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.

False

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)

Go1 Compliance - EMEA (1).png

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. 

Overcoming challenges to digital literacy adoption

One of the most significant hurdles in digital literacy adoption is the natural resistance to change that many feel. Mastering new technologies can be daunting, especially when those technologies will disrupt the processes employees are already comfortable with. To help ease this anxiety, organizations need to actively demonstrate how technology can streamline work processes and create new opportunities for personal and professional growth. When employees see technology as a tool for empowerment, rather than a threat, they're more likely to embrace it. 

Employees might also be anxious about adopting new technology because they aren't comfortable with technology in general. For example, employees whose roles aren’t very tech-focused may face a steep learning curve when learning a new technological tool or system. L&D teams need to tailor their approach to bridge this gap. Consider offering different training options for different skill and experience levels. This way, employees who are apprehensive about technology get the in-depth training they need, while more tech-savvy employees don't have to spend unnecessary time learning information they already know. 

If you encounter resistance from employees who simply don't feel they have the time to learn a new skill, try to work with team leads to carve out intentional learning time where employees can mute notifications and press pause on their day-to-day work. Consider offering microlearning that can be completed in just a few minutes at a time, rather than giving hours-long courses. 

Creating a culture of digital literacy organization-wide means employees won't have to develop new skills in a silo. Here are just a few ideas to help you get started: 

Facilitate opportunities for collaboration, like group discussions or brainstorming sessions, to encourage employees to share their knowledge and learn from one another. This can also help break down any barriers or fears employees may have about asking for help or admitting they don't know something. 

Encourage experimentation and risk-taking by creating a safe and supportive environment where employees feel comfortable trying new things and learning from their mistakes. Don't forget to recognize and celebrate those who embody digital leadership and innovation! 

Lead by example and show your own openness to embracing new technologies. Train your L&D team members on a new tech tool, then find an opportunity to share how you've been using this tool. 

By embracing digital literacy, you can empower your professional services team to drive transformative change and set your firm up for lasting success.

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.

Helping professional services teams adapt to new technology

In a live session at the 2024 CIPD Festival of Work, CPO of Go1, Holger Seim, and Andrew "Andy" Roberts, EVP of Product, Zensai, emphasized the significance of lifelong learning in fostering employee engagement to drive success in organizations. In this article, we'll break down the key takeaways from this session and share the recording so you can uncover every last bit of learning yourself.

According to research presented by Holger, employees are more likely to stay with a company that invests in their learning journey and aligns business goals with people's growth. 

Holger shared, "What we do know is that organizations that focus on this area in terms of purpose — social responsibility — with their employees, do see higher levels of both innovation and retention within the workforce." 

Andrew added, "It's really important that we're providing employees with this opportunity to grow within the organization but at the same time benefit the organization."

They went on to highlight the importance of creating a culture of continuous learning within the organization, providing access to various learning opportunities, such as workshops, courses, and mentorship programs. Incorporating technology and digital tools into all learning and development initiatives to provide more flexibility and accessibility for employees. All of this work starts at the top with leaders, who play a pivotal role in promoting, actioning, and supporting lifelong learning, to set the tone for all employees.

Overall, the message was clear: Investing in employee development not only benefits the individual, but it also positively impacts the organization.

Leadership's role in promoting a culture of learning

Leaders play a crucial role in promoting a culture of lifelong learning within an organization and should set the strategic vision for learning and development across teams, serve as role models, and be accountable for instilling a culture of learning.

Leaders should actively participate in the learning process themselves, modeling a commitment to continuous learning and growth. By prioritizing learning and development at the highest level of the organization, there's a clear message to employees that learning is valued and essential for the success of the company.

Roberts explained, "It's no good setting [up] your Learning and Development journey in a silo in L&D or in HR. It needs to be brought in at the C-level. That sets the Strategic vision." This approach leads to a culture of learning and innovation, where employees feel empowered to take risks and constantly improve their skills and knowledge.

In addition to setting the tone and direction for learning, leaders should ensure that resources are allocated towards learning initiatives and that employees have access to various learning opportunities. This includes providing time and space for learning, investing in technology and tools to facilitate learning, and creating a supportive and safe environment for employees to experiment and learn from their mistakes.

By prioritizing and actively promoting a culture of learning, leaders can empower their employees to continuously develop their skills and knowledge, leading to improved performance, innovation, and overall organizational success. 

Holger and Andy went on to highlight the importance of a blended approach to learning, combining formal and informal learning opportunities, for a unique learning journey that caters to individual preferences.

As Holger explained, "We talked about those different learning preferences... you don't need a piece of software to do this in a small organization so you can start simple and you can look at the opportunities and make sure that this is reflected process to see how people prefer to learn."

Andrew added that "[Zensai has] really focused on making sure that our tools are available to frontline workers and desk-based workers. Creating access to not just compliance but also educational resources as wide as possible." Providing access to learning resources for all types of workers, regardless of their job role or location, promotes a culture of continuous learning and development within the organization.

By incorporating both formal training programs and informal learning opportunities, employees can gain knowledge and skills in a variety of ways that best suit their individual needs and preferences. This not only enhances their learning experience but leads to more effective and efficient learning outcomes.

Using skills mapping and assessments in L&D

Skills mapping and assessments play a vital role in learning programs, setting the groundwork and keeping learning personalized and relevant. These tools enable organizations to identify current competencies and areas for development. Technologies, including AI, have made it possible to streamline this process and create personalized learning journeys at scale and speed unlike ever before. Zensai and Go1 are both at the forefront of AI in learning and development.

Roberts stated, "Managers need tools to be able to support both the baselining and also the targeting of skills within an employee's journey... Skills and AI are now really powering the ability to both build your own skills taxonomies within the organization, [while using] AI to identify core competencies that people may have and some of that future state as well." 

This approach to technology allows for a more focused and efficient learning experience, as individuals can pinpoint specific skills that are necessary for their role and career progression, and focus on developing them at their own cadence.

Additionally, skills mapping and assessments allow L&D leaders and teams to track the progress of their employees' learning to ensure that the right skills are being developed to meet future business needs. With the continuous evolution of technology, skills mapping and assessments will continue to play a crucial role in L&D, helping organizations stay ahead in an ever-changing business landscape.

Listen to the full conversation with Holger and Andy

This session at CIPD's Festival of Work highlighted the power of lifelong learning in unlocking human potential and fueling personal and professional fulfillment. Holger and Andy discussed the importance of fostering a learning culture that keeps employees engaged and motivated to achieve their full potential. Listen in to see how you can empower your team to reach success!

Festival of work: How lifelong learning sets employees up for success - Andy Roberts and Holger Heim

To learn more about our partnership with Zensai or on how you can embrace lifelong learning with Go1, book a demo today. 

Explore how organizations can foster a culture of lifelong learning, the role of leaders in promoting learning, and the benefits of a blended learning approach for employee engagement and success.

Lifelong learning for employee engagement with Go1 and Zensai

We've said it before, and we'll say it again — learning is no longer one size fits all. This is especially true in professional services, an industry that involves so many diverse roles and specializations that it can seem impossible to find training that'll work for everyone in your organization. 

The good news? There's a tool you can use to help identify gaps in employee competencies and create personalized training programs that'll help them grow. It's called a learning needs assessment (LNA)! 

In this guide, we'll explore the importance of LNAs, key considerations for conducting them, and strategies for implementing them effectively. 

Why conduct a learning needs assessment? 

A well-executed learning needs assessment will help you identify the gaps between current employee competencies and the skills your workforce needs to meet business goals. By understanding these gaps, you can prioritize and allocate resources effectively, ensuring training initiatives directly address the business's most critical needs. 

LNAs also illuminate the unique learning requirements of the diverse groups that make up your team. By recognizing and addressing individual learning needs throughout the organization, you'll help create a specialized workforce with the right skills to provide an exceptional client experience. 

This inclusive approach to training is a win-win: it minimizes wasted resources and maximizes the impact of L&D initiatives, ultimately benefiting both the individual and the organization. 

When should I conduct a learning needs assessment? 

It's important to note that learning needs assessments aren't a one-time project. Once you've got your process down, you should commit to conducting LNAs before you launch a new learning program, when you receive a new request for training, and any time there's a significant shift in your organization, like a change in strategy or a company restructuring.  

You might also conduct these assessments if you receive negative feedback from a client that points to large-scale performance issues. An LNA can help you identify where the problem lies so you can proactively fix it through targeted training. 

How to conduct a learning needs assessment 

Tailored training programs are key for a diverse workforce – but how can you address the unique learning needs of your entire organization? The answer: conduct a learning needs assessment. We’ll walk you through it, step by step.