How long is a piece of string? Sometimes, that’s how measuring professional development success feels – a question with a never-ending answer.

Though there are many ways to measure professional development success and some are more cut and dry than others.

In this article, we’ll offer suggestions to measure PD from a variety of angles so that a better picture of an individual’s professional development success can be formed.

Just remember that PD is about creating worth. The idea is that employees feel personal and professional improvement and that a business can enjoy its increasing value.

To get things started, let’s first look at a definition of professional development to make sure we’re reading from the same page.

Professional development, often shortened to PD, is a catch-all term for the variety of training and academic and workplace education that is intended to improve the knowledge and skills of employees and therefore improve their performance.

Professional development is a huge benefit for employees because it provides an easy way to improve their career outlook. Gaining new abilities to put on the CV should never be sniffed at! As well as this, the sense of personal growth to be gained from PD is also an important factor in keeping a workforce happy.

It’s a win-win for employees and employers!

Knocking it out of the park – what happened to their PDGs?

The most straightforward way to measure professional development success is to assess whether an employee met their Personal Development Goals (PDGs).

Most companies implement a personal development goal process that staff set at various dates throughout the year and are then reviewed at some point down the line.

These PDGs could be broken into three distinct sections; learning, connecting and creating. Perhaps an employee wants to improve their project management skills, get to know more people in the company by joining a group, and create something they own by beginning their own blog.

Though this route seems a little rigid, it offers the clarity of “yes” and “no” answers.


Pre-testing shows the employer the level of their employees’ job understanding before they go on their PD training course. The results from the pre-test can then be contrasted against a test after training.

The information obtained will determine whether the employee has gained the sufficient level of knowledge expected from them and whether there are still any points that need to be worked on.

To make sure that employees don’t feel like they’re at school, employees can personally discuss the employee’s strengths and weaknesses.

While testing gives us insight into the knowledge learning of an employee, it doesn’t necessarily tell us whether they are using this knowledge on the job or not. Make sure you follow up on the tests to see how these abilities are applied.


Engage in chitchat - speak to team members

In a formal setting, invite team members in to speak about each of their colleagues. Ask what it is that team members offer to the team and what they could work on.

Speaking to team members gives employers and view into the working lives of their employees that they may otherwise not receive. Just remember that this is a professional setting – this isn’t a time to gossip but a time to offer praise as well as constructive criticisms.


To really see whether your employees have developed professionally, shadowing may be necessary. For example, an employee may have set a PDG for improving their problem-solving. Shadowing an employee offers a window into this change. How do they go about solving unexpected issues? Have they used what has been learned? Do they panic or do they act?

One of the benefits of this route is that when discussing any of your employee’s strengths or weaknesses later, you are able to work from the information you have gathered yourself. It isn’t secondary sources, there is no confusion.


If you’re in the sales business, then the number of sales an employee makes is a fairly obvious means to evaluate their success in the workplace.

Though metrics like these may seem crude and ineffective to gauge “soft skills”, for the hard and fast figures in a corporate world, there is no more effective method.

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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Are you looking for ways to measure your professional development success? In this article, we'll discuss some ways to do so.

Measuring professional development success

In this article, we’ll offer suggestions to measure professional development from a variety of angles to gain a better understanding of an individual’s professional development success.

With the ongoing growth of technology and the digital economy, companies are amassing huge amounts of personal information from their customers. Unfortunately, the collection and storage of this data comes with a risk – the risk that the information could be lost, accessed or misused. We’ve recently seen the true scale of the impact that these data breaches can have on businesses, worldwide. Which is why it’s more important than ever for organisations to make sure they’re protecting customer data and reducing their compliance risk.

For Australian businesses, changes to laws around data breaches are a serious prompt to get up-to-date with compliance rules. There are grim consequences of non-compliance, including legal proceedings, fines and penalties, and the loss of income and reputation. In fact, in the case of corporations, you could now be at risk of paying civil penalties of an amount up to $1.8 million.

How would you respond if your organisation discovered a serious data breach? What plan do you have in place to protect your reputation and business operations?

It’s vital that you think about ways to make sure your business is safeguarding against the event of a data breach. Here, we’ll look at how eLearning can be used to educate employees around information and data security, helping to reduce your compliance risk.

Changes to laws around compliance risks and data breaches

With the passing of the Privacy Amendment (Notifiable Data Breaches) Bill 2016 in Parliament, companies will no longer have the luxury of hiding their breaches.

Once enacted into law on 22 February 2018, businesses that fail to show they have the right measures in place – or are at least making efforts to – will face fines and a big hit to their reputation. So what are these measures?

Companies must notify both the Office of the Australian Information Commissioner (OAIC) and affected individuals of any eligible data breaches. This will give individuals the opportunity to re-secure or change their data, while also putting pressure on organisations to improve their data security practices in the first place.

Graham Pyper, in a recent article for Australasian Lawyer, believes that in a year’s time, “we’ll start to get the real picture of how seriously businesses are taking the security of their data – and the number of breaches really taking place.”

Australian companies who aren’t paying proper attention to compliance will be thrown in the spotlight – and you don’t want to be one of them. Educating staff about data security and compliance is key to minimising risks. If you haven’t been taking your compliance training seriously, or treating it like a bit of a ‘tick and flick,’ it might be time to think about approaching it in a new way.

Using eLearning to reduce compliance risk

Earlier, we published an article on how eLearning can reduce your compliance risk, with online courses breaking the “boring mold of compliance risk learning.”

As we explained then, online training is the best way to reduce compliancy risk for companies, due to the huge variety of learning methods available. Through eLearning platforms, you can use “simulations, quizzes, stories, gamification, role-play, audio, video, and almost any other multimedia you can think of! That’s a whole load of ways to take students through the complicated maze of compliance.”

Using methods such as storytelling or gaming to include ‘real world’ scenarios is a far more effective way to help staff understand the important of compliance. In this way, online training can highlight data breach situations that other companies have been faced with – and dealt with successfully or unsuccessfully.

“Rather than explain compliance through a theory-focused, boring textbook-led method, the use of stories in compliance makes lessons relevant, exciting, and practical so that they can be put into practice quickly.”

If you’re an Australian business looking to get things in order before the new data breach laws, it would be wise to step up your employee compliance training now. Investing some time and money in this area is the best way to significantly reduce your compliance risk.

Reduce your compliance risk ahead of new data breach laws

When was the last time you sent an SMS to a friend? I’d wager that you probably can’t remember. The ubiquity of cell phones with smart technologies – usually Android or Apple devices – means that 77% of people in the United States use them every single day, according to a recent Pew Research Center study.

But let’s look at working ages. 92% of people aged 18 - 29 own a smart phone. And that number remains exceptionally high in the 30 – 49 year-old-age range.

Now ask yourself, in today’s tech-friendly world, can you risk ignoring the power of mobile friendly training?

In this article, we’ll take a look at the reasons why tablet and mobile friendly training makes so much sense.

Mobile learning bends to the learner’s will 

We’re living in a world where nothing is out of reach. The little devices in our pockets make online life accessible almost wherever we are. The flexibility this offers is an incredible advantage of our age and one that only mobile friendly training can take advantage of.

With mobile learning, rigid old classroom styles and fixed timetables can be a thing of the past. Rather, learners can study whenever and wherever they want, empowering them to learn and take their skills to the next level.

Moments of dead time can be transformed into learning opportunities. The commute to and from work on a busy bus or in the back of a taxi can be used, instead of staring at Facebook, as a way to improve job opportunities!

The bite-size nature of online learning only makes this easier. Courses are short and exact, catering exactly to our short but active attention spans.

Learners can bend online training to their wills, rather than have to bend for it!

The place of cell phones and tablets or iPads as a central piece of people’s lives would be futile to deny, even if not everyone likes the idea. The reality is that the American spends 2 hours 15 minutes using apps each day, with those in Mexico, South Korea, and Japan spending even longer on them.

Clearly then, our mobile devices are an integral part of our who we are. Use this knowledge. If your organization offers training that arrives at a person’s doorstep by way of their device, then they are of course more likely to involve themselves in training. If, as in other instances, learners need to physically move somewhere else, then of course they will struggle.

The simple answer is to make training more convenient for learners. After all, convenience is king! With tablet and mobile friendly training, this is exactly what happens.

So why not use the power of this wave to arrive at your destination, rather than try to swim against it?

There are lots of less obvious benefits when organizations use tablet and mobile friendly training. And though they’re not as obvious to us, they’re extremely important to the structure of a functional, well-run business.

The most obvious of the less obvious benefits is the jump in retention rates for organizations that focus on training as a fundamental aspect of their structure enjoys.

Training is particularly important to millennials and is considered an essential part of their career expectations, so those who intend to acquire and keep the best young graduates should keep this in mind.

Couple that with the fact that millennials are the top mobile device users and the stage seems set for tablet and mobile friendly training to offer some pretty massive less obvious benefits!

We’re a social species and one of the great benefits that tablet and mobile friendly training gives us is the ability to communicate with others.

mLearning and eLearning training services now have superb community-building platforms that allow learners to engage with others and help one another through collaboration. When each member of a large company uses mobile learning, the communal side of the training process helps to strengthen the bonds between individuals.

In turn, this helps build an identity that everyone at a company can share creating a stronger team that works together and achieves goals in a more effective manner.

It’s fair to say that tablet and mobile friendly training is in vogue right now and only going to become more popular as the momentum shifts from training being part of the culture at companies ahead of the curve, to those just keeping up with it.

So for your organization, getting onboard with tablet and mobile friendly training is a simple necessity. Like we said earlier, the best talent expects the best training and support. Keep them, or ignore them at your peril!

mLearning and eLearning continue to be seen as a necessary part of corporate culture in the current business environment. If employees are denied the benefits of mobile friendly training then it isn’t just the individuals that miss out – it’s the whole business!

So what are you waiting for? Take a look at tablet and mobile friendly training today to find out more of the incredible benefits it offers.

Why you need tablet and mobile friendly training

Following on from our recent article about professional development courses, we thought we’d give you some more great online training materials to help your team grow.

Something that we haven’t quite touched on yet is the need for professional development training to be continual – it’s not just something that you should tick off once a year to satisfy HR. It requires ongoing investment of your time, focus and energy, to get the best results.

Why? Because when you’re continually learning, you know that you’re always growing as a professional. And if you’re a manager, you should also be helping your employees to grow, and acquire the skills and knowledge they need to succeed.

Making the commitment to check in with employees and set new goals is easy. The real challenge is getting them excited about their own professional development. That’s where these online courses come into the equation. We’ve hand-picked 5 short courses that we think will help get your team on board with online learning. They’re fresh, well-presented and easy to understand, with engaging content and delivery methods.

You and your team will explore decision making, branding, customer feedback and more. Without further ado, here they are!

Most of us work in teams, whether it’s in the office or on the sales floor. So when it comes to professional development, improving your skills as a team player is pretty much top of the list.

One of the challenges faced by many employees is knowing how to make decisions as part of a team. But when your decisions can have a positive or negative impact on other people, it’s important to get this right.

This first course will help you to understand effective decision making and the benefits of team collaboration. Making decisions as a team player creates a sense of empowerment and ownership, while also working to drive group motivation, creativity and innovation. As a manager, you’ll hopefully see an increase in team cohesion, and a reduction in individual stress levels for your employees as a result of that.

In the last course, we looked at team dynamics – now it’s time to take a good long look at yourself. What kind of image are you conveying at work? Like it or not, when it comes to your career, there’s something to be said for paying attention to your own personal brand.

This eLearning course will help you to better understand your brand. You’ll work through the steps of building your personal brand and communicating it to others, creating your own unique Personal Branding Statements and Leadership Profile. You’ll learn more about your core values and what you stand for, and how this has an impact on what people feel your brand represents.

There’s no question about the impact great customer service has on an organisation. And knowing how to successfully manage customer feedback is one of the best skills you can have as an employee.

This doesn’t just apply to people working in retail or hospitality roles. Your customers can also be internal, and it’s just as important to keep internal stakeholders or clients happy as it is with any customer base. You want to create an environment that welcomes customer feedback – even if it’s negative! Because as the course content reminds us, Bill Gates once said, “your most unhappy customers are your greatest source of learning.”

This course will educate your team on how to handle feedback and use it to provide a better customer experience.

Developing a Strategy for Customer Complaints

Employees will also learn how to predict potential issues before they arise, helping them to feel more empowered in their roles.

Another valuable skill that is critical for professional developing is knowing how to manage team conflict.

Many people naturally tend to shy away from difficult conversations or conflict – if that’s you, you’re not alone! But unfortunately, avoiding conflict won’t make it go away. If anything, it will only make it worse, as negative emotions continue to boil under the surface and grow larger in magnitude.

When members of a team are in conflict, it can also begin to affect their other team mates, causing rifts and division and resulting in a toxic work culture. This eLearning course gets to the bottom of this, suggesting practical ways you can tackle conflict head on and tips for how to communicate and restore balance.

How to Create their 'Walk in the Door' Moments

While the above title might sound a little cryptic at first, this course is all about creating a positive work environment for yourself and your team.

It asks the big and important questions: “Why do you walk in the door every day?” “What motivates you in your workplace?” “What makes you want to be there?”

This course shows you how to create a culture of wellbeing in your workplace. You’ll learn how job satisfaction is closely linked to productivity, making it a vital part of career development. And you’ll explore ways to create and maintain a space that inspires and motivates team members to higher levels of performance and commitment.

While this course is part of the Learoy Tonight Leadership series, it’s useful for employees of all levels who are keen to work towards a better workplace for themselves and their colleagues. Your team members will get just as much out of the course materials, helping them get excited about professional development and online learning.

Help your team grow with professional development training

All successful digital learning projects start with a first class plan. But, it’s easy to launch head first into creating learning content, without properly laying the foundations and understanding what success will look like.

The digital learning authors that invest a couple of hours in understanding their objectives and audience at the start of a project tend to get better results, much quicker. And those that prototype, test and iterate their ideas do even better.

What are the crucial steps to more successful elearning?

Taking the time to plan at the start of your project and reflect and refine throughout, will help make sure your learning hits the mark. There are various frameworks for elearning, that set out approaches to doing this. The 5C Framework is the new kid on the block and can be seen as a modern, more agile alternative to the ADDIE framework. 

4 crucial “Capture” questions to ask yourself at the start of your elearning project:

Who are your audience and what changes do you want them to make?

What does the digital learning need to do to help them with this change?

What resources do you have at your disposal to make your project a success?

Download this free “Capture Needs Template” to help with this.

Tips for nailing the “Capture” stage of the 5C Framework

Make time – block out 60 minutes for this planning, you’ll save this time later on and reach your goals faster.

Work collaboratively – bring your colleagues into the conversation about your project goals and audience needs. As they say, two heads (or more!) are better than one.

Ask your audience – if you’re unclear of what your learner needs actually are, or want to know what they would find engaging…ask them. If you use Elucidat, create a survey to send out to a small sample to get their feedback.

Print out and use the Capture Needs template – this will speed up your planning process and will guide you through the key questions to reflect on.

 Want to know more about the 5C Framework? Learn more here.

Kirstie is an experienced learning design and performance enhancement specialist at Elucidat. She has a passion for bringing about high impact, emotionally engaging digital and blended experiences that make an actual difference.

How to plan a more successful elearning project

Virtual teams are the talk of the town right now - and with good reason! This very modern mode or working takes collaboration and turbocharges it – giving you the opportunity to spread your team across continents, time zones, and cultures.

Virtual teams are changing the game as we speak. These people don’t work in the office, they work wherever they want. From mountain tops in Colorado to beachfront properties in San Diego, as long as there’s internet then the team is good to go.

This is all made possible to the internet - the lifeline of the modern virtual team. It’s their route to communication which they can do through email, collaboration platforms like Slack, WhatsApp and others.

And while this utopian vision sounds all well and good, the reality is a little more complex. That’s where good management steps in. To make sure people are working, hitting deadlines, and communicating well with others, a virtual team manager is essential.

So how can good management benefit a virtual team?

Team Focus – When the virtual team is distributed across a country or the globe, making sure everyone is on track is a tricky task. Good virtual managers can keep a tab on each individual to make sure they’re working towards the same end.

Improved Communication – As virtual teams aren’t in the same room there can be communication problems, leading to ineffective working and frustration. Management can remedy this.

Lack of Commitment – One problem with virtual working is that sometimes individuals don’t feel fully engaged and therefore fully committed to the team and its goals. A good team manager knows how to make everyone feel valued.

The course delves into the workings of a virtual team from every angle and is arranged by sections.

Find Out More – The first section primarily discusses the pros and cons of virtual teams and explains why it is that more and more companies are using this versatile style of team working.

The major benefit of the virtual team is the great savings that can be had if there isn’t an office building to pay for. The physical workplace is a huge overhead that most companies are glad to get rid of.

Another factor is that virtual teams make hiring better staff easier because a company is no longer constricted to only one city.

Virtual team members are also often happier than their office-based contemporaries.

But it isn’t all rainbows. Virtual teams often fall short of their goals – 82% in a recent survey – and over one third said they were “largely ineffective”.

The remedy to these problems are the five key stages that will be discussed in the rest of the course. Let’s get cracking!

Preparations – As always, the key to success is in the preparation.

No two teams are the same nor are the conditions they’re working under. They must be run to different costs and they’ll have different flexibility requirements too. As well as this, the individuals making up the team will be different and so the dynamic is bound to change.

What size team should you have? How should you structure the team for this particular goal? Which types of technology should they use?

The checklist that this section suggests will make sure you’re fully prepared with a system that offers the best care to the team and chance of success. Go get ‘em, tiger!

Launch – This is the moment you’ve been working towards. It’s the big day; you’re about the launch the virtual team!

But take a few breathes; there are some things to consider.

If individuals live within distance, you could have a meeting so everybody knows one another. Or a video conference if that isn’t possible. This way people feel a connection and are more likely to feel part of it all.

Run over the team goals and ways of working. Make sure everyone knows their roles and answer any questions. All this will save a lot of time later.

Performance – Once everything is swimming along nicely, there will be adaptions to be made.

Could you offer some self-management to team individuals? Are individuals doing what they should be? Are they communicating?

In this section you’ll learn to look out for performance problems and learn how to solve them.

Team Development – Just because virtual team members aren’t sat in the same office space as you doesn’t mean they don’t need training and development.

Not everyone will know their way around new technologies and perhaps some people need to work on their communication.

Team Disbanding – Saying goodbye isn’t easy, so why do it? When a project is over, make sure you manage the team breakup to keep everyone motived and happy, and willing to work for the next project you have.

And after all that, there’s a quiz to do!

If a virtual team isn’t managed well, then all the benefits it can offer – lower costs, a larger pool of talent, increased flexibility - can be lost.

This teaches what you need to know to take advantage of these incredible benefits and make sure your experience, and that of the team, is a more fruitful, enjoyable, and ultimately productive venture.

Failing to plan is planning to fail. We’re all aware of that, right? Why then do companies frequently founder when reducing their compliance risk despite it being an issue of such pivotal importance?

Any organization that operates in today’s corporate world needs to be compliant with the regulations of their industry. Financial, construction, human resource industries, and all others have their own set of rules structuring the operation of business.

By educating employees on the new changes to compliance in your industry, businesses give themselves the best chance of avoiding any nasty surprises.

But eLearning courses are only as effective as their structure. In this article, we’ll look at a number of ways online courses help reduce compliance risk by effectively educating learners. Away we go!

Spinning a compliance-themed yarn is one of the fantastic ways that online learning courses break the boring mold of compliance risk learning.

The inclusion of stories and tales in compliance learning is a useful training method because stories can tell real-life scenarios. Rather than explain compliance through a theory-focused, boring textbook-led method, the use of stories in compliance makes lessons relevant, exciting, and practical so that they can be put into practice quickly.

eLearning can use real events to explain some of the situations that other companies have faced.

And there is little better way to tug at the heart strings than through the telling of an emotionally charged tale. Like reading a book or watching a film, we care so much more about the outcome of the story if we feel emotionally connected to the characters within it.

eLearning offers likable characters to ensure students are fully engaged in their learning.

Regardless of the industry, the many facets of compliance regulations mean that learning how to avoid compliance risks is a tricky business.

Learning rules and regulations and how they are used in practice takes hours of studying. And if we know that our brains don’t have the ability to study for hours, but breaking learning down into bite sized pieces is a very effective and simple way to increase learning effectiveness.

Not convinced? Here’re a few more benefits of breaking compliance learning into delightful little bits:

Breaking learning down into easily digested parts means knowledge retention is increased.

Learnings are less likely to be bored because they see their steady progress. This also means they’re less likely to become despondent.

Students can engage with their learning in a flexible manner. eLearning can be done anywhere there’s an internet connection – spare minutes on the bus become productive mini lessons!

What’s the point of teaching if there’s no way to know what the students are being taught, and more importantly, how well they’ve understood it?

Compliance training is great, but you need to be able to review what students know before they’re ready to be placed into a position of responsibility. This is particularly important for a topic like compliance, when failing to meet requirements can be costly.

But eLearning offers major benefits for employers wanting to check that their employees have got the hang of compliance regulations. eLearning platforms store all data that is entered onto the platform, which can be quickly assessed to review a student’s performance.

Tasks, tests, quizzes and exams are all ways that eLearning platforms assess a student. With easy, definite answers, an employer can be sure that their employee is equipped with the resources to meet any compliance regulation in the industry.

There’s more than one way to make your compliance bed

Let’s not sugarcoat it – for employees who didn’t choose to work in compliance as their career, the process of learning about compliance regulations can be a bit dry. And that’s an obstacle for learning. But if a course is able to unsettle learner’s expectations and offer a few surprises, then it’s sure to be far more memorable. Luckily for us, that’s what eLearning is all about.

Compliance is a topic that affects the organization of a business in many, many ways. So to do justice to the multifaceted nature of compliance, it’s really vital that compliance is also taught from a range of perspectives. This, being blunt, is eLearning’s strength.

The variety of learning methods is what marks online training as the best way to reduce compliancy risk for an organization.  eLearning platforms use simulations, quizzes, stories (as mentioned above), gamification, role-play, audio, video, and almost any other multimedia you can think of! That’s a whole load of ways to take students through the complicated maze of compliance.

Sure, eLearning courses cost money. But compared to the punishing costs of non-compliance to industry regulations? They really don’t even compare.

You can think about eLearning as an investment for a company. To save a whole heap of cash, a little must be spent. But considering the costs involved, eLearning is incredibly cost effective as a way to educate employees and be sure that the company is up to date with compliance laws.

On top of these compliance-related benefits, there are also secondary benefits connected to eLearning. Staff retention improves in businesses who train their staff and staff morale rises too.

Compliance training through eLearning is a win-win situation. It’s an inexpensive resource to enjoy, but can be very expensive if forgotten!

How eLearning reduces your compliance risk

One of the most important characteristics of great leaders is their ability to set clear paths for their teams, leading the way forward with direction and purpose. In fact, this strong sense of direction is not just desirable in leadership roles – it’s critical for the success of any business.

So what do we mean when we talk about direction, in an organisational context? It’s easy to pull out words like mission, vision and values, but what does it all mean when you really get down to it?

Well, when we’re talking about direction we’re talking about knowing:

And your company’s mission, vision and values are an incredibly important part of getting there! Establishing these things are what will help you establish a clear direction, setting your business up for success and giving your team purpose.

Let’s look closer at how leaders can set the direction of their organisation and drive positive outcomes for their team. And how you can strengthen your own sense of direction as a leader.

The Importance of Clear Direction for Employees 

As we said above, your organisation's mission, vision and values are all central to creating the direction (and potential success) of your business.

If you’re in a management or team leader role, you have the opportunity to create a more purpose-focused culture for your employees. When each individual team member knows what they are working towards, and how they fit into the big picture, they have a much stronger sense of being valued. This helps to create a more positive work culture and leads to higher levels of productivity and performance – happy employees, happy business!

As a leader, it’s important that you define and communicate this ‘big picture’ concept to your team, so that they know how their work fits into the organisation’s goals and mission. Ask yourself (and be honest) how many of your team members actually know the company’s vision and values – would they even know where to find this information?

If you’re eager to get your team back on track and moving forward in a more positive direction, you can get the ball rolling by working on your own leadership skills.

The online course, How to Succeed Through Direction, is a great place to start. With this short eLearning course, running for approximately 30 to 45 minutes, you’ll gain a wealth of leadership knowledge in less than an hour.

Through videos, interviews and presentations from experts, you’ll understand more about the importance of company mission, vision and values. You’ll learn how to:

Drive the organisation’s mission, vision and values

Know your values and align them to your business

Use mission, vision and values to support your team and culture

Identify how you measure and build your business beyond the bottom line

Feel confident in your ability to paint the ‘big picture’ for your team

The course will also provide you with invaluable tips for leveraging your clarity on direction and behaviour to further drive your culture. As the Learoy team says, if you feel like your team needs a GPS to get back on track, “make the mission clear by figuring out a direction – then, get everyone on board!”

Online Courses to Increase Your Leadership Skills

You may have also seen our recent article on how to choose the best learning environments for your team?

Both of these eLearning courses are part of the Leadership – Off the Leash journey, developed by the Learoy Tonight team and created specifically for today’s managers and leaders.

With the release of the end of July Go1 update we have several improvements to the platform that will help to improve managing both users and content for Administrators. Updates to the way learning items are displayed, tool to allow Administrators to mark attendance in events, region based tags and the introduction of coupons headline our improvements, as well as a stack of other updates to improve the way you train your team.

Assessors can mark attendance for events in courses

After introducing the ability to include events within courses earlier this year, we have now added a new tool to make tracking in-person events even easier. You can now open a list of all event attendees and simply click the button in the ‘Attended’ column to track the user.

Go1 GIF - Find & Share on GIPHY

Administrators can now generate their own coupons within Go1 which can then be applied by users to redeem courses in a portal, or specific courses as specified by the Administrator. These can be created for a percentage or monetary value, with the ability to cater for partial or full purchase of content on behalf of the user.

We understand that one of the most important aspects of engagement when it comes to learning content is how it looks to the end user. In this updated the way that learning items will appear both individually and within modules, to allow for a more visually friendly experience.

Add tags and regions to individual Learning Items