It’s been an exciting month here at Go1. We now reach over 3.5 million learners and have recently closed US$200M in Series D funding. Given all the recent news coverage I thought it was a good moment to share a bit more around our plans and thinking, and to thank everyone who has helped us with the journey to date.

In 2015, we set out from a small garage in Brisbane, Australia, with a mission to unlock people’s positive potential through a love of learning. How? By helping connect learners and businesses with great content publishers in a single subscription.  

It’s been a busy past six years, which has seen us working with organizations, governments, and NFPs across the world to deliver learning content that is relevant, effective and inspiring.  

Throughout this time, we have increased our user base by more than 300 percent year-over-year, and now support more than 1,700 customers worldwide. 

We are excited to announce we have now played a part in over 3.5 million people’s learning and development. We do that through partnering with some amazing content creators and integrating with many leading LMS, LXP and HRIS solutions.  

As recently shared in the press, we have just completed a Series D funding round with US$200M in new investment coming into the business. 

As part of this funding round, we are thrilled to welcome SoftBank Vision Fund 2 who share our belief around the market potential.  

“When people think about music, they often think of Spotify and access to unlimited music for one subscription. We believe Go1 is the emerging category leader in providing a similar experience for corporate learning. Powered by AI and machine learning, Go1’s platform provides an intuitive experience, and creates an opportunity for individuals to expand their professional development goals and explore the resources to help achieve them,” said Nagraj Kashyap, Managing Partner at SoftBank Investment Advisers. 

The Series D was led by SoftBank Vision Fund 2, Salesforce Ventures and AirTree Ventures with participation from existing investors including M12, SEEK and Madrona. 

Due to the support and backing of organizations like yours, we’ve been able to continue on our mission to unlock positive potential through a love of learning. However, this is still just the beginning. Internally we talk about a vision of reaching 1 billion learners – and there is a long way to go on that journey! 

As 2021 progresses, we will use the new investment to continue to deliver more for our key stakeholders: to our customers, to our content partners, and to grow the ecosystem of learning globally. More specifically this means:  

Onboarding more content partners, providing greater choice and diversity of material for customers, and better tools for our existing content partners to help them grow their businesses.  

More and deeper integrations with platforms to surface content. Making it possible to access great content across LMS, LXP, HRIS and other platforms such as Microsoft Teams and Workplace by Facebook. 

And we will start to explore additional products and services to assist HR and L&D leaders to unlock positive potential through learning with their teams.  

A big thank you to the whole team at Go1 and to all our customers and partners. I’m excited about what we can achieve next. 

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We have recently announced that Go1 reaches 3.5 million learners and has closed US$200M in Series D funding. In this post we share some of our plans for the journey ahead.

How are soft skills and hard skills different? I keep hearing about hybrid learning, but what does it mean? Why are people talking about content aggregation all the time? And what do LMS and LXP stand for again? 

If you’re anything like us, you’ve probably asked a few of these questions lately. Like any industry, L&D has its fair share of buzzwords, acronyms, and commonly used terminology. Short of having your own dedicated digital learning dictionary, it can be hard to keep track of what all these terms mean. 

To help simplify things, we’ve put together a collection of some of the most common L&D terms you need to know in 2021. From hybrid learning to content aggregation, here are all the L&D terms you need to stay one step ahead. 

Let’s start with one of the big ones. Content aggregation. We’ve discussed content aggregation a lot recently, and with good reason; it’s one of the most important L&D trends that you should be aware of in 2021. 

In simple terms, content aggregation means bringing a variety of digital learning providers together in one convenient, central location — rather than having to seek out each provider individually. 

To put this in context, for Go1, this means the Go1 Content Hub aggregates over 100,000 resources from more than 150 world-class content partners. 

For a more comprehensive look at the value of content aggregation, be sure to read our blog on which L&D teams can benefit from learning content aggregation. 

Hybrid learning is another common L&D term. eThink defines hybrid learning as “a way of combining traditional classroom experiences, experiential learning objectives, and digital course delivery that emphasises using the best option for each learning objective.”

Owl Labs adds to this definition, saying, “[hybrid learning] is a comprehensive approach to combining the best parts of face-to-face and online learning to create the ideal learning experience.”

In other words, hybrid learning offers a targeted learning experience, taking learner preferences into account to create an optimised and highly experiential blend of online and in-person learning.

Hybrid learning should not be confused with blended learning. While the two terms are often used interchangeably, CloudShare highlights the subtle differences between hybrid learning and blended learning, saying, “while blended learning focuses on a set ratio and combination of offline and online instruction, hybrid learning seeks to find a flexible balance of online and offline that promotes the best experience, even down to individual learners.” 

Keep an eye on the Go1 blog later this week, as we’ll go into more detail on this topic in our upcoming article on the benefits of hybrid learning. 

LMS and LXP are two more terms that you’ll hear frequently in L&D in 2021. LMS stands for Learning Management System and LXP stands for Learning Experience Platform. 

An LMS is what most people would generally think of when picturing a digital learning platform. As the name suggests, an LMS typically houses, administers, and manages users’ learning, focussing on formal processes such as certifications and compliance training. 

In contrast, an LXP places more control in the learner’s hands, emphasising social and collaborative learning. LXPs tend to focus less on formal training and more on the overall learning experience.

Soft skills and hard skills are also crucial phrases in the L&D lexicon. In combination with upskilling and reskilling (more on that in a second), you’re likely to hear a lot more about soft skills and hard skills in the coming years as companies try to close the L&D skills gap. As such, it is necessary to have a firm understanding of what they are. 

Indeed outlines the difference between hard skills and soft skills, stating, “hard skills are related to specific technical knowledge and training while soft skills are personality traits such as leadership, communication or time management.”

For instance, hard skills can include speaking another language, coding knowledge, or Google Analytics experience. On the other hand, common soft skills include communication, creativity, problem-solving, and leadership. 

Both hard and soft skills are important. However, the demand for soft skills has increased in recent years. New research by HR Drive, which analysed more than 82 million job ads, found that the top five soft skills are requested 3.8 times more frequently than the top five hard skills. 

Finally, upskilling and reskilling are key terms for both L&D workers and learners alike. 

Gloat defines upskilling and reskilling, explaining that upskilling "is the process of learning new skills or of teaching workers new skills." In contrast, reskilling "is the process of learning new skills so you can do a different job, or of training people to do a different job.”

In other words, upskilling means learning skills that will help you perform better in your current job, while reskilling means learning new skills so that you can pivot to a new job. 

Learners and L&D workers must be aware of these terms, as some estimates find that 54% of employees will require extensive upskilling or reskilling by 2022.

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

From hybrid learning to content aggregation, here are all the learning & development terms you need to stay one step ahead.

Common L&D terms you need to know in 2021

We’ve put together a collection of some of the most common L&D terms you need to know in 2021. From hybrid learning to content aggregation, here are all the L&D terms you need to stay one step ahead. 

Most industries have jargon that would leave outsiders scratching their heads, and L&D is no different. We love a good acronym — starting with the name ‘L&D’ itself. At times, there can be so many acronyms that you feel like you need to keep a glossary nearby to remember them all. 

Two acronyms that anyone working in L&D needs to be aware of in 2021 are LMS and LXP. Whether you’re whispering to yourself ‘what do those stand for?’, scrolling through your glossary to jog your memory, or just need a quick refresher, we’re here to help. 

We’ll look at the key aspects of a Learning Management System (LMS) and a Learning Experience Platform (LXP), defining both terms before asking the big question: what is the difference between an LMS and an LXP? 

LMS stands for Learning Management System. In comparison to LXP, LMS is an older and more widely-known L&D term. It’s probably what you picture when you think of a digital learning platform. 

In fact, LMS' are so ubiquitous that Share Knowledge finds 83% of organisations currently use an LMS, with 73% saying their LMS usage has increased in the past three years. What’s more, recent research indicates that by the end of 2025, the global LMS market will be worth a whopping $28 billion. Further, 72% of organisations say they use an LMS to gain a competitive advantage. 

Accordingly, it’s important for L&D professionals to have a firm grasp of what an LMS is. According to Training Industry, an LMS is a "system designed for the administration, delivery, tracking and reporting of learning and development initiatives.”  

Similarly, Share Knowledge defines an LMS as a software application that "provides the framework that handles all aspects of the learning process – it’s where you house, deliver, and track your training content.” 

Totara Learning adds to this, noting, “an LMS focuses on the management of learning and users. Traditionally, learning management systems have focused more on formal learning such as compliance-based training.”

Basically, an LMS is the traditional industry standard. As the name suggests, a Learning Management System is typically used to house, administer, and manage users’ learning, focussing primarily on formalised learning processes such as certifications and compliance training. 

LXP stands for Learner Experience Platform. As the name indicates, an LXP places far more control in the learner’s hands, emphasising social, collaborative, and experiential learning. Compared to an LMS, an LXP places less focus on formalised training and more emphasis on the overall learning experience. 

While not yet as big as the LMS market, which is projected to reach $28 billion by 2025, LXPs are rapidly gaining traction. Currently, the LXP market is valued at $500 million, with a projected annual growth rate of 50%. As such, some industry experts believe that the LXP market will surpass the LMS market in the coming years. 

According to Totara Learning, “LXPs usually focus more on social, informal and collaborative learning. This might include allowing learners to create their own content that can be shared across the platform.” This social, collborative nature is one of the key advantages of an LXP over an LMS. According to Valamis, research shows that learners only spend time in an LMS when learning is specifically prescribed to them. LXPs circumvent this problem by encouraging users to access learning in far more varied and engaging ways. 

In contrast to LMS, Learning Experience Platform (LXP) is a far newer term. Filtered Learning estimates that it entered the zeitgeist as recently as 2018. Even so, LXPs are rapidly gaining popularity, particularly as a tool to facilitate learning in the flow of work. 

Training Industry explains that an LXP centralises learning by consolidating "capabilities into a single portal, enabling a variety of methods to engage learners, such as personalised learning pathways and social learning.”

Put simply, LXPs are all about the learner. The learner’s experience is placed front and centre with a far higher emphasis on personalised, engaging, and collaborative learning.

It is also worth noting that since LXP is a far newer term, it is not as well-defined as an LMS. As such, the exact definition of an LXP is more fluid, so it can mean different things to different organisations.  

What’s the difference between an LMS and an LXP? 

With this in mind, it’s worth asking the big question: what’s the difference between an LMS and an LXP? 

One of the key differences between an LMS and an LXP is push vs pull learning. An LMS relies primarily on push learning, where training content is delivered directly to the learner, or, in other words, ‘pushed’ onto them. In contrast, an LXP focuses on pull learning, where learners are pulled in and enticed to engage via collaborative, personalised content. Many strong learning cultures use both push and pull learning to fulfil different functions, enabling them to live side-by-side. 

Filtered Learning provides an excellent analogy to articulate this difference, explaining that an LMS is like going to a cinema where the content is delivered directly to you, while an LXP is more like browsing YouTube, where you can scroll through various videos and find the content that best suits your needs. They elaborate, adding, “an LMS is a system through which admins can assign and track highly structured training content. Conversely, an LXP is a consumer-focussed platform in which the user chooses their own learning from a diverse array of personalised content.”

Moreover, Training Industry explains that while an LMS is a useful tool for compliance and certification purposes, LXPs encourage learners to engage with training on a deeper, more personalised level. Accordingly, one of the major differences between the two systems is that an LMS is mainly administrator-driven, whereas an LXP is mainly employee-driven. With an LMS, an administrator pushes the learning content directly to you. In contrast, with an LXP, learners have more free reign to select which content they want to engage with. 

Ultimately, both models have their value. While engaging, experiential learning offered via an LMX is definitely an enticing prospect, things such as compliance training and other formalised learning aren’t disappearing any time soon, meaning an LMS is still essential for many organisations. 

Further, LMS and LXP platforms don’t have to be mutually exclusive. It is worth thoroughly researching your options, organisational goals, and learning requirements to determine which option is most suitable for your L&D team, or even if a combination of both an LMS and LXP might be a viable option for your learning needs. 

What does the future hold for LMS and LXPs? 

Finally, it is worth looking to the future. While the L&D world is currently focussing on LMS vs LXPs, learning technologies are quickly evolving to defy these easy categorisations. 

We have already mentioned that LXP is a somewhat ambiguous term that can mean different things to different organisations. The soon-to-be-launched Microsoft Viva is the perfect encapsulation of this growing trend, stretching the definition of what an LXP is and what learning technologies can be. 

At its core, Viva Learning, which is one of 4 modules within Microsoft Viva, can be seen as a simple LXP. Although, it may stretch the term LXP further - it's more of a a 'lightweight' LXP that's fully embedded within systems people use daily, such as Microsoft Teams. 

However, it is not that straightforward. Viva Learning can also work alongside an LMS or without one, plug into a content library (like Go1), plug into individual content vendors (like Skillsoft), or plug into your authored content. It's an interesting development in the L&D industry that's shifting how we think of the definitions of LMS and LXP that we’ve outlined above.

As Josh Bersin explains in a recent article, “You may know that the Learning Experience Platform (LXP) market is on fire... the Microsoft Viva Learning app is not only an LXP in disguise, it also lets companies publish and share all their internal videos, podcasts, and other user-developed content.” 

Filtered Learning adds to this point, demonstrating how Viva Learning blurs the boundaries between an LMS and an LXP. They explain that Viva Learning will blend "LXP functionality (aggregation, curation, recommendation and search) alongside limited LMS functionality (managers assigning training to groups and individuals), all within Microsoft Teams.”

In other words, Microsoft Viva doesn’t fit neatly into pre-defined boxes like LMS or LXP. While this doesn’t make LMS or LXP platforms irrelevant — far from it — it stands out as an exciting trend that pushes the boundaries of how we think about digital learning categorisation. 

To find out more about Go1’s exciting new integration with Microsoft Viva, be sure to read our announcement blog. 

We’ll look at aspects of an LMS and an LXP, defining both terms before asking the big question: what is the difference between an LMS and an LXP?

What is the difference between LMS and LXP?

LMS vs LXP is an ongoing question in the L&D world. We’ll define both terms before asking the big question: what is the difference between an LMS and an LXP? 

What is the difference between LMS and LXP? 

It’s no secret that Microsoft has been a major investor in Go1 for the past few years.

As part of our broad relationship with Microsoft, we’ve been doing more and more to deeply connect Go1 learning content and learning experiences into Microsoft’s products so that Go1 customers can learn seamlessly in the flow of work.

Today, we are excited to further expand this relationship by announcing Go1’s integration with Microsoft Viva. This integration, to be available at the upcoming general availability of Microsoft’s Viva Learning module, will enable fantastic learning experiences in Viva.

At Go1, we believe employee learning experiences should be frictionless. The Viva platform removes barriers to learning by delivering content where employees are spending their day – in Microsoft Teams. 

Since Go1 also removes barriers to finding and accessing learning by bringing together hundreds of world-class providers in a single place, it’s a valuable integration:

"We are pleased that Go1 will be integrating with Microsoft Viva Learning to empower employees to learn from a diverse, global content library. Go1’s breadth and depth of content across industries and roles, from office to first-line workers, supports Microsoft’s mission to help people and organizations achieve more."
Seth Patton, general manager, Microsoft 365 Next Gen Productivity & Employee Experience.

Through this collaboration, Viva Learning users will have access to over 100,000 training resources from the Go1 Content Hub, delivered by the biggest names in eLearning. By leveraging Go1 content, employees can begin to build professional development and learning into their workday – in the most natural way.

Visit go1.com/go1-microsoft-viva to learn more about Viva and Go1. 

Go1 integrates with Microsoft Viva to provide learning content to employees – right where they need it most.

Go1 integration with Microsoft Viva – redefining the workplace learning experience

Recently, Go1 has been doing more and more to deeply integrate Go1 learning content and learning experiences into Microsoft’s suite of products.  

With the announcement of our exciting integration with Microsoft Viva, Go1 customers are more empowered than ever to learn seamlessly in the flow of work.

Why is learning in the flow so important? 

At Go1, we believe employee learning experiences should be frictionless. And that it’s essential to empower employees with learning at their fingertips. 

Who better to explain the benefits of learning in the flow of the work than the man who coined the expression, Josh Bersin? 

Here, Josh talks about the reasons why it’s so important to make learning in the flow of work a natural part of your employees’ day.   

Why is learning in the flow so important?

How is Microsoft approaching learning in the flow?

Microsoft’s Jane Hourigan explains how they are solving learning and collaboration within their suite of products.  

As Jane says, these solutions are within Microsoft Teams - and since Viva Learning is integrated into the Teams experience, users can expect to access learning content more simply than ever before.  

What’s a clear example of learning in the flow? 

Below, Brandon Carson of Delta Airlines gives a clear example of how the company’s employees are learning in the flow of work, ensuring critical safety training for frontline workers.   

And why learning in the flow of work isn’t just important for office workers.  

What’s a clear example of learning in the flow?

Keen to hear the whole conversation? Watch the full recording here.

And visit go1.com/go1-microsoft-viva to learn more about the Go1 and Viva integration. 

Global Industry Analyst Josh Bersin, Microsoft’s Senior Learning Experience Designer Jane Hourigan, and Delta Airlines’ Director of Learning Brandon Carson talk about how the way learners access and consume training is changing, and what that means for L&D professionals.

How to empower employees to learn seamlessly in the flow of work

Studies tell us over and over again that when organizations provide their employees with a warm welcome, they will stay longer. 

Despite this correlation between onboarding and retention, many organizations continue to struggle when it comes to building successful onboarding programs which can have a detrimental impact on their company culture and bottom line. 

What is the purpose of effective onboarding?

Jake Via, Go1's Customer Success Manager, was recently joined by Learning Strategist Shannon Tipton to address some of the common challenges organizations are facing when it comes to onboarding. During their conversation they spoke about how L&D can start to think differently about onboarding, providing practical tips on how to improve impact and add maximum business value.  

Check out some of our favourite highlights below. 

What challenges do L&D face with onboarding?

Shannon believes it’s vital to provide employees not only with a breadth of learning content, but content that can be curated into personalized playlists that will lead team members to success in their roles. 

What does success look like for onboarding?

How are you measuring onboarding success? 

Without proper proactive preparation, the way we measure success can be subjective. And there’s more than one way of doing it. 

Here, Shannon shares her advice for taking a two-pronged approach to measuring onboarding:  

How can L&D think differently about onboarding?

What we've learnt so far is that when it comes to rethinking the onboarding experience, organizations should be proactive about putting themselves in the shoes of the new hire. They should be thinking about how they can integrate them into the community and how they can scale them quickly to do the job. 

But it doesn't just stop there. How organizations continue to support employees after their initial start date is critical. Onboarding is about helping people be the best they can be, as soon as they can be - in an ongoing way. Shannon shares more on this below:

How should L&D be thinking about onboarding?

As Shannon says, “We want people to be smarter, better, faster. And we want to be able to do that in such a way that they can work within the culture of your organization and be engaged in your organization as soon as possible.”

Keen to hear more L&D insights from Shannon Tipton? Listen to the whole conversation here.

You might also like to check out our other conversations in this series:

Michelle Ockers on improving the impact of compliance training

and Laura Overton on improving the impact of management training

Hear from Learning Strategist Shannon Tipton on how L&D should be thinking differently about onboarding, as well as the practical steps you can take to improve impact and drive maximum business value.  

How to improve the impact of onboarding

Seems like the age-old question - how can we improve the impact of compliance training within our organisations to achieve better business outcomes?  

If the past 12 months have been indicative of anything, it's that L&D has a unique opportunity to leverage digital learning, to look at how we're tackling compliance training and to do things we haven’t previously thought about for compliance training. Things move fast in this new era of digital adoption, so what can we do to stay ahead of the curve?

Emma Bamford, Go1's Product Marketing Manager, was recently joined by Learning Strategy Expert Michelle Ockers to address some of the common challenges organisations face when it comes to compliance training. During their conversation they spoke about how L&D can think differently about compliance training, providing practical tips on how to improve the impact of compliance training and add business value.  

What challenges do L&D face with compliance training?

Increasing effectiveness, enhancing learner experience, and improving efficiency - these are the three common challenges L&D face when it comes to compliance training. 

The good thing is, there's actually quite a lot L&D can do to address those three challenges. Michelle explains more below: 

How can technology be used effectively to improve the impact of compliance training? 

Technology gives L&D a massive opportunity to get creative, not just with eLearning but beyond.

What role does technology play in compliance training?

What does success look like for compliance training?

Hint - what it doesn't look like is people just completing courses. 

L&D teams often get fixated on increasing their completion rates. But just because someone's completed a course, it doesn't actually tell you anything about impact.

What does impact look like for compliance training?

Being aware that things can shift as well and understanding what's currently impacting your organisation, addressing the real issues and problems, and identifying real improvement opportunities rather than just “getting it done” is where L&D will really start to see impact their compliance training.  

Michelle’s top three tips for improving compliance training

Three top tips to improve compliance training

Content, content, content! Target it well, make it engaging, and make it relevant

Be willing to challenge the status quo and think differently about compliance training

If you want to do compliance training well, you won't just set and forget it. How you design compliance training to make it engaging and high impact, that's what really counts.

Keen to continue thinking differently about compliance training and hear more L&D insights from Michelle? In this blog, Michelle analyses L&D's relationship with compliance training and explores how thinking habits can influence our compliance training decisions.

Laura Overton talking about improving the impact of management training

and Shannon Tipton on improving the impact of onboarding

Listen to Learning Strategy Expert Michelle Ockers speak about the impact of compliance training and how L&D teams can improve this within their own organisations.

How to improve the impact of compliance training

A better sign-in experience for your learners

We have improved the look of the sign-in experience, and theme configuration tools, so it’s even simpler for administrators to provide a familiar, branded log-in for their users when they log in. 

Upgrade your platform to the new settings from Wednesday, July 14th, with a mandatory rollout to all Go1 Platforms occurring on 28th July, 2021.

There is no change to functionality; these improvements include: 

A simplification in branding the platform within Settings > Theme and Configuration, which allows for image cropping and zoom on images used in the sign-up/sign-in page.

A new ‘preview’ feature that lets Administrators see the changes in place before they are saved - no more guessing.

Find learning resources to meet your needs and discover related content you may not have considered 

As the largest curated eLearning library from the world’s top training providers, our search functionality is so important to help you find the right courses to upskill, re-train, and retain your employees.

A new suggested keywords search UI provides a clearer way for you to find the right content more quickly. Users can now see suggested search categories in a new and more structured layout, allowing them to dig into their preferred search results more efficiently. 

Users can now filter content by Levels “Beginner, Intermediate, Advanced and Applicable for All” on search results. The definition for these levels is the suggested competency level prior to starting. 

Users will now also filter content by Regions and Language Dialect on search results within the Content Selector and Search & Explore.

We've attributed a region only when that content is made specifically for a particular region - eg. country or region-specific compliance content.

Where region is not important in finding the right content, (e.g. soft skills content), it has been marked as global.

Language Dialect indicates the accent or language locale that the content contains and is currently available for English (US), English (AU), English (UK).

Search will remain a focus for us in the upcoming months and we will continue to ensure the integrity of our search algorithm. 

When exporting .csv reports, ‘Manager Email’ is now available for all administrators to simply export the relationship between managers and learners. To export this information, ensure Manager ID is selected and visible as a column in the report before exporting.

Welcome back to our product release update blog! Here’s a rundown of the new features and improvements you can now take advantage of, including an improved sign-in experience for learners and new search filters and suggestions. Read on to learn more. 

Product release round up April - June 2021

We’re back again with updates on what’s been released across our technology here at Go1! We’re particularly excited about our updates for learners, for whom we have provided more control over their learning experience with playback functionality, to learn at their own pace. There will be more work in this area in order to provide a more equitable learner experience, as referenced in our latest Product webinar for customers. More to come.

For Administrators and Managers, we have made it easier to assign and manage mandatory learning across the platform, an ongoing project to make this essential task as seamless as possible.

At Go1 we champion easy access to learning for all. Much of our focus lately has been on integrating with key partners such as Microsoft, and Workplace from Facebook, who enable your employees to learn at the point of need, in the flow of work. 

Have a read below to learn about the stuff we’re really excited about!

The new suggested search UI provides a clearer way for users to continue their search. Users can now see suggested search categories in a new and more structured layout, allowing them to dig into their preferred search results more efficiently.

There will be some more improvements to the search functionality in the upcoming months, which we will share in the next blog.

Course feedback for a better learner experience

Learners can now provide feedback on their experience at the end of every course. This supports us in our quest to get to know our learners better and which content resonates with learners across the board.

The ability to provide feedback is available across all learning resources available via the Go1 Content Hub, and courses that have been created using Go1's content authoring tool by Administrators. Right now we are exploring options for how we most effectively use course feedback in a way that will enhance the learner experience, including course recommendations. Longer-term, we will look at how we share these insights back to Admins.

We have improved how your welcome message is presented on your learner dashboard. The text is separated from the image for accessibility, so learners do not have a compromised experience when they land on the learner dashboard.

You will still be able to change the text size and hyperlink using the rich text editor from the settings page.

Learn at your own pace with improvements to video learning resources

A playback speed feature is now available on all video learning resources available via Go1 Content Hub, including videos you have uploaded through the course creation tool as an Administrator.

Youtube and Vimeo already have this functionality so there is no change for videos hosted by these sites. This allows learners to play the video speed faster or slower as they need, to suit their needs.

Playback can be adjusted to 0.25x, 0.5x, 0.75x, 1x (normal), 1.25x, 1.5x, 1.75x, and 2x speed.

Improvements to assigning and managing mandatory learning

We are excited to provide an opt-in experience that provides an improved way of assigning and managing learning.

Go1 Platform administrators can now opt in to access our new Manage page, available for every course and learning resource.

This new feature allows you to assign and manage mandatory compliance, professional development, and performance management training to one or multiple learners.

'Assign' and 'enrol' flow has been consolidated to just 'assign' in a number of places across the Go1 Platform.

From the Manage page, you can perform the following actions:

Add a due date for self-directed learning

This new feature is available for optional opt-in from the ‘Results’ or ‘Reports’ tab of any learning resource. We don’t currently have a mandatory roll-over date for this experience. Make sure you sign up for the Go1 research group to shape how this experience meets your needs.

Context-switching is one of today’s biggest barriers to employee productivity; it makes it harder to get essential work done and employees can spend at least 30 minutes a day toggling between tools, according to this study by Slack.

We integrate with a number of ‘Learning in the flow’ tools to remove barriers to learning:

Bring learning to all your workforce without having to switch to another learning platform.

Make learning personal and cater to individual learning preferences.

Deliver "just-in-time" learning experiences with relevant content and feedback to drive productivity.

Deliver learning in Microsoft Viva
Now that Microsoft Viva is widely available, and you can now deliver learning resources from Go1 through Viva. Learn more and request a demo here.

Welcome to the latest product release blog! Peek a rundown of new features and improvements including better search recommendations, and simpler assignment of mandatory learning. Learn about our integrations with key partners such as Slack, Workplace from Facebook, and Microsoft products, too.