Our Product, Design & Engineering teams recently held an epic hackathon that levelled up from previous years. The event was mostly virtual with teams taking part from around Australia, Vietnam, and the US. Their challenge was “Go-Gamify” - be inspired by games and gaming technologies to solve a problem for Corporate E-Learning.  

The winning team was the Voodoo Gurus consisting of Jasneet, Tara, Pete, Vivian & Isabel. Their winning pitch was a stand-out as they had designed and validated a new Corporate E-Learning product!  

The winning team - Jasneet Kaur, Tara Hickman, Pete Skalkos, Vivian Nguyen & Isabel Cheung

Graduate Developer Isabel Cheung started at Go1 in March 2022 and couldn’t believe her team had won!  

“The Hackathon was a great learning experience for me and it helped me grow closer with the people in my team. At first, I was shocked by the win, especially as a grad dev who is very new to the whole software developer experience. It was a very intense two days but full of fun, learning and laughter!” 

Team 3D Interactive Learning won both ‘Most Innovative’ and ‘Crowd Favorite’ awards with their virtual learning metaverse created in just 2 days!  

Other prize categories went to ‘Best Technical Application’ and ‘Most Finished Product’.  

Our next event is due to be held in November 2022. If you’d like to get in on the fun... we’re hiring!  

Pete Skalkos, Vivian Nguyen & Isabel Cheung holding the hackathon trophy

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Our Product, Design & Engineering teams recently held an epic hackathon that levelled up from previous years. Learn more about the fantastic event here!

Go-Gamify Hackathon  

Revealing the winners of the Go-Gamify Hackathon...  

This podcast is part of the Go1 Love of Learning campaign, where we focus each month on a specific theme. For the month of May, we’re shining a light on topics such as mindfulness, wellbeing, stress awareness and management and psychological awareness. 

Welcome to episode 34 of the Learning with Go1 podcast! In this episode, our host Craig Hamill is joined by Gemma Glover, L&D Manager of iAM Learning, to discuss the importance of mental health awareness in the workplace and how iAM Learning is supporting learners in this space.  

We know that upskilling, training and development can support creating a mentally healthy workplace. So, what can we do today to make a difference tomorrow?  

“One takeaway we both share is that talking about mental health should not be only talked about during mental health awareness week but should make people reflect on whether we as individuals and organisations are doing enough. It is so important to check in on our friends, family and colleagues. I firmly believe that we can do more as organisations and particularly for our children who have so many pressures in life. It is ok not to be ok; %#@$ I’ve been there!!” 

Without further ado, let’s dive into some of our fave highlights below. 

iAM Learning is an off-the-shelf eLearning provider of characterful content driven through the power of animation, characters and stories. Using the art of storytelling, they bring their content to life to engage learners and provide memorable learning experiences. In the video below Gemma introduces iAM Learning and what they’re all about. 

About iAM Learning

Coping mechanisms are the strategies people often use to help maintain their emotional wellbeing. In the video below Gemma talk us through one of her personal strategies for staying mentally healthy. She highlights the power of purpose and doing something that boosts self-esteem and self-worth.  

Having a purpose

Making a conscious effort for wellbeing 

How many times have you said, ‘this week has gone really quickly', and then when you’ve gone to reflect on what you achieved you realised you’ve done nothing for yourself? It can be easy to get stuck in a cycle of work, family, friends, work, etc; but it doesn’t have to be that way. 

In the video below, Gemma and Craig talk about the idea of making a conscious effort with yourself. This can look like scheduling things in your calendar (like going for a run or reading a book) to ensure that you are still making time for yourself and achieving a work-life balance that's best for you. 

Making a conscious effort

Are you putting yourself first? Are you making consistent time for your own wellbeing, not just when things hit the fan, but every day? Whilst often neglected, Gemma reminds us that we need to invest in ourselves and our own wellbeing before we can help anyone else, referring to the iAM Learning course ‘Being Kind to Yourself’ as a helpful resource. 

Making time for your own wellbeing

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

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

🎧 Welcome to episode 34 of the Learning with Go1 podcast! In this episode, our host is joined by Gemma Glover, L&D Manager of iAM Learning, to shine a light on mental health awareness in the workplace.  

How iAM Learning is supporting mental health awareness in the workplace 

🎧 Welcome to episode 34 of the Learning with Go1 podcast! In this episode, our host is joined by Gemma Glover, L&D Manager of iAM Learning, to shine a light on mental health awareness in the workplace.   

If you’ve spent enough time in the learning and development sphere, you’ve likely come across the acronym SME. Add it to the long list of L&D jargon. SME stands for Subject Matter Expert, used to refer to someone who is an expert or thought leader in their field. While many of us probably like to think we’re experts, those select few who truly earn the title of Subject Matter Expert are incredibly valuable in the L&D world. As such, SMEs are in high demand in 2022. 

At Go1, our thirst for knowledge is never truly quenched, meaning we love SMEs. So, we thought now was the perfect time to explore the ins and outs of subject matter expertise. We’ll start by defining SMEs, before moving on to the key characteristics of SMEs, the significance of SMEs for L&D, and tips on identifying and engaging SMEs in your team.

Ready to become an expert on Subject Matter Experts? Start here. 

In L&D, SME stands for subject matter expert. As the name suggests, an SME is someone with a high level of knowledge and expertise on a certain subject (or subjects). This acronym shouldn’t be confused with the other common definition of SME, meaning small-to-medium enterprise. 

As eLearning Heroes explains, “​​SME is really just a fancy way of describing someone who is an expert in his or her field. It’s the person in an organisation who has the most knowledge or skill in a specific topic.” 

Or, as Indeed puts it, “[SMEs] are professionals who have advanced knowledge in a specific field. As an authority in a particular area or topic, they are uniquely qualified to provide guidance and strategy. SMEs are especially in high demand in workplaces requiring a technical approach to operations and culture.”

Put simply, SMEs can be anyone with a high degree of knowledge in a particular field, from a new hire in accounting to an expert witness in a high-profile court case. You probably have several subject matter experts in your team — perhaps without even realising it! After all, most people have a few specialist subjects. You just need to find their areas of expertise to unlock a well of wisdom. 

As Indeed’s definition alludes to, SMEs are particularly valuable in workplaces that require highly-specialised knowledge. For example, if you need to create a learning module on developing workplace cultures but don’t know the first thing about the subject matter, you would generally turn to an SME. This example applies to almost any learning course where you are unfamiliar with the subject matter, which is why SMEs are in such high demand in L&D. 

Other examples where SMEs might come in handy include: you could be researching a historical novel and turn to an expert to ensure you have the most accurate information. Or, you might open a new jewellery shop and hire a digital marketing SME to help with your SEO. Basically, SMEs are used across industries, from law and human resources to architecture and customer support and everything in between. Any time you need specialised, technical knowledge, an SME is likely to follow.

To summarise, SMEs come in handy in any scenario where you are asked to complete a task but are unfamiliar with the particulars of the subject matter.

Now that we understand what SMEs are, it’s worth analysing the skills that set SMEs apart. Obviously, being an SME is predicated on broad expertise in a particular field. However, we’ve identified four additional traits that make successful SMEs stand out: 

 A love of learning is arguably the most valuable characteristic of any Subject Matter Expert. A thirst for knowledge and continuous, lifelong learning keeps SMEs at the cutting edge in their area of expertise, continually adding to their deep well of knowledge. 

It’s excellent to be a fountain of knowledge in a particular field, but communicating your knowledge to others is equally important. As such, well-developed communication skills are vital for SMEs to share their wisdom with stakeholders. 

Going hand in hand with communication skills, collaboration is also essential for successful SMEs. Examples include guiding team members in their content planning and creation, openly sharing knowledge and experience, and actively participating in course development and other projects. 

As a subject matter expert, you likely have a vast well of knowledge. But parsing that knowledge to share only the most relevant aspects requires adaptability. Therefore, thinking quickly on your feet and adapting your expertise to fit different briefs and situations is essential for successful SMEs. 

What is the significance of SMEs for L&D? 

Now that we’ve defined what it takes to be an SME, it’s worth asking, what is the significance of SMEs for L&D? SMEs are essential to create accurate, engaging L&D content. Given the breadth of topics L&D professionals have to cover, it is almost impossible to be an expert in everything. Enter, SMEs. 

As Training Industry explains, “since we don’t have the ability to read minds, enabling us to learn quickly from experts, we must settle for subject matter experts (SMEs), who can help us understand what employees need to learn to reach the desired outcomes and how to sequence that training effectively.” 

Picture this: you have to create three learning modules; one on compliance training in the construction industry, one on upskilling a remote team, and one on mental health and wellbeing. While you might have a basic understanding of each of these topics, it is unlikely that you are an expert in all three. So, you turn to Subject Matter Experts in each area and lean on their knowledge to ensure the content you create is accurate, in-depth, and engaging. As eLearning Industry puts it, the primary role of an SME is to be “the main source of knowledge. They’re the person everyone on the team turns to for clarification and insider expertise.” 

Or, as Dashe & Thompson say, “leveraging subject matter experts is one of the best ways you can ensure the information you are providing to learners is accurate, effective, and impactful.”

As a result, SMEs are the lifeblood of L&D teams. They’re the ones who hold the expertise that we need to disseminate and impart to our learners. Without SMEs, many L&D teams would be grasping at straws, unable to fulfil specialised content requests. 

How to identify and engage SMEs in your team

Often, organisations engage external Subject Matter Experts and thought-leaders for projects. However, as mentioned, you probably also have SMEs in your team, sometimes without even knowing it. Identifying and engaging these ‘hidden talent’ SMEs can be the key to taking your L&D team to the next level. For instance, you might discover your HR leader is also an SEO expert, or someone in accounting is familiar with compliance regulations in a specific sector, thanks to a previous job. 

There are many ways to identify SMEs in your team. Although, it can often be as simple as striking up a conversation, finding the subjects people are most passionate about, and letting them talk. You'll probably learn something new.

From there, it is a matter of engaging your SMEs and translating their knowledge into high-quality learning content. There are several ways to approach this process. A few tips include:

Set goals from the outset and offer your SME a clear structure (establish expectations and deadlines, decide on ways to track progress etc.) 

Communicate the key learning objectives of your training program

Develop an ongoing relationship with your SME 

Open a clear line of communication and ask lots of questions 

Avoid L&D jargon and acronyms your SME may be unfamiliar with  

Offer your SME the right level of support — remember, they might be a Subject Matter Expert, but that doesn’t mean they’re necessarily an expert at creating learning content 

Give examples of high-quality L&D modules to shape their expectations and understanding of what you’re looking for

Value your SME’s time and show appreciation for their expertise

Finally, above all else, practice your active listening skills to ensure you’re not missing any crucial pearls of wisdom. According to eLearning industry, active listening is your best friend when working with SMEs. As they explain, “reflect on what they are telling you and ask them specific questions about their material: Why did they choose these particular images?  What are the design elements in their presentations that they like the most? How do they feel about converting their case studies into engaging, fascinating, interactive eLearning experiences? Show interest in your Subject Matter Experts’ work and make sure that it is clear you respect where they are coming from.” 

In other words, SMEs are indispensable to a successful L&D program, so be sure to treat them as such. Next time you need to create a piece of learning content, remember the manifold benefits of engaging an SME.

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.

At Go1, our thirst for knowledge is never truly quenched, meaning we love SMEs. So, we thought now was the perfect time to explore the ins and outs of subject matter expertise.

What is a Subject Matter Expert (SME) for L&D?

At Go1, our thirst for knowledge is never truly quenched, meaning we love SMEs. So, we thought now was the perfect time to explore the ins and outs of subject matter expertise. 

At the heart of it, learning and development is really all about building skills for our organisations and the people who work in them.  

So how can L&D professionals best connect and engage with the business to build future skills? 

In this webinar, Organisational Learning Strategist Michelle Ockers is joined by Go1’s Katie Graczer to unpack the challenge of building skills for an unknown future. 

As Michelle says at the beginning of the webinar: 

“There’s a conundrum of needing to build skills, when we’re not exactly sure what we’re building skills for, or what type of skills are going to be needed into the future. But we can tackle this with evidence-informed approaches. We can draw on what’s worked; what’s demonstrated to work in skill-building, in order to respond and scale in a way that is actually going to be effective and build impact – even though we may not know what the future holds for roles in our organisation.” 

As Michelle explains, the Emerging Stronger team believe there are five principles that L&D leaders can apply, to best connect and engage with the business to build future skills: 

Each of these five principles is explored in depth throughout the session. To get you started, we’ve captured some of the key takeaways from the conversation here.  

When managers within the business aren’t equipped with the skills to have crucial conversations around topics such as cultural awareness or diversity, L&D teams can be left to pick up the slack. This highlights the importance of connecting and engaging people with high quality resources and content. 

From her experience talking with L&D leaders, Katie highlights some of the biggest challenges L&D and HR teams face today. 

The challenges of L&D right now

When it comes to scaling up future-fit skills, technology plays a crucial role in the growth of L&D.  

In the video below, Michelle stresses the importance of viewing technology as an enabler rather than a saviour of learning. She explains that when we look at technology’s role through a different lens, it can only be a hindrance if not planned or used properly. 

Is technology a help or hindrance?

With more organisations adapting to a new way of working, the focus is now more about analysing the new environment and changing the way current skills are applied - rather than simply learning new skills.  

Here, Michelle explains that it’s all about context and changing the perspective.  

Changing the way skills are applied

Keen to learn more about how you can get ahead of the curve with skill-building in your organisation? 

All five principles are highlighted and explored in detail throughout the session - watch the full webinar and get started in applying them to your role and organisation.  

You can also download a free eBook, created by the Emerging Stronger team, to learn more about these five important principles derived from high-performing L&D teams. 

What’s driving the skills agenda? And how can L&D get ahead of the curve? 

For L&D teams, proving business value has often been a tricky proposition. You know the work you do is valuable. Your learners know the work you do is valuable. However, measuring and reporting on that value is often a different story. While the work that L&D teams do is critical, it can often be subjective and difficult to quantify in terms that business executives respond to, leading to significant disconnects between L&D teams and the rest of the organisation. 

One potential reason for these disconnects is that L&D teams have been taking the wrong approach to measuring business value. As learning technologies become more sophisticated and empowering learners becomes increasingly essential, many experts argue that L&D teams should focus less on measuring return on investment (ROI) and more on measuring return on expectation (ROE). 

We’ll dig deeper into this debate by asking if L&D teams should measure ROE more than ROI. We’ll start by explaining the terms ROE and ROI in an L&D context, before moving on to the advantages of measuring ROE over ROI for L&D teams. 

In an L&D context, ROE stands for return on expectations. Return on expectations should not be confused with the other common meaning of ROE, return on equity. 

According to Learning Pool, “d​efining return-on-expectation is a process where learning professionals ask questions to clarify and refine the expectations of the key business stakeholders, so that they are satisfying these expectations whilst realistically achieving results in training. It’s about converting often generic expectations into observable, measurable success outcomes that the overall business values.”

Similarly, Training Zone explains that ROE is valuable by “ensuring that training objectives are strategically relevant to the organisation in the first place, clearly defining the expectations of the outcomes of the training, and then evaluating against both the training objectives and the agreed expectations.” 

Therefore, ROE is all about reducing the disconnect between what business leaders expect and what L&D teams deliver, thereby increasing the strategic relevance of L&D teams’ key deliverables. ROE means taking a more comprehensive approach to measuring L&D’s impact by aligning programme evaluation with organisational goals. As LinkedIn explains, measuring ROE “allows us to move away from a purely financial lens and instead evaluate a programme’s success more holistically.” 

Largely, the idea of ROE centres around the Kirkpatrick Model. First coined in the late 1950s by Dr Donald Kirkpatrick, the Kirkpatrick model is used in L&D circles worldwide to analyse ROE and measure the effectiveness of training programs. 

While the model has undergone some minor tweaks over the years, the basic four-step program remains the cornerstone of measuring ROE for L&D teams. These are: 

1. Reaction: Measure learners’ reaction to the training material to gain insights into the quality of the learning material and whether it is the right fit for a specific learner. Ask yourself, did learners enjoy the training? To what degree did learners apply themselves to the material? 

2. Learning: Next, you need to measure how much information learners absorbed and retained so you can evaluate this against individual learning objectives. Ask yourself, did learning transfer occur successfully?​​ Did participants gain the intended knowledge and skills from the training materials? 

3. Behaviour: This level is all about measuring the impact of your training. In other words, has the training actually influenced learner behaviour? Ask yourself, are learners applying the information they learned on the job?

4. Results: Finally, you can measure the broader impact of your training. By this stage, you should have a firm grasp of the ROE of your training program. Ask yourself, did the training improve learner performance and achieve the desired organisational outcomes? If not, what lessons can I take to improve next time?

While there are many advantages to following the Kirkpatrick Model of ROE (more on these later), Training Check summarises the key benefits, explaining, “by progressing through each of the levels, training evaluators can build a ‘chain of evidence’ which links learning directly with organisational performance.” 

For example, by ensuring learners are responsive to the training in step one, you can ensure they take information onboard in step two, which feeds into behaviour change and tangible results in steps three and four. 

By managing expectations every step of the way, you will gain a clearer picture of what your learning program achieved and be able to clearly communicate these outcomes to executives. 

In contrast to ROE, ROI is likely an evaluation model you are already familiar with. ROI stands for return on investment and is one of the most common metrics businesses use to measure success.

As Investopedia puts it, “return on investment (ROI) is a performance measure used to evaluate the efficiency or profitability of an investment or compare the efficiency of a number of different investments. ROI tries to directly measure the amount of return on a particular investment, relative to the investment’s cost. To calculate ROI, the benefit (or return) of an investment is divided by the cost of the investment. The result is expressed as a percentage or a ratio.” 

Nevertheless, many industry leaders posit that it is time for L&D teams to move on from ROI and look toward other metrics. In a recent article, Reworked proposed that ROI is a “dead metric” for L&D teams. Similarly, People Management put forward that calculating ROI for L&D is “like finding a needle in a haystack.” Others have expressed similar sentiments, as many L&D leaders are all too familiar with the challenges of attempting to quantify their work via ROI.

With this in mind, now might be the perfect time to transition from ROI to the greener pastures of ROE. 

For more insights into measuring ROI for L&D teams, check out our article on Improving ROI metrics to showcase L&D’s value.

The advantages of measuring ROE over ROI for L&D

There are significant advantages to measuring ROE over ROI for L&D teams. One of the best arguments for transitioning from ROI to ROE is that many L&D teams already struggle to prove ROI. 

For example, Emerald Works’ 2020 Back to the Future Report found that while 98% of L&D teams think ‘program evaluation’ is a priority, only 38% currently have this capability. Worse, this is trending in the wrong direction, down from 45% of teams in 2018.

Additionally, Emerald Works’ Report finds that just 8% of L&D teams calculate return on investment for their learning programs. That’s right, fewer than 1 in 10 organisations actively calculate the ROI of their learning programs.

Likewise, Chief Learning Officer Magazine’s 2020 State of Learning Report ranked ROI last (24.2%) when L&D leaders were asked which metrics they use to determine the impact of leadership development programs. Employee engagement (48.8%) and retention/attrition of top performers (48.6%) finished first and second, respectively. 

ROI also finished last when L&D leaders were asked about the metrics they report to executives to demonstrate the impact of training programs. In that category, “general training output data” came out on top. As such, it seems that ROI is becoming less and less valuable for L&D teams to measure. 

So, if ROI is on the wane as an L&D metric, what advantages does measuring ROE present? 

In their own words, the Kirkpatricks describe ROE as “the ultimate indicator of value. It is a holistic measurement of all of the benefits (both qualitative and quantitative) realised from a program or initiative brought about through a package of interventions.”

Accordingly, ROE is all about setting and managing clear expectations for the outcomes of learning programs. By measuring ROE, you can increase stakeholder buy-in, as everyone is on the same page about what your learning program aims to achieve. 

As Learning Pool puts it, measuring ROI “means the results you achieve are directly correlated with the results your stakeholders are expecting. And, by defining these goals early on you are able to benchmark better and more clearly understand the true business impact of your training, way beyond just the cost savings.”

Similarly, LinkedIn provides a concrete example of when ROE comes in handy over ROI, using the example of a leadership training program. They explain, “instead of painstakingly drilling down how each module provides financial return, L&D professionals can select metrics that will directly measure their expected outcomes, such as how motivated leaders feel before and after a programme or the direct application of learning content back at work.” 

Put simply, ROE is all about setting clear goals from the outset of an L&D initiative. By managing expectations and ensuring all key stakeholders are on the same page, you can then measure the success of an initiative against these expectations, thereby solving the age-old dilemma of quantifying L&D’s business value. 

In other words, by switching to ROE, you will be reporting on more relevant and measurable metrics, which are agreed upon collaboratively beforehand. Instead of looking at the financial returns of a single training module, you can take a more holistic approach and analyse how that training impacted learner behaviour and what effect that has on broader business outcomes.

Therefore, by focussing less on ROI and more on ROE, L&D leaders can spend more time worrying about whether learners are actually learning. This is perhaps the greatest advantage of measuring ROE over ROI. After all, a love of learning should be at the heart of any successful training program.

For L&D teams, proving business value has often been a tricky proposition. We’ll dig deeper into this debate by asking if L&D teams should measure ROE more than ROI.

Should L&D teams be measuring ROE more than ROI?

For L&D teams, proving business value has often been a tricky proposition. We’ll dig deeper into this debate by asking if L&D teams should measure ROE more than ROI. 

In a stimulating and informative webinar, part of the Learning Live series hosted by the Learning and Performing Institute (LPI), Go1’s James Frappell and George Ellison-Bunce converse with Carole Moore, Global L&D Director at Lumanity, about the opportunities offered by learning in the flow of work. 

After introducing themselves and their respective companies and functions the panelists dive straight into the topic at hand: defining what ‘learning in the flow of work’ means and represents. Coined in 2018 by Josh Bersin, Learning in the flow of work involves accessing short pieces of learning content quickly and easily while you're working. Learning in the flow is said to drive productivity, increases engagement with formal learning and improves knowledge retention. So how can we make sure our teams are equipped to embrace it?  

James Frappell takes the stage and showcases how Go1 offers the perfect tools to learn in the flow, with a range of offerings and app integrations that make it easier than ever before to continuously learn while being at work. Integrating with Slack, Microsoft Team and Workplace by Meta in the last year has been a great way for Go1 users to resurface content while navigating their day to day task. 

Carole Moore jumps in to back James’ points by demonstrating how Lumanity was able to overcome certain challenges since adopting Go1 as a partner, especially with her team’s busy schedules and previously limited L&D offerings. After a year in the business, she continues to reflect on how L&D professionals can make a real impact on the professional as well as personal lives of their employees. How to navigate quick wins and fast solutions, but also strive for and meet broader strategic objectives. 

Carole explains that there was a pent up demand for a wide range of learning needs with no unifying infrastructure to support it - she firmly believes that creating a single learning environment was of the utmost importance to guarantee success. 

Next, the panelists discuss the benefits of choosing to host content outside of a traditional LMS (Learning Management Software) or LXP (Learning Experience Platform). While not all businesses have their own systems in place one common barrier they pose is a simple one - ‘people have to actually log in’ George Ellison-Bunce points out. 

If you can host digital content in an integrated way, then you are minimising clicks. Your employees are already on the platform so if they can access learning there too, then it makes it easier for everyone. James goes on to ask about what strategy to take to get people onboard - how can they find out about these new tools and use them on a day to day? 

Carole says she has a tight plan in place with her internal communications and marketing teams, and that a very important step to take is getting the right C-Suite employees to advocate for your cause. At Lumanity, they also engaged a group of ‘Learning Champions’ who represented various specialist interest groups, and used team meetings and other communication channels to raise awareness. 

Finally, her team also leverages the compelling aspects of competitions, using gamification to draw people in. George concludes that in order to cut through, you need to be persistent, and that where possible, personalisation will also go a very long way to invite, but also retain your workforce into your learning and development vision. 

Want to see the webinar in full? You can catch up here.

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.

In a stimulating and informative webinar, part of the Learning Live series, Go1’s James Frappell and George Ellison-Bunce converse with Carole Moore, Global L&D Director at Lumanity, about the opportunities offered by learning in the flow of work. 

How to equip employees to embrace learning in the flow of work

How leaders adapt and manage their teams during disruptive times can have dramatic effects on the way in which a company and its employees cope - not just with the change going on at that time, but future changes that may occur as well.  

With so much already on the plates of workplace leaders, it can seem overwhelming to take the time to refocus leadership methods. But while it may take extra time in the short term, the long-term benefits will be well worth the effort. 

Although no one could have quite predicted that it would be a global pandemic that caused the current major disruptions to workplaces in all industries, what we can predict going forward is that there will continue to be disruptions.  

We may not know what they are or exactly when they’ll occur, but if workplace leaders can acknowledge that disruption will occur, they can stay ahead of it and therefore develop effective actionable strategies. 

Let’s take a look at some examples of these actionable strategies that workplace leaders can use to stay ahead of workplace disruption and allow their employees to thrive. 

There’s an excellent quote that says: “Lead through the change. Don’t let the change lead you.”  

A huge part of leading through the change is being a great communicator. That doesn’t just mean being available to your team, it also means being clear in your communication with employees.  

In fact, 86% of employees and executives cite lack of effective communication as the leading cause for failures in the workplace. 

During disruptive times, employees look to their workplace leaders to guide them in what to do next. When goals and next steps are communicated clearly, employees are more likely to be able to stay focused at work. 

During times of disruption, how can you maintain clear and effective communication with your team? 

Technology has the power to change the way we complete tasks - and even sometimes negates the need for people to complete certain tasks at all. It can also be an incredible tool for leaders to use to stay ahead of disruption, when used to its full potential. 

Thanks to a particularly impactful recent disruption known as the global pandemic, many of us will now be familiar with a variety of virtual communication mediums such as Zoom, Microsoft Teams, and Slack. When leaders harness the power of these tech tools in the workplace, they open up pathways for employees to communicate with workplace leaders in a way that makes them feel most comfortable. When employees are comfortable with their workplace leaders, they are far more likely to be happy at work. Using these programs also allows for greater flexibility for employees. 

Technology can also be used to limit the effect of disruption on the company’s customers. For instance, having multiple avenues of communication open for customers to get in touch with the company, via phone, email, and online chat. 

In addition to using technology for effective team communication, leaders can also look to online tools for learning and development.  

Ongoing learning and development is particularly important during times of disruption. In fact, 94% of employees say that they would stay longer at a company if it invested in their professional development. 

By using online learning platforms like Go1, leaders and their employees are able to continually upskill in their roles without having to sacrifice valuable elements of flexibility. These online learning platforms allow for leaders and employees to access relevant and engaging content, whether they work in office or remotely; perfect for times of disruption in the workplace. 

When unexpected disruptions impact a workplace, it can be easy for morale to take a negative turn. With more and more employees reevaluating what they're wanting out of their workplaces, this is a perfect time for leaders to step up.  

One of the biggest impactors of workplace morale is empathy. When employees feel like their concerns are not only being heard but genuinely being cared about, they are far more likely to be happy in the workplace. 

Another huge contributor to positive workplace morale is encouragement. When a leader says something as simple as, “I know things have been really busy recently but I really appreciate your hard work”, it can make a significant difference to the overall mood of employees. When an employee is happy at work, it is far easier for them to remain motivated despite any unexpected disruptions. 

Want to learn more about how you can further develop your workplace leadership skills? Check out Go1's range of leadership courses.

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. 

Let’s take a look at some actionable strategies that workplace leaders can use to stay ahead of workplace disruption and allow their employees to thrive. 

Adapting to leadership in the age of disruption

In April we’re taking some time to focus on compassion – compassion for the planet, compassion for ourselves, and compassion for those whose brains work a little differently. Our April playlists “Take the Long View” and “Respect Neural Differences” explore personal and environmental sustainability and neurodiversity awareness. In this issue we’re spotlighting three of the content partners featured on these playlists: Mind Tools, Emerald Works, and Access Group.  

What content partners should you check out this month? 

For current perspectives and insights on a variety of professional and personal development topics, London-based Mind Tools is a great choice.  Founded in 1996, their goal has always been “to help everyone have a happy and successful career.” 

Mind Tools offers over 2000 titles in the Content Hub covering subjects from cultural competency, to OKRs, to dealing with rumors in the workplace. Their courses are fact-checked articles, podcasts, and videos ranging from 1 minute to over an hour (with most titles under 15 minutes).  

Emerald Works, which is owned by the same parent company as Mind Tools, is a top partner for high-quality courses on leadership and soft skills.  The 38 courses in their “101” series offer a highly engaging and complete learner experience. (Many of the 101 courses open with a whimsical poem to pique learners’ curiosity and make them smile.) Based in the UK, Emerald Works has 98 titles in the Content Hub, ranging from 3 to 60 minutes. Most of the 101 courses are an hour long. 

Also based in the UK, The Access Group is committed to “delivering the learning your employees need to drive their development.”  They offer 119 titles in the Content Hub, featuring a modern design and focusing on leadership, health & safety, and sales & customer service.  In addition to titles under their own name, The Access Group has recently acquired several other top content partners, including MicroLearn (who are part of this month’s playlists). 

Top courses from this content partner include: 

What new social good partners have we been working with?

We’re excited to be supporting the Equality Institute to develop five new modules as part of their Gender Quality Foundations program. Created in collaboration with diverse leaders across America and Australia, the content will feature interviews with thought leaders on race, sex, disability, and domestic abuse. We’ve just wrapped filming across our various locations and are excited to announce a delivery date of June 2022. This content will be exclusive to Go1 Connect and Content Hub. 

We’re currently asking for partners and customers to give feedback and be the first to experience these modules in May 2022. 

As we prepare for May, Domestic Violence Prevention Month, we’re glad to see a spike in demand for effective training for workplaces to be able to recognize, respond and refer when it comes to sexism, misogyny, domestic abuse, and coercive control at work.  

We’re proud of our partners, Challenge DV, who’ve recently trained more than 80,000 employees in the Queensland Government in responding to domestic abuse. A previous participant in the Go1 Social Good Incubator Program, their award-winning training is seeing the highest engagement rate for any training we’ve ever released. 

This training is accessible to all Go1 customers and partners. It requires an organization to complete a short audit by Challenge DV before it can be released, which we’re happy to facilitate. Please reach out to your CSM and they will put you in contact with our impact team. 

Go1 and Challenge DV have committed to developing training on sexual harassment and male champions of change, that has a scheduled release date of September 2022 for Go1’s Content Hub for all subscribers. 

Together, we can stop domestic abuse and make the work a place where all genders can thrive. 

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

This new content partner, based in Spain, provides instruction on how to learn new languages, including French, German, Italian,                   Portuguese, Spanish, and Swedish. 

They offer 72 courses, ranging from beginner to advanced. 

Learnlight courses include placement tests to ensure proficiency. 

This German-based partner expands topic coverage in management and soft skills. 

They offer 215 courses, ranging from 15-180 minutes. 

Among the offerings from Pinktum are Design Thinking, Agile Mindset, Basics of Negotiations, and Feedback between Colleagues. 

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

Check out some new offerings from current content partners! 

Upskillist – New courses on How to Start a Business, Video Editing, Economics, and more. 

Cultivate Advisors – A new series on recruiting and hiring.  

Mindscaling – 9 full-length courses for strategic leaders on topics including Doing the Right Thing Right, Raising Resiliency, Workplace Civility, and The Art of Leadership Presence. 

iAM Learning – 30+ courses on soft skills and leadership, including What is Agile Leadership, Empathy in the Workplace, and Speaking Up for Yourself. 

AssembleYou – 20+ new courses and podcasts on project management, Intrapreneurship (including What is Intrapreneurship?), and self-reflection. 

Packt – Over 120+ new courses on a variety of topics, such as Strata, Git Essentials, YAML, and Docker. 

What’s Shannon’s favorite course right now? 

In my own professional development, I have been focusing on leadership and, more specifically, how I can be a human-centered leader.  I’ve taken courses on leadership styles, servant leadership, and most recently Empathetic Leadership by Atheneum Collective, one of our newer partners. As a content partner, I love Atheneum’s approach to learning, providing in-depth courses with videos and resources (check out their Cultivating Happiness course), and this course was no different. I particularly liked the lesson on empowerment. It gave me some great tips on how to engage with employees to best empower them to learn and grow in their jobs. If you are looking at ways to lead your employees with empathy and help them succeed, this course is worth checking out.

To see more of what Go1's content partners have been up to, check out previous editions of The Go1 Content Insider here.

In April, we’re focusing on compassion – compassion for the planet, compassion for ourselves, and compassion for those whose brains work a little differently. In this update, check out how some of our content partners are getting involved with increasing compassion in the workplace.