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12 Months of Learning – 2022 Strategic Learning and Development Guide

It’s a new year and what better way to get things started than making a plan to help employees learn something new, every month. We are excited to introduce the 12 Months of Learning. This guide has been created specifically for learning and development specialists to help engage employees in learning all year. 

Check out our recommendations for month themes and holidays to help you craft a learning calendar.

Go1 customers can check out the curated playlists on their Go1 portal by searching 12 Months of Learning or reaching out to their CSM for more information on how to easily launch content around these topics.

What content partners should you check out to help get you started?

The advent of a new year offers a natural opportunity to set new goals, update our systems to enhance productivity, and renew our commitment to personal health and fitness. This month we are spotlighting two providers with content offerings to help us excel and thrive in 2022.

If you wish you could read all the best business, leadership, and personal development books but just can’t find the time, then Blinkist is your dream come true!

This Germany-based provider distills the best from chart-topping tomes into 15-minute audio books, allowing you to catch up on research and get actionable insights while walking the dog, resting your eyes, or commuting to the office.

With over 200 “Blinks” available in our library, Blinkist can be both an integral part of a learning program as well as a valuable employee benefit.

Check out some of their most popular titles: 

iAm Learning specializes in engaging, entertaining courses developed by subject matter experts with a wry sense of humor. Many of this UK-based provider’s titles have been reviewed and certified by professional organizations. 

Courses are typically less than 30 minutes and cover topics from Safety and Cybersecurity to Diversity and Mental Health.

If you enjoy high-quality animation and want to up the fun-factor in your suite of learning opportunities, consider these popular courses from iAM Learning:

How to Have a Conversation about Mental Health

What new content partners have we added to the Content Hub?

This exciting new Singapore-based provider offers complex gamified simulations that immerse learners in experiences designed to bridge the gap between theory and practice.

Among the nine new courses from Knolskape are Influencing Skills for Leading without Authority, Building Business Acumen, Driving Innovation, and Agile Way of Working.

These are in-depth courses, ranging in duration from 120 to 150 minutes. 

What great new content have our current content partners added to the Content Hub?

AMC – 29 new sexual harassment prevention courses, including state-specific courses for both managers and supervisors, in addition to a suite of harassment prevention courses focused on healthcare and dental providers (US-based)

Global Ethics University – 24 new courses, including Code of Conduct, Bribery and Corruption, Non-Sexual Harassment and Bullying in the Workplace, and A Diverse Workplace with Respect and Fair Treatment (US-based)

Marcom – 58 new courses including Driving Defensively for CDL/Large Vehicle Drivers, Heat Stress in Construction Environments, Personal protective Equipment in Construction Environments, and Lead Exposure in Construction Environments (US-based)

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The Go1 Content Insider is your first stop for all things new in the Go1 Content Hub. In this January update, find out the latest and greatest in the world of content!

The Go1 Content Insider - January 2022 edition

Before COVID, 40% of people experienced feeling isolated at work. Now, according to recent Gallup research, “nearly 85% of employees worldwide are still not engaged or are actively disengaged at work”.  

More than ever, workplaces are struggling to not only attract staff, but consistently retain, empower and support them.

As part of our desire to provide education that fosters engaging and supportive workplaces, we sat down with Arthur Papagiannis, CEO of AP Psychology and Consulting Services. Through his leadership in delivering strategic workplace wellbeing solutions, Arthur’s expertise is invaluable. 

In this video series, he shares his insight into creating a psychologically safe workplace, the importance of education, leadership buy in and more. 

Starting the journey

How would you describe psychological safety at work? 

Attaining workplace psychological safety can be an overwhelming process for organizational leaders. Here Arthur summarizes key terms and strategies that his team use to break down the process and simplify the goals. 

How would you describe psychological safety at work?

Education is a powerful tool against stigma, bias and any barriers to support within the workplace. Arthur explains the importance of not only awareness education but developing proactive skillsets at all levels of an organization. 

The importance of education

Having leadership commitment and adequate training will always be critical when creating a psychologically safe workplace. As Arthur explains, staff can miss pathways to support and recovery if awareness programs are rolled out without leaders also receiving appropriate training on how to best guide their team.  

It starts at the top

Our global awareness of the importance of personal and workplace wellbeing has certainly risen over the past few years. We dive into how both the collective struggle during the pandemic and a mass refocus, or simplification, of priorities has compounded this. 

The pandemic and workplace culture

A psychologically safe workplace is an environment where employees feel capable to speak up authentically regarding struggles, concerns or challenges without fear of retribution or discrimination.  

Arthur explores some of the recognizable changes that can be seen when a culture begins to shift. 

What change can look like

Arthur and his team share our passion with creating simplified and accessible learning moments, that help employees and workplaces thrive. To further assist you in understanding the learning needs of your workplace, we have developed the Humans at Work guide. 

Psychological safety at work can feel overwhelming to approach, particularly if you're not sure where to begin. To help navigate these waters we have developed, in partnership with AP Psychology, the Humans at Work guide. 

This auditing and planning tool will guide you in finding the right learning for your team. 

If you are a current Go1 customer, you can complete the guide in partnership with your CSM and they will add a Humans at Work learning plan into your current learning structure. 

If you are not currently a customer and interested in elevating your workplace's mental health and wellbeing learning, we would love to help. 

Download the Humans at Work guide and let's move towards psychologically safer workplaces. 

In collaboration with AP Psychology we explore psychological safety in the workplace, how to get leadership buy in, and the importance of education.

Psychological safety in the workplace: where to begin

If you were to do a google search for the definition of habit right now, depending on where in the world you are, it might come up as “a settled or regular tendency or practice, especially one that is hard to give up.”

A bit simplistic for something that is actually pretty complex and makes up nearly 70% of our waking behaviours.

70% is a pretty large number, may seem like the odds are working against us. So then what can we do to create and sustain new habits and how can this help us to be better learners? Well, here’s the funny thing about that…

When you go away from the generic definition of a habit and explore it through the lens of science, neuroscience to be more exact, you can see what really underlies creating, breaking or sustaining a habit. Learning. 

Habits, from the perspective of neuroscience, are things that our nervous system has learned, and those can be both consciously and unconsciously.  

Your brain and spinal cord come together to form the central nervous system. This system relays and coordinates information and allows you to do things like think, feel, move, breath etc. 

Now that we know that it’s the nervous system is doing the learning to create the new habit, the next thing we probably want to question is, what is learning then?

Through the lens of neuroscience and the brain, learning is our ability to change, which occurs through neuroplasticity. Neuroplasticity is how the brain changes, reorganizes and grows in response to new experiences.  

In order to create a new habit, we need to form new neural circuits/a new pathway which will represent the habit. Like all learning and endeavours to create a new memory, time and practice are required to develop and strengthen the pathway. 

How much time? Well, that depends on the person. A 2010 study “How are habits formed: Modelling habit formation in the real world”  found that there was considerable variation depending on the person, anywhere from 18 to 254 days.  

Consider the lower number there though, 18 days. Now think about what that means in the context of learning and changing a brain. It’s not going to happen overnight and is going to require some effort. 

So how can we help the brain? What can we do that will support our abilities to learn and create those desirable habits? Three words: Sleep. Diet. Exercise.

By now it’s common knowledge that those three factors, sleep, exercise and diet are critical to supporting brain function and overall health. But why? 

There’s a plethora of research and knowledge that go into each of these factors, but for our sake, let’s keep it to the context of supporting learning. 

Gives the brain time to flush out neurotoxins that build up over the course of your day.  A brain free of waste is one that can operate more functionally and will support you in your abilities to attend to your focus. Important when it comes to sitting down to learn.

Part of the memory consolidation process takes place while we sleep, during which neural connections are strengthened. Another reason why spacing out learning is an effective method.  

Promotes blood flow to the brain and improves sleep, mood and reduces stress and anxiety, all critical factors to cognitive function while you learn. 

Releases chemicals in the brain that affect the health of the brain cells themselves, those things that will be creating the network and representation of a new behaviour. 

Your brain is like an expensive car and you want to put good fuel in it to keep it running well.  Foods that have lots of vitamins,      minerals and antioxidants not only nourishes the brain but protect it from excess waste which can damage the cells. 

Your brain also burns through an exceptional amount of calories in a day considering the size of real estate it takes up in comparison to the whole body. An estimated 20%. Having some snacks and some water around when you’re learning will definitely be to your benefit. 

So at the end of the day, how do we create great habits and be better learners? Support and take care of the thing doing the learning, those beautiful brains! 

I’ll leave you with a quote from James Clear, author of Atomic Habits and one that I referenced in the recent webinar we did with the LPI, Sebastian Tindall, Head of Learning and Development for Vitality, and David William Hastings of Go1.

“Intensity makes a good story. Consistency makes progress.”

Be strategic, be intentional, sleep well, and nourish both those brains and bodies and you’ll be well on your way to being a better learner and creating those new habits you want. 

Interested to know more? You may also like to read Lauren Waldman's article on how joining forces with our brains can help us to be more emotionally intelligent and empathetic in the workplace.

Be strategic, be intentional, sleep well, and nourish both those brains and bodies and you’ll be well on your way to being a better learner and creating those new habits you want.

Habits, learning and the brain, what science has to say about it all

Habits, learning and the brain - what science has to say about it all

The session kicks off a fresh series of engaging webinars for 2022 which will unpick the steps businesses can make in order to create more well-rounded and positive working environments for their teams.

The conversation opens with a series of questions, addressed to the audience and the panelists around new year resolutions and the progress on maintaining them thus far. The responses are mixed, with some proud of their progress, while others admit that they have not yet been able to stick to them. This leads the discussion onto the topic of habits and how long it takes to form or on the other hand, break them. Lauren Waldman quotes a scientific claim which states that 70% of our behaviour is habitual which would make it seem like the odds are against us when it comes to trying to create or forget a habit overnight. The panelists then debate on what the definition of a habit is to them - while Lauren sticks to a more scientific notion, unpicking habits from the perspective of neuroscience, each speaker is in agreement that habits need to be looked at from a learning context, be it conscious or unconscious. So what is learning? At this point in the seminar, both David William Hastings and Sebastian Tindall turn to Lauren who provides her scientific insights - she states that learning is our ability to change our brains, explaining that our brain and nervous system constantly evolves based on our experiences. Thanks to neuroplasticity, where no less than 86 billion cells are constantly growing and evolving as we create new pathways, we build new connections into our minds. Lauren reiterates that learning is not easy, it’s a timely process which cannot be rushed. Studies have shown that it can take anything from 18 to 254 days to form a habit.

The topic segways nicely into how this consideration should be taken into account in the workplace - the panelists discuss how it is unreasonable now for businesses to expect people to learn things in an hour and then move on, when it has been proven time and time again that in order to properly assimilate something, you need to revisit what you’ve learned, you have to entertain it. David William Hastings also points out the importance of passion in the process of learning - when you care about something, you’ll want to repeat it, apply and practice it but also share the experience and inspire others.

Habitual learning is the most impactful learning, but how can you support it and create the right environment to foster new ‘habits’? Here the speakers stress the importance of exercise, a healthy diet and, last but not least, sleep. Each will contribute to making for a healthier, and more fruitful, working, and learning environment. 

Sebastian Tindall poses a challenging question - How do we cater to frontline workers, or schedule based workers - what is the best time in the day to take them away from their role?  Both Lauren and David acquiesce, stating that, though there is no one optimal time, the importance is for leadership to be mindful and compromising, making, and finding time where they can in order to support and inspire. To Sebastian, workplace wellbeing is a necessity. He is also adamant that achieving this within the workplace puts businesses at a competitive advantage which in the long run will exponentially contribute to the success of the company on all accounts. David, talks of the working culture at Go1, where everyone is able to bring their true selves to work. 

Throughout the session, David condones the preconceived idea that training needs to be profit driven, geared towards KPIs and margins etc. To him, if the library of learning is not built to help everyone, then everyone will struggle with habitual learning - he states that there is a duty of care to provide for employees and give them a safe, relatable core; a pillar of human skills as well as professional.

After answering questions from the audience, the seminar wraps up with a punchy quote tweeted by James Clear, author of the book Atomic Habits: “intensity makes a good story, consistency makes progress” proving that slow and steady, really does win the race. 

Keen to hear more insights from the panellists? Watch the full Humanising the Workplace webinar.

Lauren Waldman chief learning Scientist and founder of Learning Pirate, David William Hastings Head of Content Partnerships at Go1 and Sebastian Tindall, Head of learning and development at Vitality join forces to discuss the importance of a culture of habitual learning.

Forming a culture of habitual learning for personal and business growth

Looking for a healthier, more fruitful, working and learning environment? Lauren Waldman, David William Hastings and Sebastian Tindall join forces to discuss the importance of creating a culture of habitual learning. 

L&D provides the guidance employees need, while still allowing them to steer in their own direction, by designing learning experiences that take advantage of how today’s employees want to learn. 

In this episode of the Learning with Go1 podcast, our host Nick Ramsay is joined by Toby Devine, Alliances and Business Development Manager for TalenTeam, to discuss the importance of providing good learning experiences and its role in increasing engagement and adoption during the learning process. 

When we talk about 'learning experience' what do we mean? Most of us instantly think of technology, in the way of 'learning experience platforms' - or 'LXPs'.

After all, much of what we experience in the workplace and in our lives outside of work revolves around technology. 

Capturing the learning experiences is massive, as Toby explains. The keyword here is experience because it's not just about what is offered to a learner, but it also includes how the learning looks, how it feels, how you can interact with it, or how it can be used by that learner. 

TalenTeam operates in quite a specific space and area, particularly related to learning experiences. Toby dives deeper into what this means for L&D below. 

What is a learning experience?

Many L&D professionals are interested in making learning more relevant, contextualised, and truly available to people at the point of need. 

This brings us back to the importance of 'learning in the flow', a term coined by Josh Bersin which drives productivity, increases engagement with formal learning, and improves knowledge retention. This is certainly the case for TalenTeam, as Toby describes below. 

Learning in the flow of work

What are the benefits of a great learning experience? 

To an organisation who might be considering their learning experience - their approach, platforms, and everything else attached to it - what are the value and benefits of a great learning experience? 

Toby breaks it down into three main points relating to time savings, attracting and retaining talent and the encouragement of self-directed learning.  

What are the benefits of a great learning experience?

How do you keep modern learners engaged? 

When it comes to keeping people engaged, there are many things an organisation can do. 

From having an inviting, innovative look and feel in the interface of the technology, to artificial intelligence, to personalisation, Toby discusses how using technology can enhance the learning process below. 

How do you keep modern learners engaged?

From a learning point of view, the combination of digital technology and L&D is crucial and should not be underestimated. A greater emphasis on technology-driven learning experiences will enable organisations to better serve their modern learners needs and boost skills in this constantly evolving work landscape. 

Here, Toby highlights the trends in the market that people should be aware of below. 

What are the current trends in the market?

If you haven’t already, listen to the full podcast here to learn more.  

We look forward to continuing the rest of the series with L&D professionals already scheduled to join us from Italy, Cyprus, Eqypt, Oman, Finland, The Netherlands, Australia, USA and many more. Stay tuned!   

Want to hear more? Browse the full Learning with Go1 podcast library on Apple Podcasts, Google Podcasts, or Spotify to help expand your knowledge of all things L&D. And hear how other organisations are navigating through this ever-evolving landscape. 

Episode 23 of the Learning with Go1 podcast is out now! Joining us is Toby Devine, Alliances and Business Development Manager for TalenTeam, to discuss the importance of having good learning experiences in the workplace.

The importance of creating a great learning experience

Episode 23 of the Learning with Go1 podcast is out now! Joining us is Toby Devine, Alliances and Business Development Manager for TalenTeam, to discuss the importance of having good learning experiences in the workplace. 

A new year often brings new learning opportunities. Given we’re all about lifelong learning at Go1, there is no more exciting time of year. Hopefully, you’re entering 2022 feeling refreshed, relaxed, and rejuvenated, meaning you’re in the perfect headspace to learn new skills and approach new challenges. 

We thought we’d lend a helping hand to your new year’s learning journey by examining the foundational skills you’ll need in 2022. Whether you’re learning as a New Year’s resolution, to upskill at work, or just for the sheer love of knowledge, there are a few essential skills that you’ll need to succeed this year. 

We’ll start by analysing an in-depth report by McKinsey, which outlines the skills we will all require in the future world of work, before honing in on the importance of digital literacy, understanding biases, and adaptability as key skills for the year ahead. 

In recent years, there has been plenty of discussion about how to develop ‘future-proof’ skills. That is, skills that will be in constant demand, surviving any technological or workplace evolutions. The thirst for future-proof skills is understandable, given some estimates show that 37% of workers are worried about losing their jobs due to automation.

For context, the World Economic Forum finds that 71% of total task-hours are currently completed by humans, compared to 29% of total task-hours completed by machines. However, if current trends continue, these numbers are expected to shift to just 58% of total task-hours completed by humans and 42% completed by machines within four years.

Perhaps most alarmingly, McKinsey believes that by 2030 “375 million workers — or roughly 14% of the global workforce — may need to switch occupational categories as digitisation, automation, and advances in artificial intelligence disrupt the world of work.” 

Accordingly, many employees have focused their upskilling efforts on developing foundational, future-proof skills. A recent report by McKinsey sought to define the skills citizens will need in the future world of work by identifying these foundational skills Following a survey of more than 18,000 people in 15 countries, they landed on 56 ‘distinct elements of talent’ (DELTAs) that will shape the future world of work. They then divided these DELTAs into four categories: Cognitive, Interpersonal, Self-leadership, and Digital. 

According to McKinsey’s report, these DELTAs are vital to the future of work because “these skills showed that higher proficiency in them is already associated with a higher likelihood of employment, higher incomes, and job satisfaction.” Examples of DELTAs include resolving conflicts, collaboration, digital learning, empathy, self-confidence, data literacy, active listening, and many more. 

You can read the full report, including all 56 DELTAs, here. However, we have identified the top three foundational skills from McKinsey’s DELTAs that stand above the rest in their importance to the future of work. 

According to McKinsey’s analysis, digital literacy is “the ability to handle digital data, use popular software, access digital services, and interact with AI…individuals regularly use the internet, access services digitally, use popular software, and understand that online activity creates data that others can use.” Notably, McKinsey also found that the digital literacy DELTA had the highest correlation to education.

We’ve discussed digital literacy extensively in the past, but it’s worth reemphasising how significant digital literacy will be as a foundational skill for many years to come. Given the sheer volume of new technologies we are now exposed to at work — from video conferencing and chat tools to word processors, AI, clouds, and everything in between — a foundational level of digital literacy is imperative to thrive in the future world of work. Without a working understanding of digital literacy, many employees are likely to be left behind as new technological trends continue to arrive at breakneck speeds and the demand for digital skills grows exponentially. 

Despite this, many teams have not yet taken action to improve their digital literacy. For instance, 39% of L&D teams say they are overwhelmed and under-equipped due to the pace of technological change. More alarmingly, ​​digital literacy expert Elizabeth Marsh recently found that 88% of organisations have not taken any action to address their employees’ lack of digital skills. Given this, while digital literacy is clearly in demand, many people still lack this skill, making it a key area of focus in 2022.  

For more insights on the importance of digital literacy, be sure to read our blog on ​​Steps to improve your team's digital literacy. 

Understanding implicit and explicit bias is fundamental to creating a healthy and productive workplace culture. According to McKinsey’s research, people who understand biases are 10% more likely to have higher job satisfaction. They define the ‘understanding biases’ DELTA as “individuals are aware of biases in their thinking and can usually ensure they do not impair their thought processes and decisions.”

Examples of unconscious workplace biases are pervasive. For example, research shows that candidates with stereotypically ‘foreign-sounding’ names receive 50% fewer interview callbacks. Similarly, in America, 15% of the male population are taller than 6 foot. Yet, 60% of corporate CEOs are 6 feet or taller. Finally, a study by Yale University found that a group of male and female scientists, who were all trained to be objective, were more likely to hire men, consider men more competent than women, and pay men $4,000 more per year than women. 

As such, biases influence almost every aspect of workplace culture — whether we realise it or not. Often, these biases cause us to make unconscious judgments. While overcoming bias is not a straightforward process, it is necessary to foster more diverse and inclusive workplaces.  

Behavioural scientist Dr Pragya Agarwal offers insightful advice on acknowledging and overcoming biases. She explains, “the more we talk openly about our biases — individual, interpersonal, and systemic — the more it helps...as does having more conversations involving different communities.”

For more insights on understanding biases, be sure to read our article on Unlearning unconscious biases in L&D. 

Adaptability and coping with uncertainty 

It should be no surprise that these two skills are in particularly high demand in 2022. Given the challenges of the pandemic, adaptability and coping with uncertainty are now non-negotiable skills. This trend shows no signs of slowing down in 2022, meaning adaptability and coping with uncertainty will continue to be essential foundational skills in the future world of work.

In fact, according to McKinsey’s research, adaptability and coping with uncertainty are the two highest indicators of employability. Respondents with a high level of adaptability were 24% more likely to be employed, while respondents who scored highly in the 'coping with uncertainty' DELTA were 18% more likely to be employed. Notably, ‘self-motivation and wellness’ was the DELTA with the highest indicator of job satisfaction. Respondents who scored highly in this category were 23% more likely to be satisfied with their jobs.

Further research demonstrates how important adaptability is in the modern workplace. According to PWC, 63% of CEOs are unable to find talent that can adapt to the requirements of the business. Likewise, Barclays Lifeskills finds that 60% of employers believe adaptability has become more important this decade than ever before. Despite this, only 8% of employers actively offer adaptability training. What's more, just 15% of people list adaptability as a skill on their CV.

As such, there is a significant disconnect between the skills employers crave and the skills that many employees are currently developing. If COVID has taught us anything, it’s that adaptability is now one of the few constants in life. Therefore, adaptability and coping with uncertainty are vital foundational skills to hone in 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.

We're lending a helping hand to your new year’s learning journey by examining the foundational skills you’ll need in 2022. We’ll start by analysing an in-depth report by McKinsey, before honing in on digital literacy, understanding biases, and adaptability.