learning is not easy, it’s a timely process which cannot be rushed. Studies have shown that it can take anything from 18 to 254 days to form a habit.

Learning and our nervous system

The topic segways nicely into how this consideration should be taken into account in the workplace - the panelists discuss how it is unreasonable now for businesses to expect people to learn things in an hour and then move on, when it has been proven time and time again that in order to properly assimilate something, you need to revisit what you’ve learned, you have to entertain it. David William Hastings also points out the importance of passion in the process of learning - when you care about something, you’ll want to repeat it, apply and practice it but also share the experience and inspire others.

Habitual learning is the most impactful learning, but how can you support it and create the right environment to foster new ‘habits’? Here the speakers stress the importance of exercise, a healthy diet and, last but not least, sleep. Each will contribute to making for a healthier, and more fruitful, working, and learning environment. 

The importance of sleep for learning

Sebastian Tindall poses a challenging question - How do we cater to frontline workers, or schedule based workers - what is the best time in the day to take them away from their role?  Both Lauren and David acquiesce, stating that, though there is no one optimal time, the importance is for leadership to be mindful and compromising, making, and finding time where they can in order to support and inspire. To Sebastian, workplace wellbeing is a necessity. He is also adamant that achieving this within the workplace puts businesses at a competitive advantage which in the long run will exponentially contribute to the success of the company on all accounts. David, talks of the working culture at Go1, where everyone is able to bring their true selves to work. 

Throughout the session, David condones the preconceived idea that training needs to be profit driven, geared towards KPIs and margins etc. To him, if the library of learning is not built to help everyone, then everyone will struggle with habitual learning - he states that there is a duty of care to provide for employees and give them a safe, relatable core; a pillar of human skills as well as professional.

After answering questions from the audience, the seminar wraps up with a punchy quote tweeted by James Clear, author of the book Atomic Habits: “intensity makes a good story, consistency makes progress” proving that slow and steady, really does win the race. 

Keen to hear more insights from the panellists? Watch the full Humanising the Workplace webinar.

Lauren Waldman chief learning Scientist and founder of Learning Pirate, David William Hastings Head of Content Partnerships at Go1 and Sebastian Tindall, Head of learning and development at Vitality join forces to discuss the importance of a culture of habitual learning.

Forming a culture of habitual learning for personal and business growth

Looking for a healthier, more fruitful, working and learning environment? Lauren Waldman, David William Hastings and Sebastian Tindall join forces to discuss the importance of creating a culture of habitual learning. 

L&D provides the guidance employees need, while still allowing them to steer in their own direction, by designing learning experiences that take advantage of how today’s employees want to learn. 

In this episode of the Learning with Go1 podcast, our host Nick Ramsay is joined by Toby Devine, Alliances and Business Development Manager for TalenTeam, to discuss the importance of providing good learning experiences and its role in increasing engagement and adoption during the learning process. 

When we talk about 'learning experience' what do we mean? Most of us instantly think of technology, in the way of 'learning experience platforms' - or 'LXPs'.

After all, much of what we experience in the workplace and in our lives outside of work revolves around technology. 

Capturing the learning experiences is massive, as Toby explains. The keyword here is experience because it's not just about what is offered to a learner, but it also includes how the learning looks, how it feels, how you can interact with it, or how it can be used by that learner. 

TalenTeam operates in quite a specific space and area, particularly related to learning experiences. Toby dives deeper into what this means for L&D below. 

What is a learning experience?

Many L&D professionals are interested in making learning more relevant, contextualised, and truly available to people at the point of need. 

This brings us back to the importance of 'learning in the flow', a term coined by Josh Bersin which drives productivity, increases engagement with formal learning, and improves knowledge retention. This is certainly the case for TalenTeam, as Toby describes below. 

Learning in the flow of work

What are the benefits of a great learning experience? 

To an organisation who might be considering their learning experience - their approach, platforms, and everything else attached to it - what are the value and benefits of a great learning experience? 

Toby breaks it down into three main points relating to time savings, attracting and retaining talent and the encouragement of self-directed learning.  

What are the benefits of a great learning experience?

How do you keep modern learners engaged? 

When it comes to keeping people engaged, there are many things an organisation can do. 

From having an inviting, innovative look and feel in the interface of the technology, to artificial intelligence, to personalisation, Toby discusses how using technology can enhance the learning process below. 

How do you keep modern learners engaged?

From a learning point of view, the combination of digital technology and L&D is crucial and should not be underestimated. A greater emphasis on technology-driven learning experiences will enable organisations to better serve their modern learners needs and boost skills in this constantly evolving work landscape. 

Here, Toby highlights the trends in the market that people should be aware of below. 

What are the current trends in the market?

If you haven’t already, listen to the full podcast here to learn more.  

We look forward to continuing the rest of the series with L&D professionals already scheduled to join us from Italy, Cyprus, Eqypt, Oman, Finland, The Netherlands, Australia, USA and many more. Stay tuned!   

Want to hear more? Browse the full Learning with Go1 podcast library on Apple Podcasts, Google Podcasts, or Spotify to help expand your knowledge of all things L&D. And hear how other organisations are navigating through this ever-evolving landscape. 

Episode 23 of the Learning with Go1 podcast is out now! Joining us is Toby Devine, Alliances and Business Development Manager for TalenTeam, to discuss the importance of having good learning experiences in the workplace.

The importance of creating a great learning experience

Episode 23 of the Learning with Go1 podcast is out now! Joining us is Toby Devine, Alliances and Business Development Manager for TalenTeam, to discuss the importance of having good learning experiences in the workplace. 

A new year often brings new learning opportunities. Given we’re all about lifelong learning at Go1, there is no more exciting time of year. Hopefully, you’re entering 2022 feeling refreshed, relaxed, and rejuvenated, meaning you’re in the perfect headspace to learn new skills and approach new challenges. 

We thought we’d lend a helping hand to your new year’s learning journey by examining the foundational skills you’ll need in 2022. Whether you’re learning as a New Year’s resolution, to upskill at work, or just for the sheer love of knowledge, there are a few essential skills that you’ll need to succeed this year. 

We’ll start by analysing an in-depth report by McKinsey, which outlines the skills we will all require in the future world of work, before honing in on the importance of digital literacy, understanding biases, and adaptability as key skills for the year ahead. 

In recent years, there has been plenty of discussion about how to develop ‘future-proof’ skills. That is, skills that will be in constant demand, surviving any technological or workplace evolutions. The thirst for future-proof skills is understandable, given some estimates show that 37% of workers are worried about losing their jobs due to automation.

For context, the World Economic Forum finds that 71% of total task-hours are currently completed by humans, compared to 29% of total task-hours completed by machines. However, if current trends continue, these numbers are expected to shift to just 58% of total task-hours completed by humans and 42% completed by machines within four years.

Perhaps most alarmingly, McKinsey believes that by 2030 “375 million workers — or roughly 14% of the global workforce — may need to switch occupational categories as digitisation, automation, and advances in artificial intelligence disrupt the world of work.” 

Accordingly, many employees have focused their upskilling efforts on developing foundational, future-proof skills. A recent report by McKinsey sought to define the skills citizens will need in the future world of work by identifying these foundational skills. Following a survey of more than 18,000 people in 15 countries, they landed on 56 ‘distinct elements of talent’ (DELTAs) that will shape the future world of work. They then divided these DELTAs into four categories: Cognitive, Interpersonal, Self-leadership, and Digital. 

According to McKinsey’s report, these DELTAs are vital to the future of work because “these skills showed that higher proficiency in them is already associated with a higher likelihood of employment, higher incomes, and job satisfaction.” Examples of DELTAs include resolving conflicts, collaboration, digital learning, empathy, self-confidence, data literacy, active listening, and many more. 

You can read the full report, including all 56 DELTAs, here. However, we have identified the top three foundational skills from McKinsey’s DELTAs that stand above the rest in their importance to the future of work. 

According to McKinsey’s analysis, digital literacy is “the ability to handle digital data, use popular software, access digital services, and interact with AI…individuals regularly use the internet, access services digitally, use popular software, and understand that online activity creates data that others can use.” Notably, McKinsey also found that the digital literacy DELTA had the highest correlation to education.

We’ve discussed digital literacy extensively in the past, but it’s worth reemphasising how significant digital literacy will be as a foundational skill for many years to come. Given the sheer volume of new technologies we are now exposed to at work — from video conferencing and chat tools to word processors, AI, clouds, and everything in between — a foundational level of digital literacy is imperative to thrive in the future world of work. Without a working understanding of digital literacy, many employees are likely to be left behind as new technological trends continue to arrive at breakneck speeds and the demand for digital skills grows exponentially. 

Despite this, many teams have not yet taken action to improve their digital literacy. For instance, 39% of L&D teams say they are overwhelmed and under-equipped due to the pace of technological change. More alarmingly, ​​digital literacy expert Elizabeth Marsh recently found that 88% of organisations have not taken any action to address their employees’ lack of digital skills. Given this, while digital literacy is clearly in demand, many people still lack this skill, making it a key area of focus in 2022.  

For more insights on the importance of digital literacy, be sure to read our blog on ​​Steps to improve your team's digital literacy. 

Understanding implicit and explicit bias is fundamental to creating a healthy and productive workplace culture. According to McKinsey’s research, people who understand biases are 10% more likely to have higher job satisfaction. They define the ‘understanding biases’ DELTA as “individuals are aware of biases in their thinking and can usually ensure they do not impair their thought processes and decisions.”

Examples of unconscious workplace biases are pervasive. For example, research shows that candidates with stereotypically ‘foreign-sounding’ names receive 50% fewer interview callbacks. Similarly, in America, 15% of the male population are taller than 6 foot. Yet, 60% of corporate CEOs are 6 feet or taller. Finally, a study by Yale University found that a group of male and female scientists, who were all trained to be objective, were more likely to hire men, consider men more competent than women, and pay men $4,000 more per year than women. 

As such, biases influence almost every aspect of workplace culture — whether we realise it or not. Often, these biases cause us to make unconscious judgments. While overcoming bias is not a straightforward process, it is necessary to foster more diverse and inclusive workplaces.  

Behavioural scientist Dr Pragya Agarwal offers insightful advice on acknowledging and overcoming biases. She explains, “the more we talk openly about our biases — individual, interpersonal, and systemic — the more it helps...as does having more conversations involving different communities.”

For more insights on understanding biases, be sure to read our article on Unlearning unconscious biases in L&D. 

Adaptability and coping with uncertainty 

It should be no surprise that these two skills are in particularly high demand in 2022. Given the challenges of the pandemic, adaptability and coping with uncertainty are now non-negotiable skills. This trend shows no signs of slowing down in 2022, meaning adaptability and coping with uncertainty will continue to be essential foundational skills in the future world of work.

In fact, according to McKinsey’s research, adaptability and coping with uncertainty are the two highest indicators of employability. Respondents with a high level of adaptability were 24% more likely to be employed, while respondents who scored highly in the 'coping with uncertainty' DELTA were 18% more likely to be employed. Notably, ‘self-motivation and wellness’ was the DELTA with the highest indicator of job satisfaction. Respondents who scored highly in this category were 23% more likely to be satisfied with their jobs.

Further research demonstrates how important adaptability is in the modern workplace. According to PWC, 63% of CEOs are unable to find talent that can adapt to the requirements of the business. Likewise, Barclays Lifeskills finds that 60% of employers believe adaptability has become more important this decade than ever before. Despite this, only 8% of employers actively offer adaptability training. What's more, just 15% of people list adaptability as a skill on their CV.

As such, there is a significant disconnect between the skills employers crave and the skills that many employees are currently developing. If COVID has taught us anything, it’s that adaptability is now one of the few constants in life. Therefore, adaptability and coping with uncertainty are vital foundational skills to hone in 2022. 

We're lending a helping hand to your new year’s learning journey by examining the foundational skills you’ll need in 2022. We’ll start by analysing an in-depth report by McKinsey, before honing in on digital literacy, understanding biases, and adaptability.

The foundational skills you’ll need in 2022

We're lending a helping hand to your learning journey by examining the foundational skills you’ll need in 2022, including digital literacy and adaptability.

The relationship between learning and memory is incredibly close and intertwined. It is almost impossible for an individual to truly learn something without also having the memory to retain what they have learned. 

In episode 22 of the Learning with Go1 podcast, we are joined by Learning Scientist Lauren Waldman and Cognitive Neuroscientist Dr Elliott Jardin to talk about learning and memory, the operational function of our brains, and how understanding humans in the workplace can translate into more effective learning design. 

Check out some of our favourite highlights below.  

The complicated relationship between stress and memory 

When it comes to memory, there are plenty of studies that show us that stress is not a bad thing when it comes to learning memory encoding. It's the level and how much we can take however that has become a hot topic, especially as we find ourselves adjusting to this new world of work.  

So, how much stress is good, and how much stress is bad? And, is there a particular threshold that people pass where it starts to become detrimental to their ability to memorise, learn and retain information? Dr Jardin dives deeper into this below. 

The complicated relationship between stress and memory

The importance of learning about our brains 

So how does knowing about our brains help us as learning professionals - and everyday humans for that matter?  

Having a baseline understanding of our own cognitive resources allows us to not only be more aware and understanding of the limitations of those around us but enables us to help to protect them as well.  

For those who are responsible for designing learning, it gives a higher awareness of what can be done in the design itself to make it more operationally functional for the people who are on the other side of the screen or sitting at the other side of the desk, as Lauren explains below. 

The importance of learning about our brains

The value of sleep when it comes to learning 

One of the biggest preparations for your brain to learn is giving your brain adequate rest.  

Research suggests that the quantity and quality of sleep have a profound impact on learning and memory. So whether it's connecting different ideas or different types of motor learning, the importance of sleep really can't be overstated, as Dr Jardin explains below. 

The value of sleep when it comes to learning

When you learn something new, the best way to remember it is to sleep on it. 

In our daily lives, we're constantly bombarded by stimuli all around us. These are noises, colours, scents and much much more. With everything around us, there is only so much we can pay attention to at any one time. We need to be strategic about what we focus our cognitive energy on so that we can prime our brains to be in the best position for learning. This can be assisted through the practice of mindfulness. 

Mindfulness as a tool for the brain

If you haven’t already, listen to the full podcast here to learn more. 

We look forward to continuing the rest of the series with L&D professionals already scheduled to join us from Italy, Cyprus, Eqypt, Oman, Finland, The Netherlands, Australia, USA and many more. Stay tuned!  

Episode 22 of the Learning with Go1 podcast is now live! Joining us is Learning Scientist Lauren Waldman and Cognitive Neuroscientist Dr Elliott Jardin to discuss the importance of preparing your brain for learning.

The importance of preparing your brain for learning with Lauren Waldman and Dr Elliott Jardin 

Episode 22 of the Learning with Go1 podcast is now live! Joining us is Learning Scientist Lauren Waldman and Cognitive Neuroscientist Dr Elliott Jardin to discuss the importance of preparing your brain for learning. 

The importance of preparing your brain for learning 

By highlighting content gaps and areas where we want to fill out our offering, we hope to influence your roadmaps for the year ahead and position you strongly within our library!

The big headlines: Customers want language options. The more the better. As Go1 becomes increasingly global, our customers want European and Middle Eastern languages on top of English. Additionally, having courses discoverable in foreign languages through the search function is a strong preference. Though having language options through a dropdown menu function is also great.

Having multiple language options for courses drives consumption for customers with a global workforce, which are typically larger in size, and it extends your content’s reach to new markets.

The top five languages in demand from North American customers are: Spanish, Canadian French, Mandarin, Cantonese, and Japanese. For Europe, they are: French, Spanish, Italian, Dutch, and German.

In terms of topic areas, based on an internal survey of our Account Executives and Customer Success Managers in the US, UK, and Australia, this is what we’ve learned:

*Language Learning is in greater demand from our EMEA markets while Anti-Harassment trainings are requested more in the US.

We also see requests for courses in Coding, Smartsheets, Autocad Civil 3D, Forex, and Web Development (software applications such as Maven, TeamCity, ELM and Grafana). Finally, related to DE&I, we also have demand for Allyship and Intersectionality as topics.

Beneath the headlines: There is a strong demand for continuing education credits, as well as course certifications embedded in your SCORM files where appropriate. These credits are particularly important for medical, nursing and health sector customers. For the US, OSHA certified is also sought after.

Harassment trainings are widely requested and having these courses reflect specific business and industry settings enhances our ability to service different verticals. For instance, a sexual harassment training with video that is set in an office environment is of little interest to customers servicing construction-site based workers.

For leadership courses, there is a demand for subtopics like giving feedback, conducting a performance review, and being a first-time manager. There is also a strong demand for these courses to showcase actors in business-casual, rather than formal business attire. Business suits, for instance, do not reflect many of our prospects’ workforce, especially in the Covid-era. Retail, pharma, and healthcare are just some verticals where these content requests are coming from.

For Finance/FinTech courses: there is a need for non-banking compliance, high quality general finance, and interactive content that brings the topic to life. Many finance-related customers and prospects do not specifically need banking content but rather more generalized courses.

For 2022: We plan to build on the insights here and available to you in your dashboard. We are currently surveying partners to better understand what is important for you, and we will be making modifications in the year ahead to deepen the value you get from being in the Go1 family of content partners.

In the meantime, Happy New Year from Go1 Content Partner Success!

As we move into 2022, Go1's Content Partner Success Team share some topline insights from our enterprise prospects and customers.

2022 Insights for Content Partners!

As we move into 2022, the Content Partner Success Team wants to share some topline insights from our enterprise prospects and customers, as well as internal Go1 stakeholders. 

We all know by now that consistent learning and development is essential for just about every industry. What may be less obvious is how to best carry out this learning to ensure participants are getting the most out of it. What are some techniques that L&D leaders in all industries can bring to their learners and how can we help learners to then apply those techniques in their everyday work?

In episode 21 of the Learning with Go1 podcast, Lars Ruud, Global Learning and Development Partner with Wilhelmsen Group, joins our host Craig Hamill to discuss effective implementation and maintenance of workplace L&D strategies. 

Throughout the podcast, they share insights into their personal experience with how L&D leaders can create a learning culture that keeps participants coming back through specific techniques. They also discuss how these techniques not only help with learning but with the implementation of that learning in participants' work outside of the training.

Check out some of our favourite highlights from the podcast below.

What are the benefits of digital training?

One of the biggest changes to workplaces all over the world in recent years has been an increase in digital communication. More than just emails, workplaces are now turning to instant messaging and video conference platforms as a major means of communication, whether it be for day to day tasks or training.

In this section of the podcast, Lars goes into detail about how conducting training digitally can help eliminate some of the inefficiencies that can often occur when attempting to gather people from all over the world for training.

The benefits of digital training

It's a no brainer that when we are excited about a task that we are more likely to be motivated to complete that task. Lars provides insight into how we can harness technology to help bring excitement and emotion to digital training and therefore provide more benefits for the participants. Craig then shares how people that work in L&D are often very passionate about what they do and if they are able to relay that passion to the workforce, "we're on to a winner".

Excitement as a motivator

How do you know when you've achieved success?

We've mentioned before that L&D is something that is essential for just about every industry; it can therefore seem difficult to measure the success of L&D in a way that's as universally applicable as possible. Lars discusses this challenge and how determining this success is often easier in industries like sales where success is measurable through statistics.

"When it comes to the salespeople success stories, we have people who have officially come out and said, hey, I tried this and I finally closed the sale. And that's something that's really very powerful in terms of helping other people see that maybe I need to do something different. Maybe I need to try something new."

If you haven’t already, listen to the full podcast here to learn more.

Want to hear more? Browse the full Learning with Go1 podcast library on Apple Podcasts, Google Podcasts, or Spotify to help expand your knowledge of all things L&D and hear how other organisations are navigating this ever-evolving landscape.  

Episode 21 of the Learning with Go1 podcast is now live! Joining us is Lars Ruud, Global L&D Partner with Wilhelmsen Group, to discuss creating and maintaining an effective learning culture.

Creating and maintaining an effective learning culture

Professional development is not only beneficial to your employees, it also has many advantages for your business overall. By boosting the professional skills of your people, you help them achieve their career goals and enable them to provide a better service to your customers and clients.

There are many factors that go into being a good employer, and one particularly important aspect is professional development. But what is professional development, and how can you ensure you’re allowing your employees to learn, grow, and achieve job satisfaction?

Professional development can take several forms, but all have the same purpose: to offer employees training and development to upskill them, increase their confidence, and keep on top of ever changing technology and business landscapes.

With the right professional development training, it will help your people to:

Progress through your business and achieve their goals

Balancing learning with day-to-day duties

It can sometimes be difficult to find a balance between professional development and ensuring employees can continue with their daily tasks and duties. Finding times that suit multiple employees can be almost impossible to arrange - especially as people spend more time working in a remote or hybrid environment.

However, there are solutions to this which means employees can receive the training and development they want while ensuring they don’t fall behind in their duties. We’ll discuss these options below, along with types of professional development and how encouraging it benefits your business.

Why is professional development important?

The importance of professional development shouldn’t be underestimated. From an employees point of view, those who are career driven and have set goals will want to make sure their employer is helping them to achieve them. Allowing employees the ability to grow and improve their professional skills will be rewarding not only for them, but for your company as well.

We’ve explored why professional development is important from an employee, but it can also be an invaluable tool for your business for a multitude of reasons.

So, why is professional development important? If you encourage professional growth, it will benefit your business in a number of ways.

A business that encourages training and development is one that’s going to appeal to professional, career-driven people. Nobody is going to produce their best work knowing that their career is stagnant - so by training your employees you’re putting them in the best position possible to reach their goals.

As a result, not only will you improve employee retention, but also entice some of the best and brightest talents your industry has to offer. Recruitment is expensive and comes with a certain degree of risk - so it benefits employers to upskill their existing, trustworthy teams and attract the right people.

If employees feel that their employer values them then they’re far more likely to have boosted motivation and feel fulfilled in their roles. And when an employee is motivated, they’re going to produce better results for your customers and, ultimately, you.

Build confidence and encourage collaboration

When teams have confidence in each other, they’re far more likely to collaborate. Only when they collaborate and have trust in one another will teams produce their best work.

When employees are provided with the right training and development, they’ll be given all the skills and knowledge they need to do their job well. As they learn new skills, procedures, and ways of working, when these are put into practice they’ll have higher levels of efficiency. That means better results in a shorter amount of time.

With their new skills, your employees will even be in a better position to offer suggestions and improvements to your business as a whole.

By encouraging professional development you increase the credibility of your business in two ways:

You’ll be known as a strong employer within your industry, and that you care about your employees, and

Being able to showcase to your clients that your people are highly trained will improve their trust in your business

These points will help you to attract both new clients and the best talent to fill new roles.

Improve the succession planning process 

By training multiple members of your team on skills that are crucial to the business, it enables your business to run smoothly as team members leave or retire. Upskilling current employees is far more cost-effective than recruiting, especially management and senior-level staff.

By boosting the professional skills of your people, you help them achieve their career goals and enable them to provide a better service to your customers and clients.