I can’t believe we are already four months into the year! I’m sure you have put together your calendar to ensure your employees are meeting your organization's compliance needs, but have you thought about how you are supporting your employees in other ways? In April, we highlight mental health and diversity, equity, and inclusion in our 12-months of learning, and give you thoughtful playlists to help you support your employees, no matter what they are going through.  

What content partners should you check out this month?

Topic coverage: Health & Safety, Compliance, Mental Health, Soft Skills, Cyber Security

250+ courses, the majority of which are 15 minutes or less in duration; some titles are documents with recommended follow-up resources

Top courses: The GDPR Guru, Remote Working 101, Dealing with Suicidal Feelings, Time Management

Topic Coverage: Mental health awareness for business, stress management

4 courses ranging from 45 mins to 60 mins in duration

Meets legal and moral health and safety obligations for providing a psychologically safe workplace

Top Courses: Mental Health Awareness for Managers

Topic coverage: Human Resouces, Diversity and Culture, Leadership

15+ courses in Premium ranging from 10 to 20 minutes in duration 

Top courses: Unconscious Bias 101, Building a Diverse Organisation, Getting Flex-Agile

What new content partners have we added to the Content Hub?

20+ courses in Premium ranging from 5 to 150 minutes in duration

Top courses: Introduction to Financial Management, Financial Analysis, Credit Rating and Credit Scoring, Introduction to the Securities Industry

Topic coverage: Business, Software, Data Analysis & Management, Design, Marketing, Web Development, Leadership & Management 

3200+ Guided Projects in Premium ranging from 90 to 120 minutes in duration 

Top Projects: Getting Started with Power BI Desktop, Create Informative Presentations with Google Slides, Develop Your First Python Program, Introduction to Relationship Database and SQL, Jenkins: Automating your delivery pipeline 

In Coursera’s Guided Projects, learners can quickly develop job-ready skills using the latest tools and technologies with step-by-step guidance from expert instructors. There’s also a side-by-side interface featuring expert video on one side and space for learner practice on the other side. 

Some content is offered in additional languages, including Spanish, French, German, Portuguese, Arabic, and Russian

*Some restrictions apply. Please reach out to your CSM if you have questions.

What great new content have our current content partners added to the Content Hub?

Access Group has refreshed their library with Go1 and added/updated over 150 courses on topics such as equity and inclusion, workplace safety, and cyber security.

AMC updated 19 of their healthcare courses to their newest versions.

Coorpacademy added 480 courses in English, French, and German on a variety of topics, including using the right language to express yourself, improving your writing skills, and how to speak French.

Human Logic added a new Trade Finance 101 series.

Me Learning added 14 new courses around first aid and dealing with complaints.

Packt has added 71 new technical courses on an array of technical content, including data management, AWS, and digital forensics.

Going along with the theme of diversity and inclusion, I revisited one of our most popular DEI courses, Why Diversity Matters by Enspark. This short course goes over the value of diversity, both to individuals and to an organization. I love its quick and concise message.

For more insights, 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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In April, we highlight mental health and diversity, equity, and inclusion in our 12-months of learning and give you thoughtful playlists to help you support your employees, no matter what they are going through.  

The Go1 Content Insider - April 2023 edition

In April, we highlight mental health and diversity, equity, and inclusion in our 12-months of learning, and give you thoughtful playlists to help you support your employees, no matter what they are going through.  

Are you looking to enhance your teaching practice and empower your students? This month, our newest courses on restorative practice, creative writing, and English language teaching will prepare you to succeed in the literacy setting and create meaningful relationships in the classroom.

Join Marg Thorsborne as she transforms negative emotions into cooperation, improving job satisfaction, morale, and productivity in schools. Learn how to cultivate positive relationships with students and staff and create a thriving school community.

Dedicated to empowering young minds in under-resourced communities, Story Factory’s mission is to instil confidence, foster creativity, and develop writing skills in young people. With engaging activities, innovative observation tools, and practical tips, you’ll be sure to spark your students’ imaginations and fuel their passion for writing.

Revolutionise your English teaching practice with Language Fuel’s extensive course library as they provide accessible, engaging, and expert insights from English teaching professionals across the world. 

Which awesome content partners have we added to the platform?

Marg Thorsborne’s innovative approach to teaching and leading ensures that everyone in the school community feels valued and supported. We’re thrilled to announce a new short course, Introduction to Restorative Practice. This course has been designed for teacher practitioners and education leaders seeking to gain an understanding of restorative practice, including the ‘what’, ‘why’ and ‘how’. With Marg’s extensive knowledge, teachers will learn how to cultivate positive relationships, boost productivity, and ignite enthusiasm in their school. 

Story Factory’s new course, Teaching Creative Writing in the Classroom, will immerse you in the world of creativity in K-12 education. Focussing on the ‘creative’ in creative writing, this course offers a plethora of fun, engaging activities that stimulate the imagination and get students writing. Discover how creativity can be used to enhance literacy growth in the classroom and learn how to use innovative observation tools designed to track creativity. Be inspired with suggestions for developing new creative writing activities that capture the imagination and fuel students’ passion for writing.

Language Fuel are the pioneers of on-demand professional development for English language teachers. They scour the globe to find the foremost experts in the field of English teaching to add to their curated collection of practical, bite-sized courses, which provides teachers with the tools they need to succeed in the classroom. Take advantage of their robust library, with five new courses added every week!

Which great content partners are coming soon to EC Premium?

SVA (Student Volunteer Army) is a leading charitable organisation that empowers young people to become the next generation of volunteers. They are proud to offer a new course designed to inspire and educate teachers and students on the importance of volunteering and how to get started in their communities. With SVA’s guidance, participants will learn the fundamentals of volunteering, including how to identify opportunities, engage with community partners, and make a positive impact in their surroundings.

Lisa Keskinen is an experienced author, speaker and education consultant who has worked with thousands of students and teachers globally to enhance literacy teaching and learning. She produced her own TV series, Writer’s Notebook, and co-hosted a weekly radio program, Stories, Songs and People’s Voices. Her new course is inspired by Writer’s Notebook and focuses on using stories to strengthen students’ literacy skills and promote positive social and emotional learning.

Dr Alison J. Mello of Mello Maths is a seasoned education professional with over 25 years of experience in the field. Her work as a classroom teacher, math specialist, and assistant superintendent, along with a doctorate in Educational Leadership, has equipped her with the knowledge to develop practical strategies for teachers and school districts. Alison’s new course covers effective differentiation using small flexible groups to meet the needs of all learners.

Check out a short preview of The Power of Inquiry by Kath Murdoch, a renowned educator, consultant, and writer, who has been working with teachers and students worldwide for over three decades. Kath’s course is designed to help teachers implement inquiry-based learning as a whole-school initiative. The course is most appropriate for students in Kindergarten to Year 8, and it will equip teachers with the knowledge and skills to engage their students in authentic learning, problem-solving, and critical thinking.

EC Premium AD by Kath Murdoch

Our Featured Playlists are included in all schools’ Learning Hubs and are a great way to see a variety of high-quality content from different providers, all with just one click!

We invite you to explore our range of courses on classroom behaviour management, designed to assist you in re-establishing control in your classroom. With practical strategies at your disposal, you will be equipped to cultivate a positive and productive learning environment.

This playlist offers comprehensive training on mastering effective discipline, implementing procedures, and utilising engaging strategies to ensure successful classroom management. We delve into topics such as PBIS, multi-tiered systems of support, and restorative classrooms, while exploring the science of learning to gain a better understanding of how to support your students.


Glenn brings a decade of schoolteacher and leadership experience to the EC team, with a particular depth in the Catholic system. He has been a program lead on learning design projects for clients including the Academy (VIC), Professional Learning Institute (TAS), and schools across NSW. He is currently studying for his Master of Educational Leadership at Australian Catholic University.

Glenn has the most tattoos in the EC team (just).

St Francis Xavier College is a multi-campus, co-educational Catholic school in Melbourne that offers outstanding Catholic education for high school students.

Glenn is currently working with St Francis Xavier College to deliver an emerging leaders program across their three campuses. The program is designed to support new leaders and equip them with practical, evidence-based skills to support their leadership development. He also works with the senior leadership team to create bespoke online learning modules for staff induction, compliance, and pedagogy.

This month, our newest courses on restorative practice, creative writing and English language teaching will prepare you to succeed in the literacy setting and create meaningful relationships in the classroom.

The EC Premium Content Insider – April 2023 edition

This month, our newest courses on restorative practice, creative writing, and English language teaching will prepare you to succeed in the literacy setting and create meaningful relationships in the classroom.

It’s been another exciting week at Go1. And we’re not done yet. Hot on the heels of our Coursera Guided Projects announcement, we have more big news to share. Go1 is delighted to announce that we are now an SAP partner with an SAP Endorsed App, after recently completing SAP’s premium certification process.  

This new partnership represents an exciting, mutually beneficial arrangement, as Go1 and SAP SuccessFactors both strive to create engaging work experiences that allow everyone to perform at their best. 

If you’re not already familiar, SAP Endorsed Apps are premium certified by SAP, with added security features and in-depth testing. This will enable SAP SuccessFactors users to seamlessly and securely import content from the Go1 library directly into SAP SuccessFactors. Learners will be able to access content via single sign-on, making on-demand learning incredibly easy and convenient. Additionally, all engagement and learning outcomes will sync with SAP SuccessFactors, allowing for centralized tracking.  

And that's just the tip of the iceberg. Go1’s extensive content library enhances SAP SuccessFactors learning solutions, making it easier to discover and consume content and help organizations deliver skill-building pathways for every employee. The bottom line? You can consolidate your learning content and centralize your tracking. Put simply, it will be easier for everyone to access skill-building content, thereby allowing organizations to develop future-ready employees.  

By harnessing the combined expertise of Go1 and SAP SuccessFactors, we aim to increase employee satisfaction, grow capabilities across global workforces, and deliver high-quality education and training in a smart, automated way, enabling individuals to achieve their learning goals. 

As strategic partners, Go1 and SAP SuccessFactors will: 

Simplify content sourcing by delivering access to learning content from 250+ global providers across an extensive range of skills, topics, and languages for the entire workforce, made available in SAP SuccessFactors Learning. 

Deliver content directly to learners with seamless integrations and single sign-on for SAP SuccessFactors. 

Drive learning engagement through curated learning pathways, personalized recommendations, and diverse learning formats, from VR to micro-learning. 

Measure learning outcomes in real-time, centrally within SAP SuccessFactors to optimize your business. 

The Go1 app is available in the SAP Store, the digital marketplace for solutions from SAP and its partners. Existing customers can also reach out to their Go1 Customer Success Manager, who will help you get connected.

We are incredibly excited about this announcement, which will enable more organizations to surface quality Go1 content within the environments their employees already are, facilitating more convenient learning outcomes. Stay tuned for further updates as we continue to expand our ecosystem and network to increase human potential across the globe.  

To be the first to hear about any exciting announcements, subscribe to the Go1 newsletter today. Or, you can book a demo to find out how Go1 can help with your team’s learning needs. 

Go1 is delighted to announce that we are now an SAP partner with an SAP Endorsed App, after recently completing SAP’s premium certification process.

Go1 Announces SAP Endorsed App

Go1 is delighted to announce that we are now an SAP partner with an SAP Endorsed App, after recently completing SAP’s premium certification process.

Go1 is on a continuous mission to curate and build the most diverse and extensive global content library that meets the style of every learner. Today, we are announcing an exciting addition to our premium library, Coursera Guided Projects, which will support employees who learn best with a hands-on experience.  

Coursera Guided Projects cover a diverse range of skills, such as data analysis, design, software development, digital marketing, cloud computing, and more. A sample of titles includes Introduction to JavaScript, Learn and Design an Attractive PowerPoint Presentation, and Introduction to SQL Window Functions. Guided Projects leverage a short, task-based approach to help learners quickly build job-relevant skills using the latest tools and technologies. An embedded, side-by-side interface allows learners to practice what they learn while following recorded video guidance from expert instructors without leaving the Go1 platform. Each project can be completed in less than two hours. Studies show that if new information is not applied, we will forget 75% of it after only 6 days. This level of applied learning enhances the retention of information, promoting ongoing growth and development. 

We are incredibly excited for this next wave of content as we continue to diversify our portfolio, expanding resources for organizations and their employees across the globe. If you want to get started, check out these projects in the Go1 library today. 

1) Layering Techniques for Adobe Photoshop [Intermediate] 

Skills learned: Graphic Design, Computer Graphics, Adobe Photoshop.

2) Deploy a Website Container Image in AWS ECS and AWS Fargate [Beginner] 

Skills learned: Cloud Applications, Computer Architecture, Cloud Computing.

3) Creating an Interactive KPI Management Dashboard in Tableau [Beginner] 

Skills learned: Business Analysis, Data Visualization, Tableau Software.

We are announcing two exciting additions to our premium library, both of which will support employees who learn best with an immersive, hands-on experience.

Go1 expands premium content library, launches Coursera Guided Projects and Virtual Reality

We are announcing an exciting addition to our premium library, which will support employees who learn best with a hands-on experience.

Go1 expands premium content library with Coursera Guided Projects

Presented by Go1, this HR digital summit sessions focused on empowering neurodiverse talent and the importance of inclusivity in Learning and Development (L&D) spaces. Featured guests on the panel included Louis Chesney, Neurodiversity Product Manager at RethinkCare, Mandy Rutherford, L&D Manager Wave Utilities, and Nick Ramsay, Enterprise Account Executive at Go1.  

Kicking off the discussion, host Kieran Howells, head of content at HR Grapevine, asked the panel the key benefits behind instilling an inclusive learning culture whilst the audience considered how inclusive their own organisations currently were.  

The panel summarised neurodiversity in the workplace as an opportunity to harness people’s differences in order to make impactful business changes. A neurodiverse workforce offers a variation of perspectives and, in tandem, multiple solutions to a potential business problem. Louis expanded on this, noting that the larger gaps between a neurodiverse individual's strengths and challenges should be considered early on in the hiring process, as this allows organisations to better tailor their interviewing, onboarding, and training strategies to the specific needs of individuals. 

Historically, content education and traditional learning conditions haven’t catered for people's neurodiverse needs and although the pandemic accelerated more flexibility in learning, Mandy highlighted that neurodiversity is very much still a developing space. The poll results echoed this, revealing that 66% of the audience rated their organisation as “somewhat inclusive”.  

So what are some of the challenges that organisations still face? The panel identified psychological safety and learning stigmas as the key barriers restricting the learning journey of neurodiverse individuals. However, Louis expressed that such challenges can be mitigated through the cultivating of a safe learning environment that avoids jargon terms, and encourages both mistakes and open communication, and provides opportunities for individuals to showcase their knowledge and enhance their skills in diverse ways. Mandy then highlighted the critical role that managers play in building this inclusive environment, suggesting that leaders need to be provided with the resources they need to support neurodiverse employees.  

Nick was in agreement, flagging that such inclusivity is crucial in order to avoid cases of discrimination against neurodiverse individuals.  

Next, the panel considered how new emerging technologies can be utilised to develop inclusive L&D strategies, through identifying current and future skill gaps. Louis shed insight on how improved data systems can match individuals to the relevant learning content, subsequently benefiting the individuals career trajectory, as well as aligning with overall business objectives. 

Rounding off the discussion, the panel answered an array of questions from the audience, including concerns around current economic struggles and how reduced budgets can affect the availability of neurodiverse resources.  

The panel presented solutions such as offering micro-learning sessions that are scalable and can be disseminated across the entire workforce. Additionally, companies should recognise their existing neurodiverse talent who can champion such inclusive learning initiatives internally.  

The panel concurred that it’s vital that learning is built into existing everyday practices, acknowledging that an individual's time is a valuable resource. Nick concludes that wherever possible, learning should be personalised, digestible and have clear signposting to further development opportunities. A true learning culture, Mandy added, is one where everyone is considered on the journey. 

Digital Summit 2023: Empowering Neurodiverse Talent

How can workplaces empower their neurodiverse talent? This HR digital summit answered that question and emphasised the importance of inclusivity in L&D.

Empowering Neurodiverse Talent: The Importance of Inclusivity in Learning and Development

Welcome to March!  Have you thought about how you can engage your employees throughout the year?  In case you missed it, we have created a 12-month of Learning calendar for you to guide you through the year, with 24 different topics to be shared with your teams. You can also check out the content partners highlighted below. 

Topic coverage: Leadership & Management; Project Management; Personal Development; Communication; Mental Health & Wellbeing; Change Management; Productivity; Growth Mindset; Equality, Diversity & Inclusion; Health & Safety

250+ courses, primarily in podcast form, with a duration from 8-180 minutes

Top courses:  Cyber Security Essentials; PPE; Starting the Day the Right Way; Mental Health Awareness 

Topic coverage: General Management, Human Resources, Leadership, Sales and Customer Service, Communications

200+ course, ranging from 10 to 90 minutes

Top Courses: Hand Hygiene, Emotional Intelligence, Aboriginal and Torres Strait Islander

Offers highly interactive, modern courses in leadership, management, compliance, and soft skills 

Topic coverage: Excel for Accountants - Beginner Project Management, Critical Thinking & Problem Solving

30+ courses ranging from 60 to 960 minutes in duration

Top courses: Phishing, Social Engineering, Cyber Threats

Each course begins with a pre-assessment to determine the learner's experience

These courses are adaptive, highlight interactive, and link to additional resources – all things we love in a course

Coorpacademy has added over 100 new titles in the past month, each of them available in English, French, and German (over 1400 new courses total). This month’s additions from Coorpacademy are focused on technical topics, such as Inside the Great Firewall, How Does the Internet of Things Work, and Learning from a Data Breach.

iAM Learning added 23 new titles, ranging from personal development like It’s Ok To Not Know Everything to more work related titles like Recognising a Skill vs Will Performance Issue.

Seven Dimensions is increasing our non-English language courses in areas of motivation with 19 new courses in Spanish, French, and Portuguese.

Plus we have added 10 new playlists to help upskill your managers and technical teams in areas of Empowering Neurodiverse Teams and C++.  These are available on your Go1 Content Hub or through your CSM.

I always like to take a deep dive into our new content partners.  We recently added mindgym to our library, giving us over 80 of their eWorkouts (a term I love). One of our curation managers recommended Find your mojo by mindgym, so I thought I would start there. This quick course went over how to find motivation at work when it might be a little lacking. I appreciated the quick videos and clever design that guided me through discovering my purpose, discovering my pleasure, and designing my day to get the most out of.  I love how this course gave me takeaway documents, like a mood diary and ended with a clear way to set goals. It’s always good to check in with ourselves and make sure we are making the most of each day.

Have you thought about how you can engage your employees throughout the year? We have created a 12-month of Learning calendar for you to guide you.

The Go1 Content Insider - March 2023 edition

In an incredibly fast-paced world, it’s often difficult to plan for the present, let alone the future. Whether you’re closing a deal or putting the finishing touches on a big report, there’s always something urgent to do right now. In this environment, even knowing what you’ll be doing next week can feel like an impossible task, so trying to plan two years ahead can be incredibly daunting. 

Yet, as is often the case in life, taking the time to stop, smell the roses, and plan ahead will set you up for sustainable, long-term success. Accordingly, robust succession planning is imperative for high-performing businesses. 

Don’t just take our word for it, research by PWC shows that 79% of companies in top-performing quartiles engage in succession planning. By comparison, just 21% of other companies have formal succession plans — a huge gulf between high-performers and the rest! 

With this in mind, we’ll analyse why succession planning is vital for your business. We’ll start by defining succession planning, before examining the state of succession planning, and offering four best practices for succession planning. 

Ready to start planning for success? Start here. 

Succession planning means proactively planning for the future. No, it doesn’t require a crystal ball. Rather, it’s all about answering one simple question: when someone leaves the business, who will step up to fill their role? Knowing the answer to this question ensures businesses can strike a balance between current and long-term success — especially if the departing employee is in an influential leadership or executive position. 

There’s nothing worse than being blindsided by someone leaving the company and having no one ready to replace them. Everything grinds to a screeching halt as you scramble to fill the void of knowledge and skills they leave behind. By having a clear succession plan, you can avoid this scenario, ensuring there is a knowledge transfer between the exiting employee and their successor as part of the training and handover process.

As such, a central aspect of succession planning is creating a continuous pipeline of talent, thereby ensuring smooth transitions and minimal disruptions when an employee leaves. Robust succession planning means that when someone leaves the business, the next person in line will have the appropriate skills, experience, and knowledge to step up and fill that role.

As the University of Washington explains, “succession planning is the process of identifying the critical positions within your organisation and developing action plans for individuals to assume those positions. A succession plan identifies future staffing needs and the people with the skills and potential to perform in these future roles.”

BamooHR adds that a good succession plan “focuses on identifying potential leaders and high performers, helping them develop so they can advance within their organisation.”

To achieve this, you must identify promising talent and potential leaders early and continuously develop their skills to ensure they are prepared to be promoted to a new role when the time comes. 

While succession planning generally focuses on executive and leadership roles, as these are seen as the most impactful and difficult to fill, this doesn’t have to be the case. If someone is being formally developed to take over a specific role — whether that’s a CEO, a baker, a personal trainer, or a receptionist — that’s a succession plan. 

Ultimately, good succession planning is all about thinking three steps ahead. Rather than resting on your laurels and thinking ‘things are going well right now’, ask yourself ‘what would we do if X person left tomorrow? Could anyone fill their role, or would we be left shorthanded?’ If the answer is that you don’t have a plan, it’s time to start identifying potential replacements in your organisation and developing their skills. 

Now that we understand what succession planning is, it’s time to examine the current state of succession planning, including which companies engage in succession planning, the costs of succession planning, and the benefits of succession planning. 

While most businesses recognise the value of succession planning, few actually succeed. 86% of leaders believe succession planning is an urgent priority for their business, yet just 14% think they’re doing it well. This is a huge discrepancy and an even bigger missed opportunity! The good news is that if you are among the 14% of businesses that are good at succession planning, you have a huge competitive advantage. 

What’s more, just 21% of teams say they have formal succession plans. An additional 20% have informal succession plans, while 20% say they don’t currently have a plan but want to develop one. By comparison, 79% of companies in top-performing quartiles engage in succession planning, underscoring the importance of succession planning for high-performing businesses. 

According to ASIS, the most common reasons teams cite for not having a succession plan are a lack of time and resources to develop one (31%) and that their organisation is too small to have one (18%). 

According to a recent report by Ceridian, 65% of organisations use succession planning for key leadership roles. This figure drops to 61% for subject matter experts, 60% for critical technical experts, and just 50% for people leaders. 

Despite this, the report recommends that good succession planning should “be broad and consider the organisation holistically” rather than focusing exclusively on senior executives. 

Ceridian also found that 57% of teams rely on technology as part of their succession planning process, using dedicated succession planning tools to map talent and identify future leaders. 

While succession planning may seem like a daunting task, it will set your business up for success in the long term. Identifying and promoting internal talent has a far higher success rate than hiring external talent. 

34% of external hires for senior leadership positions fail, compared to just 24% of internal hires, underscoring the benefits of internal mobility and succession planning. 

What’s more, the HBR estimates that only 39% of outside hires would perform better than an internal hire, while employees who move into new jobs internally are 3.5x more likely to be engaged.

Moreover, 79% of companies from top-performing quartiles hired CEO replacements internally, far higher than the overall industry average. 

Despite this, only 65% of teams even advertise open positions internally, while 57% of employees believe it would be easier to find a new job in a different organisation than to find a new job internally in their current organisation. In other words, many teams are shooting themselves in the foot by not promoting internal roles! 

Given this, it makes sense that 62% of L&D professionals are prioritising internal mobility this year.

To learn more, see our article on why internal mobility is vital in today’s workforce. 

Not having a succession plan may be costing your business. A lot. While it may seem like a significant time investment upfront, failing to have a succession plan can be incredibly expensive in the long run. 

The HBR finds that poorly managed C-suit transitions at top-performing companies result in a loss of $1 trillion in market value per year. Plus, the average cost of replacing a failed executive is 10x their salary. 

You might be thinking ‘that’s all well and good, but I work for a small business, not a C-suite organisation.’ Well, you’re not exempt. Analysis by Gartner found that employee turnover due to poor internal mobility and a lack of future career opportunities costs an average-sized organisation a whopping $49 million per year. That’s $49 million that could have been saved by succession planning and internal mobility. 

And this is just the tip of the iceberg. According to SHRM, the average cost-per-new-hire for companies is currently $4,129, far higher than the cost of transitioning an existing employee into a new role. As Toggl Hire notes, “an average company loses anywhere between 1% and 2.5% of their total revenue on the time it takes to bring a new hire up to speed.”

Whatever way you slice it, failing to plan ahead can be costly, so it pays to invest in succession planning. 

When teams do engage in succession planning, the benefits are significant. 94% of employers say having a succession plan improves employee engagement. Employees agree, with 62% saying they would be ‘significantly more engaged’ if their company prioritised succession planning. 

Employees are also more likely to want to work for a company with a strong culture of succession planning. 34% of employees say they are remaining in their current role because they foresee an opportunity to be part of the future growth of the company. 

On the flip side, employees are willing to jump ship to companies who do engage in succession planning. 37% of people say opportunities for career advancement elsewhere would convince them to leave their current job, while 27% say they would leave their job for the chance to learn and develop new skills.

Ultimately, 94% of HR professionals say internal recruiting helps retain their most valuable talent, while 81% added that internal hiring improves retention overall. Therefore, succession planning is essential to consistently attract and retain top talent. 

If, like many organisations, you understand that succession planning is vital but don’t know where to start, we’ve got you covered. Here are four succession planning best practices to set your business up for sustainable success. 

Good succession planning must align with your overall business strategy. As Altus puts it, “if your succession strategy seems like a departure from your long-held goals and beliefs, it will be difficult to get everyone on board with the process.” 

Employees must understand how succession planning aligns with your organisation’s broader strategy, goals, and values. Therefore, clear communication is vital throughout the process. You should explain to employees why succession planning is important and how it aligns with your company’s goals. Doing so will ensure buy-in and engagement throughout the process while also giving employees a clear path to career advancement. 

To get started on this alignment, see our article on how to align L&D to the organisation’s strategy.

It’s never too early to start succession planning. From the moment an employee comes on board, you should take note of their strengths, weaknesses, and overall potential to transition to other roles in the future. 

Of course, it is not enough to simply identify high-potential employees, you must also work with them to overcome potential skill gaps. 

According to the Harvard Business Review, this is where many teams let themselves down. 98% of businesses say they are good at identifying high-potential employees, yet, they spend just 10% of their time developing these potential leaders. 

As such, businesses must both identify and develop candidates throughout the succession planning process. 

We’ll analyse why succession planning is vital for your business, including four succession planning best practices to set your business up for sustainable success. 

Why succession planning is vital for your business

Unlock your teaching potential with this month’s drop of professional learning courses. Join Kath Murdoch in discovering the power of inquiry-based learning, Jen McVeity in the Seven Steps to Writing Success approach to persuasive writing, and Katie Novak in Universal Design for Learning. 

With downloadable resources, theory videos and a variety of engaging materials, our courses provide a comprehensive understanding of these essential teaching practices.

Learn how to create a whole-school initiative that fosters authentic learning, problem-solving, and essential transferable skills with inquiry-based learning. Transform your students into confident persuasive writers with the Seven Steps approach and create a more inclusive learning environment with Universal Design for Learning.

Discover the power of inquiry-based learning with distinguished educator and author, Kath Murdoch. With over 30 years of experience in teaching, researching and publishing, Kath has become a leading authority in the field. The Power of Inquiry, based on Kath’s book, is designed for K-8 teachers who want to ignite a passion for learning in their students by implementing inquiry-based practices. Educators will learn how to create a whole-school initiative that fosters authentic learning, real-world problem-solving, and essential transferrable skills such as critical thinking, planning, self-management, organisation and communication.

Transform your students into confident and persuasive writers with our innovative course by Seven Steps to Writing Success. Led by Jen McVeity, founder of Seven Steps and author of over 20 books, this comprehensive program is based on the proven Seven Steps approach to writing. You’ll discover how to break down writing into individual skills, from brainstorming initial ideas to creating powerful conclusions. Engage your students with sizzling starts, tightening tension, dynamic dialogue and descriptive language, banish boring writing and make your students’ work stand out with these persuasive writing techniques. 

Are you ready to transform your teaching approach and create a more inclusive learning environment? UDL Now! Introduction to Universal Design for Learning is our new course by internationally renowned education consultant, Katie Novak, Ed.D. With over a decade of experience and 12 books to her name, Katie is an expert in Universal Design for Learning (UDL), universally designed leadership, and inclusive practices. This course will give you an introductory understanding of UDL, from the ‘why’ to the ‘what’ and the ‘how’. Discover how to increase options for representation and engagement and create accessible and equitable learning environments both in the classroom and online. 

With over 40 years of experience as a teacher, administrator and researcher, Dr. Thomas Guskey’s work is dedicated to helping educators use quality educational research to improve student learning outcomes. Dr. Guskey, will soon release a 4-part series of courses on Grading, Assessment, Professional Development and Mastery Learning. Dive deep into these topics and learn how to utilise Dr. Guskey’s rich resources to enhance your assessment and reporting strategies.

SharingStories is a non-profit organisation dedicated to preserving the rich cultural heritage of Aboriginal and Torres Strait Islander communities using digital technologies and vibrant artistic forms. Their upcoming courses offer a unique opportunity to learn about the diverse cultures of Indigenous Australians, and to gain insights into the importance of preserving traditional languages and stories for future generations.

Adrienne Hornby, a health and wellbeing consultant for schools, will release an exciting course that will help school leaders and their staff build a culture that is proactive, not reactive, towards staff wellbeing. In this course, Adrienne addresses teacher burnout, improving school outcomes and performance, and creating a positive school environment.

Check out a short preview of the course by Balanced Choice, who offer programs for young people to develop their social, emotional, psychological and physical wellbeing. The courses show educators and support staff how to engage, regulate emotions and uplift students in the classroom by teaching them how their choices shape their identity.

Balanced Choice preview

Creating an inclusive school culture and classrooms that prioritise inclusion is critical. Our Inclusive School playlist offers a wide range of resources to support all school staff. Whether you’re a teacher seeking general or subject-specific strategies, a school leader striving to instil inclusive practices into your school’s culture, or another school staff member seeing to enhance awareness and comprehension of inclusion, we’ve got you covered.

And this is just a sample of what our library has to offer. If you’re hungry for more, we recommend using the search bar to explore additional courses provided by these amazing content creators!

EC by Go1 is thrilled to announce that we are expanding into the United States, with our Senior Education Success Manager, Katy, leading the charge. Katy is currently building an awesome new course that will be rolled out nationwide.

I’m so excited to be designing a course that’s about a topic near and dear to my heart: Special Education. This course will cover a range of topics related to special education in the United States. It provides and overview of the legal requirements and procedures for identifying and serving students with disabilities, including the Individuals with Disabilities Education Act (IDEA) and the Individual Education Plan (IEP) process. It also covers best practices for writing IEPs and conducting IEP meetings, as well as briefly touching on strategies for providing effective instructional supports and accommodations, such as co-teaching and Universal Design for Learning (UDL). Additionally, the course explores some of the most common disabilities that qualify students for special education services.

As our Senior Education Success Manager, Katy works to ensure that our EC Premium platform is a highly effective professional learning tool for our schools and partners in the US! Katy brings a rich career in K-12 education; following five years at Teach for America as a teacher and then a leader, Katy went on to lead as an instructional coach and school improvement specialist in Hawaii, and then an education program specialist in Arizona. She holds a Master of Education for Arizona State University.

Katy lives in the second sunniest city in the world (Phoenix).

This month, get ready for a stellar line-up of renowned educators and authors that are set to bring their expertise to our professional development courses.

The EC Premium Content Insider – March 2023 edition

This month, get ready for a stellar line-up of renowned educators and authors that are set to bring their expertise to our professional development courses. 

Partnering with Go1’s Enterprise Account Executive, Nick Ramsey, we investigate the current state of workplace stability, before diving into internal talent mobility and the interesting rise of talent marketplaces. 

The current state of workforce stability 

In a world where change is often the only constant, the idea of stability can feel like a faraway dream. One could assume there would be a limited case for ‘stability’ given the current state of the world’s workplace. 

Can today’s employees really expect, or desire, stability after the last 5 years of digital transformation, pandemic disruptions, and rapid innovation?  

Thankfully, the answer is a resounding yes. While the working world may be characteristically unstable, and could remain so for some time, there is a strong case for doubling down on efforts to stabilize your working environment. If for no other reason than to appeal as a breath of fresh air in the context of the otherwise chaotic 2020’s.  

Don’t just take our word for it, the Reserve Bank of Australia recently reported that “workers' perceptions of their own job security have declined in recent years.” Similarly, the ADP finds that just 20% of workers feel their jobs are secure.  

As such, employees are crying out for a greater sense of stability. According to a recent survey, 56% of people say that job stability is more important to them than flexibility. What’s more, 30% of people say that job stability is the number one reason they stay with their company (notably, even more important than salary for some), while 60% rate job stability among the top three most important reasons they remain at their job. On the other hand, employees who feel insecure about their job are 37% more likely to be disengaged.  

Accordingly, a sense of stability at work is vital. Yet, it is safe to assume that most of your workforce are feeling the effects of the wider working world’s instability. If they are also experiencing any lack of clarity or ownership around their position and pathways at work, you can be sure that their engagement will take a knock.  

Luckily, there’s a solution: talent mobility. Here’s everything you need to know about how internal talent mobility can help stabilize your workforce.  

Skills development and career mobility are two of the most powerful ways an employer can increase their employees’ job security.    

We spoke to Nick Ramsey, Go1’s Enterprise Account Executive, to gather his insights into where large organizations are (or should be) focusing their efforts to keep their best people in-house.  

How valuable do you believe skills development is when future-proofing an organization? 

It’s never been more important.  The ever-growing skills gaps in key industries and areas has been widely publicised and we continue to see the impact of automation, accompanied by an increasingly volatile economic climate.   

Skills development helps organizations future-proof their workforce – whilst offering employees much-desired opportunities for growth and development. 

Where do you believe the balance should lie between autonomous (led by the employee) and structured (led by the employer) skills development?  

With insights from Nick Ramsey, Go1's Enterprise Account Executive we explore investing into skills development and competency, with a close look at the rise of talent marketplaces.