As workplaces continually shift and change, cultivating belonging on your team is more important than ever. In our recent webinar, Wendy Gates Corbett, author of The Energy of Belonging, available on Blinkist, provided research-backed insights into how HR and L&D professionals can help employees feel connected, respected, and protected. 

In a previous role, Wendy found that despite her best efforts to connect with colleagues, her coworkers seemed uninterested in building relationships. This left her feeling like she didn't belong in the organization. As a result, Wendy stopped actively participating at work and eventually left her job feeling like a failure.  

This experience led Wendy to ask the question: What is it that creates a culture of belonging in the workplace? She compiled a survey about belonging at work and has received nearly 3,000 responses, and counting. Wendy has used these responses to build the following framework, designed to help teams and leaders grow and strengthen a sense of belonging in their business. 

Belonging is an outcome, but it's also an emotion. It's about creating a space where employees feel genuinely appreciated and integral to the organizational fabric. Wendy leveraged the results from her survey to create her own definition of belonging. According to Wendy, belonging is "the sense of security and support that results from feeling welcomed, valued, accepted, and safe as a part of something meaningful that’s larger than ourselves," but explains there is always room to add another comma to build on this definition. 

From her research, Wendy has also identified three common themes essential to nurturing belonging: connection, respect, and protection. 

Connection is the lifeline of employee engagement. To feel like they belong, employees must feel connected to both their colleagues and the organization as a whole. They need to feel seen and heard, and believe that their coworkers are genuinely interested in them. 

Wendy highlighted a few practical strategies to enhance interpersonal relationships within the workplace, like remembering personal details about coworkers, engaging in meaningful conversations unrelated to work, and sharing funny moments together. These small yet impactful actions have the potential to build deeper bonds among colleagues, fostering a stronger sense of community. 

Here at Go1, we have tons of interest-based Slack channels — including channels where employees can post photos of their pets, chat about a cause they’re passionate about, and share their hobbies. These are great spaces for our remote workforce to connect over common interests, get to know colleagues outside of their team, and have conversations completely unrelated to work. 

Respect isn't just about acknowledging someone's skills but also valuing their contributions to the organization. Wendy emphasized the role of leadership in embodying and promoting respect through transparent communication and consistent actions. This not only uplifts morale but also encourages a culture of mutual appreciation and acknowledgment. 

Wendy noted that employees must be respected not only by leadership but also by their peers. Colleagues can show respect by asking each other for advice or input and expressing appreciation for their work. Getting to know your coworkers makes all the difference here — while some team members may prefer to be thanked for a job well done publicly, others may prefer a private message or email. Paying close attention to these details demonstrates a level of care and consideration that fosters a positive and respectful work environment. 

Protection, or psychological safety, is crucial for employees to express their thoughts and perspectives without fear of retribution. In psychologically safe workplaces, employees feel comfortable engaging fully, experimenting, and bringing innovative ideas to the table — which are all elements of a healthy organization. In the webinar, Wendy explored how creating a safe space for open dialogue encourages innovation and honesty, which are critical for organizational growth and development. 

For employees to feel safe at work, they need to trust that they're being treated fairly and that their colleagues are being as transparent with them as possible. It's also important for individuals to realize that they may be doing something that makes someone else uncomfortable and be open to that feedback. For example, you might copy a colleague’s manager into an email simply so they have insight into a project — but it may make that colleague feel like you don’t trust them to manage the project on their own. 

Employees can foster a sense of safety by backing each other up, aligning their actions with their words, and being careful not to interrupt colleagues, which is common, especially in remote settings. Remember to listen to understand, not listen to respond. 

Measure engagement to track your progress 

It's crucial for organizations to measure the effectiveness of their belonging strategies so they know what’s working and where they need to take a new approach. Wendy emphasized the importance of using existing metrics and tools to assess the levels of engagement and belonging among employees. 

For example, regular feedback and surveys can provide invaluable insights into whether your team feels connected, respected, and protected. You might also consider developing and implementing a leadership program that enables your leaders to be more intentional about creating a culture of inclusivity and belonging. 

Whether you're a leader working to create a culture of belonging, an employee whose team members have checked out, or if you yourself are struggling to feel a sense of belonging at work — you can do your part to create the environment you want to be a part of. By being a catalyst for belonging in your workplace, you'll drive the change towards a more inclusive and engaging environment. Choose one or two of the examples Wendy outlined, start practicing them with your team, and you'll be on your way to making a tangible difference in your organization. 

Watch the full webinar to learn from Wendy how you can make a huge impact on how included and comfortable your team feels at work, even in the smallest of ways. 

Amplify belonging: Practical strategies for HR and L&amp;D professionals

Want more strategies to create a supportive environment that boosts your team’s mental health while simultaneously increasing productivity and job satisfaction? Check out our article on building a wellness-focused workplace. 

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Want to create a thriving workplace culture? Start by prioritizing belonging! Our webinar with Wendy Gates Corbett gives you the strategies needed to make it happen.

Amplify belonging: Practical strategies for HR and L&D professionals

Frontline employees play a valuable role in the manufacturing, distribution, and logistics industries, and it's important that they continuously build their skills to stay up to date with the latest tools, technology, and compliance standards. However, these employees often have busy workdays filled with tight production deadlines and physically time-consuming labor, which can make it difficult to find the time for professional development. 

In this article, we’ll explore some of the challenges frontline employees face that can get in the way of learning and offer practical strategies to help you and your teams overcome these barriers. 

Challenges to learning on the production floor 

Time is a precious commodity for frontline employees — and the most significant barrier to learning. The pressure to stay on top of production or launch timelines can be all-consuming, making it difficult to step away from the immediate tasks at hand and make time for learning. This lack of time can be a major obstacle to professional growth, and to the company's ability to innovate and respond to market changes. 

Frontline employees may also face a lack of access to learning materials and resources. Unlike office workers, they don't usually have the luxury of a quiet cubicle or a personal computer with internet access to dive into online learning. Some can’t even bring their phone into work! And even if you offer online learning that employees can engage with outside of working hours, it’s important that you don't assume every employee has internet access at home or the time to pursue L&D in these off hours. 

Additionally, while some frontline employees may be eager to grow and progress in their careers, others may be resistant to change. Some folks are hesitant to embrace new ways of doing things due to a fear of the unknown, or they may just be comfortable with their current ways of working. Regardless of the reason, resistance to change can lead to missed chances for growth and innovation. 

Finally, for employees who aren't native speakers of the language for the region of your organization, language and literacy barriers can add an extra layer of complexity to learning. Misunderstanding training materials or struggling with instructions can make it harder to pick up new skills, and asking for help can be intimidating. It might even hold employees back from fully engaging in group learning activities and discussions, leaving them feeling disconnected from the learning process. 

A comprehensive approach is key to tackling these hurdles. It involves creating time for professional development, making sure resources are accessible, and nurturing a culture of continuous learning. By doing so, companies can empower their frontline employees to see learning as not just something that’s possible for them, but a lifelong experience. 

Creating an accessible learning environment 

To make sure factory floor employees are always growing, it's important that they have access to spaces that are conducive to learning. To make this happen, you can establish dedicated learning spaces that provide access to computers, the internet, and a library of training resources in multiple languages and formats. There are a few different approaches you might take to setting up these spaces. 

First, consider converting underutilized areas, like an unused meeting room or storage space, into learning spaces with desks and computer stations. This will enable employees to get away from the noise of the production floor so they’re better able to focus. Alternatively, you can take advantage of existing multipurpose spaces and add a computer where there's room. For example, you might set up a computer in the break room so employees can use it during their lunch break. Keep in mind that you may want to set these computers up with security measures in place and enable them to work only within certain time frames. 

If you don’t have any spare space on-site, you could invest in portable devices, like tablets or laptops, that are pre-loaded with training materials and security measures. These can be easily moved to different locations on the floor for quick, on-the-go learning or if your team is comfortable with it, loaned out for access. 

To keep up with the fast pace of the production floor, employees must be empowered to set aside time for learning. By making learning an expected part of employee routines — and a team-wide norm — taking time to learn won't interfere with their daily tasks and deadlines. 

Managers are key to this process. Managers should make learning a priority and help their employees schedule time for professional development. This might mean that every employee on their team has a designated time set aside each day for professional development, or maybe each employee is assigned an hour or two per week to spend on learning. 

Microlearning can also help employees fit learning into their schedules. By offering small, bite-sized pieces of learning content from apps like Blinkist, employees can spend just a few minutes in between tasks taking in new information. Rather than sitting down for hours to learn a new skill, they can make the most of their down time and learn in short bursts. These small moments, when added up over time, can lead to significant growth — all without missing a beat in productivity. 

Providing on-the-job training and collaboration opportunities 

On-the-job training is a powerful way to enable your team members to learn and grow in their roles, while simultaneously remaining productive at work. By offering hands-on experience and immediate application of new skills, you can help your team members develop a deeper understanding of their work. 

One strategy to consider is job rotation. Cross-training employees on multiple functions and rotating roles and responsibilities gives employees a chance to try their hand at different tasks on the floor. This not only broadens their skillset but also makes them more adaptable. From there, they can decide which skills they're most interested in and pursue training that helps them grow in these areas. Plus, if ever needed, they can assist in someone’s absence to fill a skill or role gap. 

You can also offer shadowing opportunities, so employees can learn straight from their colleagues and get their questions answered directly. By watching and learning from others, employees will pick up on the most effective techniques and approaches to problem-solving. This will also give them a chance to try out new tasks with a colleague present to advise and supervise them. 

Another strategy you can implement is an employee mentorship program. Mentors not only help employees decide on the work they want to pursue but can also aid them in figuring out what kind of learning will help them accomplish their goals. The mentor-mentee relationship can be valuable in building bonds at work that reinforce trust, camaraderie, and loyalty. This doesn’t just make the employee experience more enjoyable — it can also benefit the business by leading to increased retention. 

Leveraging technology makes training more flexible and personalized, so employees can adapt it to their needs and schedules. When possible, implementing online learning allows employees to access training materials anytime, anywhere. This might involve logging in to an online platform or downloading an app to their phone, which is especially useful for employees who want to complete a course or brush up on new skills outside of working hours. 

Taking advantage of technology can also be helpful if you have employees whose native language isn't the one widely spoken at your organization. Some online learning programs, like Go1, offer courses in multiple languages, so you can enable your entire team with training content in the language that they're most fluent in. Because that’s what accessible learning is about — meeting your employees where they're most comfortable. 

Plus, online learning can provide a more interactive and engaging experience for employees, which is proven to be more effective. With the use of videos, quizzes, and simulations, employees can actively participate in the learning process. This can be especially beneficial for visual or hands-on learners who may struggle with traditional training methods. 

Fostering a culture of continuous learning among frontline employees is essential for helping employees grow and develop their skills. By creating learning spaces in the workplace, encouraging structured time for professional development, and embracing technology for tailored and accessible learning experiences, companies can effectively address the unique challenges faced by these production floor workers who often go without the L&D they should be given. This holistic approach ensures that learning becomes an integral part of your team’s daily routine, empowering employees to contribute more effectively to their roles and drive innovation from the production floor. 

Looking for more L&D insights and best practices? Subscribe to our newsletter for exclusive content and industry updates.

Learning looks a little different for employees in manufacturing, distribution, and logistic roles who don’t work from an office. These strategies will help frontline teams make time for learning without delaying production.

Creating time for frontline employees to learn

AI is designed to support, not supplant, humans, especially in critical areas like education and development. In our recent webinar on the ethical use of AI, Mark DiMauro, PhD, emphasized the importance of responsible AI application, including the full disclosure of AI usage, adherence to ethical and moral standards, and the preservation of integrity in its applications. This transparency in the education of AI is crucial, and deployment of AI tools should follow a comprehensive framework that addresses ethical, moral, legal, and integrity issues. This structured approach prevents misuse and ensures that AI enhances learning and development while maintaining ethical standards.

What were Mark's biggest takeaways on how to approach AI ethically? Let's get into his advice, warnings, and approach to using this new technology effectively and responsibly.

One of the core themes of the webinar was the importance of transparency in AI use. Transparency is crucial, and AI deployment should follow a comprehensive internal framework that addresses any ethical, moral, and legal issues transparently. DiMauro stressed that all stakeholders, including employees, trainers, and administrators, must be fully aware of how AI is being used within the organization at all levels.

This transparency is crucial not only for organizational integrity but also for building trust with stakeholders and informing all parties on the data being used and the decision-making processes involved. Everyone must understand the capabilities, risks, and limitations of AI technologies in all settings for success.

Mark highlighted that while AI can provide valuable data-driven insights, it's humans who can consider the contextual and ethical nuances that AI might not fully grasp or may hallucinate in making final or ethical decisions. Use AI to support your judgments, rather than relying on it entirely. Human judgment and critical thinking skills are vital in ensuring that AI-generated recommendations align with organizational values and goals.

DiMauro emphasized the need for continuous monitoring and evaluation of AI algorithms to ensure they aren't biased or contradicting your organization's ethical standards. By involving humans in every step of the decision-making process, organizations can utilize AI effectively, mitigate potential risks, and improve the overall effectiveness of the AI technologies they employ. Ultimately, the successful integration of AI with human judgment can lead to more informed and ethical decision-making, benefiting internal and external stakeholders.

AI is transforming content creation, but not completely replacing writers

"There will be some kind of disruption recomposition of what our roles look like," Mark explained, referring to the role of educators and trainers. "The roles should become more fun, [with] higher leverage."

While AI is increasingly being used to generate content, it isn't expected to replace human writers. Instead, as Mark explained, we can expect it to transform roles, providing a higher level of work, creativity, and automation. AI allows writers, strategists, and instructional designers to focus on higher-value tasks such as strategy, without getting caught in the weeds of nuanced writing.

And good news for marketing teams, as Mark predicts, "AI-generated content is going to mean more content marketing jobs. Because people are going to get leverage faster — which means content marketing will meet goals faster, [and] marketers will get more budget to do more content marketing.”

But what about ethical integrity, laws, and standards in AI? Mark dedicated a major part of the webinar to how you can build out a robust ethical framework for deploying AI at work. DiMauro emphasized that while AI has transformative potential, it must be governed by strict ethical standards to prevent misuse, mitigate risk, and avoid major backlash. Legal implications, data privacy, and the necessity of maintaining human control over AI technologies are critical considerations.

The development and deployment of AI in learning and development must adhere to a strict ethical framework, developed by experts for your organization, that respects moral and legal standards. Mark advocates for a structured approach to AI implementation, which includes safeguards against misuse to ensure that the technology is used to enhance learning experiences, without compromising ethical standards.

We are seeing firsthand in the world right now that there is an inherent need for the responsible and ethical use of AI. Mark acknowledged that while AI has the potential to greatly benefit society, it also poses certain risks and challenges that need to be addressed. He emphasized repeatedly that AI shouldn't be used to handle sensitive data, due to potential security risks. He noted, “It's really critical and it's really important to use them [AI tools] for a purpose and with ethical, moral, and integral guidelines in mind." He emphasized that as AI evolves, it's crucial to ensure that it is being used responsibly, securely, and ethically.

While there is no standardized law or governance at this time for the ethical use of AI in organizations, or specifically in learning and development, Mark recommends starting with these three steps internally:

Creating a code of ethics for AI developers and users

Implement transparency and accountability measures

Continuously monitor and evaluate the impact of AI on society

Everyone should be prepared for a future with AI at work

Even those who may not be directly impacted by AI (yet) should know the implications and benefits it currently brings to the world of work. The future of AI in learning and development is promising, but it hinges on our ability to implement it responsibly. Mark DiMauro's detailed insights and expert advice provide a roadmap for professionals looking to integrate AI into L&D settings ethically.

By adhering to high ethical standards and ensuring human oversight of AI, it can be a powerful tool for enhancing learning and development, rather than a disruptive force.

Watch the full webinar to hear all of Mark's detailed advice on ethical AI in learning and development, including real examples, considerations, and expert guidance.

Ethical use of AI for learning and development

The ethical implications of AI can be confusing, but we're here to demystify AI and help you take a responsible approach to AI usage. Dig deeper into the topics with this recommended article, Building trust and transparency in generative AI learning.

From insights on our webinar with Mark DiMauro, PhD, understand the ethical implications of AI and learn how to use it responsibly and effectively at your organization.

In today's fast-evolving regulatory environment, staying compliant is more than just a box to check — it's a must for the health of your business. If you fall out of compliance, it’s a world of trouble: legal consequences, financial hits, and a damaged reputation. The last thing you want is to lose the trust of customers and partners.

Compliance training is vital to reducing risk and protecting your employees and the organization. Without adequate measures, your organization could face legal action, financial penalties, and damage to its reputation. To protect your organization and its employees, you need to provide regular and effective compliance training.

But selecting the right compliance training provider isn't always easy. Organizations need to search for a solution that not only offers courses that meet industry regulations and standards but also fits their unique training needs. In this article, we'll look at the critical role of compliance training in safeguarding your organization and team, explain how ongoing training can mitigate risk, and legal friction, and how you can find the right compliance training provider for your business.

Compliance training safeguards your business and protects your team

Compliance training is a linchpin in risk management, ensuring the safety and security of both your business and employees. Yet, it's often dismissed or undervalued. By neglecting compliance training, you’re left open to a host of potential pitfalls, from legal entanglements to financial losses and damage to your company's reputation.

The repercussions of non-compliance can result in significant fines and legal disputes. By minimizing the risk of violations and their associated penalties with appropriate compliance training, you not only safeguard the company but also prioritize a safer work environment for everyone.

To keep up with evolving regulations, organizations require ongoing and consistent training, not just a one-and-done deal check-the-box. This way, teams can make informed decisions and stick to the highest standards of compliance. When compliance training is an ongoing conversation, it’s seen as a priority, taken more seriously by employees, and keeps operations running smoothly and reputably.

The long-term and financial consequences of non-compliance

As touched on above, organizations that fail to comply with industry regulations or legal requirements expose themselves to serious risks and potential legal and ethical consequences. Compliance isn't merely a formality; it's a vital protective measure for businesses, their employees, and customers. But it's not just the legal side of things that's a concern. The damage to an organization’s reputation from non-compliance can be just as devastating. When word gets out, as it often does, it's not just the regulators you have to worry about. It instills doubt in your customers, investors, and the public at large, and the trust you've worked so hard to build can crumble, taking your business and revenue with it.

Moreover, non-compliance can directly impact the safety of your team. Failing to meet safety, environmental, or data protection standards can put employees at risk of accidents, physical injuries, or technological vulnerabilities. We've seen first-hand in recent years how non-compliance can cost billions of dollars for some of even the most well-known and largest global companies. There are countless non-compliant cases around the globe that lead to tighter and stricter regulations.

How to find the right compliance provider for your organization

Research suppliers with the widest coverage

As you consider a compliance training provider, remember to look for one that offers a wide variety of courses to meet your specific compliance needs, across the entirety of the organization. Compliance training can cover topics like preventing sexual harassment and ensuring workplace safety, cybersecurity, and environmental compliance. It’s best to choose a provider that offers a comprehensive curriculum, so you can be confident that your employees will get the training they need, and that your team developing the training programs has everything they need in one easy-to-access resource. This helps ensure consistency, reliability, and governance across the organization.

What type of provider works for your organization?

During the evaluation process, it’s important to understand the type of training that best suits your organization. You might find that off-the-shelf courses are a good fit, especially if you’re looking to provide employees with foundational, ethical knowledge. These are cost-effective and provide a standardized approach. But if you're looking for something more tailored to your organization's unique policies, procedures, and regulations, custom courses might be the way to go. Customizable solutions often involve a collaborative effort to ensure the training meets your requirements and works with your existing software suite so you can easily track completions. The best choice will depend on your organization's compliance complexity, industry, and risk profile.

Finding the right compliance training provider mitigates risk, instills a culture of compliance, and ensures the entire organization promotes ethical behavior.

By choosing the right compliance training provider, you move past checking boxes and gain a long-term partner in keeping your workplace safe and compliant. And for many, the partner is Go1. We offer best-in-class resources, personalized solutions, and the support you need to make sure your team isn't just learning, but applying that knowledge every day.

Go1 supports global compliance initiatives and training programs

A single solution for compliance training, integrated into your existing LMS or HRIS

At Go1, we understand the importance of compliance training for both the employees and the organization. Go1's compliance solution gives you the power to manage risks and protect operations while leveraging your existing learning tools. With over 80 top compliance providers like Skillsoft, Thomson Reuters/LRN, Emtrain, EasyLlama, GRC Solutions, and more, you can find training that's up-to-date, engaging, and covers a wide range of industries and regulations. And to make integration easier, we partner with over 70 LMS and HRIS systems to deliver courses directly through your existing tools, for a streamlined learning experience. That way, even if your compliance goals and priorities change throughout the months, Go1’s library is always available and evolves with you.

What makes Go1 different than your average compliance provider?

Go1 offers the comprehensive, necessary resources you need to run a successful, long-term compliance program for your business, no matter your size. Our extensive offering includes interactive courses on foundational compliance topics available in more than five formats and 40 languages, ensuring that your training is both engaging and accessible. Whether you need yearly training for your entire organization, onboarding for new joiners, or specialized courses for specific departments, Go1 provides the flexibility required to maintain compliance on multiple topics, all within one platform.

But there's more to Go1 than regulatory and compliance training. You can go beyond the mandatory and provide employees with upskilling courses, business training, and personal skill development to consolidate content providers and streamline learning across your organization. With Go1, you can have confidence in the compliance of your business while also investing in the development and growth of your workforce.

Start creating compliance training programs that mitigate risk and meet your organization's needs with Go1. Book a demo today to find out how Go1 can help with your team’s compliance and learning needs.

Compliance training for teams in North America (NAMER)

Go1 Compliance - NAMER.pdf

Compliance training for teams in Europe, the Middle East, and Africa (EMEA)

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Compliance training for teams in the Asia Pacific region (APAC)

Go1 Compliance - APAC.pdf

In a fast-changing regulatory landscape, compliance training is essential for safeguarding your organization, mitigating risk, and maintaining a positive reputation. So, how do you find the right provider?

Compliance needs to be more than a checkbox for employee training

Companies that prioritize the development of technical business skills such as data analysis, programming, cybersecurity, cloud computing, and software development are better positioned to drive organizational success and foster innovation. These skills are essential for transforming data into actionable insights, creating robust software solutions, protecting against sophisticated threats, enhancing operational efficiency, and developing cutting-edge applications.

By investing in these technical skills, organizations can stay competitive, adapt to market changes, and lead in their industries. It's clear that focusing on technical business skills isn't just about employee development; it's a strategic imperative for driving innovation and maintaining a competitive edge.

Topic spotlight: Technical business skills

Here are five expert-recommended courses available on Go1 to help your organization train employees on technical business skills:

1. The Data Analysis Workshop by Packt (20 hrs 52 mins) 

Businesses today operate online and generate data almost continuously. While not all data in its raw form may seem useful, if processed and analyzed correctly, it can provide you with valuable hidden insights. The Data Analysis Workshop will help you learn how to discover these hidden patterns in your data, analyze them, and leverage the results to help transform your business. 

The book begins by taking you through the use case of a bike rental shop. You'll be shown how to correlate data, plot histograms, and analyze temporal features. As you progress, you'll learn how to plot data for a hydraulic system using the Seaborn and Matplotlib libraries, and explore a variety of use cases that show you how to join and merge databases, prepare data for analysis, and handle imbalanced data. 

By the end of the book, you'll have learned different data analysis techniques, including hypothesis testing, correlation, and null-value imputation, and will have become a confident data analyst.

2. Survey of Data Science by Stone River (8.5-hour training) 

This course provides a comprehensive introduction to the field of data science, covering key concepts, essential tools, and diverse job roles available in the industry. Whether you're a beginner looking to explore the world of data or an experienced professional seeking to expand your skill set, this course offers a solid foundation for understanding the fundamental principles and practices of data science.

This course offers an overview of the activities and roles within the realm of data science. It begins by exploring the fundamental tasks of data exploration, analysis, and visualization, essential for deriving insights from data. Statistical distributions relevant to data science are introduced, followed by discussions on handling unstructured data and selecting appropriate data storage solutions. The course delves into advanced topics such as natural language processing and machine learning algorithms, including decision trees, regression, and neural networks. 

Additionally, it covers the design and implementation of data pipelines, emphasizing both batch and real-time processing. The latter part of the course focuses on the diverse roles within a data science team, including Data Wrangler, Data Engineer, Quantitative Analyst, Machine Learning Engineer, Framework Administrator, and Business Analyst, each requiring specific skills and expertise. Through this comprehensive exploration, participants gain a nuanced understanding of the field and the opportunities it offers.

By the end of this course, participants will have gained a solid understanding of the core principles, tools, and roles in data science, empowering them to embark on a successful career journey in this rapidly evolving field.

3. Intro to Coding with Python by Zenva (55 mins) 

Learn the basics of coding with Python! All software — including games, apps, websites, and more — is essentially designed to follow instructions. We refer to these instructions as coding, and the order and rules that they follow as algorithms.

This course will explore these important concepts through Python Turtle. The Turtle library allows you to issue commands to a “turtle” and have the turtle follow them as if it were a pen drawing on paper. You can use it to draw various shapes, fill them in, change their colors, and more — all through easy-to-use programming commands. You’ll also learn how to structure these commands as an algorithm to create a digital picture of a solar system.

No matter what you want to use coding for, the skills you’ll learn will form strong foundations for any project that you’ll create.

4. Google Cloud Platform Associate Cloud Engineer Bootcamp by TechCommanders (10-hour bootcamp) 

An Associate Cloud Engineer deploys applications, monitors operations, and manages enterprise solutions. Cloud Engineers use Google Cloud Console and the command-line interface to perform common platform-based tasks to maintain one or more deployed solutions that leverage Google-managed or self-managed services on Google Cloud.

This course was specifically designed to provide a refresher of the topics of the GCP Associate Cloud Engineer Exam for experienced GCP engineers that need a reminder of the objectives before taking the exam. For more hands-on help, there are many additional courses on Go1 that can help you can up to speed before taking the exam.  

During this course, you'll gain insight into the GCP Cloud Engineer exam and walk through main exercises around managing a GCP Cloud. You'll walkthrough demos, reviewing content with the SME, providing you with the top ten things to remember before taking the exam. 

5. Azure Cloud Fundamentals by Cloudswyft  (10-day course) 

This course provides foundational-level knowledge of cloud services and how those services are provided with Microsoft Azure. The course can be taken as an optional first step in learning about cloud services and Microsoft Azure, before taking further Microsoft Azure or Microsoft cloud services courses.

The course will cover general cloud computing concepts as well as general cloud computing models and services such as Public, Private, and Hybrid cloud and Infrastructure-as-a-Service (IaaS), Platform-as-a-Service (PaaS) and Software-as-a-Service (SaaS).

It'll also cover some core Azure services and solutions, as well as key Azure pillar services concerning security, privacy, compliance, and trust. It'll finish off with information on pricing and support services available with Azure.

At Go1, we’re constantly growing our content library. From fresh content providers to returning favorites updating their offerings, here’s what’s new to Go1 in July.    

This new Go1 Content Partner specializes in cybersecurity awareness content. They offer mostly bite-sized (5 mins) and some longer formats of 10-30 minutes. Just last month, they added new content on Data Privacy and Remote Work and Operational Security. Courses are available only in English at this time.

Channel 1 has simplified compliance and WH&S training by creating short, to-the-point and scenario-based videos. You can now discover a new series of courses on WH&S Induction, available in English.

New courses are available from SimonSez IT on three main topics: Microsoft Office and Productivity Tools, Excel and PivotTable Training, and Generative AI and Cybersecurity Awareness. At this time, these courses are only available in English.

Three content providers that we’re loving in July

Stone River eLearning was founded in 2012, and since then has taught over 1,100,000 students. Stone River eLearning's focus is on developing high-quality video training in all areas of the technology field. Dozens of organizations use Stone River eLearning's content for corporate and government in-house training.

Topic coverage: Technology, DevOps, Networking and Security, Programming and Web Development, Mobile App Development, Web Design and Development, IT Skills

5,100+ courses in Premium, ranging from 1 to 12,000 minutes in duration.

Top courses: Installation - Python Programming for Beginners; Python Programming for Beginners; Print and Strings - Python Programming for Beginners; Math - Python Programming for Beginners; Strategic Planning Skills

Packt helps tech professionals put software to work by distilling and sharing the practical knowledge of their peers. As an established global provider of technical learning content with over twenty years of experience, Packt delivers premium, rich content from groundbreaking authors on a wide range of emerging and popular technologies.

With a multimedia portfolio that includes thousands of books, eBooks, audiobooks, and video courses, Packt's titles have global relevance. These resources are designed to equip IT professionals with actionable knowledge, enabling them to achieve their goals, whether by gaining expertise in emerging technologies or enhancing skills in established tools.

Topic coverage: Technology, Programming & Coding, Cloud Computing, Data Analytics, Cybersecurity

5,000+ courses in Premium, some shorter videos to comprehensive courses. The catalog includes eBooks

Top Courses: Introduction to Internet of Things; Data Visualization with Python: The Complete Guide; What is IoT?

TechCommanders is an online training platform for aspiring and veteran IT professionals interested in next-generation IT skills. Courses offered are used to prepare students to take certification exams in Cloud, DevOps, IT Security, and Blockchain. Their expertise is in productivity increase and cost reduction driven by the adoption of technologies focused on cloud computing. By choosing TechCommanders, you're free to focus your resources on building your business rather than investing in and running IT infrastructure and support services.

Topic coverage: Technology, DevOps, Networking & Security, Computer Science and Engineering, Programming and Web Development, Blockchain

70+ courses in Premium, ranging from 35 to 800 minutes in duration.

Top courses: DevOps Fundamentals; DevOps on Google Cloud Platform; Kubernetes Fundamentals; Google Kubernetes Engine - The Basics; AWS Cloud Practitioner Exam CLF-C01 Crash Course 2021

As we wrap up this edition of "What's trending in learning," we hope the course recommendations and insights provided have inspired you to prioritize your team's upskilling on technical skills. And remember, Go1 is always here to support your team's development journey. 

Stay tuned for next month's edition, where we'll continue to bring you the latest trends and resources in the world of L&D.

For more insights, subscribe to the Go1 newsletter to stay on top of all the latest L&D trends. Or, book a demo today to find out how Go1 can help with your team’s learning needs.

This month is all about technical business skills. Dive into the article to find course recommendations and new content providers to help your employees upskill and grow.

What’s trending in learning? July 2024

This month is all about technical business skills, like data analysis, programming, cybersecurity, cloud computing, and software development. Dive into the article to find course recommendations and new content providers to help your employees upskill and grow.

What’s trending in learning? Technical business skills July 2024

Have you ever felt like you need a few more "yous" to tackle everything on your list and stay productive? While cloning is out of the question, having a team means having capable help to handle the burden of a full plate of tasks. Delegating is key — and it's not just about lightening your workload, but empowering your employees to grow. When you delegate, your team isn't just working for you, but thriving alongside you and achieving organizational goals faster.

More often than not, your team will even do a better job than you at the tasks you hand off, because they have more time and different skill sets. But this is the dream vision of delegation, and managers can struggle with letting go of control. So how do we move from an overflowing task list to a world where delegation is a motivational tool for growth?

Delegation is an essential skill for people managers, but it's not something you'll learn in most schooling programs. And like many manager skills, it’s not just what you do that counts, it’s how you do it that makes the difference. To become a better manager, you must improve your delegation skills, and if not prioritized, it can come at a serious cost.

The hidden costs of holding on to too much

If priorities are being neglected and a team isn't experiencing growth, trust and motivation dwindle. When managers feel stressed due to overwhelming workloads, they may be tempted to hold onto tasks and not delegate them to their team members to save them the burden or due to sheer panic (think deer-in-headlights). However, this can lead to hidden costs such as decreased morale, a lack of skill development, and missed opportunities for team members to take on new responsibilities and grow within their roles.

Additionally, managers may burn out and become less effective at their own work, ultimately hindering the success of the entire team. By recognizing the importance of delegation and actively practicing it, managers can avoid these hidden costs and create a more productive and fulfilling work environment for themselves and their team.

Delegation training benefits the entire business

Have your managers undergone formal management training? Organizations must equip their managers with the required skills to delegate work to their teams effectively, or the consequences can be dire.

Without proper training, managers struggle to delegate tasks efficiently, leading to decreased productivity, employee burnout, and ultimately, negative impacts on the organization's overall success. Organizations need to invest in their managers' development and provide them with the tools and resources necessary to effectively delegate tasks and responsibilities. This not only benefits the managers but the entire team and the organization.

Delegation training should focus on teaching managers how to effectively communicate expectations, provide support and resources, and set clear goals and deadlines for their team members. With these skills, managers can delegate tasks in a way that maximizes productivity, promotes employee growth and development, and ultimately contributes to the success of the organization.

Seven guiding principles of delegation for managers

1. Identify tasks that can be delegated, without compromising the quality of work. Managers should assess their workload and determine which tasks are essential for them to complete personally and which tasks can be delegated to team members. When identifying potential tasks to delegate, we suggest considering stakeholder involvement and their level, estimated time to completion, and any consequences, that may come up.

2. Identify the right person for the task by considering the skills, strengths, and interests of your team members to determine who's best suited for each task on the list. This not only ensures that the task will be completed successfully but allows team members to develop new skills and take on new challenges as well.

It's important to note that success isn't always the case when delegating. Managers must be flexible, understanding, and empathetic to those who may, at times, fail on a new task. Embrace a growth mindset and be transparent about failures being okay and what can be done if they occur.

3. Communicate expectations clearly, including the purpose, desired outcome, and any specific requirements or guidelines for the tasks at hand. This ensures that team members understand what's expected of them and can complete the task effectively.

4. Provide the necessary support and resources to complete the task. This may include training, access to information or tools, or guidance throughout the process.

5. Set realistic goals and deadlines to help team members stay on track and prioritize their workload. This will also make it easier to monitor progress and provide feedback if necessary.

6. Trust and empower team members to complete tasks effectively, make decisions, and take ownership of their work. This fosters a sense of autonomy and motivation within the team.

7. Provide feedback and recognize achievements upon completion. This improves performance and shows appreciation for their team effort. Recognizing and celebrating achievements publicly also encourages team members to take on more responsibilities in the future.

Effective delegation may require strong communication, trust, and support from managers, but is well worth the effort to have a better sense of productivity, autonomy, and responsibility for the wider team. As a manager, granting this autonomy and trust to your employees empowers them to take ownership of their tasks, acting as an incentive and motivator.

When employees are trusted with important tasks, it demonstrates that their skills and contributions are valued, fostering a sense of trust and loyalty. This empowerment allows employees to showcase their abilities, develop new skills, and gain confidence in their roles, which in turn, shows successful leadership from the manager. It's an ongoing workflow of professional growth and career advancement, enabling both sides to do more meaningful work, make a larger contribution, and feel valued within the organization.

Learn how to delegate tasks effectively to empower your team, boost productivity, and achieve organizational goals faster.

Delegation is an essential skill for managers to increase productivity

In the whirlwind of technological changes affecting today's world of work, digital literacy has become paramount for professional services firms. As technology continues to redefine how we work, now isn’t the time to be a staunch supporter of the way things were. Instead, both organizations and employees must be willing to embrace change and learn the latest tech skills in this dynamic environment. 

In this article, we'll explore the necessity of digital literacy in professional services, strategies for promoting digital literacy, and the hurdles organizations often face in adopting new technologies. 

The evolving landscape of technology in professional services

Professional services technology is in a state of constant evolution, driven by advancements in fields like artificial intelligence, extended reality, cloud computing, cybersecurity, and data analytics. Firms that are quick to adopt these technologies will find themselves ahead of the game, offering clients better service, improved efficiency, and more innovative work. 

But for those not yet literate on these topics, development training can help ensure organizations don’t fall behind competitors by creating learning paths for employees to grow their digital literacy on trending technology. Here are just a few of the many course topics you should consider adding to organizational learning programs.

Artificial intelligence is changing how we create content, automate tasks, and make data-driven choices. And while we've probably all heard of ChatGPT by now, AI extends way beyond this particular resource. 

With so many different kinds of AI tools out there, it's important that employees know what exists that can help them within their roles. Teams then need adequate training so they can integrate their tools of choice into their everyday processes. A marketing agency, for example, might upskill its employees in GenAI tools that can help them write faster, create visuals, and even generate voiceovers. 

Extended Reality (XR) includes technologies like Augmented Reality (AR), Virtual Reality (VR), and Mixed Reality (MR). As XR adoption increases, clients may expect professional services firms to leverage these technologies for project delivery. Employees should be prepared to adapt their workflows and integrate XR tools where applicable to enhance service offerings. 

For example, AR allows for real-time data visualization and remote collaboration. Imagine an architect using AR to showcase a building design to a client directly on the construction site. This elevates the client experience and enables both the employee and the client to make more informed decisions. 

Cloud-based solutions have transformed the way many of us work, offering the freedom to access tools, data, and applications from anywhere, at any time, and on any device. This flexibility has advanced collaboration, productivity, and agility, ultimately allowing you to provide exceptional service to clients. 

For example, a law firm can leverage cloud-based legal practice management software, which provides a central location to securely store and share legal documents, manage client cases, and track billable hours. Lawyers can access these documents and collaborate with colleagues and clients remotely, regardless of location. Plus, cloud-based document review platforms can streamline the process of reviewing large volumes of legal documents, allowing lawyers to focus on higher-level tasks. 

Today, many businesses are adopting hybrid and multi-cloud strategies, using a combination of public, private, and on-premises clouds. The ability to navigate these complex cloud strategies is becoming essential. Employees should be familiar with different cloud platforms — like Amazon Web Services (AWS), Microsoft Azure, and Google Cloud Platform (GCP) — and how to integrate them into their workflows for optimal performance. 

Cybersecurity is a big deal, especially when you're handling sensitive client data. For instance, robust cybersecurity measures are essential in a financial services firm, where sensitive data like financial records and social security numbers are handled. The world of cybersecurity is constantly evolving, and professional services employees need to stay sharp to protect themselves, their clients, and their companies from inherent risk.  

Cybercriminals are constantly refining their tactics to cause more damage and expose organizations. All employees, regardless of their role, need to be aware of the latest phishing scams and social engineering techniques to avoid falling victim. 

Data and analytics help teams evaluate information, spot trends, and make fact-based decisions. Importantly, data is no longer the sole domain of data scientists. Business intelligence tools; AI tools; and user-friendly interfaces, like social media analytics platforms, are making data analysis more accessible. 

Employees should be proficient in these tools to extract insights from the data. A consulting firm, for example, could upskill their team in data and analytics so employees can give their clients more well-informed, research-backed guidance. 

We’ve got a tool to help you refine your digital literacy learning programs. Check out our digital literacy curriculum checklist. 

Cultivating a work environment that champions continuous education on changing technologies will help your team adapt to today's digital landscape. But what does that look like in practice? 

L&D should continually invest in comprehensive, ongoing programs that build employees' digital skills. Of course, this will include online courses and trainings, but you might also ask employees who are already experts on specific topics to host workshops and seminars. Consider looking to outside experts, too, by researching webinars on emerging technologies your firm is interested in pursuing and promoting the events within your organization. You might even share a monthly roundup of resources employees can use to build their technology skills. 

Employees can also benefit from mentorship and coaching programs. Pairing more experienced professionals with those just starting out in the field can help individuals develop their skills and digital literacy from someone who already knows your organization well. Mentorship not only gives employees access to one-on-one support, but they'll also get to see technology in action within their specific role or team. 

Finally, it's important to regularly gauge your organization's collective digital competency. You can do this by conducting learning needs assessments to pinpoint areas for development and tailor support to employee needs. We've got a detailed guide that will walk you through the learning needs assessment process, step by step. 

Plus, check out our training needs assessment worksheet. 

Technology is changing the way we work — and employees must adapt quickly. Learn how L&D can play a role in ensuring digital literacy across your organization.