The positive impact of eLearning has revolutionised learning in the workplace, improving workflow, efficiency and communication. Since education programs can be rolled out digitally and for teams all over the world, how has learning new skills online impacted employee life and wellbeing?

According to a recent report, demand for online education has soared during the pandemic. With this in mind, we surveyed people in the UK who have undertaken an online course to reveal the impact learning new skills online can have on a person’s career and personal development. 

Since the Coronavirus pandemic, health and safety has taken centre stage and businesses have raced to make workplaces COVID-secure to get employees back to work safely. But this has also heightened awareness of the overall importance of health and safety in the workplace. 

This may explain why health, safety and wellbeing are the most popular areas of interest when it comes to eLearning courses, with 24% of respondents taking a course relating to this topic overall. 

There was a slight disparity among men and women when it came to the most popular subjects of interest. Men opted for courses in IT software (18%), health, safety & wellbeing (18%) and leadership (14%), whereas women opted for courses in health, safety & wellbeing (30%), people & communication (15%) and IT software (10%). 

The internet has revolutionised learning, with schools, universities and businesses adopting eLearning to educate their students and employees. But how is eLearning impacting everyday life? Our survey revealed extensive personal benefits to learning new skills online, with more than 2 in 5 (43%) 16-24-year-olds saying their new skill has helped them start their own business. Not only that, nearly half of people aged 55+ (49%) said they want to learn more skills in the near future, proving it’s never too late to learn something new. 

The top 10 skills people most want to learn

The World Economic Forum Future of Jobs report suggested that by 2025, complex problem-solving, critical thinking, creativity, people management and emotional intelligence would be among the most important skills required in the workplace. This may explain why 6 in 10 (64%) people think there should be more emphasis on schools to teach soft skills to students. But what are the most popular skills people want to learn?

 IT skills are increasingly the most in-demand credentials in the workplace, which may explain why 22% of respondents chose this as a key area they want to learn more about. Other sought after skills include problem-solving, with 19% of respondents most interested in this, and motivational skills, with 18% of respondents choosing this as the skill they’d most like to learn. 

If you could be taught by anyone famous, past or present, who would your ultimate teacher be? Albert Einstein revolutionised our understanding of space, time, gravity and the universe, which may explain why his name featured most when respondents were asked who their ultimate teacher would be. Other names that made the list included David Attenborough, Brian Cox and Winston Churchill. 

According to the latest report, the global eLearning market is set to reach $457. 8 Billion by 2026. With the rapid improvements in digital technology, eLearning is definitely here to stay.

Keen to support your teams in building future skills? Download a guided eBook we've created in partnership with the Emerging Stronger team, thought leaders in the L&D space. This eBook looks at the modern day task of supporting individuals, teams and organisations with the future-fit skills that will allow them to thrive in the unfolding world of work.

Survey data was conducted by Censuswide on behalf of Go1. 1000 UK respondents were surveyed between 08.12.21 - 13.12.21. Censuswide abides by and employs members of the Market Research Society which are based on the ESOMAR principles.

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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Demand for online education has soared during the pandemic. With this in mind, we surveyed people who have undertaken an online course to reveal the impact learning new skills online can have on a person’s career and personal development. 

The impact of eLearning: an insight into learning new skills online

In a recent webinar, Caitlin Powell from People Management spoke with Go1’s Senior Customer Success Manager, Craig Hamill, and guest speaker, Laura Overton, Co-Founder of Emerging Stronger, about how to best prepare employees for the unknown jobs of the future. The pair kick off the webinar by diving into future skills that employees might need, before moving on to discuss whether or not technology can help scale up future-fit skills. The panellists frequently interact with viewers throughout the session, inviting them to participate in polls to better understand the current state of the workforce and where companies can start improving.

When asked where the greatest skill gaps for the future are, 30% of the webinar viewers said in general management, 27% responded in IT and 20% answered in customer service. The panellists are adamant this is just a small representation of the wide range of future skills that will be needed for the new world of work. Skill gaps could also extend to interpersonal skills, such as emotional intelligence, creativity, problem-solving, agility. Though we don’t know what the future of work will look like, one thing we are aware of for certain is that technology is bringing change, and we need to be prepared to adapt. 

While leaders are considered to play a vital role in shaping organisations, future-fit skills are no longer only in the hands of the elite. Rather, they need to be distributed across a workforce if everyone is going to adapt to a changing environment. 

What critical skills do leaders need?

Can technology help scale up future-fit skills? 

Technology has been viewed as a hindrance, especially during the pandemic, when face-to-face interactions were limited. However, the L&D community has grown, becoming more and more digitally oriented with every passing year. This has pushed us to look at technology’s role through a different lens, forcing us to realise it is crucial, and can only be a hindrance if not planned or used properly.

Throughout the session, the speakers stressed the importance of viewing technology as an enabler. It has provided more access, shares just-in-time information, can be self-directed, has democratised learning, reduced costs and forced adaptability. Data shows that mature, high-performing organisations are the ones more likely to integrate technology and see more productivity, increased agility and better work culture. 

Seeing technology through a lens

Nonetheless, there is a key to using technology correctly. Before introducing workplace technology, organisations need to ensure it connects with business and employee priorities, leveraging the right content, people and data. These connections ensure that technology helps companies meet their goals, that they adapt, and that they continue to utilise the new skills they learned.  

Missed the webinar? Catch up on the recording here.

Hear from Craig Hamill and L&D expert Laura Overton as they discuss how to build a sense of excitement to get employees behind the implementation of a new L&D programme.

How to prepare employees for an unknown future

We've all been told about the impact that specific mindsets can have in various areas of our lives - but to what extent does mindset affect our learning? What are the mindsets that we should be chasing for our learning? And how exactly does it all work?

In episode 30 of the podcast, Go1's Craig Hamill is joined by Learning Scientist, Lauren Waldman, as they take a look at all the ins and outs of what happens to our brains when we learn. And the real difference that a shift in mindset can have.

Check out some highlights from their discussion below.

Whether we'd like to admit it or not, we've no doubt all fallen victim at some point to the social narrative of "I am this age, so this is how I am now." In this section of the podcast, Lauren discusses the impact that this social narrative can have on the way we learn. She then goes on to reference social psychologist Carol Dweck's rules for the fixed vs growth mindset.

The social narrative behind learning

The influence of our beliefs about intelligence

This section of the podcast sees Lauren discuss a study by Dr Jennifer Mangels called: 'Why Do Beliefs About Intelligence Influence Learning Success.' She goes into detail about a particular section of the study that involved brain scans that showed an increase in brain activity from learners with a growth mindset. Lauren then explains the way in which we can apply what was learned from this study in our everyday lives as learners

We all share a fairly similar schooling experience of being told to sit down, open our books, and take notes on what we read. But why is it that some students are able to remain focused and some really struggle? Turns out, it could come down to the chemicals in our brain. In this section of the podcast, Lauren goes into detail about the different neurochemicals that best assist with learning focus. She also suggests that our brains are naturally lazy and always want to go back to what they know. It can trigger a stress response when we try to take a different approach, but it's important to find a balance between this in order to best utilise the growth mindset.

The neurochemistry of learning

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.

What are the mindsets that we should be chasing for our learning? And how exactly does it all work? In episode 30 of the podcast, we look at the ins and outs of what happens to our brains when we learn. And the real difference that a shift in mindset can have.

The neuroscience behind a fixed vs growth mindset

What are the mindsets that we should be chasing for our learning? And how exactly does it all work? In episode 30 of the Go1 podcast, we look at the ins and outs of what happens to our brains when we learn. And the real difference that a shift in mindset can have.

Reimagined workplaces are no longer a discussion item for the future, but a reality of today. And many jobs are currently being redefined as technology, artificial intelligence, and augmented reality reshape our world. 

So how can L&D leaders best connect and engage with the business to build future skills? To address this question, Learning Strategist Shannon Tipton and Go1's Head of Content Curation Shannon Herrera joined forces in a webinar to explore: 

The essential future-fit skills we all need for success 

Using technology to scale up - the opportunity and the pitfalls 

We've curated some of the key highlights from the discussion below.  

What do mature learning organizations do? 

Decades of studying high-performing learning teams have shown us that learning innovation, when done well, provides organizations with improved flexibility, adaptability, innovation, and productivity - all essential foundations for preparing for the unknown.  

In the video below, Shannon talks us through the principles mature learning organizations are using to help build future-fit skills and deliver results.  

What do mature learning organizations do?

It's not enough to simply ask managers and their team members to invest their time, and possibly budget, into a learning solution. For L&D, the first step to success in this process is connecting with their priorities, needs, and pain points. It's important to realise that connecting with the right priorities means thinking ‘business first’ and ‘learner first’ and asking yourself, what is your north star? 

Connect with the right priorities

The issue for organisations is that information flow is ever increasing, with the ability to filter becoming a burden. Allowing learners to learn, grow and improve their skills through a thoughtful process of content curation will help people find and access relevant information. 

Connect with the right content

Managers are essential stakeholders in the learning process and have more influence on their team member’s learning than anyone else. As Shannon describes, they are “the gateway to what happens to your future-fit skills.” This is why supporting managers, as they build connections and create the space for their team to grow, is critical. 

Connect with the people

Building upon the other four principles, connecting with the impact is all about tracking and reviewing the progress of learning and its impact on performance at every stage of the journey. Once you've determined your destination, you can then map out what it's going to take to drive engagement and performance to be successful - which is not unlike running a marathon, as Shannon explains below.

Connect with the impact

As we look at ensuring our employees are future-fit, it's important not to forget about the human side of things. The skills that get us ready for an unknown future are also the skills that we need to deliver performance, innovate, and improve today. These human skills allow us to flex, adapt, and grow. 

Connecting on a human level

The principles highlighted during this session all help in developing strong foundations for the future. What will you do today to connect and make a difference? 

You can start by downloading your Future-Fit eBook to learn more about the five principles covered during this session.

You may also be interested in Episode 26 of the Learning with Go1 podcast, featuring Shannon Tipton and her Emerging Stronger co-founder Laura Overton. Together they discuss the challenges and opportunities for democratizing future-fit skills. Check that out here.

Follow along as Learning Strategist Shannon Tipton and Go1's Head of Content Curation Shannon Herrera discuss how L&D leaders can best connect and engage with the business to build future skills.

How to scale up essential skills for the future of work

Follow along as Learning Strategist Shannon Tipton and Go1's Head of Content Curation Shannon Herrera discuss how L&D leaders can best connect and engage with the business to build future skills. 

In an era of rampant change and uncertainty, strong organisational leadership is more important than ever. With adaptability at a premium, businesses are crying out for secure, steady leadership to guide them through these restless waters. Therefore, it should be alarming that 77% of organisations currently face leadership gaps, while only 14% of CEOs say they have the leadership talent they need to grow their businesses. Further, just 48% of people think their company’s leadership is high quality. While figures paint a concerning picture of the state of top-level leadership, they also offer vital insights into an emerging trend: self-leadership. 

While widespread leadership gaps are concerning, they also present opportunities for people with self-leadership skills to get ahead in the future of work. Let’s look at one more telling statistic to demonstrate this: 63% of millennials don't think their leadership skills are being developed properly. So, employees have said enough is enough and taken leadership into their own hands. As they say, if you want something done right, do it yourself. Enter: the era of self-leadership.

With this in mind, we thought now was the perfect time to analyse self-leadership by casting an eye over how this trend will influence the future of work. We’ll start by asking ‘what is self-leadership?’ before moving on to essential self-leadership skills and finally examining five need-to-know facts about self-leadership.

This article is the second in a series of four, stemming from our recent deep dive into the foundational skills you’ll need in 2022. For the rest of this month, we’ll detail the interpersonal, leadership, digital, and cognitive skills you’ll need to get ahead in 2022 and beyond. Be sure to check back regularly to stay up to date with the skills that define the future of work, and, if you haven’t already, check out our blog on interpersonal skills, which kicked this series off. 

On a basic level, self-leadership is a fairly self-explanatory term. Self-leadership means taking leadership into your own hands — leading yourself, rather than relying on others to lead you. While this serves well as a basic definition, in practice, the term encompasses many nuances. 

According to Lead Grow Develop, self-leadership is “the deliberate action to influence one's thinking and action to achieve an objective…self-leadership teaches one how to manage themselves in complex and uncertain situations. To lead a team or group of people, one must be good at self-leadership.” They elaborate, explaining that mastering self-leadership requires four main skills: intention, self-awareness, self-advocacy, and self-confidence. 

Accordingly, Forbes has dubbed self-leadership “the most important form of leadership”. And it shows. A massive 69% of employees say they would work harder if leaders recognised their efforts. In contrast, companies with high employee engagement are 22% more profitable. It should be no surprise that robust self-leadership programs play a central role in employee engagement.

It also makes sense that developing capable organisational leaders first requires self-leadership skills. As Birkman puts it, “traditional ‘leaders’ can not be truly successful at managing or leading others until they can effectively manage and lead themselves.”

Notably, 'self-leadership’ is not a new term. Rather, it was coined in 1983 by Professor Charles C. Manz. Prof. Manz defined self-leadership as a “comprehensive self-influence perspective that concerns leading oneself toward performance of naturally motivating tasks as well as managing oneself to do work that must be done but is not naturally motivating.”

Building upon this definition in 2019, Professor Marieta Du Plessis took a more modern approach, recognising that self-leadership could influence all walks of life, not just business. She explained that “positive self-leadership refers to the capacity to identify and apply one’s signature strengths to initiate, maintain, or sustain self-influencing behaviours.” Similarly, Positive Psychology says self-leadership involves “what we do, why we do it, and how we do it.” 

In many ways, self-leadership is one of the most important but neglected life skills. Too often, people sit back and allow others to make decisions for them or quietly follow paths with which they disagree. While this is sometimes unavoidable, self-leadership and self-advocacy always come in handy. After all, if you aren’t looking out for your growth and development, who will?

Self-leadership includes many skills you would expect from a traditional leader — motivation, management, emotional intelligence, decision-making, a vision for the future, self-awareness, and a growth mindset. The only difference is that these skills are focused exclusively on leading yourself to bigger and better things.

A recent report by McKinsey sought to define the skills citizens will need in the future of work. Following a survey of more than 18,000 people, they landed on 56 ‘distinct elements of talent’ (DELTAs). According to McKinsey’s report, these DELTAs are vital to the future of work because “these skills showed that higher proficiency in them is already associated with a higher likelihood of employment, higher incomes, and job satisfaction.”

McKinsey then divided these DELTAs into four overarching categories: Cognitive, Interpersonal, Digital, and Self-leadership, thereby reiterating the importance of self-leadership skills. In doing so, McKinsey effectively created a checklist of self-leadership skills. The following skills and proficiencies fall under McKinsey’s self-leadership DELTA: 

For aspiring self-leaders, this represents a veritable to-do list of skills you should develop.

5 need-to-know facts about self-leadership

Now that we understand what self-leadership means, let’s dig into the benefits of self-leadership. Here are five need-to-know facts about self-leadership: 

According to McKinsey, self-leadership skills such as adaptability, coping with uncertainty, synthesising messages, and achievement orientation all correlate highly with employability. These skills were the top four indicators of employability, per McKinsey's survey.

Respondents who scored highly in adaptability had a 24% higher chance of being employed, while those who scored highly in coping with uncertainty had an 18% higher chance of being employed, and those who scored highly in synthesising messages had a 12% higher chance of being employed. 

2. High correlation with job satisfaction

Not only does self-leadership correlate highly with employability, but it also correlates highly with job satisfaction. People with excellent self-leadership skills are more likely to be employed and more likely to be happy with their jobs —  a true win-win!

McKinsey finds that self-confidence and coping with uncertainty — both self-leadership skills — correlate with job satisfaction. As they explain, “job satisfaction is also associated with certain DELTAs, especially those in the self-leadership category.” 

Specifically, respondents with high proficiency in coping with uncertainty and self-confidence are 20% more likely to be satisfied with their jobs. As a bonus, respondents who scored highly in self-confidence are also 22% more likely to earn a top-quintile income.    

As mentioned above, 77% of organisations face leadership gaps, while only 14% of CEOs think they have the leadership talent they need to grow their businesses. What’s more, just 33% of employees feel engaged at work.

Together, these statistics reveal a leadership deficit — perhaps more like a chasm. Such leadership gaps only make self-leadership more important, presenting an opportunity for people with advanced self-leadership skills to get ahead in the future of work. 

More and more, employees have been encouraged to take leadership into their own hands. This trend is a classic case of the right outcome happening for the wrong reason. For example, 50% of employees have left a job to get away from their boss. Likewise, 79% have quit because they felt unappreciated.

Moreover, only 36% of non-managers feel their managers assess their performance based on results, and 67% of non-managers say their leaders don't meet their expectations for checking on their mental wellbeing. 

Put simply, employees are dissatisfied with the current state of organisational leadership. So, they’ve taken matters into their own hands and turned to self-leadership.

Again, these statistics reveal an opportunity for savvy employees with well-developed self-leadership skills to thrive. As they say, if you want something done right, do it yourself.

5. Self-leadership leads to more innovation and engagement

Finally, studies show that self-leadership results in more innovation and engagement. One study, published in Current Psychology, found that self-leadership “translates into higher work engagement and further leads to higher…performance.”

Additionally, they found that “in the presence of self-leadership, employee’s work engagement, commitment to the organisation, and overall work performance elevated significantly.” To reiterate, in a workplace with advanced self-leadership skills, engagement, commitment, and overall performance all increase significantly. 

Forbes corroborates, finding that “employees are more engaged in their work and more productive when their managers are more positively engaged with them. Incredibly, managers account for 70% of the variance in employee engagement scores.” This 70% variance highlights how vital leadership — especially self-leadership — is to engage employees.

Similarly, a study from The International Journal of Manpower concluded that self-leadership is “positively associated with both self and supervisor ratings of innovative behaviours.” In other words, managers and employees both believe that employees are more innovative when they have a high proficiency in self-leadership. This study also recommends that if companies want to encourage higher levels of innovation, they should  “recognise the importance of building up self-leaders who can successfully meet the required expectations and standards of innovative behaviour.” 

Ultimately, these findings reveal that more self-leadership equals more innovative and engaged teams. 

Need some help developing your team’s self-leadership skills? Go1 has you covered. Check out our playlist on Self-Leadership: Lead Yourself to Better Job Performance to access world-class courses on confidence, innovation, emotional intelligence and more. 

Or, you can book a demo today to find out how Go1 can support your team’s learning needs. 

In the second blog of our future skills series, we cast an eye over how self-leadership will influence the future of work.

How will ‘self-leadership’ influence the future of work?

Optimism. A word that might sit uncomfortably with many of us, considering the tumultuous global climate we find ourselves in. 

Optimism can be commonly perceived as blind passivity, sitting immoveable by present pressures and urgent actions, and choosing to naively pay attention only to the good. 

Though in reality, the active and adaptable view of the optimist is highly responsive to its surroundings and possibilities. Optimism benefits not only the individual, but can also unlock increased innovation and success in their workplace. 

Bringing in expert insight from Project Optimism's Noirin Mosley and Jenny Boymal, let's explore the active, agile and decisive sides to optimism.

Optimism requires action. It is not tunnel-visioned naivety - and could possibly be better described as the opposite to tunnel-visioned pessimism. 

Optimists believe in positive possibilities, though contingent on their active participation driving the outcome. They will actively work towards more innovative and positive outcomes for themselves and those around them, even when driven by negative scenarios. 

Research from the BetterUP coaching program found that employees who balance optimistic action with thoughtful pragmatism and reflection tended to be more successful, hopeful and less stressed.  

Highly optimistic employees are also  103% more inspired to invest their best effort into work. 

Unlocking optimism in others

As Jenny notes here, the real power of optimism is when it is unlocked in others. Particularly for leaders, empowering others to establish and build upon their own optimistic behaviors has a compounding effect.  

Our brain's ability to learn and adapt, with the goal of bettering ourselves or our circumstances, is driven by optimism. This function, neuroplasticity, is our neural network seeking and establishing new connections to adapt and evolve to better current scenarios as well as future predictions.  

The ‘Habits of an optimist’ course from Project Optimism, within the Go1 Content Library, is an insightful resource for discovering optimistic habits and behavior hacks. Did you know that habits can account for 40% of our behaviors. Learned optimism, boosted by optimistic habits, is possible. 

The Great Resignation

As Noirin mentions, The Great Resignation is an impressive example of optimistic behaviours within a crisis. Within large scale disruption, individuals choosing change for a better present or future. 

Optimism also drives agile capabilities when teams are found at organizational road blocks. In 2020, fashion rental company Rent the Runway found their revenue plummeting (their business model relied heavily upon occasion wear). CEO Jennifer Hyman used the pause to double down on system and structural improvements that had been de-prioritized during their high-growth years. She noted that it became a 'time for creation and creativity.'

Some of the strongest drivers of resilience is found in optimistic behaviors. The ability to stay emotionally balanced during difficult situations, reflective and agile are all powerfully supported by optimism. 

Optimism is not contingent upon ignoring negative factors and situations, but clinging to the belief that things can change, and we hold the power to contribute to that change. 

Akaash Maharaj, CEO of the Global Organization of Parliamentarians Against Corruption, beautifully summed up optimism when he said; 

“Optimism is a creed for the brave. Pessimists' and cynics' certainty that nothing can be done gives them a ready excuse to do nothing and to risk nothing. By contrast, the optimist knows that better is always possible, and so he is compelled to make the effort work towards happier ends, even at the risk of disappointment.” 

Rather than being relegated to toxic-positivity, optimism is a crucial conduit to risk-taking, innovation, change and ultimately, building a better future. It can be found in the brave innovator, the agile risk-taker and the compassionate leader. And most importantly, optimism can be learnt. 

This auditing and planning tool will guide you in finding the right learning for your team, so they can turn up to work authentically themselves and thrive. 

If you are a current Go1 customer, you can complete the guide in partnership with your CSM, and they will add a Humans at Work learning plan into your current learning structure. 

If you are not currently a customer and are interested in elevating your workplace's mental health and wellbeing learning, we would love to help. 

Download the Humans at Work guide now to start moving towards psychologically safer workplaces. 

We dive into activating optimism, crisis-based optimism, and the power in unlocking optimism in others.

The case for optimism: a conduit to innovation, agility and effective change

The discussion was opened by host Kieran Howells of HR Grapevine before he handed off to Anthony Fritton of Bailey & French. Anthony’s advice to the question of engaging the workforce set the tone for the whole session. The path forward, he said, is about finding ways to make connections quicker. The best organisations globally are the ones who have a deep understanding of the human experience, and all of the nuance, knowledge and emotion that each individual brings to work. “Whole Person Experience”, as he dubbed it, helps foster connections between colleagues faster, which in turn helps them feel engaged. 

Helen Marshall, Head of Learning at Thrive, was in agreement. When lockdown hit, she pointed out, we went from one extreme to another. That was disruptive and took time to normalise for workplace connections. But now, as we slowly return to offices and hybrid working is here to stay, there is a messy middle between those who thrive in the office, those who thrive at home, and the gap between these states. It makes connections difficult with those who don’t build connections in the same way, which in turn has an impact on engagement levels. Whilst stopping short of suggesting an answer, everyone on the webinar agreed that this lack of definition around hybrid parameters makes it harder to engage everyone so the need for understanding and empathy is paramount. 

Whilst initially focussed on the environmental and emotional, the discussion was brought round to biological factors by Lauren Waldman, founder of Learning Pirate. She pointed to recent research she has been leading that shows how over-stimulated people are feeling upon returning to social and professional environments. This causes chemical reactions in our brain that tire us out, which doesn’t leave a lot of energy for learning or building connections. Equally, she added, we must be so mindful that people aren’t the same as they were two years ago. 

Lauren pointed to the aphorism, “we’re all in the same storm but we’re in very different boats”, which was met with agreement from all present. Everyone experienced the pandemic differently so we must be mindful of people’s re-entry to the workplace and that some might take longer to build connections. David Hastings of Go1 added to this the need for safe environments where people can bring their experience, their knowledge and their passions to the table. This, he says, will help foster a sense of community that is ideal for peer-to-peer learning and engagement. 

One watch-out was raised by Helen Marshall that the default so often with learning is for office-based jobs, which doesn’t fully account for those who may spend time in a factory or on a shop floor. We need to be mindful of the whole business and how they work, feel and engage with the business, L&D teams and their peers. 

This was echoed by David Hastings who pointed out that learning opportunities that come off the back of peer-to-peer conversations and relationships are more powerful, engaging and useful than directives sent blanket from HR. If someone shows a passion for something, following up the conversation with some further learning opportunities in that passion is exactly the kind of quick connection building approach that Anthony mentioned at the opening of the webinar. 

A further factor we should consider in this space is our preparedness for learning. Peer-to-peer and manager/mentor learning is very powerful, Lauren Waldman discussed, but we also need to ensure our brains are ready. In the past few decades, our focus attention span has fallen from four seconds to three. We’re simply not set-up to learn, most of the time. Especially not in the over-stimulating environment we find ourselves in. A tip she shared was to focus our visual attention on a single thing for 30-60 seconds as a way to prime our mental attention for focus. 

Before the webinar wrapped up, the conversation turned to the intersection between employee engagement and development. The first point shared by the panel was that these two things intersect inextricably. An engaged team will develop naturally and more proactively than a disengaged one. And, likewise, a team that is developing will feel more engaged. But there are also factors we can consider to aid this loop. 

Both Anthony and Helen pointed out the need to hold space for a wide range of opinions. Whether opposition or simply diversity of thought and new perspectives, a safe space where discussion is encouraged every day will help teams connect and share in their knowledge and experiences that prime for learning and development. This can come from on high too - equipping leaders to embody the values they wish to see within their team is a recommended way to foster a positive learning culture.

Go1 uses employee groups, according to David. Subcultures and communities around everything from project teams to neurodiversity, cultural backgrounds, sports and even dog owners. These groups naturally attract people to them from elsewhere in the organisation and even from outside. It then serves the dual purpose of engaging existing teams and making them feel a part of a community but it also allows for deeper connections away from the coal face of deadlines and learning more about peers. 

David closed the webinar with a useful reminder. We’re never going to have all the answers but by fostering a culture of creativity and curiosity we can hope to have a solution for most learning and development needs. 

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.

How engaged is your workforce? This was the question that opened a fascinating webinar with L&D leaders, all of whom brought their unique insights to the table hoping to help attendees with their own workplace challenges.

Getting your workforce engaged and keeping them engaged

The month of March, featuring International Women’s Day, is a wonderful time to celebrate and raise awareness around women in the workplace. In this issue we’re spotlighting a woman-owned content provider –Atheneum Collective– and two providers with courses on the “Shatter the Glass Ceiling” playlist: Mind Channel and Sarder Learning.  

What content partners should you check out this month?

For modern digital marketing and media courses, check out US-based Atheneum Collective. This woman-owned business creates in-depth courses with high-production-value videos and extensive companion guides and resources. They currently offer 9 courses, ranging in duration from 60-180 minutes, through the Content Hub. Stay tuned for more courses soon!

Popular titles from Atheneum Collective include:

Mind Channel produces fun, smart, animated video-centric micro-modules that work well to introduce or reinforce learning. With over 500 courses and topics ranging from leadership and sales to change management and wellness, there’s something for everyone. Even better, this UK-based provider offers courses in French, Spanish, Portuguese, and German, in addition to English. Check out Mind Channel to engage your learners and increase learning retention.

Customer Service: The Art of body Language

With over 1000 learning experiences available through the Content Hub, Sarder Learning is a leader in the business and leadership space. Their eLearning specialty is “bringing World's Best Business & Leadership Insights from Fortune 1000 Leaders, Best Selling Authors & Ivy League Professors.”  Headquartered in India, Sarder Learning offers titles ranging from 1 to 65 minutes on topics such as entrepreneurship, business strategy, innovation, and investment.

Learning from the “Mad men” Era Of Advertising

Leading Change Management In A Growing Organization

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

This US-based provider offers high-quality technical courses.

Pluralsight is one of the top leaders in technical training around the globe.

Courses range from 17 minutes to over 5 hours!

Among the 121 courses from Pluralsight are Python: The Big Picture; Core Python: Big Picture; Deliver on Your Cloud Strategy; and AWS: The Big Picture.

This Australian-based provider gives us new coverage in healthcare and HR, specifically in the APAC region.

They offer 23 courses ranging from 5 to 30 minutes.

Among the offerings from Educate to Elevate are Healthcare HR – Intellectual Property; HR – Bullying and Harassment; HR Induction Program; and HR – Workplace Health and Safety.

This US-based provider expands topic coverage in business etiquette.

They offer 6 courses, ranging from 60-90 minutes.

Among the offerings from The Protocol School of Washington are How to Succeed in the International Arena; Dine Like a Diplomat; The Power of Professional Presence, and Business Protocol for Professionals.

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

Vector Solutions – 50 additional courses in leadership, project management, business communications, coaching, and management.

UL Puresafety – 30+ new/updated courses on topics such as ergonomics, mobile elevated work safety, powered industrial trucks, and more in several languages.

Thomson Reuters – Health and Safety courses for Australian audiences.

Thomson Reuters – 600+ global and regional-specific compliance content in multiple languages!

What’s Ben’s favorite course right now? 

Hi, my name is Ben Richardson and I’ve recently joined Go1 as Chief Content Officer. My team and I oversee all of Go1’s content that learners love and our corporate partners value. Prior to joining Go1 I had spent my career working in media as a writer, producer, programmer, and many other roles in between. My jobs have always required me to be focused on audiences. Measuring what media they’ve consumed and trying to predict what they’re going to do next. I loved looking for patterns in behaviour as well as cultural and generational differences that would impact taste and habit. I consumed so much data on a daily basis though noticed so much of what I read I quickly forgot. I’d always loved learning even if I wasn’t the best student though always struggled with my memory. I wanted it to be … photographic!  

I tried so many different things to improve my memory. I read books about card counting, stopped eating wheat after watching a documentary on celiacs and meditated every morning for nearly a week!  (I wasn’t that committed and missed my sleep). Then I’d test my memory skills expecting a miraculous transformation and a pathway to genius. Sadly here I am, still confusing my son and my dogs names!!! 

First thing I did when I joined Go1 search for courses that would satisfy my curiosity and landed on Neurohacking. The Expert Academy courses promise to help me reduce stress, learn faster and reach peak mental performance. Even better the courses are short and visual. It’s a lot easier than giving up bread and sleep. Check out Neurohacking Tools And Techniques by The Expert Academy!

The Go1 Content Insider is your first stop for all things new in the Go1 Content Hub. In this March update, find out the latest and greatest in the world of content!

The Go1 Content Insider - March 2022 edition

At times it seems like everyone is talking about The Great Resignation. While there is plenty of disagreement about what it means and whether the label fits, few doubt that it is happening.  

The experience of the pandemic has led to many employees reflecting on their work and workplace and deciding it’s time to make a change. On top of that, numerous studies show one of the main drivers is a lack of belonging and disconnection between work and purpose.  

Here to explore this further is VP of Talent Management from MMM Holdings Nidia I. Garza. During an interactive session with The Conference Board late last year, Nidia looked at how building talent management on a DE&I foundation combined with curated learning paths offering opportunities for growth can help employers keep their best people and attract the talent they need to grow and perform. Breaking it down into past, present and future, see what she had to say below. 

The Ghost of Retention Past

The Ghost of Retention Present

The Ghost of Retention Future

Keen to learn more? Watch the full recording of the session here.  

Savvy employers recognise they need to work hard not just to keep great people but create an environment where they belong. Tips for helping employers keep their best people. And attract the talent they need to grow and perform. 

The importance of diversity, inclusion and belonging in talent management

We’ve all had those days where everything seems like a bit too much and we’re sick of carrying what seems like the weight of the world on our shoulders. With all that’s been going on across the globe recently, those moments feel more and more frequent.  

In fact, a study from the Health and Safety Executive in the UK found that during 2020/21, stress, anxiety and depression accounted for 50% of all work-related cases of ill health.   

That statistic is far too high, and we all deserve to find a little more brightness and joy in our workdays, and life in general. We’ve been searching the internet and have found some absolute gems to help bring some sunshine into your day when the world seems a bit too much.

From international conflicts to natural disasters, all amongst a global pandemic, it feels like our news is just one ‘once in a lifetime’ event after another.  

Upworthy is a complete breath of newsworthy fresh air. From heart-warming tales of random acts of kindness to adorable service animals, Upworthy has something to brighten up everyone’s day.  

Start scrolling down the page and before you know it, you’ll find yourself falling down the rabbit hole of positivity. 

Whether you’ve spent nights staring up at the stars wondering what could be out there or perhaps love a good outer space documentary, NASA’s Astronomy Picture of the Day offers some fascinating insight into the universe outside of our atmosphere. Every day since June 16 1995, NASA have shared a different image of our universe and included a brief explanation below from a real astronomer.  

Find out what were NASA thinking about on the day your kids were born, your first day at a new job, or during a significant global event. 

On those particularly stressful days when the world seems too much, maybe taking a look outside of our world is just what we all need? Let us know if you spot any aliens! 

You’d be hard pressed to find someone out there that hasn’t had a smile put on their face by a completely adorable baby animal - and ZooBorns is the perfect place to get your fix. 

A live giraffe birth, twin Emperor Tamarins playing on their mum’s back, and a red panda cub livestream are just some of the amazing glimpses into the world of nature that you can find on ZooBorns.  

We all deserve to find a little more brightness and joy in our workdays, and life in general. We’ve been searching the internet and have found some absolute gems to help bring a little extra brightness to your day when the world seems a bit too much.