When working in L&D, it pays to have an analytical mindset. Often, L&D teams are rewarded for thinking outside the box and framing learning content in fresh, exciting ways. Despite this, data analysis — that is, collecting and analysing data such as course completions, time spent learning, and user engagement to gain insights into broader trends and learners’ needs — is often an afterthought in L&D circles. 

In many teams, data analysis is seen as a nice to have rather than an essential skill to take your learning content to the next level. To underscore this point, just 18% of L&D teams say they have data analysis skills in-house. 

We think it’s time that changed, and teams started prioritising data analysis as an essential cog in their eLearning machine. With that in mind, we’ll examine the importance of data analysis in eLearning. We’ll set the scene by looking at data analysis capabilities in L&D teams, before exploring the importance of data analysis in eLearning, and finishing with tips to improve your team’s analytical skills. 

To understand the importance of data analysis in eLearning, it is vital to first understand what data analysis means in an L&D context. 

For starters, Dashe explains that data analysis in L&D is “the process of gathering and analysing data on a variety of different learner metrics. These metrics include but are not limited to employee performance, application of skills, process recall, and more.” 

Brain Station expands on this definition, adding, “L&D analytics allow us to analyse the effectiveness of training and understand how it correlates to employee engagement, productivity, and overall company success… L&D analytics lives under a broader umbrella of workplace data science, which uses predictive and prescriptive analytics and machine learning to help us make predictions and decisions.” 

L&D data analysis takes two main forms: qualitative and quantitative data. Qualitative data deals with things you can count, categorise, and put in order (think hard data on course completion rates or the number of training hours completed). In contrast, quantitative data focuses on experiences and feelings (i.e. a feedback survey on how users felt after completing a particular course).

As such, we can understand data analysis in L&D as the act of gathering data about any learning that takes place on your platform. By doing so, you will gain insights into when, where, what, how, and why learners prefer to learn. This data can be used to optimise your L&D plan going forward. For example, you may be able to tweak your approach to boost learner engagement and knowledge retention or better tailor your content to meet your learner’s specific needs. 

Unfortunately, many teams are missing the mark for in-house data analysis capabilities. According to Emerald Works’ Back to the Future report, 98% of L&D teams say improving their analytical skills is a priority. Off to a good start! Yet, as of 2020, just 18% have this capability in-house. What’s more, this figure is trending in the wrong direction, down from 30% in 2018. 

We’ll explain why this is such a concerning trend as we examine the importance of data analysis in eLearning. 

The importance of data analysis in eLearning

Data analysis is vital for L&D teams, delivering a plethora of benefits such as increased efficiency, improved decision-making, enhanced insights, and even increased revenue. 

In a recent article, Training Industry Magazine summarised the benefits of data analysis in eLearning, explaining, “when the right data are collected and analysed systematically, we can track important trends in real time. These timely insights help to: Understand learning in the flow of work, improve the effectiveness of learning initiatives and resources, enhance personalisation of existing programs and ultimately design learning that aligns with workplace environments of the future and not the past.” 

This final point is perhaps the most important, as data analysis of this scale represents a significant leap forward for many L&D teams. Currently, 26% of L&D teams are concerned about a lack of in-house analytical skills to use learning data effectively. As such, there is significant room for improvement in data analysis in the L&D industry. Savvy L&D teams may see this as an opportunity to stay one step ahead of their competitors by embracing the power of data analysis. 

When teams go all in on data analysis, the results can be dazzling. Emerald Works’ Back to the Future report compared the habits of high-impact learning cultures (HILCs, defined as the top 10% of L&D teams) against ‘average’ L&D teams to determine what sets HILCs apart. 

Unsurprisingly, the effective use of data analysis was a key factor. Here are some of the main areas where HILCs outperform other L&D teams. 

66% of high-impact learning cultures use data analytics to improve the learning experience. In contrast, just 12% of average L&D teams do the same. 

Similarly, 66% of HILCs use learning analytics to improve the service they deliver, compared to just 12% of average L&D teams. 

Finally, data analysis is essential to thoroughly understand your learner’s needs. Again, there is a gulf between the top-performing teams and the rest — 59% of HILCs use learning analytics to understand individual needs vs just 10% of average teams. 

Finally, CrossKnowledge points out that data analysis in L&D has one vital, overarching business benefit: “the most immediate impact of good learning analytics is the ability to know what’s working and what isn’t.” 

While this may sound basic, knowing exactly what’s working and what isn’t can be incredibly impactful, taking the guesswork out of your L&D program. Instead of stabbing in the dark, wondering if you need to add more interactive elements to your learning, or create more compliance training courses, accurate data analysis can provide immediate insights into what’s working, what isn’t, and what you need to improve. 

How to improve your team's analytical skills

For teams that are just getting started, upskilling your data analysis capabilities may sound like a big, scary project. You may picture rooms full of wall-to-wall computers crunching the numbers and spitting out data. However, data analysis doesn’t have to be intimidating. Ultimately, improving your team’s analytical skills starts with an inquisitive mind and a willingness to ask the right questions. It really can be that simple! 

As leading industry analyst Josh Bersin explains, adding data analysis to your L&D strategy “is not a project, [it’s] a muscle…this is an ongoing expertise and business practice that you have to do overtime.”

Like any other muscle, improving your team’s analytical skills requires training. Asking probing, insightful questions is an excellent starting point. By doing so, you gain a deeper and more comprehensive understanding of year learners' needs, thereby boosting the learning experience and improving your L&D offering. 

For example, HILCs may ask questions such as: 

​​What type of learning do my team members prefer (i.e. podcasts vs videos vs interactive quizzes, etc.)? 

Are there any skill or knowledge gaps our training doesn’t adequately address? 

Do employees prefer bite-sized microlearning modules or longer courses? 

What courses have higher completion rates? What can we learn from these courses? 

Would employees prefer to learn in the office or learn on the go? 

Would employees prefer mLearning to eLearning? 

Do employees prefer individual learning or group tasks? 

What are my employees' learning goals? How can I tailor their L&D plan to meet those goals? 

How many learners completed a particular course? How many hours did they spend learning? 

What percentage of employees responded that a course was relevant to their job duties after completing assigned learning? 

Is there any correlation between training hours completed and an increase in revenue? 

Are our learning modules aligned with broader business goals? 

These questions (and many more — this is far from an exhaustive list) allow you to gain deeper insights into your employees’ specific needs and the effect of learning on your broader business goals. This, in turn, lets you continually optimise, refine, and fine-tune your training to better suit your learner’s needs and boost the overall learning experience. 

To start improving your team’s analytical skills, check out Go1’s vast array of Data & Analytics courses. 

Or, for more insights, subscribe to the Go1 newsletter today to stay on top of all the latest L&D trends.

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Just 18% of L&D teams say they have data analysis skills in-house. With that in mind, we’ll examine the importance of data analysis in eLearning.

Learning and development is a critical part of any business. By negating the need to train and upskill your employees you risk your business falling behind your competitors and losing your top talent.

One cost-effective and efficient way to train your employees is via eLearning. eLearning provides training to any number of employees via materials available instantly on any device. That means there’s no need for tutors and employees don’t have to spend time away from their daily responsibilities.

But what are the full benefits of eLearning? In this post we’re going to take a look at the importance of eLearning and why it’s a valuable tool as part of your development strategy.

eLearning is the evolution of education, by allowing students to learn via prepared materials that can be accessed instantly, any time, anywhere. Online courses cover a vast range of topics and can be a useful tool for employees of all levels: from beginner through to advanced.

Online training is a valuable resource because it allows employees throughout your business to have equal access to development - including remote and hybrid employees.

eLearning courses often use a range of techniques, including text, images, videos, quizzes, and interactive tools. This means students who learn via different learning styles will be able to engage with the materials and retain what they learn.

There is a variety of different eLearning types, including: 

For businesses that have embraced online training, the benefits of eLearning are clear. eLearning doesn’t just benefit your employees, either - there are major advantages to your business, too.

Benefits of eLearning for employees include:

Accessibility - eLearning can be accessed on a multitude of devices, including PC, laptop, smartphone, and tablet. Once a student is registered for a course they can access the materials instantly, meaning employees can learn anywhere.

Time-saving - because eLearning doesn’t require time away from their desk, employees aren’t faced with additional pressure by trying to make up time lost to attend in-person training.

Option to revisit courses - once training has been completed, eLearning courses are still available so employees can revisit the material to refresh their knowledge.

Self-directed - employees take charge of their learning, so they’re free to fit training around other responsibilities. Materials can even be accessed on weekends, evenings, or during the commute.

The benefits of eLearning for your business include:

Cost-saving - because eLearning courses have already been produced, accessing the materials is far more cost-effective (and convenient) than organizing in-person classes.

Scalability - eLearning courses can be used to upskill one employee or a thousand - scaling up is simple, regardless of the size of your business.

Easy integration - eLearning courses can be easily integrated into your development strategy and your learning management system. Go1’s online courses are compatible with a wide range of LMSs.

Consistency - eLearning courses are produced by industry experts, and because your employees are all accessing the same materials you can guarantee consistency.

Monitoring - if your business utilizes a learning management system you can easily monitor how employees are engaging with their training and identify employees who may need additional support.

Increased productivity - when employees feel less pressure they’re more likely to engage with the training, and as they upskill and develop their productivity increases.

Less downtime - with fewer interruptions and less pressure to attend in-person training, there’s less downtime and impact on day-to-day operations.

While adopting online training comes with plenty of advantages, there are also some challenges which means some business owners may not want to include it in their employee development strategy. However, each challenge can be overcome with a little adjustment.

For example, some employees may not engage with eLearning materials as effectively as they do in a classroom setting. eLearning doesn’t need to be the only training method your business utilizes, as blended learning is also an effective way to develop employees using online materials while still including in-person sessions. Blended learning can also be useful to add additional context or clarity, as well as introduce additional adult learning techniques.

Some employees can also struggle with a lack of motivation when learning is self-directed. However, this can be overcome by introducing elements of gamification and other incentives. As mentioned earlier, an LMS can be used to monitor training and ensure compulsory training is completed on time.

Is eLearning as effective as traditional teaching methods?

eLearning is a highly effective way of upskilling your employees, which comes with a number of major benefits that make it a great option for many businesses. Whether used as the sole method of training, or as part of a wider development strategy, the cost-saving, accessibility, and time-saving advantages are hard to overlook.

Many eLearning courses include end-of-course quizzes, which ensure employees engage with and retain the information they’ve learned. As previously mentioned you can also use a learning management system to monitor how your employees engage with their training and provide additional support if needed.

Go1 offers a wide range of eLearning courses

Ready to offer online training courses to your employees? Go1 has a range of online courses available to access right now. For more information book a demo with a member of our team today.

eLearning is a powerful and cost-effective way of teaching that offers students access to on-demand studying. Find out why eLearning is so important with Go1.

The Benefits of eLearning | Go1

If you’re a middle child, you’ve likely heard about or experienced the ‘middle child’ stereotypes. You may even feel left out or forgotten in favour of the oldest and youngest children in your family.

However, being neither the oldest nor youngest comes with its own set of skills, including expertise in negotiation and compromise. Middle children are also known for valuing and prioritising fairness. 

You might be thinking, “why are we talking about middle children? I thought this was about the different generations and upskilling in the workplace.” Don’t worry, it is. The concept of middle children applies to the world of work as well. Who are these middle children of the workplace? 

Members of Gen X sit sandwiched between their workplace ‘older siblings’ — Baby Boomers — and their workplace ‘younger siblings’ — Millennials and Gen Z. As the most experienced workers, Baby Boomers use their experience to propel themselves to their workplace goals. Meanwhile, Millennials and Gen Z use their youthful tenacity to do the same thing, and it works.  

Don’t worry though, because although they may often be referred to as the 'forgotten generation', all is not lost for Gen X. In fact, as many of them start to move into leadership positions in the workplace, it’s just beginning!  

With many Gen Xers already being experts in compromise and negotiation, Gen X employees are already naturally equipped with excellent leadership skills. 

Businesses simply need to invest more in learning and development of their Gen X future leaders. 

By giving Gen X employees the space to showcase and improve the skills they already have, as well as gaining new ones, businesses are setting themselves up for future success and helping to eliminate that pesky ‘forgotten generation’ stereotype. 

Let’s look further into what the next few years may look like for Gen X employees as well as some of the ways upskilling and reskilling can be used to tackle the ‘forgotten generation’ stigma. 

A 2018 study from Global Leadership Forecast revealed that Gen X held 51% of workplace leadership roles globally. Many Baby Boomers, who likely hold much of the other 49% of leadership positions, will enter retirement in the next few years.  

As a result, even more workplace leadership positions will open up to the next in line. In other words, Gen X are here to stay, especially in leadership positions. Therefore, it’s essential for workplaces to ensure their upskilling and reskilling facilities are up to scratch. 

When it comes to this so-called ‘forgotten’ generation, businesses simply cannot afford to forget about their Gen X employees. 

As current and upcoming leaders in the world of work, Gen X need to be adequately prepared to lead. Succeeding in a current non-leadership role is great, but that doesn’t necessarily mean that same person will be an effective leader. 

By investing in leadership training (for Gen X in particular) businesses can ensure that teams that are already successful will stay that way, even with a change of leadership. 

By now, we know that a tailored learning experience is essential to create the best possible learning outcomes in the workplace. Part of creating a tailored learning experience is asking questions. However, there’s no point in asking questions about learning if they’re not also customised to the demographic that you’re asking them to. 

Let’s dive further into some of the questions that workplace leaders can ask their Gen X employees as well as why these are exactly the sort of questions that hold the key to an ideal upskilling and reskilling experience. 

In an ideal world, where would you like your career to be in 10 years? 
While everyone’s career journey is unique, older members of Gen X will likely remain in the workforce for another 10 years and Gen X’s youngest members will likely remain in the workforce for the next 30 years.  

Undoubtedly, someone with approximately 10 years left of their career will have very different goals than someone with 30 years left, even though they’re technically from the same generation.  

It’s essential for employers to cater to both types of people if they want to ensure that learning and development opportunities cover as many avenues as possible. 

Are there any knowledge gaps in your current field of work that you’d like to explore more? 

While employees may already be aware of knowledge gaps that could affect their current role, they may not believe they have the time to complete that learning or may be concerned that a workplace leader could look at a knowledge gap as a weakness rather than an opportunity.  

By asking this question, workplace leaders are showing their employees that they see knowledge gaps as an opportunity to learn. Further, they demonstrate that they are willing to invest in employees to fill those knowledge gaps. 

Is there anything outside of your current field of work that you’d like to learn more about? 

As a workplace leader, you might look at this question and see it as counterproductive. After all, how will learning about something that is not related to their current position help an employee be better at work? 

By asking this question, workplace leaders are proving to employees that they care about them beyond their success in their day to day role at work.

Additionally, allowing employees to explore fields outside of their current role could unlock a talent you never knew they had. This can prove extremely valuable to the business overall, not just to the individual employee.

What does your dream learning module look like? 

This question is really multiple questions rolled into one. Nonetheless, it is essential for several reasons. Firstly, by asking employees how they want to learn, employers are showing them that they actually care about the enjoyment of learning and not just about ticking a box. 

Additionally, asking this question helps employers to customise the learning experience in a way that makes employees truly want to use workplace L&D tools rather than feeling like they have to. Some of the questions to help with this customisation might include: 

Would micro-learning options be ideal for you, or do you prefer more long-form style learning? 

Would you prefer to keep everything on your work computer, or would you like the option to complete your learning on a mobile device? 

Do you like video content, or would you prefer to read the content and take notes that way? 

By taking the time to forecast what the future of work will look like for Gen X and asking them questions about what and how they want to learn, businesses are setting themselves up for success both in terms of employee retention and overall business results.  

Furthermore, it gives Gen X learners the space to reach their full potential and showcase that potential in the workplace. If that continues, the ‘forgotten generation’ certainly won’t stay forgotten for long! 

For more insights into upskilling and reskilling, be sure to subscribe to the Go1 newsletter and 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.  

Learn how upskilling can empower Gen X to reach their full potential and help shake the ‘forgotten generation’ stereotype.

How upskilling can help the ‘forgotten’ Gen X stand out

Good communication skills are imperative to any business. Without effective workplace communication, your business is likely to lose top talent, customers, and revenue. So what can you do to make sure every member of your organization can confidently, fluently, and effectively communicate not just with customers, but with their colleagues?

In this post, we’re going to break down the aspects of workplace communication, including what effective communication is, how it benefits your business, and what you can do to improve your employees’ communication skills.

What does effective communication look like?

An employee should be an effective communicator regardless of what stage of their career they’re in. One of the fastest ways for an employee to further their career is by having a solid understanding of what makes for great communication in the workplace. This includes:

Being direct and not expecting people to read between the lines

Being confident when giving their opinions

By being a strong communicator, an employee asserts themself as a key and valued member of a team, gains the trust and respect of their colleagues, gives and receives feedback well, and explains themselves clearly and thoroughly.

As we’ve already covered, effective communication doesn’t just relate to the communication between an employee and their colleagues, but also between an employee and your customers or clients. This means that communication is the key to providing great customer service. 

Why is good communication vital in the workplace?

Good communication helps build and maintain relationships across all aspects of your business. As a result, your teams will work more effectively, meaning they’ll increase their productivity, make your customers happier, and increase your revenue.

However, there are many more reasons why effective communication skills benefit your business.

With a strong team ethic comes better collaboration, which allows colleagues to work together in the most effective way possible. Collaboration leads to innovation, creativity, and being able to plan and implement strategies.

Clear and consistent communication helps all aspects of your business to grow, with openness allowing stakeholders to give more greenlights. And of course, with growth comes more revenue possibilities.

When employees know how to communicate there are fewer barriers, and with this openness comes better morale and a greater level of satisfaction.

Communication isn’t just about getting your message across to others, it’s also about listening and understanding others. When employees feel like they’re being heard it improves motivation.

Solid communication between managers and their team members builds a relationship based on trust and respect.

What are the consequences of poor workplace communication?

Just as there are advantages to ensuring your employees have solid communication, the impact of poor business communication skills can be massive.

When communication is poor it means employees are unsure of what’s expected of them, which creates an unstable and unpredictable environment. When expectations are skewed it results in lower productivity and accountability.

One of the most obvious impacts of poor communication is an increase in conflicts. When employees struggle to communicate it leads to more misunderstandings, which leads to gossip and incorrect assumptions. As a result, conflicts are more likely, which can create an unpleasant environment to work in.

A lack of communication will directly impact the output of your teams because there will be far less collaboration and innovation. This will result in employees delivering the bare minimum, and won’t allow your business to become industry leaders.

When your service is impacted, it will directly impact the happiness of your customers. When customers are unhappy, they’re unlikely to continue spending money with you and won’t act as a brand ambassador - which will hurt your reputation and revenue.

When colleagues don’t communicate and output is poor, it can cause things to spiral further downward. When deadlines are missed and quality is impacted, it can have a real effect on morale. As a result, your business may even experience an increase in staff turnover.

How has the pandemic affected workplace communication?

Since the start of the Covid-19 pandemic, many businesses have embraced remote or hybrid working. That means, more employees are working away from the office than ever before.

As a result, one of the biggest challenges facing businesses is how to adapt communication to fit with this new way of working. No longer are colleagues sitting close to each other, able to freely ask questions and build that team morale through conversations.

Because of this, businesses are having to figure out how to improve communication when working from home. Thankfully, there are plenty of tools available to make this happen.

How can technology help with workplace communication?

There are plenty of effective communication tools available to help bring colleagues together in a physical, remote, or hybrid workplace.

Instant messages - software such as Slack and Microsoft Teams enable colleagues to message in real-time, either privately or in a group channel

Email - email has been a tried and tested method of communication for decades, and is now becoming the more formal method of workplace communication

Video conferencing - platforms including Zoom and Google Meet enable teams not only to speak and see each other but share their screens and give presentations

CRM - customer relationship management software and other similar tools such as Asana and Monday.com allow for seamless task management and collaboration in any workplace setting

The role of leaders when communicating with employees

Good communication has to start from the top because without strong and communicative leadership, a team is destined to underperform. By communicating well, managers become mentors, delegate effectively, inspire, motivate, and lead their teams to success.

Managers must make themselves available to their team members. They have to empathize and be great listeners, which will help win the respect of their colleagues. They also need to clearly outline their expectations and ensure their team members have fully understood.

Communication is a two-way street - something managers need to remember when communicating with members of their teams.

The role of employees when communicating with leaders

The way employees communicate with managers and stakeholders is equally as important as it is the other way around. Employees shouldn’t be afraid to ask questions if they’re unsure of their objectives or they need more information. Key points to consider for how to communicate effectively with management include:

Consider potential solutions before approaching managers with a problem

Communicate with all colleagues on a personal level, regardless of seniority

Ask for regular feedback and be open to constructive criticism

How to choose the right communication channel when communicating with employees

As we’ve already highlighted, since the start of the pandemic many businesses have introduced a variety of new communication tools.  But with many communication channels now available in the workplace, how do you know which one is the right one?

When deciding on the appropriate channels, you need to consider the following:

Does it apply to one employee, a team, or the entire company?

Does the message need to be backed up with more information?

Depending on the answers to the above, you may feel it requires an email, a direct message, a telephone call, a video call, or a face-to-face meeting. For example, when a certain toilet cubicle is out of order an email would most likely suffice. However, to let an employee know they made a major mistake that resulted in a customer's order being delayed would likely require a face-to-face meeting or video call.

The importance of good non-verbal communication

According to research by psychologist Albert Mehrabian, 55% of all communication is non-verbal. For those who are unaware of this, they may not realize that they’re communicating things they didn’t intend to be communicated.

For example, body language, eye contact, and facial expressions. Tone of voice is also a major factor, as while we can be saying one thing, our tone of voice may indicate something else entirely.

That’s why body language in the workplace is important, and developing effective communication skills can teach employees to be aware of these non-verbal methods.

Proven tips on building better communication

The most effective way to develop the communication skills of your employees is with online courses which are available to access right now.

However, below are eight tips for effective communication your teams can implement:

Use simple language and avoid jargon where necessary

Think about what your body language is saying

Show respect even if respect isn’t being shown in return

Take your time and consider your responses

How to implement these among your team now

Introducing an employee communication strategy to develop communication within your business will enable colleagues at all levels to improve their skills.

As part of that strategy, online communication courses are a flexible and cost-effective way to teach your employees all the necessary skills, ranging from the fundamentals to more advanced, specific topics.

For more info check out our blog post on how to improve your communication.

Go1 has an extensive communication resource library

At Go1, we have a wide range of online communication courses available to access right now. For more information on what Go1 can do for your business, schedule a demo with our team today.

Building effective communication improves engagement and helps you to better understand your team's needs and goals. Learn more with the experts at Go1.

How to develop effective communication skills in employees  | Go1

Building effective communication skills in employees

The year is drawing to a close and it may feel difficult to get your employees engaged with learning.  Encouraging employees to focus on a specific skill and tackle that training in smaller sessions can help the employee feel like training is more accessible.  Our content partners that we are highlighting this month provide a wide range of topics and skills for your employees to dig into.  Looking for other ways to engage employees? Head over to our 12-months of learning calendar to find playlists to help you engage your employees all year round. 

What content partners should you check out this month? 

Based out of the UK, Mind Channel, is one of our more diverse content providers, with over 687 courses in the Content Hub.  With topics ranging from Effective Email Writing to Insider Trading, Mind Channel provides primarily microlearn courses on the topics that matter to your company.  

Looking for some quick wins for your learners?  Check out these courses:

Mind Channel Minute: Writing Longer Emails

When it comes to compliance content, BSI providers us with a variety of content to help any Australian company get started. In addition to their compliance content, they also have a wide variety of content covering hospitality, retail skills, customer service, and leadership.  Their courses come in a variety of formats, often including videos and animation.  

Here’s a few of their most popular courses:

Intellezy, a US based company, is a star content partner when it comes to sharpening your technical and soft skills.  This award-winning content provider covers a variety of topics, including software, devops, and business skills and provides closed captioning in 20 different languages for all of their courses.

Check out their latest additions to our library:

Introduction to HMTL and CSS3 – Beginner

Adobe Lightroom (Classic) CC – Beginner

Microsoft 365 Power Automate – Beginner

November 13th is World Kindness Day, which seemed like a good opportunity to see what in our library can help our customers honor kindness. As a leader, I was drawn to the Small Acts of Kindness series by Mindscaling. Mindscaling is a great content partner that provides us thoughtful microlearning for leaders to help them navigate leadership and management.  Small Acts of Kindness by Mindscaling is made of four short modules, including Assume Best Intentions, Create Energy Around You, Kindness is the Killer App, and Nourish Your Team.  I particularly liked the module on assuming best intentions.  As a leader, I feel that this is one of the most important things I can bring to work with me every day.  By assuming that people are coming to the situation with the best intentions, it becomes easier to communicate and resolve issues, with an understanding that everyone is trying their best. 

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.

What content partners should you check out this month? This October edition focuses on employee learning engagement. In particular, how breaking training up into smaller sessions can help the training to feel more accessible.

The Go1 Content Insider - October 2022 edition

What content partners should you check out this month? This October edition focuses on employee learning engagement and training accessibility.

A global feminist agency working to advance gender equality and end violence against women and girls.

We are excited to announce a global partnership with The Equality Institute (EQI) to help advance gender equality in the workplace. Founded in 2015 by Dr. Emma Fulu, EQI was born from the belief that an intersectional feminist approach would help organisations reduce inequities that exist both in the workplace and in society.

EQI combines world-class research with creative communications, allowing them to promote an evidence-based approach to translate complex research and ideas into products that drive real impact. 

Their new course, Gender Equality Foundations, is supported by Go1’s Social Impact team. It brings world class experts on race, gender, domestic violence and disability together to create an intersectional resource for addressing gender inequity at work. 

It focuses on understanding gender and gender inequality and giving learners the tools to take action to drive social change and create more inclusive environments, including workplaces, built on a culture of respect and belonging.  

“Gender equality is something that impacts all of us and we need to be part of the solution. This course is an invitation for you to join us in creating positive change.”  
 Dr. Emma Fulu, Founder and Director of EQI  

Their new course, Gender Equality Foundations, brings world class experts on race, gender, domestic violence and disability together for change.