Go1 is pleased to announce a content distribution agreement with eLearning technology experts Rustici Software.

Rustici Software customers will be able to access Go1's extensive content library of around 50,000 courses as part of Go1 Premium, which features courses from more than 100 of the world's top training providers, including Skillsoft, Thomson Reuters, and Wall Street Prep.



"We're excited to partner with Rustici Software as this relationship helps us expand our footprint in the fast-growing North American market," explains Go1 co-founder and CEO Andrew Barnes.

"Rustici is an established and well-known brand in the market, and our collaboration can only enhance both companies' standing among customers and potential clients," said Barnes.

Through this partnership, Go1 and Rustici Software have built an integration that enables any Rustici Engine backed LMS the ability to seamlessly discover, import and deliver content from the Go1 Premium library. The Go1/Rustici Engine connector will make it easier for the hundreds of Rustici Engine LMS customers to integrate the Go1 content catalog into their application with only minor development required.

"As part of the Rustici Engine 2019.1 release, we announced our new content connectors that allow our LMS and learning platform customers to integrate with third-party content libraries using a single API," said Rustici Software CEO TJ Seabrooks.

"I'm delighted to announce that Go1 will be our first content connector, making it easier for our Engine customers to incorporate the wide variety of content offered by Go1 into their applications. Through our collaboration with Go1, we are helping streamline the development work required to integrate Go1's vast content library with any Rustici Engine backed LMS," said Seabrooks.

Over 400 learning platforms and hundreds of organizations rely on Rustici Software for their eLearning technology needs.


Rustici Software helps companies in the eLearning space work well together. As the world's leading standards experts, they provide the tools and knowledge to help companies create, distribute, manage and play eLearning compliant content. Since 2002, Rustici has assisted hundreds of eLearning software vendors, organizations and government agencies conform to specifications like SCORM, the Experience API (xAPI), cmi5 and AICC. Rustici Software is part of Learning Technologies Group plc (LTG).

Go1.com makes it easy for businesses to train their staff, with the world's largest compliance, professional development, and general training marketplace. By providing a single platform that extends from first aid training through to degree bearing courses, Go1 makes it easy to find and compare the best training options available. The marketplace features over 500,000 courses and other learning items created by local and international experts.

Since launching in 2015, Go1.com has grown to be a world leader in online learning and education. Local and overseas investors include Y Combinator, SEEK, Microsoft, Tank Stream Ventures, Black Sheep Capital, and Our Innovation Fund. Go1 clients include ANZ Bank, Delta Air Lines, Hasbro, Suzuki, Thrifty and government agencies.

Learn more about the integration and get in touch with us today!

False

Go1/Rustici Engine connector will make it easier for the hundreds of Rustici Engine LMS customers to integrate the Go1 content.

Go1 and Rustici Software announce distribution partnership

Go1 is pleased to announce a partnership with SnapHire, New Zealand’s leading Applicant Tracking System. This partnership will see the two HR tech companies join forces to provide integrated learning and development solutions for SnapHire customers. 

SnapHire is a provider of cloud-based Applicant Tracking Software that helps organisations source, attract, recruit and onboard employees. They work alongside hundreds of Australasian organisations across multiple business sectors.

The partnership will bring Go1’s extensive eLearning library, to SnapHire customers to help them with their training needs including induction, compliance and professional development. Go1’s eLearning platform will complement SnapHire and enable the seamless flow of learning and development between the two platforms to create greater engagement for candidates and employees. 

SnapHire’s Head of Partnerships, Lisa Collins, is thrilled to announce the partnership with Go1, “we work with some of the most innovative organisations in Australasia and we are continuously seeing a drive to deliver an outstanding experience for candidates and employees.  Seamless integrations to quality product like Go1 add value to the HR team and create positive and memorable moments for candidates and new hires.”

Go1’s Lead Distribution Partner Manager, Simon Yeowart, was pleased to be partnering with New Zealand's best in class Applicant Tracking System. He said, “being able to offer SnapHire customers the opportunity to access Go1’s off-the-shelf eLearning library will be a major value-add for both businesses.” 

As Simon explained, "this collaboration will help support SnapHire clients in providing their employees with relevant eLearning to overcome complex challenges such as onboarding and compliance."

SnapHire is an award-winning, fully customisable Applicant Tracking System designed specifically for the corporate environment. SnapHire lets you attract, evaluate and hire the very best people for your organisation and can be configured to suit your organisation’s talent attraction and onboarding goals.  Don’t settle for anything less than the very best process and data insights to create a great experience for your candidates and your hiring managers.  SnapHire is the ATS of choice for discerning organisations that require a bit more muscle and superior customer service and support.

Go1.com makes it easy for businesses to train their staff, with the world’s largest compliance, professional development and general training marketplace. By providing a single platform that extends from first aid training through to degree-bearing courses, Go1 makes it easy to find and compare the best training options available. The marketplace features more than 500,000 courses and other learning items created by local and international experts. Customers include SEEK, Oxford University, state and local governments and St John Ambulance.

Since launching in 2015, Go1.com has grown to be a world leader in online learning and education. The company’s investors include Y Combinator, Shark Tank’s Steve Baxter, SEEK and Oxford University, enabling the startup to continue expanding its offices across the world.

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.

SnapHire and Go1 now working together to bring workplace training to organisations across Australia and New Zealand  

In Australia, October is recognised as Mental Health Awareness Month - a month to raise awareness about mental health and shine a spotlight on what we can do to look after our mental health and reach out to those who need support.

At Go1, our objective is to highlight the importance of a mentally healthy workplace through learning.

We also believe that the more open we are about discussing mental health in the workplace, the more we can help to support one another, while also reducing stigma around it. 

The facts about mental health in the workplace

With concerns about mental health continually rising in Australia, it’s never been more important for organisations to know how to support their employees, while providing a positive work culture and environment for all staff.

The fact is, at any given time 1 in 5 Australian employees are likely to be experiencing a mental health condition. With so many people suffering in silence from the effects of anxiety, panic disorders, OCD, and depression – possibly even that person you sit next to every day who always seems ‘fine.’

It’s really important for managers to support any employee who appears to be struggling. And if you’re in a leadership role, you need to make sure that mental health is being considered as part of your organisation’s workplace wellbeing strategy.

Steps you can take to raise knowledge, awareness, and support

Many Australian organisations are eager to address employee mental wellbeing but don’t know where to start. 

Online training courses can be a very effective way to educate employees, managers, and employers on the importance of building mental health awareness within the workplace. While online courses can’t replace the guidance and expertise of a mental health professional, they can help employees of all levels to understand more about mental health in the workplace. 

eLearning can help individuals to establish new ways of thinking about and improving mental health, through proven techniques and strategies, while also recognising that they are not alone in dealing with these issues. 

Online training is also really important for employers and managers. Investing some time into more learning will help managers to feel more equipped and ready to help staff who may be experiencing the problems of low mental health. 

Keen to get involved in Mental Health Awareness Month?

To support Australian workplaces throughout Mental Health Awareness Month, we have curated five highly relevant and informative courses to educate and raise awareness. 

We encourage you to explore online training over the next month, completing the following courses - one each week - for the duration of October.

Mental Health Awareness (for Managers, for Employees)

We will bring you the first of these online training courses next week - stay tuned! 

If you have access to our content library, you will have full access to these courses. Reach out to your customer success manager for more information.

Please remember, if you are experiencing significant distress, you can reach out to Lifeline 131 114 or Beyond Blue 1300 224 636 for immediate support.

A recent article published in the Australian Financial Review reported that senior members of parliament are pushing for businesses to focus on workplace training. 

Federal Minister for Employment, Michaelia Cash, urged businesses to invest in workforce training in an effort to boost workplace productivity.  

"The reality is that business investment in workplace training has been going in the wrong direction for some time," Senator Cash said.

"Business needs to play its part. Workforce planning is not simply a problem for government, and the solution will lie with industry as well.”

Despite the proven benefits of investment in learning, work-related training has dropped from 26.9 per cent in 2013 to 21.5 per cent in 2016-17.

"That’s stark evidence and a call for employers to invest more in the skills development of their employees to make their businesses more sustainable.  A trained workforce brings greater productivity returns and better wages," Senator Cash said.

Each state, along with the Commonwealth Government, acknowledges that investment in training is essential to ensure the economic benefits are spread across the whole country.

Prime Minister backs skills training focus

Scott Morrison also encouraged businesses to improve skills training programs, and stressed that he is not prepared to continue investing in failing programs. 

"We know the current system is not working and a lot of people come to us saying you need to invest more in skills – well I would be happy to invest more in skills but I am not going to invest in dud projects that aren't working." he said.

"There are lots of trainers who are happy. There is lots of money moving around. But the point is you need to get someone trained with a skill that someone else needs. 

"I am not going to pour more money into a bottomless pit that is not taking anyone anywhere and I think industry would have the same view."

Recently, the Office of the Chief Economist published data making a link between the amount of investment in skills training and the overall performance of a business.

Senator Cash said employers need to predict which skills their workforce will need in the future and to invest in the appropriate pathways. 

Online learning is an efficient and cost-effective way to deliver workplace training, and there is a proven return on investment. 

42 percent of companies in America believe that by utilising eLearning initiatives, they’ve been able to increase their revenue.

Opportunities for ongoing learning and growth are also important for employees to feel invested in the organisation they work for.  

Senator Cash highlighted that replacing a team member costs employers an average of $28,000, and that one of the main reasons workers moved on was to seek more opportunities to develop skills. 

A one stop shop for all things training, Go1 makes it easy to compare the best training options available, and find the right resources for your professional development, compliance and business training needs. 

With Go1 Premium, you’ll have unlimited access to a growing library containing thousands of learning resources, from top training providers around the world - all in one easy subscription. 

Canberra pushes organisations to invest in workplace training 

Picture this situation.  You decide to enrol in a new course and feel excited to be learning about a topic you have been interested in for a while. 

You arrive at the first hour-long session, and the teacher begins by talking for thirty minutes.  The other half hour is divided into reading and answering questions independently. 

While the teacher is highly knowledgeable and experienced in her field, she isn’t well acquainted with pedagogy - the method and practice of teaching as an academic subject. 

The lesson she taught was perfectly acceptable as an introductory class to a new course, yet you would have left the room having very limited new knowledge or understanding.

With online learning, the structure, composition and delivery of sessions is equally important.  So, in what ways can online learning be structured to be both more effective and engaging? 

One methodology widely accepted as making a learning experience more worthwhile is Bloom's Taxonomy.

In this article, we are going to explore the thinking behind the methodology and look into how you can apply this in your role as a learning and development professional or participant in workplace learning. 

Bloom's Taxonomy is a concept that has been in favour in pedagogical research since the 1950s, and it is as relevant today as it was then.  The theory is used in classrooms and online learning courses across the world. 

Developed by educational psychologist Benjamin Bloom and his team, the taxonomy was a significant contribution to the classification of learning objectives and to the theory of mastery learning. 

Essentially, the taxonomy can be best described as a learning ladder.  In order for a learner to reach the higher-order thinking skills, they need to take the steps on the ladder in the correct order.  

A well-designed lesson will include tasks starting with lower-order thinking skills to build knowledge, and move gradually towards the higher-order thinking skills.

The following diagram shows the ranking of different thinking skills in the taxonomy, with remembering being a lower-order thinking skill and creating a higher-order thinking skill.  In order to create something new, you need to have completed some or all of the other learning steps first to get there:

How knowledge of Bloom's Taxonomy can help you

Whether you are a learning and development professional or employee engaging in online learning, knowing which course types or activities to focus on to make the most out of learning time is hugely important.

It is also helpful to remember that learning tasks in the upper sections of Bloom's Taxonomy will be far more engaging because participants will be required to use a broader range of thinking skills, meaning more brainpower and focus is required.

In a work context, employees will often have to use their knowledge to create, analyse or evaluate to add value.  If they are trained in how to develop these skills in workplace courses, the learning will be all the more applicable in the real world. 

The following tips will help you to navigate choosing an online course, or set of courses, that encourage learners to engage in deeper thinking:

Before selecting a course, review the activity types

When you explore the Go1 library, each course comes with a detailed description of the types of activity learners can expect to engage with when they begin. 

Whether a course includes reading, watching instructional videos or project-based activities, you will know before you enrol.  You can also enquire before you sign up to find out more from the helpful Go1 team.

Activities associated with higher-order thinking include: designing, building, constructing, producing, inventing, judging and critiquing.

Practical stories help to put learning in context, and are particularly important for workplace training.  One of the main goals of staff training is for participants to be able to apply their knowledge in a practical context.  Acknowledging this during the learning process makes the transition from online to real-life scenarios much easier.  

If you know that a course includes practical scenarios, the course content will be more likely to engage learners in higher-order thinking.  For example, learners might need to evaluate or analyse when considering how to respond or react in a given scenario.

Stories also give learners a familiar context to work with.  They form a great basis for gaining new knowledge and information, as learners can make connections between new information and situations they already understand. 

With Go1 Premium, you’ll have unlimited access to a growing library containing thousands of learning resources, from top training providers around the world - all in one easy subscription.  

Using Bloom's Taxonomy to choose engaging content

Introducing our newest feature (drumroll please): learning recommendations. 

With the new tailored content suggestions, Go1 is bringing personalisation to the forefront of the learning journey by taking steps to capture and understand individual learning interests. The updates have been in early access for a few months - thank you to those who have been early adopters of the feature!

Portals which enable the Suggested Courses for you option in Portal Settings will see a new block on their dashboard with five recommended learning items. Users can also personalise these recommendations by selecting topics they are interested in learning more about. There is a new block at the bottom of the dashboard, prompting users to select their topics.

If a user has previously added topics of interest on their portal, the topics will carry over with this update and appear in a list at the bottom of their dashboard.

Topics can be updated using the Update Settings button. 

All users will now see a new tab under their Account Settings called Recommendations. Here users can add/update their topics of interest.

If you’re interested in getting the most out of the personalised learning feature, read our guides to get started:

How to enable the content recommendations email on your portal (for Administrator)

How to choose your topics of interest (for Learners)


New learning recommendations to help keep your users engaged!

Shipping soon - updates to personalised learning recommendations!

Unfortunately, for many employees, workplace learning ends up being another task tagged on the end of an ever-growing to-do list. 

Yet, Deloitte’s 2017 ‘Global Human Capital Trends’ report found 42 per cent of millennials are likely to leave their organisations because they’re not learning fast enough. 

The data also reveals that among millennials, the “ability to learn and progress” is now a key element in their perception of a company’s brand.

While opportunities for workplace learning are highly valued, time is a significantly limiting factor.  

When the average employee has only 24 minutes per week to learn, it is crucial to understand how to maximise that time and ensure that learning is useful.

In this article, we will be exploring how participants can make the most of their online learning experience in the time available. 

The following five tips are our suggestions for maximising the time you allocate to online learning.  Whether you are a participant or learning and development professional, they may be useful to share with your colleagues and help to develop the learning culture in your organisation: 

1. Understand where your strengths and weaknesses lie

If you know exactly which aspects of your role you are good at and which need some work, you can use the limited time you have for learning in a targeted way.  

For example, if you know you need to develop your communication skills, but you are confident in the hard skills required for your role, communication should be the focus of your learning time.

Avoid completing tasks and lessons you already understand for the sake of it, and communicate this to those responsible for learning and development in your organisation.

Sometimes flexibility in workplace training is limited, and every staff member has to take the same course.  If this is the case, when you are given the opportunity to provide feedback, you can explain that it would be better if the learning was personalised.

2. Develop a growth mindset for learning 

The term “growth mindset” was coined by Professor of Psychology at Stanford University, Carol Dweck.

She argues that an individual’s views of their ability can be placed on a continuum, from those with a “fixed mindset” to those with a “growth mindset”.  

In an interview in 2012, she describes the difference between the two states of mind in the following way: 

“In a fixed mindset students believe their basic abilities, their intelligence, their talents, are just fixed traits. They have a certain amount and that's that, and then their goal becomes to look smart all the time and never look dumb. In a growth mindset students understand that their talents and abilities can be developed through effort, good teaching and persistence. They don't necessarily think everyone's the same or anyone can be Einstein, but they believe everyone can get smarter if they work at it.”

Being able to learn independently is a crucial skill for any employee (or adult!) to have, but it isn’t always easy.  Sometimes we expect those in positions of responsibility to have all the answers, when we could easily do a little extra research and find out for ourselves. This will save time emailing back and forth or waiting for answers to questions you could easily Google.

On the flipside of this, there will be situations when a new concept just isn’t clicking for you, and you need to ask somebody for help.  

A great prompt used in schools to encourage independent thought is ‘brain, book, buddy, boss’ when students are looking for answers to a question.

If you have exhausted all the other options available to you, asking a colleague, a facilitator or your boss is a perfectly viable next step.  More often than not, you will find the answer before needing to ask your boss and you can both happily continue getting on with the other tasks you have planned for the day. 

You can either work on learning goals by yourself, with a line manager or in collaboration with a colleague responsible for learning and development in your organisation.

When thinking about what your learning goals are, your most recent performance review is a good place to start.  Learning and development goals may already be included in your review, but, if not, think about which specific areas of your role you really need to pay more attention to. 

This information, as well as understanding your general strengths and weaknesses, will help you to form a clear picture of the direction your learning needs to take.

Five ways to make the most of an online learning course

When the average employee has only 24 minutes per week to learn, there is an increasing demand for courses to be delivered in manageable, easy to access formats.

As part of this, course assessment is being redefined with micro-credentials - the alternative to traditional qualifications such as degrees or diplomas. 

Deakin University defines micro-credentials as mini-qualifications that demonstrate skills, knowledge and/or experience in a given subject area or capability.  

They are already in use across the education sector, including online learning, universities, and vocational colleges, and are set to be the future of upskilling in the workplace. 

Micro-credentials tend to be less detailed than traditional degrees or diplomas, although they are flexible and can include a wider breadth of learning material. 

A key difference is that they are used to accredit learning for both hard and soft skills.  For example, you could have a micro-credential in a broad topic such as ‘data science’, or in a specific soft skill like ‘effective workplace communication’. 

Globally renowned industry analyser and research analyst, Josh Bersin, describes a new paradigm emerging in corporate training. He labels this, ‘learning in the flow of work’, which means presenting employees with opportunities to learn through platforms they are already using.

The advent of micro-credentials is paving the way for such advances, as they enable organisations to incentivise workplace learning.  People are often naturally motivated to learn, but the promise of recognition beyond their current role makes participating all the more worthwhile. 					      								

The benefits of micro-credentials for businesses and employees

With micro-credentials already being used across the education sector, there is no doubt that they will continue to shape the future of learning.

The following points explain why micro-credentials are making such an impact, and how they could help to upskill your workforce more effectively:

Personalising learning is the difference between content being engaging or boring.  Content needs to address an individual’s learning needs as accurately as possible, and advancing technology is helping to simplify this process.

As micro-credentials are often less detailed, it becomes easier to tailor learning to an individual employee’s needs.

Learning content that was once part of a longer course can be made available separately, meaning participants can engage with the material they need.

This avoids the issue of employees wasting time completing learning material which is either irrelevant to them or unnecessarily time consuming, while still gaining recognition for their efforts. 

As microcredentials are often more succinct than their traditional counterparts, there is greater flexibility in the content. 

Learners can develop hard skills specific to their roles and level of experience, and gain recognition for individual modules without having to complete a lengthy course. 

They can also be recognised for developing soft skills, which are not acknowledged separately in many traditional courses. 

Deloitte’s 2017 ‘Soft Skills for Business Success’ report predicted that two out of three jobs would be soft skill intensive by 2030.

The report goes on to explain that a workforce with a mix of skills is crucial for business success and prosperity.

With this in mind, a focus on soft skills is all the more important, and micro-credentials are a great way to upskill a workforce in this area.

Micro-credentials also create flexibility in the structure and delivery of workplace learning.

Course content can be designed from scratch and tailor-made for an organisation.  Learning can also be delivered incrementally for employees to engage with at their own pace. 

By offering micro-credentials, organisations are able to design and deliver bespoke learning experiences for their team members. 

Opportunities for ongoing learning and growth are important for employees to feel invested in the organisation they work for.  Ultimately, human beings function best in environments which allow them to grow. 

The simplified structure of micro-credentials makes workplace learning all the more accessible to employees, as they can complete a course in less time, while still gaining recognition for their efforts. 

With the rapid pace of change in the digital age, there is a widening gap between the skills required in the workplace and the readiness of employees to perform their desired roles. 

Micro-credentials are helping to address this as employees or job seekers can quickly learn the skills necessary for a current or prospective position, and gain long-term recognition for participating. 

At Go1, we offer workplace learning in partnership with a range of organisations, along with micro-credentials and recognition for completion of courses. 

Go1 portal administrators can also create awards, within which they can specify which courses, or sets of courses, can be completed to obtain certification in a particular area.  

Micro-credentials: the major disruptive force in workplace learning

Looking for an easier way to find the right training content for your team? Let us introduce you to Go1 Premium.

With Go1 Premium, you’ll have unlimited access to a growing library containing thousands of learning resources, from top training providers around the world. All in one easy subscription.

Introducing GO1 Premium: thousands of courses, one easy subscription (USA)

You might also like to watch Meet Go1: Making learning easy! video, to understand more about who we are and what we do.

Or head over to the Go1 YouTube channel - we regularly post webinars, case studies, and FAQ videos to the channel, so don’t forget to like and subscribe!  

Introducing Go1 Premium: thousands of courses, one easy subscription 

Go1 is excited to announce three new courses from the Blue Ocean AcademyTM, the official blue ocean learning provider under the Blue Ocean Global NetworkTM.

If your business is like most businesses, you’re competing for a greater share of shrinking demand. In the face of today’s global trends and technological developments, this cutthroat competition is becoming fiercer. It’s a red ocean and it’s getting bloodier all the time.

But it doesn’t need to be this way. Apple, Facebook, Amazon or any great company you can think of didn’t succeed by imitating what others in their industry were doing; why should you?

With the right strategy, you can shift to a blue ocean of uncontested market space.

Making a blue ocean shift is about creating new demand rather than competing for existing customers. You need to identify your noncustomers: buyers that don’t buy into your industry, product or service yet.

You also need to identify the pain points your industry imposes on buyers and get a clear picture of how they limit the appeal and size of your industry.

These three courses are your essential introduction to understanding and applying blue ocean concepts and methodologies, and setting you on route to a blue ocean of uncontested market space.

 Blue Ocean AcademyTM have partnered with Go1 and Premium content partner ViaUp, to deliver three short, engaging and interactive courses that will show you how to systematically create blue oceans of new market space.  

The Blue Ocean Global Network (BOGN) is a community of expert blue ocean practitioners founded by world-renowned Professors Chan Kim and Renée Mauborgne, the authors of Blue Ocean Strategy and Blue Ocean Shift. 

BOGN have played a very active role in the development of each new course, making sure that each module is full of high quality case studies and interactive elements that allow people to see real world applications of blue ocean strategy.

The new courses are in the form of micro-modules that take people through specific aspects of blue ocean in easy to understand, bite-sized chunks.

Navigating the Blue Ocean
In just ten minutes, you will understand what blue ocean strategy is, how it differs from a red ocean approach, and how to navigate both oceans to discover exciting new business opportunities.

Looking to the Horizon and Beyond Existing Demand
This course has been designed to help you understand how you can create new demand by looking at noncustomers of your current industry.

Mapping the Course to Exceptional Value
Perfect for those trying to reach new customers, this course helps you to understand how to uncover and create exceptional value for buyers by identifying and addressing pain points those customers have within the market.

Get started with blue ocean courses now and transform your business through the proven tools and methodology of new market creation.

These 3 courses will show you how to create new demand and stand apart from the competition

Helping you reach your training goals with the latest insights, trends, and advancements in L&D

Blog

petrol_green

Have you caught the latest episode of L&D in 20? Don't miss an episode. Subscribe now!