Creating an environment that fosters effective learning can be challenging. One crucial element that often gets overlooked is the presence of and need for psychological safety. In this article, we'll recap our webinar with Kelli Frey, CPTD to learn the history and theory of psychological safety, how it translates to learning experiences, and how to measure and increase psychological safety in your organization. We'll cover a brief overview and then explain the three biggest takeaways from the webinar. 

Psychological safety is a shared belief among team members that it is safe to take interpersonal risks. This means feeling comfortable expressing ideas, asking questions, and admitting mistakes without fear of negative repercussions. When psychological safety is strong, individuals are more likely to engage in learning experiences, experiment with new ideas, and challenge the status quo, which most healthy organizations want from their employees.

In the webinar, Kelli Frey emphasized the importance of psychological safety in creating successful learning experiences, highlighting the role it plays in enabling participants to take interpersonal risks, which is crucial for effective learning. Kelli also discussed strategies that leaders and facilitators can use to build psychological safety, such as reducing unnecessary risk, recognizing power dynamics, and making group norms explicit.

Takeaway 1: Psychological safety is key to successful learning and development

Frey, an expert in facilitating learning experiences, stressed to attendees the importance of psychological safety in learning and development. She highlighted the role of this safety in enabling participants to take interpersonal risks during learning experiences, which she described as crucial for successful learning. Kelli explained that if there is no room for risk-taking and vulnerability, individuals may not fully engage in the learning experience or share their perspectives, hindering their growth and development.

It's the responsibility of leaders and facilitators to create a safe space for participants to feel comfortable taking risks and sharing their thoughts and ideas. Kelli referred to Google's Project Aristotle, which identified psychological safety as a key factor in successful team dynamics.

Frey recommends all leaders, facilitators, and trainers recognize publicly that making mistakes when learning is expected — but more on this later.

Takeaway 2: Actionable steps can be taken to build psychological safety

Leaders, trainers, and facilitators can take various actions to create an environment of psychological safety. Frey suggested reducing unnecessary risks, recognizing power dynamics, and making group norms explicit as effective strategies. Kelli emphasized that while she's seen them work globally, these strategies aren't one-size-fits-all and should be tailored to the specific culture and climate of a group or organization.

Frey further explained that recognizing power dynamics, acknowledging the implied or indirect power that exists within the group, and recognizing any team norms, can help give your employees or participants a clear understanding of group expectations.

Another actionable step is to actively model vulnerability, which Kelli explained, can help build trust and foster a sense of safety within a group. This can involve sharing personal experiences or admitting mistakes, which demonstrates to others that it's okay to do the same.

If you feel your team or facilitators model these behaviors already, the next step would be to consistently provide and seek feedback. This not only helps individuals feel heard and valued but allows for continuous improvement and growth within the group, too. Kelli emphasized the importance of recognizing and addressing any exclusionary behaviors or language that may create barriers to psychological safety, such as interrupting, talking over others, or using dismissive language, and always allowing for anonymized mediums for feedback as well.

Creating and maintaining psychological safety isn't a one-time task, but rather an ongoing process that requires continuous effort and attention. It's important for leaders and facilitators to consistently check in with group members and actively address any issues or concerns that may arise, as soon as possible.

Takeaway 3: Destigmatizing failure helps enhance a learning culture

Citing Amy Edmondson's book “The Fearless Organization,” Frey pointed out that psychological safety isn't just about physical safety, trust, and belonging but is about a shared belief within a group that it's safe for interpersonal risk-taking. Kelli stressed the crucial role of interpersonal risk in learning, explaining that there is an inherent risk of failure that's required for learning. Acknowledging failure, talking about it, and granting your team permission to fail is paramount to psychological safety. "Destigmatize failure culturally," Frey advised.

Regularly assess employee psychological safety

The benefits of psychological safety on both sides of the coin are clear. Not only will you improve employee engagement and innovation, but ultimately, your business' success. To stay on top of this, Kelli left us with some final advice:

"Regularly reassessing group dynamics and addressing any potential issues or conflicts can help maintain a culture of psychological safety," Kelli explained. "It's also important to acknowledge that building and maintaining psychological safety takes time and patience. It may not happen overnight, but with consistent effort and a willingness to listen and adapt, it can be achieved."

Psychological safety is crucial for creating an environment where employees or participants feel safe to take the necessary risks, share their wildest ideas, and be their authentic selves. By understanding psychological safety and taking actionable steps to foster it, leaders, trainers, and facilitators can create a culture of trust, open communication, and continuous growth within their teams and organizations.

Watch the full webinar to explore psychological safety in learning and development, including its history, measurement, and strategies to increase it.

Translating psychological safety for L&amp;D

For more learning and resources, subscribe to the Go1 newsletter to stay on top of all the latest news and tools available. Or book a demo with our team to find out how Go1 can help with your organizational learning and development needs.

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Explore the key concepts and the biggest takeaways from our webinar on translating psychological safety for learning and development with Kelli Frey, CPTD.

Translating psychological safety for learning and development

Let's face it — financial uncertainty, continual workforce reductions, and rapidly changing technology all mean that today's employees experience drastically less stability at work than previous generations did. As a result, workers are left feeling like they never really know what's around the corner, and this constant feeling of unease poses a significant threat to their psychological safety. 

A lack of psychological safety at work can wreak havoc on employee well-being and the success of an organization. When people feel threatened, their stress, anxiety, and dissatisfaction can be overwhelming. The ripple effects may result in decreased productivity, more frequent absences, and a struggle to adapt to change. 

Companies must create a psychologically safe environment if they wish to avoid these downfalls. In this article, we'll take a closer look at what psychological safety is, why it’s so important, and what you can do to build a foundation of psychological safety. 

Psychological safety is the collective understanding within a team that it's okay to speak candidly and take risks at work without worrying about backlash. In a psychologically safe space, employees can confidently share their thoughts, ask questions, bring up issues, and own their mistakes without the looming fear of judgment or retribution. This level of trust and respect creates a climate where employees can be their authentic selves, leading to better collaboration, trust, and a more engaged team. 

A psychologically safe space doesn't mean everyone has to agree with each other on every issue — that's not realistic. But it does mean differing viewpoints are respected and employees feel secure enough to challenge the norm.  

Cultivating psychological safety at work is a strategic investment in your workforce that benefits both organizations and their employees. By creating a setting where individuals feel comfortable challenging the status quo, businesses tap into their team's full potential. 

Have you ever had a brainstorming session where everyone’s ideas were downright boring? This may be a sign that team members feel uncomfortable bringing up outside-the-box ideas. Alternatively, when employees are in a space where they know they can get creative and freely share their ideas without repercussions, they start to problem-solve differently. With fewer boundaries in place, employees can think bigger, which ultimately results in more innovative solutions. 

Psychologically safe environments also improve performance and collaboration. If trust and respect are the norm, employees will be more likely to work together effectively, share information openly, and support each other’s efforts. This creates a sense of camaraderie and mutual accountability, which in turn leads to better team cohesion, productivity, and overall performance. 

Plus, psychological safety plays a significant role in boosting engagement and satisfaction. In fact, psychologically safe companies see 76% higher employee engagement. When employees feel secure and valued at work, they're more likely to take pride in their work and go the extra mile. This sense of security also translates to longevity, reducing the costs and disruptions of high turnover. 

Fostering psychological safety in the workplace is a team effort, one that leaders and employees must take on together. Here are some practical strategies to create a psychologically safe environment. 

Create open lines of communication: When everyone feels their voice is heard, they're more likely to speak up and share. Creating a space for open, honest dialogue between team members, managers, and leaders is key. Consider scheduling team meetings and one-on-one check-ins designated specifically for feedback at least once per quarter. It's also important to create anonymous feedback channels, like company or team surveys. However, if you’re only receiving anonymous feedback, it’s likely a sign that your team’s psychological safety is low, and prioritizing these efforts is crucial. 

Empower team members to try new things: A 2023 survey by Wiley found that only about half of individual contributors say they feel safe taking risks at work, which means nearly half of the workforce doesn’t feel this sense of safety. Managers should recognize and celebrate when team members try new things — even if they fail — and call out those efforts directly during one-on-one meetings and annual reviews. And when employees try something new and succeed, it’s a great opportunity for their managers to shout it from the rooftops and share their success more broadly across the business. 

Reframe mistakes as stepping stones to growth: Managers should encourage their teams to discuss their mistakes and the lessons they learned from those mistakes. They shouldn’t expect employees to automatically admit to their mistakes, though. Instead, it may be helpful to occasionally ask team members about a mistake they’ve made recently and what they’ve learned from it. Eventually, employees will recognize that it’s okay to say, "I messed up," and to ask for help when needed. 

Despite the many benefits of psychological safety, organizations may encounter various challenges when attempting to implement it.  

One common pitfall is overlooking the critical role of leadership in establishing and maintaining a psychologically safe environment. The reality is, if you want to show employees you care about their wellbeing, leadership has to set the tone for the rest of the business. Leaders must actively demonstrate a commitment to psychological safety by modeling transparent communication, valuing diverse perspectives, and celebrating risk-taking. Without strong leadership support, efforts to create a psychologically safe workplace may falter. 

Another common misstep is focusing solely on individual behavior without recognizing the influence of the larger systems and processes at play. While personal actions are vital, an environment that supports psychological safety must be the foundation. This means establishing clear-cut guidelines for respectful communication, avenues for employees to voice their concerns, and a system that values contributions over conformity. 

And then, there's the myth that psychological safety means letting go of accountability. That's simply not true! Yes, we want to create a space where sharing ideas and owning up to mistakes is encouraged, but that doesn't mean we're not responsible for our actions. In a truly psychologically safe environment, all rules and boundaries can’t be dropped, or else the organization will be back to square one — a chaotic workplace where employees don’t feel secure. 

It’s important to note that accountability must start with leadership. By admitting when they’ve made a mistake, leaders can model ownership of flaws and show their teams that everyone is human and it’s normal to mess up from time to time.   

Measuring your investment in psychological safety 

To measure the success of your investment in psychological safety, you’ll need to take a data-driven approach. This means regularly measuring key metrics and indicators. One of the most important ways to do this is through surveys and feedback, like we touched on earlier. These tools can help you understand how employees perceive psychological safety in the organization and whether they feel they can trust organizational leadership. By analyzing survey data and feedback, you can identify areas where you might need to improve and track progress over time. 

Tracking innovation outcomes is another way to measure the impact of psychological safety. While this will look different for every business, you might keep an eye on the number of patents being filed or successful product launches, or new mediums being used for creative projects. By connecting the dots between these innovation metrics and a culture of psychological safety, we can see the tangible results of an environment that encourages risk-taking and idea-sharing. 

Keeping an eye on how your teams are doing is, of course, the number one metric. Are they collaborating well? Solving problems effectively? Meeting deadlines? Are they speaking up when they have a problem, or throwing out even the most wild ideas for discussion? By looking at these performance and social indicators, we can tell if psychological safety is really boosting team spirit, communication, and productivity. 

It's easy to fall into the trap of expecting quick fixes and feeling disheartened if change isn't immediate, but building a culture of trust and security is a marathon, not a sprint. It takes time, commitment, and a whole lot of patience from leaders and team members alike. We have to be in it for the long haul, continually measuring our success and making adjustments along the way. By continually trying new approaches and measuring each one’s success or failure, you can make informed decisions and implement targeted strategies to ensure your organization is psychologically safe. 

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.

Learn what psychological safety is and how cultivating it in your team can unlock creativity, encourage risk-taking, and ignite breakthrough innovation.

Investing in psychological safety leads to creativity and innovation

Companies prioritizing professional growth are 94% more likely to retain their employees, with the added benefit of fostering loyalty and engagement. These companies also excel in adapting to new business processes and practices, leveraging industry expertise to stay ahead. This shows the critical role of professional growth in boosting organizational success and creating a culture of continuous learning and development. Moreover, companies with strong learning cultures are significantly more likely to be innovators and more profitable than their competitors, showcasing the vital link between professional growth and business performance.

It's clear that investing in professional growth isn't just about employee development; it's a strategic imperative for driving innovation and maintaining a competitive edge. So, are you focusing on professional growth? We'll help you...

Here are five recommended courses on Go1 that can help your organization regroup to focus on professional growth:

1. Feedback and Difficult Conversations by The Expert Academy (40 mins) 

This course will equip you with the skills to handle and benefit from negative feedback, enhancing your communication during challenging conversations. You'll learn to self-reflect and make fact-based decisions, improving how you give positive feedback and manage difficult discussions. Additionally, the course encourages self-compassion, teaching you to accept your mistakes and use them for personal growth, which is essential in environments where personal connections and individuality are key to success.

2. Being Decisive by Mindscaling (5 mins) 

Making decisions often benefits from collecting data and taking the time to weigh all the options — but managers don't always have these luxuries. In this course, you'll learn techniques to think critically and make confident decisions, even when you are short on time, or don't have all the information. You'll also learn how to support good decision-making within your organization.

3. Open Communication & Teamwork by Seven Dimensions (30 mins) 

In this course, you'll learn to promote open and honest communication through the sharing of information and reducing gossip. This course provides video case studies of highly successful organizations demonstrating how they've established open communication and teamwork, improved collaboration and a welcoming atmosphere, all making for cohesive teams.

You'll learn how to build a strong, collaborative team, where hard tasks and new challenges are accomplished, conflicts are resolved, information is shared, and new people are welcomed, whether the team works in a physical office or remotely.

4. Advancing Your Career by Interaction Training (20 mins) 

This course provides invaluable insights, practical tools, and actionable steps to not just guide you through the dynamic landscape of work, but elevate your professional brand, and position yourself for success. Learn the importance of business etiquette, networking, learning, and mentorship to effectively navigate diverse workplace environments and pursue opportunities for professional development.

5. Planning Your Own Development Module by Access Workplace Skills (15 mins) 

Everyone wants to develop and progress, and as the person with the most to gain from your own development, you should take an active role in planning for it. This module encourages you to plan ahead to reach your personal development goals. In this course, you'll look at the different approaches to development, the different types of learners, and the resources required to complete your plan. In additional to the video, this module features expanded learning content blocks and a short quiz to check your understanding.

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 June.    

Outthink is a new Go1 Content Partner specializing in cyberscience awareness, and has 160 new courses available for you! They offer mostly bite-sized (5 mins) and some longer formats of 10-30 minutes. Languages available: UK English, US English, and eight other languages including German, French, and Spanish.

SafeStack has just added 59 new courses to Go1, covering topics like Security and Privacy Awareness, Safeguarding, and Data Compliance. SafeStack courses are easy to understand and teach you about current cyber threats. Youʼll learn about possible impacts cyber attacks can have on you and your business, and the actions you can take to reduce your security risks.

Three content providers that we’re loving in June

The Expert Academy creates a diverse range of extremely informative courses hosted by world experts. Each course is led and taught by a leading expert in that field who provides learners with the knowledge and skills to master the topic.

Topic coverage: Leadership, Emotional Intelligence, Sales and Customer Service, Wellbeing, Marketing, Resilience, Communication, Negotiating Skills, Social Media, Entrepreneurship, Remote Working

95+ courses in Premium, some shorter courses but most are 60-minutes plus in duration 

Top courses: Mastering Sales: How to Hold a High Price; Difficult Conversations: How to Master Them; Resilient Business Leadership; Feedback & Difficult Conversations; Sales: The Psychology of Selling

Mindscaling is a content provider founded by Shawn Hunter, best-selling author on leadership and innovation. Over the years, Mindscaling has worked with hundreds of best-selling writers, authors, and speakers to capture, translate, and convert their ideas into actionable learning experiences. They're committed to bringing organizations short, actionable, and high-impact digital learning that drives real, measurable change.

Topic coverage: leadership and management; communication, DEI, wellbeing, resilience, strategic thinking, emotional intelligence, entrepreneurship, innovation

230+ courses in Premium ranging from 4 to 145 minutes in duration

Top courses: Raising Resiliency - Build Tolerance for Stress; Present a Professional Appearance; Change the Task, Not the Person; Be Kind To Yourself; Unconscious Bias: Break Your Bias Habit; Giving Feedback that Works

Seven Dimensions (7D) was founded in 1979 by psychologist Eve Ash, who was inspired by John Cleese to produce comedy films so learning at work could be fun! The inclusion of humor in their courses is unique to the Go1 Content Hub catalog and has helped boost this provider's popularity and engagement with employees.

Topic coverage: Leadership, Management, Personal Development, Soft Skills, Language learning, DEI

1000+ courses in Premium ranging from 2 to 70 minutes in duration 

Top courses: Appreciate Diversity and Inclusion; Build Accountability in Teams; Accepting Change; What to do if Stressed; A Guide to Whistleblowing

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 professional growth for youyr employees, and know that 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.

This month in learning is all about professional growth. Keep reading to find course recommendations and new content providers to help your employees reach their learning goals.

What’s trending in learning? June 2024

What’s trending in learning? Professional growth in June 2024

Little Earthies Environmental Education supports people in implementing ecologically sustainable practices and principles in school, home, and community life, aiming to empower individuals and groups to positively impact the environment at the local level. Regenerative Education for a Sustained Future is a new course inspired by global regenerative education practitioners. It explores how principles of regenerative education and biomimicry can guide teaching and learning. The course will equip K-12 teachers with the knowledge and skills to incorporate regenerative practices into their teaching, fostering a deeper connection with the natural world, and promoting sustainable education.

Kirstin Bourne works with schools, teachers, and systems to enhance educational outcomes by addressing challenges in curriculum engagement, teaching methodology, and data-driven improvement practices. Her course, An Introduction to Whole School Literacy, helps secondary educators tackle literacy challenges by providing strategies to support students in understanding and engaging with the specific literacies of different subjects. This course supports K-12 teachers with practical tools to improve students' fluency in subject-specific languages, enhance their reading and writing skills, and ultimately foster better academic engagement and performance.

Sound Supports provides schools and families with the necessary resources to ensure all students experience success, focusing on systems, data, practices, and outcomes to support staff and students alike. With two new courses on EC Premium, K-12 teachers will be equipped K-12 with practical tools and strategies to create supportive and effective learning environments, improve student behaviour, and foster long-term self-regulation and academic success.

Structured Feedback teaches K-12 teachers how to integrate structured feedback within the MTSS framework to enhance student behaviour at tiers two and three.

Competing Behaviour Pathway focuses on developing effective behavioural interventions using the Competing Behaviour Pathway tool for students with significant behavioural needs.

Download our free infographic and Make Classroom Decisions that have Impact!

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

Elevate your teaching practice in 2024 with our curated playlist, The Expert Educator. It's essential for teachers to be well-rounded, balancing knowledge, skills, and personal qualities. Why not explore new teaching techniques and theories that can enhance your classroom effectiveness? 

This playlist offers a diverse range of topics to inspire and inform, including strategies to assist with student anxiety, global citizenship, project-based learning, formative assessment, and student leadership. Dive in and discover new insights and methods to enrich your professional development and support your students' success.

This month, discover why both formal and informal learning are vital for K-12 teachers and school educators. Explore how structured workshops, conferences, and certifications provide foundational knowledge, while peer collaboration, online communities, and self-directed learning offer flexibility and continuous growth. Learn how integrating these learning approaches fosters lifelong learning, bridges theory and practice, and enhances reflective practice. Uncover practical steps to maximise professional development, ensuring a dynamic, holistic approach to teaching. Embrace the synergy of formal and informal learning to elevate your educational practice and better support your students..

Setting you up for success as Partners in Learning

What does a good professional learning plan look like?

At EC by Go1, we're excited to partner with your school to strategically enhance your approach to professional learning. As Partners in Learning, we take a collaborative approach that doesn’t just see professional learning as a process but as a culture tailored to every educator’s needs. We work with your team to find opportunities to understand the current reality of your professional learning approach, foster your strengths, and seek opportunities for improvement by harnessing tools like EC Premium to ensure a personalised learning experience that supports the learning and growth of all staff in your school.

We work alongside your team to create clear and tangible plans and actions aligned with your school’s strategic goals, focused on maximising time and resources by providing practical support. Our team, with hands-on in-school experience, ensures EC Premium isn’t just a subscription but a tailored solution with personalised learning hubs, support, workshops, and bespoke courses to set you up for success. We’ll work with you to ensure this isn’t a one-size-fits-all plan but a roadmap to enhancing differentiated learning modes, targeted learning, actionable strategies, and measurement tracking for sustained growth throughout the year.

Reach out to the EC team to work alongside you and level up your staff's learning culture. Contact our team at ec@go1.com.

This month features courses on regenerative education, whole-school literacy, effective behavioral interventions, and more. Learn about the synergy of formal and informal learning and discover how EC by Go1 can tailor professional learning to your school's needs.

A moment for educators: Evaluate your teaching effectively

Go1 and ADP came together for a live discussion on the significance of learning and development (L&D) in the workplace and discussed the role of AI in facilitating continuous learning, the value of skills enhancement, and the impact of easily accessible learning on L&D strategies. The discussion highlighted the use of content aggregators to provide a diverse selection of learning materials, and the importance of making learning readily available and tailored to individual needs.

Emily DiLaura, Senior Manager and Content Marketing Lead at Go1, moderated the webinar and brought it some trends and data from Go1; and was accompanied by special guests from our partner company, ADP: Andrea Elkin, VP of Strategic Enablement for Enterprise Learning and Knowledge Management; Julie Shipley, Managing Director of Talent Practice; and Nicole Molino-Lewis, Principal Solution Consultant. 

Embracing a self-service approach to learning and creating personalized experiences is a necessity.

We’re moving towards a culture of self-service knowledge acquisition and personalized learning, and this approach empowers employees to take control of their professional development, directly providing the skills and knowledge needed to excel in their roles. And let's be honest, most employees expect the same level of convenience and personalization in their learning at work as they do in the rest of their lives. Self-service learning platforms and customized learning pathways are how we meet those expectations, giving employees the resources they need, when they need them.

In the webinar, Andrea Elkin underscored the rising value of a "self-service knowledge acquisition culture" within organizations. This culture champions employees who are proactive in seeking and gaining knowledge autonomously. The benefits are two-fold: individual growth and a workforce that's both engaged and highly skilled. Andrea spoke about the importance of offering diverse learning methods to suit various learning styles and preferences, "I think everyone learns a little differently...what we're doing [at ADP] meets a broad spectrum of need."

The landscape of learning is changing, and it’s an exciting time to be part of it. With the rise of AI and the birth of content aggregators like Go1, there are more ways than ever to personalize learning. “I think our field is going to be in greater need because things will be possible in the future that were never possible,” Andrea shared on the future of L&D. Nicole Molino-Lewis added that systems like ADP with Go1 integrations, can customize content and offer analytics, making it easier for organizations to provide learning that meets their employees where they are and it more accessible, while sharing the necessary data with the L&D team behind the scenes.

Julie Shipley emphasized the need to seamlessly embed learning within the tools and platforms employees already navigate daily. This integration not only boosts engagement but also solidifies the knowledge gained. As Andrea mused, "How do you bring some of that into your flow of work? If it's living in Salesforce, can you access the learning through the Salesforce search?"

Identifying key skills and investing in development is paramount to organizational success.

When we tie our skill-building efforts to the big picture of where our organization is headed, we're making sure our training is right on target. The panel highlighted the significance of identifying key skills, or, as Andrea calls them, "power skills" that are critical to the success of an organization and investing in their development among employees.

Andrea further explained that these skills vary across different roles and stages of career progression, and learning programs should be designed accordingly. She noted that organizations need "to be able to deliver on the skills that we know are valued at the organization." 

Investing in the growth of essential skills doesn't just make for more capable employees; it helps build a team that's resilient and ready to take on whatever comes its way. When employees are equipped with the right skills, they can tackle challenges, welcome new technology with open arms, and spark innovation. And that's the kind of spirit that propels an organization forward, making it more competitive and successful in the long run. This was a message that Julie expressed on the importance of aligning these power skills with the business objectives of the organization.

AI's support in continuous learning and development.

Of course, the topic of Artificial Intelligence (AI) and its rising role in learning came up. The panelists acknowledged the growing role of AI in enabling continuous learning and development. Andrea mentioned using generative AI in automating certain aspects of learning content creation, making it easier for learning professionals to deliver personalized, relevant content to employees. "We are using it already at ADP to do some incredible things, like we can take product documentation out as we're changing products, use the documentation to write learning scripts."

AI and LLMs have greatly improved the accessibility and findability of learning resources, making it easier for employees to find the information they need. Andrea mentioned that AI can be used to bring the LMS to the place where employees are already working, enhancing the convenience and efficiency of learning.

AI is our ally in crafting individualized learning journeys for each team member. By sifting through performance data, AI can pinpoint where someone might be hitting a snag and suggest resources to help them grow. It's like having a personal coach, guiding you through a play that's custom-tailored to an employee's aspirations and the areas they're most passionate about in their role.

But AI isn't just a behind-the-scenes tool; imagine AI-powered simulations and interactive games that offer employees a hands-on experience on mastering new skills and concepts. These aren't one-size-fits-all. They're tailored to specific job roles and scenarios. As AI continues to advance, it'll become an even more powerful ally in development.

Content aggregators provide libraries of diverse learning resources, making it easier for L&D teams to deliver personalized training.

Content aggregators are like the personal shoppers of the learning world, helping L&Ds and TDs build robust training programs at scale. As Julie pointed out, content aggregators are a game-changer for learning professionals, making the delivery of training smoother and the learning journey more engaging for employees.

Functioning like a robust learning and development search engine, type in a topic or pain point and you can find readings, videos, podcasts, interactive modules, you name it. This diversity in content is perfect for all kinds of employees, making it more likely that your team will find something that really clicks. And because the aggregators often team up with big-name content providers and experts, you can trust that the content is top-notch.

Go1 also allows for the creation of personalized learning paths, which means that as a learning and development professional, you can create training programs that are tailored to specific roles, career goals, and skill gaps. This personalized approach makes training more effective by focusing on the areas where employees need the most support. Employees can then follow these curated learning journeys, which helps to ensure a more structured and efficient learning experience.

L&D teams will quickly find that one of the best parts of a content aggregator is that they integrate into your existing HR and learning management systems (LMS). Go1 integrates directly into ADP, as Nicole showed us in the webinar. This means the management of training is centralized, along with data and analytics on programs, and removes the need for any manual data entry or curation between platforms. Plus, employees can enjoy a seamless learning experience, no matter which platform they're using.

This webinar brought so much knowledge into one virtual room, with so many great takeaways on learning, trends, accessibility, AI, and content aggregators, but one piece of advice really stood out from everything. 

Andrea reminded us all of what she often tells her teams with building out learning for teams and the endless requests that come in, "focus on progress, not perfection with this." A reminder that learning and development is a continuous process and it's important to celebrate the progress and growth that comes with it, rather than striving for perfection or meeting every need. It highlights the importance of being open to change and adapting as the world of learning constantly evolves. This webinar not only provided valuable insights, but also sparked a sense of motivation and inspiration to continue learning and improving.

Watch the full webinar to learn more about the role of AI, skills development strategies, and the benefits of personalized learning from our panel of experts.

Exploring the latest L&amp;D trends and practical solutions with ADP

To learn more about our partnership with ADP or on how you can utilize a content aggregator in your LMS, book a demo today to find out how Go1 can help with your team’s learning needs. 

A recap of our recent webinar with ADP discussing the trends in L&D; including the role of AI, skills development, and personalized learning.

Exploring the latest L&D trends with Go1 and ADP

We recently brought together a panel of L&D experts to discuss the evolving challenges of nurturing effective managers as well as strategies you can use to help your organization's leaders upskill. 

Moderated by Danielle Stewart, Director of Brand Advocacy at Go1, panelists included Lynne McNamee, President and Founder of Lone Armadillo Learning; Deanna Foster, Senior Director of Global Solutions at Harvard Business Publishing; and Shenlee Walker, Director of Learning and Development at Hays. Their conversation covered a wide range of topics, from the role of people managers in driving L&D initiatives to how L&D teams can ensure their leadership programs are successful.  

While the webinar produced many insightful takeaways, we've highlighted just a few below. Take a look, then watch the full webinar for even more insights. 

Takeaway 1: Leaders have a significant impact on L&D

Our panelists all agreed—leadership isn't just a title, and a people manager's role goes far beyond merely overseeing tasks. Managers lead their teams to achieve their goals and create an environment where employees feel motivated, engaged, and valued. 

"Leaders spend a lot of their time at work with their people," Shenlee reflected. "So they set the tone for engagement. They set the tone for culture. They set the tone for how people achieve results." 

Because people leaders set the stage for employees to reach their full potential, they play a key role in shaping learning culture. 

"60% of teams are focused on improving engagement within the workforce through L&D tools, communications, and learning culture," Danielle noted. People managers can use L&D to help them push their teams to be their best and stay motivated in their roles. As a result, leaders who foster a learning culture drive the success of L&D initiatives, which means it's important that we intentionally leverage managers as our L&D advocates. 

Consider engaging new people managers early on by equipping them with the tools and resources they need to help their team take advantage of L&D offerings. Make sure you communicate with people leaders when new learning is available that may be helpful to them or their team. You might also ask managers for their input and establish regular feedback loops where they can weigh in on L&D programs. By keeping people managers engaged in L&D and collaborating with them regularly, you can create a work environment where learning is top of mind. 

Takeaway 2: Leadership development should align with strategic business goals

It's important for L&D to align leadership development programs with the strategic goals of the organization. This alignment helps ensure the relevance and impact of learning programs, which makes them more appealing to both managers and executives. 

According to Deanna, prioritizing learning that aligns with business goals makes good use of managers’ limited free time. 

"There's never a shortage of skills to be developed, but we just can't afford to put more demands on people's time unless there's a direct benefit to the business priorities," Deanna stated. "When we work with our clients, we recommend that they start with the strategic pillars of their organization. What are the capabilities people need to learn to achieve the company's strategic goals?" 

Plus, business alignment is often necessary to get executives on board with new L&D programs and initiatives. 

"Executive buy-in comes from showing how learning is going to impact the business," Deanna said. "What are the executives' performance concerns? Design learning to achieve behavior change related to those concerns. That helps get their advocacy, which is ideally what you want." 

Takeaway 3: Measuring the impact of programs is key to ensuring their success 

Establishing clear measures of success is a vital step in continuing to improve your leadership development programs. According to Shenlee, it's important to identify exactly what success looks like before you launch a new learning program or initiative. If you don't know what you're measuring beforehand, it will be difficult to determine a program’s level of success after it has been launched. 

"Measuring success is multifaceted," Shenlee said. "Asking the questions upfront really can help. Without defining success and determining data points, that's going to be hard to measure." 

It's also important to be specific and pay close attention to details in order to understand what's working, what's not, and why. Lynne suggests asking questions like, what information is being measured? Who is measuring that information? Who is recording the information, and where is it being recorded? "Really just drill down on the technicalities to make sure you're really clear," she advised. 

Not sure what information about your learning program to measure? Take some inspiration from the three areas of impact Deanna’s organization measures: impact on employees, impact on employee behavior, and impact on the business. "We measure engagement—the extent to which people participated in the learning," she explained. "And we collect evidence that learners applied new skills on the job. Impact on the business is measured by our clients to determine just how far learning moved the needle." 

Watch the full webinar to learn how to market a program to people managers, incorporate learning in the flow of work, and keep your learning strategy relevant for the future. 

Upskilling your leaders into better people managers

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. 

Did you miss our webinar on upskilling people leaders? No problem! We’ve recapped three key takeaways for you.

Webinar recap: Upskilling your leaders into better people managers

Companies with strong D&I programs are proven to be 22% more likely to be seen as industry leaders, with the added bonus of attracting top talent. These companies also benefit from high-impact learning cultures, outperforming other learning and development (L&D) teams by 24%. This shows the vital role D&I plays in boosting organizational success and creating a culture of continuous learning and development. On top of that, the challenges that 78% of neurodiverse individuals face within learning environments, like social integration, learning, and communication difficulties, tell us how crucial it is to create truly inclusive spaces.

It's clear that inclusion isn’t just about doing the right thing; it's a critical strategy for fostering innovation and securing a competitive edge. So, are you focusing on inclusion? We'll help you...

Here are five recommended courses on Go1 that can help your organization in becoming a more inclusive place to work:

1. Diversity, Inclusion & Belonging by Flick Learning (8 mins) 

This CPD-certified, level-1, eLearning course is suitable for anybody looking to understand how to improve diversity, inclusion, and belonging in their workplace. The course includes optional voiceover recorded by a professional actor and includes downloadable resources, and provides certification upon completion to evidence the learning provided.

It's specifically designed to give employees a good understanding of the benefits of a culture that promotes diversity, inclusion, andbelonging, what this means in practice, how to make a DIB plan to make improvements in your organization, using data to define your goals and decide both system solutions and culture solutions.

2. Be Proactive! Inclusion Starts With You by Enspark (5 mins) 

In today's identity-dynamic workplace, proactively addressing discrimination-based conflicts and acting towards fostering inclusivity are essential. This course empowers you with practical skills to identify, mitigate, and resolve conflicts before they escalate. Explore proven conflict resolution techniques, learn to anticipate and address potential issues, and develop strategies for proactive communication.

By the end of this course, you'll be adept at recognizing early signs of conflicts, taking timely action to prevent disputes, and fostering a more inclusive, harmonious work environment through proactive conflict resolution.

3. Inclusion In The Hybrid Workplace by emtrain (4 mins) 

This skill-building lesson highlights hybrid workplaces where remote and office workers collaborating is common. Developing best practices to ensure everyone is equally engaged, even if they aren't physically present in the meeting room, brings the opportunity to sharpen our people skills and to interact inclusively.

4. Inclusion in Meetings by Symmetra (10 mins) 

Diversity of thought quite simply means people with different backgrounds, experiences, and knowledge sharing their perspectives — and very often that's done in meetings. It's in meetings that some of our most important opportunities for learning lie and where many important decisions are made. Ensuring meetings are inclusive and effective in tapping into the power of diversity is one of the most important steps one can take towards building a more successful team and company.

In this interactive, game-based course, you'll learn practical steps to make your meetings more inclusive, so that people feel heard and the best ideas are voiced.

5. 4 Lessons about Inclusion and Unconscious Bias by Seven Dimensions (10 mins) 

4 Lessons About Inclusion and Unconscious Bias is a video that explains unconscious biases — the prejudices we have and our tendency to make judgments about individuals or groups without being fully aware of what we are doing. Even the most open-minded individuals can have underlying, unconscious beliefs or assumptions that trigger automatic, skewed judgments about other people.

In this video, psychologists Eve Ash and Peter Quarry explain that to create an inclusive workplace, we need to identify our own unconscious biases, and learn strategies to make sure we don't create barriers to inclusion. Inclusion is accepting, showing respect, and giving fair treatment to everyone, regardless of age, race, gender, sexual orientation, neurodiversity, learning styles, religious beliefs, culture, disabilities, appearance, and so on.

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 May.    

A newer addition to Go1, Hemsley Fraser now has 1,012 new courses available, offered in both English and Spanish. Their content comes in a variety of styles and formats, like infographics, videos, and quizzes, covering Soft Skills (or Power Skills) topics.

Calling all tech pros! Packt has added 397 new courses to the Go1 library, providing coverage of essential skills for tech professionals like Cybersecurity, Programming Languages and Development (Python, Java, C#, and C++), Web Development (Angular, React, etc.), Data Science and Machine Learning, IT Infrastructure.

With 77 new courses, FutureThink now has a bite-sized format that you can get through fast, with short videos on soft skills content. While they're only available in English right now, this is sure to change, as FutureThink offers many courses in seven different languages. Stay tuned for more updates in the future.

Three content providers that we’re loving in May

Symmetra are a premier name in diversity and inclusion training in the Asia Pacific region, with content that's suitable across a range of industries. Symmetra courses are predominantly gamified to better stimulate learner thinking, increase engagement, and encourage completion of the learning items.

Topic coverage: Human Resouces, Diversity and Culture, Leadership, Management, Professional and Pesonal Development

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

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

Since 2009, Enspark's library of soft skills training has helped individuals, employees, managers, and leaders become more effective in their respective roles and responsibilities. Enspark's courses combine real-world content, solid instructional design, professional visuals, and engaging simulations and interactions to create content that truly stands out from the rest.

Topic coverage: Leadership, Human Resources, General Management, People and Communication Skills, HR Compliance, Computer Science & Engineering, Personal Development

105+ courses in Premium ranging from 5-70 minutes in duration 

Top courses: Be Proactive! Inclusion Starts With You, Why Diversity Matters, Business Email Etiquette, Sexual Harassment Prevention — Employees, An Effective Leader's Guide to Time Management

Flick Learning Ltd’s mission is to transform the world of must-do training — particularly for those on budgets — into highly effective, engaging, and enjoyable eLearning.

Understanding that no one completes compliance training for the sheer pleasure of it, they set out to create eLearning that's to-the-point, simple to absorb, easy-on-the-eye, and memorable.

With everything they do, they have two guiding principles: 'focus only on what people need to know' and 'find a way to make it stick'.

Topic coverage: Health & Safety, Safeguarding, Equality & Diversity, Financial Compliance 

85+ courses in Premium, ranging from 8-240 minutes in duration 

Top courses: Equality & Diversity, Environment Health & Safety Training, Risk Assessment Training,  Health & Safety Introduction Training, Modern Slavery

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 inclusion in your learning and development efforts. Remember, fostering an inclusive environment is an ongoing journey, and Go1 is here to support you every step of the way. 

We're shining a spotlight on inclusion, providing course recommendations and new content providers to help you foster a more inclusive and safe learning environment.

What’s trending in learning? May 2024

This month, we're shining a spotlight on inclusion, providing course recommendations, and introducing new content providers to help you foster a more inclusive and safe learning environment.

What’s trending in learning? Inclusion in May 2024

Rosemary’s history in education spans over four decades, where she excels in literacy development for students from preschool to year six and offers professional development globally. Her NESA Accredited course, Structured Literacy on EC Premium, delivers six hours of essential training for primary teachers, delving into neuroscience and providing practical strategies for cultivating foundational literacy skills with depth and precision.

The Quaglia Institute champions global impact by fostering inclusive learning environments where everyone's voice and aspirations thrive. Their course, Student Voice, equips educators with tools to amplify student voice, enhancing learning and well-being, and fostering a culture of collaboration and continuous improvement.

By embracing a shared definition of voice, Student Voice empowers educators to cultivate an environment where every student's contribution is valued, driving equity, excellence, and collective success. Through partnerships with teachers, students are motivated to articulate and achieve their goals, sparking discussions that harness the power of student voice within school communities.

The University of Melbourne introduces two new courses on EC Premium!

This month, we'll focus on reducing the cognitive load in learning, including a free downloadable on cognitive load theory, along with our monthly featured blog, playlist, and content providers.