Leaders are at the forefront of your business. With any luck, they’re the glue that binds your teams together, constantly striving to put your best foot forward. 

In an era defined by rapid advancements, your leaders play a crucial role in driving innovation and overseeing team culture. As such, it should come as little surprise that leadership development is now a $366 billion dollar industry worldwide. That’s right, billion. With a b. While this might seem like a lofty price tag, we all know that effective leaders are priceless. 

Unfortunately, this investment isn’t quite matching up with the current output. Go1’s recent State of Learning Report identified developing leaders as by far the biggest challenge faced in delivering organisational learning. 

This disconnect between price tag and outcome leaves a leadership chasm. Put simply, this is bad news for everyone, from new hires all the way up to C-suite executives. The good news? We’ve decided to get to the bottom of this leadership development problem by analysing what leadership development is, why it’s important, how to identify common leadership development issues, what success looks like, and solutions to deliver effective leadership development training. 

Ready to lead the way on leadership development? Let’s start with two simple questions. 

What is leadership development (and why is it important)?  

At first glance, this might seem like an obvious answer. Leadership development is the process of developing leaders within a business, often via coaching, mentorship, or online learning. To expand on this, Business Dictionary defines leadership development as “teaching of leadership qualities, including communication, ability to motivate others, and management, to an individual who may or may not use the learned skills in a leadership position”. 

There are a few common methods of administering leadership development. According to a survey of 28,000 business leaders by Chief Learning Officer magazine, 73% of organisations currently rely on instructor-led leadership development, while a further 63% employ executive coaching. 

Further, this survey identified the most valuable leadership development attributes as improving coaching skills (priority for 34% of respondents), communication (31%), employee engagement (27%), and strategic planning (21%). These ‘soft skills’ align with the priorities identified in Go1’s State of Learning Report, which found the top leadership topics on Go1 are emotional intelligence, negotiation, mentoring, and team building & teamwork. 

Of course, the question is less what and more why. According to Forbes, 95% of learning organisations plan to either maintain or increase their current leadership development budget. Remember, this is a $366 billion global industry, so we’re talking big money here. Similarly, a recent Deloitte survey found that 80% of organisations rate leadership development as a high priority. This highlights the value that organisations place on effective leadership development. 

Again, the answer to why leadership development is so important is relatively straightforward. Think back to all the roles you’ve worked in. What separated the good jobs from the bad? If you’re like most people, your team leader probably factors heavily into this answer. An effective leadership culture can be the difference between a positive, enjoyable workplace, and dreading showing up to the office on Monday morning. This isn’t just anecdotal evidence, it’s a fact. Research by LinkedIn shows that, of 1 million surveyed employees, 75% of those who have voluntarily left their jobs did so because of their boss or immediate supervisor, not because of the role. Accordingly, poor management is the #1 reason people quit their jobs. 

Putting a purely business-focused lens on for a second, effective leadership can also be the difference between optimising your output, getting the most out of your workforce, and increasing revenue, or high employee turnover and lagging behind the competition. 

This is before even considering the benefits of leadership development compared to the high costs of leadership recruitment. Not only does developing leaders from within ensure they come equipped with an understanding of your organisational context, values, strategy, and branding, but it can also save you plenty of money in the long run. A recent survey of 1,500 ANZ region HR professionals by Human Resources Director Magazine found that the average cost of an executive-level hire is $34,440, while a senior-level manager will set you back $23,059 on average and a mid-level manager costs $17,841 on average. 

Effectively, leadership development can be what sets your company apart. So, it should be concerning that many businesses are failing to deliver in this area. This begs the question, how do you identify poor leadership development? 

Identifying common leadership development problems 

One of the biggest challenges of leadership development is that it is extremely difficult to quantify. Because leadership development focuses primarily on ‘soft skills’ such as communication, emotional intelligence, and developing interpersonal relationships, it is hard to objectively measure success. As Go1’s State of Learning Report emphasises, “leadership training needs to consider the context and needs of a specific organisation and individual. It is not a ‘one size fits all’ exercise, which adds to the complexity and challenge of developing effective leadership training.” 

Basically, you can’t deliver the same leadership training program to different people and expect to produce fully-formed leaders every time. This is where many leadership development programs fall short. Each person is different, necessitating a tailored approach to their leadership development journey. An effective leadership development program should account for this, and be adaptable to each learner’s individual context and learning style. 

Another common leadership development problem is the knowing-doing gap. As the name suggests, this is the gap between what people know and what they are actually able to do in practice. In a leadership development context, this may mean that employees have all the theoretical knowledge to be effective leaders, but lack the ability or opportunity to practically apply these skills. For tips on closing this gap, be sure to check our article ‘What is the knowing-doing gap?’. 

Additionally, a comprehensive analysis by McKinsey identified common leadership development pitfalls. We’ve already touched on two of them. Firstly, context trumps content, meaning there is no such thing as a ‘one size fits all’ leadership development program. Rather, each program should account for the context of your learners, company culture, leadership style, and organisational objectives. 

As their report emphasises, “focusing on context inevitably means equipping leaders with a small number of competencies that will make a significant difference to performance. Instead, what we often find is a long list of leadership standards, a complex web of dozens of competencies, and corporate-values statements”. Remember the old saying: keep it simple, stupid. This is definitely relevant in a leadership development context. Don’t overload potential leaders with an intricate web of jargon and boxes to tick, rather, let them focus on a few core skills and watch them excel. 

Secondly, their report finds most leadership development programs focus too heavily on reflection and not enough on application. This is where the knowing-doing gap can rear its ugly head. Per McKinsey’s analysis, “adults typically retain just 10 percent of what they hear in classroom lectures, versus nearly two-thirds when they learn by doing”, meaning it is crucial to find a balance between theoretical learning and practical application. In other words, less knowing, more doing. 

Another common leadership development problem is implementing effective measurement strategies. In general, companies are more likely to respond positively to leadership development when they can view and analyse concrete results. Yes, it is difficult to quantify soft skills, but difficult doesn’t mean impossible. Tools such as surveys on current leadership development methods, company-wide leadership feedback, monitoring participants’ career progression, and measuring business impact in relation to leaders' key projects can all be useful methods of measuring leadership development. 

No company is perfect (no, not even us), so chances are one of these problems probably rings a bell. Luckily, the first step to solving a problem is identifying that problem exists, so it’s worth analysing your current leadership development efforts to see if any of these issues are applicable. 

Closing the leadership development chasm 

We’ve identified common leadership development problems. Tick. Hopefully, you can’t relate to too many of them. This leaves us with two final, pressing questions. If we know what bad leadership development is, then what does successful leadership development look like? And, perhaps most importantly, how do we close this leadership development gap once and for all? 

The answer to the first question is tricky. Basically, it varies. Successful leadership development will mean different things to different companies. As mentioned, there is no perfect, one size fits all approach to leadership development, so successful leadership development will change depending on your culture, strategy, industry, organisational values, and your employees’ needs. But don’t let this answer discourage you. Instead, it should be seen as an opportunity to put your own unique stamp on the leadership development process and show off what makes your business great. 

To do this, we have a few suggestions for closing the leadership development gap. Too often, L&D teams can get bogged down dealing with the admin of managing individual content providers and a complex ‘stack’ of L&D tools. This means wasting time and resources on unnecessary administrative and technical issues, instead of focusing on strategically valuable tasks like developing programs, effective needs analysis, and raising the maturity of your organisation's L&D.

Go1 removes the need for multiple content vendors by finding, integrating, and managing these vendors for you. This enables you to access a network of world-class providers, who cover a huge variety of topics, all via a single subscription. We can also plug our comprehensive library of content directly into existing tools instead of adding something else to an already over-complicated HR ‘stack’.  

This solution addresses two of the most common leadership development problems. By providing access to a huge library of content, there is no longer any need for a one size fits all approach to leadership development. Rather, users can participate in self-guided learning, accessing content that best suits their individual requirements. This also helps to close the knowing-doing gap, by providing content tailored to a wide variety of learning styles. 

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.

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We’ve decided to get to the bottom of this leadership development, by analysing what leadership development is, why it’s important, and solutions to deliver effective leadership development training. 

Solving the ‘leadership development’ problem

Knowing something is one thing. Unfortunately, actually doing it is often an entirely different story. Most of us probably know how to boil a pot of spaghetti. However, putting that knowledge into action and cooking the perfect plate of spaghetti every time is not as easy as it sounds. Enter, the ‘knowing-doing gap’. 

As the name suggests, ‘knowing’ is the first step in the knowing-doing gap. With that in mind, we’ll start off with a simple question: what is the knowing-doing gap? 

The knowing-doing gap has been studied for decades as a concern both within the workplace and our personal lives. In 2000, the term gained further attention when Pfeffer and Sutton published The Knowing-Doing Gap: How Smart Companies Turn Knowledge into Action, which highlights the importance of turning knowledge into performance. Put simply, the knowing-doing gap is the disconnect between knowledge and action. Bottom line, knowing is not always enough. 

The gap between what we know and what we actually apply in our daily lives is increasing rapidly. As technology and cultural norms continue to advance at a whirlwind pace, the amount of information we are expected to retain is also increasing - often faster than we can keep up with. Sometimes, this can feel overwhelming. How do you stay up to date in areas such as programming security cameras to unmet diversity and inclusion needs within an organisation, while still remembering how to tie your shoelaces and brush your hair in the morning? 

The Learning and Development (L&D) industry is certainly no stranger to the knowing-doing gap (or the speed at which this gap is growing!). This brings us to the nudge theory, popularised by Richard Thaler and Cass Sunstein in their 2008 book Nudge: Improving Decisions About Health, Wealth, and Happiness. The nudge theory is the concept that positive reinforcement or recommendations affect positive outcomes. Yet, while leaders commonly apply the nudge theory  within their teams, the idea of suggestion can only do so much to decrease the knowing-doing gap. This leaves us with a pressing question: how do we close the gap? 

Everyone is different. Whether it’s different backgrounds, different interests, or different senses of humour, these differences are what make working in a team so rewarding. One natural consequence of these differences is skill gaps. Skill gaps occur in all areas of performance. They can range from bridging generational acumen gaps to proficiency in IT skills. 

Unfortunately, this means workplace misalignment is almost unavoidable. Whether you’re administering Slack rules or laying out spreadsheet best practices, it’s almost impossible to create a set of procedures that align perfectly with everyone’s skills, knowledge, and background. Still, misalignment is most evident in the application of ‘doing.’ L&D trainers tend to focus on the delivery of material without having plans to assess how people absorb this knowledge and apply it to their daily workflow. Thus, the gap between knowledge-gain and employee effectiveness increases.

In striving for growth, or simply to maintain the status quo, companies frequently focus on leadership development. The desire to train middle managers similarly and effectively, or to increase upper management growth, can be burdensome and misaligned. In fact, Go1’s recent 2020 State of Learning Report identified developing leaders as the biggest challenge faced in delivering organisational learning. 

Given this, a question asked by many is how to identify these gaps and failures. Before we answer that, first, let’s take a moment to reflect on all the formulas and definitions you had to memorise at school. If you’re like most people, you probably retained just enough information for that quiz, essay, or standardised test, only to discard most of this knowledge at the first chance you got. As a former educator, I found that by supporting failure (for learners of any age) I could achieve eventual success. By providing multiple attempts to master a topic, the fear of failure also declined and the knowledge of the material was less likely to be forgotten. 

Similarly, online learning can allow employees to self-pace and filter in areas they feel need extra attention. Our 2020 State of Learning Report even found that 8 of the top 10 topics on Go1 were non-compliance related, showing that employees are more than willing to undertake self-guided online learning beyond the mandatory requirements set by an organisation. 

Basically, this all means the key to narrowing gaps, for both personal and professional growth, is to clearly identify them. Busy managers can struggle to find enough time to conduct regular one on one meetings with their team members. As a result, time is not allocated for deep dives into what is and isn’t working for any given role. 

Instead, gaps in applying learned techniques should be evaluated and measured in any role, while L&D managers must be well equipped to achieve their organisation’s goals, and to equitably educate team members before assessing knowledge and application gaps. By practicing skill sets, we narrow the knowing-doing gap. The goal is simple: train well to do well!

In L&D, the ‘knowing’ portion of the knowing-doing gap can be assessed in many ways. For instance, Go1 provides online course content, the ability to curate playlists specific to learning goals, learning pathways, online quizzes, artificial intelligence/machine learning, and company assessments, just to name a few. With this in mind, one of the best ways to master new concepts is by incorporating VARK modalities, which focus on teaching all types of learners (visual, auditory/aural, reading/writing, or kinesthetic). Content production styles can vary from interactive animated videos to presentations by industry thought-leaders. In other words, eLearning has something for everyone.

The ‘doing’ portion of the knowing-doing gap is usually more subjective to measure, as most trainers and managers will attest. To help you establish whether the ‘doing’ portion of the gap is being met, some common ‘doing’ metrics include increased revenue, or an analysis of whether how-to playbook standards are being met. It may also be helpful to ask yourself: what is available to guide your learners’ workflows? Does your learning management system offer reports to help narrow the gap between knowing and doing? 

For example, Go1 customers like Domain Logistics have experienced knowledge gaps in the workplace, and have asked for assistance in assuring training is applied and executed correctly. Go1 partners with hundreds of content providers, like Josh Bersin, Interaction Training, MindTools, and Sarder Learning to offer courses that help HR leaders monitor implementation, in turn narrowing the knowing-doing gap. Thankfully, more resources are available almost daily in our ever-changing online world of eLearning, so you can check back in regularly to continue narrowing that gap.

We know it’s never fun to be a jack of all trades and master of none, which is why bridging the knowing-doing gap is beneficial for everyone. Learners of any subject prefer to prove (the do) their knowledge (the know), both personally and professionally. That’s why in our mostly virtual world, eLearning is helping to narrow the knowing-doing gap by creating a workplace grounded in knowledge and propelled by achievements. 

Keen to learn more about the key challenges limiting the impact of L&D in organisations? Download the Go1 State of Learning Report.

The knowing-doing gap has been studied for decades as a concern both within the workplace and our personal lives. Learn more in this article!

What is the knowing-doing gap?

Knowing something is one thing. Actually doing it is often an entirely different story. Enter, the ‘knowing-doing gap’. 

This week is International Men's Health Week - a time to encourage supportive thought and discussion around men’s health and wellbeing.

In Australia, Men's Health Week provides a platform for challenging and debating key issues in men's health, while encouraging conversation around what it means to be healthy - both physically and mentally. 

As a Go1 customer, you’re no doubt familiar with many of our professional development and compliance training providers by now. But did you know the Go1 library also includes online learning around the important topic of mental health?

Discussion around men’s mental health is an important factor in providing men with opportunities for connection, support, and education to enhance their health and wellbeing. 

Looking for training content in this space? We encourage you to check out some of our providers and their content below.

The Mental Health Movement focuses on driving change by altering society’s perception of mental health issues and those struggling with them. 

Using an evidence-based framework, they specialise in providing workplace training to organisations wanting to better support their staff and create a culture where it is ok to not be ok, and it is ok to ask for help.

📣 * Building Mental Health Resilience: Through Mindset

Mindset is a very effective and powerful tool when building mental health resilience. This topic will provide you with the Mental Health Movement’s four P’s to Mindset: Proactive, Perception, Positive Self-Talk, Process. These mindsets are tried and tested and will improve your mental health through COVID-19.

You might also like to check out our 'Tackling mental health: a conversation on resilience' webinar, featuring Dan Hunt, founder of The Mental Health Movement.

Mentally Well Workplaces aims to help all Australian businesses to create a “mentally well workplace” allowing individuals, teams and workplaces to flourish. Using evidence-based health inductions and training, their content educates employees about mental health and its impact in the workplace.

📣    Workplace Mental Health Induction For Employees - Australia

Australia's first evidence-based online Workplace Mental Health Induction for every employee, no matter what their title or role.

iAM Learning use the art of storytelling to bring content to life and to engage learners throughout their bitesize courses. With stunning animation and interactive courses, they are making learning accessible to businesses of all sizes, shapes and across all sectors. 

This course will guide you through all you need to know about mental health and what to do if a problem develops.

📣    How to Have a Conversation about Mental Health

A key learning outcome from this course is a deeper understanding of the complexity of mental health and how to start conversations with those who need help.

Additional resources you might be interested in, accessible to everyone:

According to research, the two main threats to male mental health, outside of seeking for help, is loneliness and depression. 

Kurzgesagt uses their passion for knowledge and storytelling to bring awareness to a variety of topics, including mental health. 

Everybody feels lonely sometimes. But only few of us are aware how important this feeling was for our ancestors - and that our modern world can turn it into something that really hurts us. Why do we feel this way and what can we do about it?

Everybody is familiar with the feeling that things are not as they should be. That you are not successful enough, your relationships not satisfying enough. That you don’t have the things you crave.

This video talks about one of the strongest predictors of how happy people are, how easily they make friends and how good they are at dealing with hardship. 

We hope that these resources help to encourage supportive thought and conversation around some of the key issues affecting the lives of men. 

Having clear, open discussions around mental health can be an important step forward in providing men with opportunities for connection, support, and education to enhance their health and wellbeing. 

🌎 * - available without a Go1 subscription

Online training to support Men’s Health Week 2020

We have had a busy couple of months here at Go1, tinkering away to enhance your experience with curating, managing, and tracking learning. 

Since our previous Product Round-up, we have released some exciting features including Go1 Playlists, which help to shorten your curation process; the ability to ‘save’ content to consume later (brilliant!); the Content Hub, to manage and share content more seamlessly with Learners; plus the ability to report by duration.

See below for a shakedown of each release with links to their How-to guides, so you have everything you need to get going.

We are excited to share that all users in your Go1 Portal will now be able to save content directly from Explore, into the new Saved tab from within My Learning!

This is hugely beneficial if you need to find content now, but want to watch at a later date.

As an Admin, this assists greatly with your curation process as you shortlist content to review and share with your Learners.

For Learners, this is a great way to keep tabs on the content you want to watch at a more convenient time.


Select and surface content to Learners with greater ease

Whether you are using the Go1 Platform or another LMS, the Content Hub offers a great improvement to your content management, and has replaced the previous Content Selection tool.

As the Administrator you have more visibility and control over your content subscription, so you can browse, curate, and share training to your learners effectively, right within your Go1 Platform. 

If you are assigning resources from the Go1 Content Hub to your Learners within another LMS, you now have the ability to export content efficiently in-bulk, streamlining the process to surface relevant content to your Learners. 

Speed up your curation process with Go1 Playlists

Playlists are carefully curated collections of Go1 Premium content, surfacing top picks against our most commonly requested topics. Playlists can assist your curation process, saving you valuable time.

Go1 Playlists cover topics you care about including Remote Working, Leadership, and Digital Skills, and will continue to grow.

The best part? Your learners can engage with the content immediately, which eases your administrative time and encourages curiosity in your learners.

The next iteration for Playlists includes the ability for Admins, Managers, and Learners to create their own Playlists. Watch this space!

What’s the time, Go1? Why, time to report by duration!

You now have the ability to report by duration in your enrolment reports, so you have greater visibility on how much content your Learners are consuming. 

Please note, duration articulated in these reports is the total length of time required to complete the learning in question.

Our new Audio Learning type is something to shout about

Enhance your training program with lectures, podcasts, music, audio books and more, through our new Audio learning type!

Your learners will be able to see the Audio file with the familiar 1Player experience. They can:

Skip ahead and back within the audio by 10 seconds

Would you like to know more about the improvements outlined in this blog? Perhaps you would like to let us know about your experience with Go1? Please reach out to our friendly 24/7 support team anytime for a chat. 

A conversation with Maureen Frank and Elise Stephenson about building more diverse workplaces and designing better workplace culture amidst the upheaval of 2020. 

Many organisations are fatigued with an approach to diversity and inclusion which doesn’t seem to get impactful results. 

With remote or social distanced work becoming more of a new normal, workplaces are also rethinking the way they work day-to-day - and this includes the way in which diversity and inclusion training is being delivered. 

Amidst the upheaval of 2020, how do we make sure we’re designing better ways of work? How can we be sure we’re building more diverse workplaces and designing better workplace culture?

We explored all these questions and more during our most recent webinar. Catch up on the recording below:

Webinar recording: What does diversity and inclusion at work look like in 2020?

In this webinar, Go1’s Social Impact Manager Cam Cliff was joined by Maureen Frank, Chief Disruption Officer and Founder of Emberin, and Elise Stephenson, researcher at Griffith University and Co-Founder of the Social Good Outpost to discuss workplace diversity and inclusion. 

the current state of workplace diversity and inclusion in the landscape of 2020

what changes are being seen in workplaces

the journey of a female leader - and some of the common barriers experienced on that journey

how we can conduct remote work in a way that encourages diverse thoughts to come forth

what does the future look like, with remote or social distanced work becoming more of a new normal?

We'd like to thank Elise and Maureen for taking the engaging and enlightening conversation on the day. If you missed out or would like to rewatch, click here!

Read more about what diversity and inclusion look like post-Covid in this downloadable article by Emberin's Maureen Frank. 

Webinar: What does diversity and inclusion at work look like in 2020?

Hand-picked courses, carefully curated. Helping you access the most relevant, timely and engaging content for your learning journey. 

We have some exciting news to share with you about a new feature within your Go1 portal! 

At Go1, we love making timely and relevant content recommendations to you and your learners. 

We understand that there is a large selection of content to choose from - a great aspect by any measure -  and it is our pleasure to introduce Go1 Playlists, to surface our top picks of content against our most commonly requested topics, saving you valuable time in your curation process.

Our carefully curated collections cover topics you care about including Remote Working, Leadership, Digital Skills, and will continue to grow.

Get in touch with us today to learn more! 

Go1 is pleased to announce a partnership with Janison - an ASX-listed education technology pioneer whose team of experts and developers innovate online learning and assessment solutions. 

When Janison began more than 20 years ago, they saw the opportunity digital technology offered to improve the way we educate and learn – and knew they could make a major impact. 

The partnership will enable Janison to be able to provide their customers with an inbuilt learning hub with access to over 70,000 courses and other learning items created by local and international experts – to be accessed anywhere, at any time, on any device.

Janison users now have the opportunity to:

Choose from thousands of courses across a huge range of topics, including business skills, compliance, health and safety, project management, finance, sales and more

Upskill and boost employee performance with content that’s designed for all levels of difficulty and is suitable for any employee, in any department, in any region

Ensure that your organisation is protected with verified compliance content that’s always up-to-date

Keep teams socially connected, supported and motivated with tailored COVID-19 learning pathways

Fiona Ward, Janison’s Head of Learning, said: "Janison is excited to offer our clients access to high-quality yet cost-effective content to drive their business development and enhance their social learning experiences. We've ensured that we have chosen an outstanding partner in Go1, who can provide meaningful, high-impact content that’s relevant to the scope of industries we support in the L&D space."

Go1 Partner Manager, Eduardo Gomes said, “We’re thrilled to be working with Janison, to help their customers get easier access to their workplace training needs. The partnership means companies working with Janison will be able to access the world’s largest and ever-growing content marketplace offering everything from compliance through to soft skills, in one easy monthly subscription.”

Staying ahead of the digital curve in this fast-changing world can be hard, but thanks to the partnership between Janison and Go1, it no longer has to be. 

With world class training now available to your team, all of your learning and development needs can be met. 

Interested to know more? Register your interest here 

Janison is an Australian-owned, ASX-listed education technology pioneer whose team of experts and developers innovate online learning and assessment solutions for global corporations, governments and education bodies. 

Since it was founded in 1998 Janison has taken a trailblazing approach, building one of the world’s first-ever learning management systems and quickly capturing the attention and imagination of global education technology thought leaders, government departments, tech giants including Google and Microsoft, corporations and even the military. 

Today Janison’s products are reshaping education for millions of learners in more than 100 countries. Its learning platform, Janison Academy, delivers market-leading training for sectors including finance, mining, retail, healthcare and government.

Go1.com makes it easy for businesses to train their staff, with the world’s largest compliance, professional development and general training marketplace. With Go1 Premium, users will get unlimited access to a growing library containing thousands of learning resources, from top training providers around the world – all accessible through Janison’s employment management software. 

With Go1’s Premium library, you’ll have the freedom to choose from an ever-growing selection of content providers, to find the best training content to develop your team. The growing library has courses covering compliance through to soft skills, all available in one easy monthly subscription.

Janison enhances education delivery experience with Go1 partnership

At Go1, we partner with the best training providers from around the world, to bring you content that will sharpen your business skills and educate you on new practices.

We are very pleased to introduce you to Sentinel | 9 who are a provider of top quality business education resources that are industry relevant. 

Sentinel | 9 Education

Through our partnership with Sentinel | 9, Go1 Premium customers will have access to 75 modules from their Master of Applied Business course, to be used as unaccredited modules for professional development and/or internal corporate training. 

Sentinel | 9's resources are perfect for the leaders within businesses to enhance their skills and stay up to date with current practices. 

Their modules are of the highest quality and are all developed with consultation from industry experts, professorial, doctoral, and postdoctoral in-house team of academics. These cover a variety of topics such as:

Sentinel | 9 has 75 courses available on Go1 Premium, which are accessible for customers in Australia, New Zealand, Europe, the UK, Asia, North America, South America and Africa.

Through our partnership with Sentinel | 9, Go1 Premium customers will have access to 75 modules from their Master of Applied Business course, to be used as unaccredited modules for professional development and/or internal corporate training.

Introducing Sentinel | 9 – industry leaders in business education

At Go1, we partner with some of the best learning content providers from across the world, to bring you up-to-date specialist training for your industry.  

That is why today we are delighted to introduce you to HealthStaffEd - providers of adaptable, responsive and customisable learning content to meet the needs of a dynamic healthcare workforce.

Through this partnership, Go1 Premium customers will now be able to access over 200 hours of learning content covering topics such as infection prevention, professional obligations and duty of care, as well as a vast array of specialist subjects.

HealthStaffEd - bringing convenient and innovative eLearning initiatives to the healthcare industry

HealthStaffEd aims to provide interactive CPD content that will be relevant to everyone – no matter what specialty. Their constantly growing library targets different levels of skills and experience and stays on top of the current best available evidence, guidelines, legislation and standards.

are developed in Australia for Australian health care workers

are current, relevant and learner focussed 

meet the AHPRA criteria for formal CPD for nurses, midwives and almost all other health professionals

have been crafted using evidence-based research which are peer reviewed and regularly updated

are accessible on any screen anywhere at anytime


"We at HealthStaffEd say learning is not finite - it is a constant and evolving process. Our aim is be a part of that process by providing the best in CPD to our target audience.”

Explore content from HealthStaffEd here!

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.

HealthStaffEd - Adaptable and customisable eLearning - Go1

Introducing HealthStaffEd – adaptable, responsive and customisable learning content

Most people have words they don’t like. For me, it’s office jargon like ‘bandwidth, ‘blue sky thinking’ or ‘pinging’ emails. Eurgh.

For my brother, the most irritating word in the world is ‘delightful’. Years ago, he worked at an estate agency where ‘delightful’ was seriously overused; it featured in every advert and every property description. It even trickled down into normal conversation - delightful coffees, lunches, dates and holidays were had by all. Because of this experience, there are few things less delightful for him than the word itself.

Why am I telling you this? There’s no chance I’d have remembered such a trivial fact if my brother had just said “I hate that” and moved on. Because of the story, I still remember his disdain for ‘delightful’ more than a decade after he told me. Translate this into a more useful setting (like workplace training), and you’ll find that any information can be cemented in memory if it’s part of an engaging story.

There are three key elements that make great eLearning content. Firstly, it has to engage learners and get their attention (best achieved through dynamic visuals, witty voiceover and a good dose of humour). Next, the content has to deliver information in a way that makes sense of all the facts and figures – tricky when you consider the different ways individuals prefer to learn. Finally, it has to be memorable.

According to Paul Smith, a successful corporate trainer and author, around 40% of people are ‘visual learners’ who learn best from videos, diagrams and illustrations. Of the rest, 40% are ‘auditory learners’ (think lectures and discussions) and 20% are ‘kinaesthetic learners’ who understand through doing, experiencing or feeling. Storytelling is an unusual teaching method because it contains elements that work for all three.

As you might expect, those who learn through listening do well when they hear a story. Visual learners do too - because the descriptive element allows them to picture the scene and visualise information/scenarios in a way they aren’t able to when presented with lists of facts and figures.

Here’s what’s really interesting though - when listening to a story, our brains allow us to feel the same as we would if we were experiencing the subject for ourselves. This makes storytelling an ideal teaching tool for kinaesthetic learners because they still gain the ‘doing’ experience without actually being hands-on. Sound like something I just made up? I can back this up…

A Princeton neuroscientist called Uri Hasson delivered a fascinating TED Talk in 2016 called this is your brain on communication. If you don’t have ten minutes to watch the video, here’s the gist;

As a story is being told, activity in both speaker and listener brains align. On fMRI scans, you can actually see the same reactors light up in both as the story progresses.

“When she [the speaker] had activity in her insula, an emotional brain region, the listeners did too. When her frontal cortex lit up, so did theirs.”

Basically, the minds of listeners react the same way upon hearing a story as they would if they were recalling an experience of their own. This means that lessons told through stories can implant ideas, feelings and experiences into the minds of learners. You don’t get much more engaged than that!

Training is pointless if it isn’t memorable. The last thing you want after investing in a learning and development programme is a bunch of employees who can’t remember enough to make use of the courses they take. That’s another great thing about learning through storytelling – it helps us to recall information long after it’s delivered.

 A great example of this theory in action can be found in a study by Stanford professors Gordon H. Bower and Michal C. Clark. Their experiment saw two groups of students tasked with memorising sets of ten, unrelated words. The control group were given their sets and told to remember the words in whatever order they chose. The second group were asked to embed those words into stories and remember them this way. When tested later, the students who constructed stories were able to recall six to seven times as many words as those in the control group.

 Now, imagine those words were facts about health and safety, sales strategy, marketing practices or whatever subject you want to teach. By conveying information through storytelling, it’s up to 7 times more memorable. That’s a huge difference - one that significantly impacts the ROI of eLearning content. 

Holly Helps (yes, that is her real name) is part of the innovative team at iAM Learning - creators of engaging animated eLearning content that improves performance and encourages professional development.

The iAM Learning library features high-end animation, likeable characters and captivating stories that make even the most serious subjects appealing and unforgettable. You can access the library free for seven days with a no-obligation free trial. 

Start exploring content from iAM Learning!

Engagement and retention: the power of storytelling in eLearning

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