Legacy systems in learning and employee training (or outdated systems with high-maintenance systems that a company may use) are pretty common. In fact, on average, 31% of an organization’s technology is made up of legacy systems.

While these legacy systems can often seem to offer safer, more comfortable ways of operating — given their familiarity — they can be pretty damaging to organizations and the employees that use them.

In this article, we'll discuss some of the challenges of outdated L&D legacy systems. Plus, we’ll explain why modern tools are a better solution for your business and employee training programs.

Five challenges of legacy learning systems

Legacy systems often rely on traditional classroom-based training or outdated learning platforms. These systems struggle to provide the flexibility and accessibility that modern workforces demand, like:

Mobile learning, microlearning, or in the flow of work content delivery

Access to learning materials outside of scheduled training sessions

Personalized learning paths based on individual needs and preferences

Multimedia content or interactive learning experiences

Older learning systems typically lack sophisticated analytics capabilities, which are crucial for measuring the effectiveness of learning programs and driving continuous improvement.

The ability to track detailed progress and engagement metrics

Tools for measuring the impact of training on job performance or business outcomes

Tools for identifying skill gaps across the organization

The ability to generate comprehensive reports for stakeholders

Legacy systems often struggle to keep pace as organizations grow and evolve. These systems can be rigid and difficult to adapt to, which hinders an organization's ability to respond to ever-changing needs:

Storage limitations that restrict the amount of content or user data that can be managed

Difficulty supporting multiple languages or regionalized content for global workforces

Struggle to manage complex organizational structures or multiple business operations

An inability to connect seamlessly with your critical business systems

Legacy systems often have outdated, unintuitive interfaces that can frustrate employees and administrators alike. In fact, 67% of employees are so frustrated with legacy systems, they said they’d be willing to take a pay cut if it meant having access to software and technology that'd be twice as good as it is now.

That’s because legacy systems usually have:

Clunky navigation that makes it difficult to find relevant content

Poor accessibility features for users with disabilities

Inconsistent experiences across different devices (desktop, tablet, mobile)

Limited or non-existent social features for peer-to-peer interaction

Absence of gamification elements to increase engagement

Slow loading times and frequent technical glitches

Keeping legacy systems operational can be expensive and resource-intensive. In fact, updating legacy systems has dramatically increased over the last five years, with almost two-thirds (65%) of businesses now investing more than $2 million in maintaining or upgrading their legacy systems, twice as much as five years prior. This is due to:

High costs for specialized IT staff to maintain outdated technologies

Difficulty finding replacement parts or compatible hardware

Frequent downtime for patches and updates, disrupting learning activities

Why do modern tools and methodologies matter?

With the right modern tools and the discarding of legacy systems, organizations can:

Rapidly pivot when needed: Businesses are constantly changing — from technological advancements to market pressures. Modern tools, unlike legacy ones, allow organizations to quickly adapt when needed.

Increase engagement and productivity: Modern tools often offer a better user experience with personalized, relevant, and accessible content delivery — all of which can increase engagement among employees. In fact, the majority (77%) of US employees report feeling frustrated with the legacy technology systems they’re using at work and even agree that up-to-date technology could boost their productivity.

Continuously improve the learning experience: One of the biggest advantages of modern training tools is the ability to track learning progress and outcomes, instead of only relying on feedback surveys. In assessing these insights, organizations can regularly update and refine their training approaches for a better, more effective experience.

Leverage curated content: Modern tools use algorithms to recommend tailored content and create personalized learning paths. Legacy systems, on the other hand, often offer a one-size-fits-all approach, which is less engaging and effective.

Include interactivity: Modern tools incorporate engaging elements like gamification, simulations, and microlearning. These features make learning more dynamic and hands-on compared to the often static content of legacy systems, improving knowledge retention and application.

Going beyond legacy learning systems with Go1

While legacy systems can often feel familiar and comfortable, they can cause serious damage to organizations and employee experiences — from poor scalability and flexibility issues to user frustration and decreased productivity and engagement.

With the right modern tech stack, organizations can seamlessly transition from legacy systems to highly relevant, flexible, and user-friendly tools that offer a variety of learning formats, feedback mechanisms, and more.

Go1’s extensive offering of upskilling and compliance courses cover thousands of topics using a variety of formats like microlearning, interactive courses, podcasts, practice labs, and more. Plus, our software partners with over 70 LMS and HRIS systems to deliver courses directly through existing tools. Go1 can help any organization transition from a legacy system to a modern, scalable, and user-friendly one in no time.

Ready to see Go1 in action? Book a personalized demo to discover how our software can transform your L&D strategy.

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What are the challenges of outdated learning systems and how can modern tools improve employee engagement, productivity, and the overall learning experience?

Identify and overcome legacy systems in employee training

More and more organizations are realizing that the best resources for learning and development (L&D) are the people who are already in the company. By identifying, empowering, and integrating subject matter experts (SMEs) into the L&D process, companies can create a more robust and cost-effective approach to professional growth.

In this article, inspired by our guest, Mindscaling’s President and Founder, Shawn Hunter on Episode 1 of our podcast, L&D in 20, we’ll explore the importance of utilizing internal expertise, discuss methods for identifying and empowering your SMEs, and look at the benefits and cost-effectiveness of this approach. We’ll also cover how to measure the impact of internal expertise versus external training, because no L&D program is complete without an analysis.

When your team members see their knowledge and skills being valued and utilized, they feel a sense of worth and belonging. This recognition not only lifts their spirits, but deepens their commitment to the organization as well. And we all know that happy employees that feel involved are better for the company. This involvement sends a powerful message that their contributions are truly valued.

And let's not forget, colleagues are more likely to listen to someone they know and share experiences with. They can bring a unique perspective that external trainers often can't match, with insights grounded in company culture, processes, and challenges, making the learning experiences more relevant and practical. Plus, familiarity builds trust and credibility, ensuring that knowledge transfer is more effective and impactful.

Cost savings of training lead by internal expertise

For many organizations, especially smaller and midsized businesses, budgets are tight, and every penny counts. By harnessing the expertise that already exists within your company, you can implement L&D initiatives without breaking the bank. This means more frequent and tailored training sessions, keeping your workforce up to date with the latest skills and trends. And you'll be able to respond more quickly to changing business needs, giving your company a competitive edge.

Shawn Hunter, President and Founder of Mindscaling and our guest on Episode 1 of L&D in 20, underscores the worth of internal expertise in establishing a self-sustaining L&D ecosystem. He shares, "So, all of a sudden you've now populated your learning and development curriculum with the experts inside your own organization, who will then go out and be ambassadors for what you've created. And bonus points: It doesn't cost very much." This is really a win-win for most organizations.

By empowering internal experts, organizations can cultivate a culture of continuous learning and development where contributions are encouraged and knowledge is freely and eagerly shared.

Identifying subject matter experts in your organization

To get started on finding the right employees to contribute to L&D programs, it’s important to understand what makes someone a great subject matter expert (SME).

They have a deep understanding of their area of expertise, and continue to seek out new information to learn and hone their skillset.

They have strong, often-celebrated leadership skills people admire. If they're a people manager, you'll notice their team is happy and productive as a result.

They have a passion for sharing what they know with others. They’re not just knowledgeable — they’re excited to help others learn and grow.

One way to spot these valuable team members is by asking their peers who they look up to, think of first when asked about influence, and who is a remarkable public speaker. Who better to identify a subject matter expert than colleagues who seek them out for advice? Performance reviews can also help identify SMEs. Managers and supervisors can provide recommendations based on their observations of an employee’s competencies and contributions.

Let's not forget the power of the pen — or keyboard. Writing skills are a must for SMEs, who often craft training materials, manuals, and other documents. The ability to write clearly, concisely, and accurately is essential because while the L&D team will help guide these internal experts, you want them to own their storytelling. SMEs should be able to organize and present information in a way that's easy to understand and navigate.

When you create an environment where employees are encouraged to share their knowledge, you're not just boosting the company's bottom line. You're also nurturing higher levels of engagement and morale. By recognizing and rewarding these individuals for their contributions, you're inspiring others to follow suit, creating a culture of active participation in learning and development.

"So then when they go back to their colleagues and they rave about, the workshops they went to and the asynchronous learning and mentoring they had. The job rotation and all of these different practices that you implemented into your curriculum. All of a sudden, they also become ambassadors," Shawn Hunter shared on the podcast.

Once you've identified 'who,' you'll move onto the 'how.' Transforming our subject matter experts (SMEs) into effective learning facilitators is a crucial step in leveraging internal expertise in L&D initiatives. To get there, we need to provide a structured framework that offers autonomy while ensuring alignment with our broader goals. The key is to give our SMEs the responsibility and authority over their areas of expertise, allowing them to share their knowledge in a way that's both engaging and effective.

While SMEs contribute their deep domain knowledge, L&D professionals can provide specialized support in areas such as instructional design and learner engagement. This collaboration ensures that training programs aren't only informative but engaging and aligned with best practices in employee development we well. By offering guidance, L&D can help SMEs develop the skills needed to become effective facilitators, ensuring a seamless knowledge transfer and a blooming partnership.

Don't forget to make sure your new internal experts have access to technology, learning platforms, and a system of ongoing feedback just as any faciliator would. By investing in these resources, organizations can ensure that SMEs feel supported and valued. Regular check-ins and content reviews can help identify areas where SMEs may need extra support, keeping learning initiatives on the right track.

It's a delicate dance to let SMEs spread their wings while keeping everyone moving in the same direction. We've found that maintaining a strong, clear link between their work and the company's big picture is key. When you set the stage with clear expectations and keep internal SMEs in the loop on how their contributions are making a difference, we're not just upskilling our workforce — we're building a team that's truly invested and motivated.

Three ways to integrate internal expertise with existing L&D programs

There are many ways you can integrate your SMEs into your employee training programs, but incase you're feeling stuck, we'll share some of our ideas to get you started. You could start by organizing structured sessions led by subject-matter experts. This is the most straightforward way of adding in content and can take various forms, such as workshops, webinars, or interactive presentations, allowing SMEs to share their specialized knowledge directly with their colleagues.

If you have multiple employees who have stepped up and said 'yes' to participating in learning programs, try introducing personalized mentorship programs. Pairing eager employees or those with skills gaps with experienced mentors can provide tailored guidance and support for employee development. Mentorship programs facilitate knowledge transfer and help mentees gain insights that are specific to the company's goals and culture through internal leaders. This can significantly enhance retention of learned skills and lead to career growth.

A third option for integrating your stand-out SMEs into L&D initiative is through knowledge hubs. In a knowledge hub, SMEs contribute to the creation of training materials, digital resources, and knowledge bases directly, acting like a member of the L&D team. This can really beef up training programs and add a perspective that feels relatable to other employees if done right. This could look like articles, videos, podcasts, or interactive modules. By weaving in those SME insights, your content can have a fresh take and be in sync with what your employees need.

The impact of internal vs. external expertise on employee learning programs

Measuring the impact of internal SMEs versus external expertise will involve assessing metrics like information retained, employee engagement levels, motivation to act, and satisfaction with training. There are a few outcomes you can expect to see rise if you include internal experts in your training:

Internal experts often bring a deeper understanding of the company's unique challenges and culture, making the learning experience more relevant and practical. This relevance can lead to higher knowledge retention and more immediate application of skills.

By tapping into in-house talent, you save time and money. You'll have a more tailored approach to training that's relatable to employees, a time-saver for the L&D team who normally has to be or find the expert, and no one has to upskill the expert on the organizational values — they should already know it!

When our own people step up to lead the charge in training, they get to share their expertise, but their colleagues get to learn from someone who truly understands the company's culture and needs. An external expert can't fabricate this connection.

If you choose to introduce internal team members to your L&D trainings, it's important to be mindful of potential pitfalls as well, like bias or gaps in knowledge. Employees may lack an objective approach to training, especially if they've never been this involved in it before.

The perfect blend for employee learning and development is meeting in the middle. We recommend sticking to objective, third-party-regulated experts for content that can pose a serious risk to the business or employees if not taught in a specific way. In moments like these, leave it to the external experts. Our team here at Go1 can help you deliver learning and compliance training from well-known and highly sought-after content providers. But for those moments when some storytelling built into the employee training can engage your team best, or you know employees need a surprise guest to reenergize them on a specific topic, add your internal SMEs to the mix.

For more on the topic of incorporating internal experts in your learning programs, be sure to check out L&D in 20 Episode 1: Building empathy and trust on teams with Mindscaling’s President and Founder Shawn Hunter

Episode 1 - Building empathy and trust on teams

Find out how introducing internal expertise into your training programs can empower employees, save costs, and boost engagement.

Leveraging internal expertise for enhanced learning and development

By identifying, empowering, and integrating internal experts into the L&D process, companies can create a more engaging and cost-effective employee training program.

Leveraging internal expertise for better L&D programs

While it’s true that workplace learning leads to greater employee productivity — and is even one of the top factors that job seekers look for in companies — not everyone is interested in learning and developing new skills.  

When employees are resistant to learning, it not only hurts their chances of personal and professional progression, but it can also hurt an organization’s ability to retain talent. So, how do you engage and motivate employees to learn when they’re disinterested, burnt out, or generally unmotivated?

In this article, we’ll tackle some of the most common objections to workplace learning and how organizations can navigate them.

The eight most common objections to workplace learning

Burnout is real. Employees everywhere have a lot of work on their plates, in addition to personal responsibilities, and are often overwhelmed by the prospect of taking something else on, even if that additional task is beneficial to them in the long run. 

That’s why, when encouraging employee learning, try to integrate training into daily work routines (i.e. learning in the flow of work) rather than treating it as a separate activity. Self-directed learning, mobile-friendly programs, or platforms that offer microlearning tools — like Blinkist, which is available through Go1 Premium Pro — can allow employees to learn on the go, and in short bursts that could take just 1-5 minutes at a time.


Unfortunately, many learning programs are one-size-fits-all, giving all employees — regardless of their roles — the same learning materials and objectives. When that happens, employees can become disengaged. 

Conversely, when presented with personalized courses instead of standardized training, employees are up to 60% more engaged. 

To overcome this, use an LMS that offers curated, personalized training paths that are tailor-made to specific employees in different functions don’t have to experience the same courses. The content should involve real-world examples and case studies relevant to specific jobs, so employees can see exactly how learning materials can be applied to their everyday roles.

Pro tip: When creating these personalized learning paths, be intentional about listening to your employees. Asking for their input on their learning objectives, skill gaps, and their preferred ways to learn will encourage them to engage and make them feel like they were a part of the process.


There's a growing gap in how different generations take an interest in learning. They also have very different preferences in learning formats.

To address these disparities, deploy several learning strategies for your multi-generational workforce:

Baby Boomers: To support Baby Boomers in their learning journey, use structured, well-organized training programs led by a real person. This might include in-person workshops, webinars led by employees from your organization, or expert guest speakers from outside your business. 

Gen X: A learning program that works for Gen X will include mentorship and feedback, hands-on learning, and flexible, self-directed courses. Be sure to recognize milestones and track progress, too.

Millennials: A somewhat digital-native generation, Millennials were born during a period of high technological change (VCRs, smartphones, etc.). To engage them, be sure to offer self-directed video courses and microlearning options that align with their comfort with technology. 

Gen-Z: To engage a true digital native generation, use a training program that offers both bite-sized learning content and opportunities to learn in groups. This might include mentor training and peer-learning cohorts. 

4. "I already know everything I need to know."

Lots of experienced employees become comfortable in their roles and often don’t recognize the rapidly changing nature of their industries or the need for continuous upskilling.

Partner with the right providers: Use software that offers automatically updated content. Employees will quickly see how much new information is coming in and how important it is to learn and understand.

Create opportunities for leadership: For very knowledgeable employees, you might invite them to share their knowledge through a course to help their peers learn and grow.

5. "The training is boring or ineffective."

When training isn’t engaging, it’s boring. Employees aren’t going to be excited about learning when the material and format are dull and uncreative.

To address this, be sure to invest in high-quality, interactive training materials, utilize diverse learning methods (e.g., gamification, simulations, peer learning), and regularly gather and act on feedback. You might also consider bringing in respected industry professionals or internal experts to add credibility and real-world insights to the training, too.

Many employees who are accustomed to lecturing as a method for learning and development often think hands-on learning is superior. But, the truth is, both are important.  

To overcome this objection, use a blended learning approach that combines formal training with practical application. You might even implement mentoring or shadowing programs where employees can learn skills in real time on the job.

Employees may resist learning if they don't see a clear connection to career advancement, increased compensation, or other concrete benefits.

To address this, clearly communicate how learning ties into career progression using training engagement — or even how soft skill development can lead to long-standing employability.  

Pro tip: Try linking the completion of learning programs to performance reviews or promotion criteria to motivate employees even further.

Sometimes, employees have had past negative experiences with education or training. So, becoming interested in new training and development programs can feel challenging from the outset.

However, organizations can overcome this by providing multiple learning formats, like microlearning, interactive courses, podcasts, practice labs, and more on subjects like emotional intelligence and communication. With Go1, employees can engage with the topics, languages, and formats that help them learn best. ​ 

Not everyone is going to be excited to learn. But with the right strategies, you can convince any employee to take their professional growth seriously. 

With tools like Go1, which offers a variety of upskilling and compliance courses, personalized learning paths, and learning formats, employees can get engaged and excited about upskilling.

Ready to see Go1 in action? Book a personalized demo to discover how our platform can transform your L&D strategy.

Is your team resistant to workplace learning? Learn about the eight most common objections and how to overcome them to create a more engaged and skilled workforce.

Eight common objections to workplace learning

In the realm of organizational development, the art of storytelling isn't merely a tool for engagement but a strategic asset that enhances communication, fosters understanding, and strengthens connections among team members. Mindscaling’s President and Founder, Shawn Hunter was recently on our podcast for learning and development professionals, L&D in 20, to share his insights on workplace soft skills, highlighting the profound impact of storytelling on effective communication.

Storytelling transcends the traditional boundaries of communication and adds a layer of relatability and emotion. It transforms abstract concepts into tangible experiences that listeners can connect with, thereby facilitating deeper understanding and retention. In the context of an organization, Shawn explained, storytelling can be a powerful method to disseminate core values, share knowledge, and unify diverse teams, especially in hybrid and multicultural work environments.

In a corporate setting, storytelling can also be used in employee training to convey complex information in a more engaging and memorable way. It can serve as a tool for leaders to inspire and motivate their teams by sharing personal anecdotes and lessons learned. Overall, storytelling plays a crucial role in fostering effective communication, building relationships, and driving meaningful change within organizations.

During the L&D in 20 episode, Shawn pointed out that "creating that safe space, allowing people to grow and be innovative through narrative, is key." This approach to leadership and communications not only enhances how challenges and solutions are presented but how they're perceived and acted upon by teams as well. By creating this safe space, leaders can encourage team members to open up and share their thoughts and ideas without fear of judgment or criticism, allowing for more perspectives and experiences to exist, leading to more innovative and effective solutions.

Storytelling can also create a sense of belonging and trust within a team, as individuals feel heard and valued when their stories are shared and acknowledged. This trust and sense of community can then foster a collaborative and supportive environment, further enhancing the team's ability to tackle challenges and drive success.

Ultimately, Shawn's emphasis on creating a safe space through storytelling highlights the importance of a positive and inclusive work culture that allows individuals to thrive and contribute to the team's overall success.

Three techniques for incorporating storytelling

Let's go over some ways to bring storytelling into your business strategies and training programs to make a real difference in communication and relaying empathy:

Narrative workshops: Implement workshops that teach the structure of effective storytelling in a professional or corporate environment. An external professional or someone within the organization who really understands how to engage an audience could lead the workshop. Include exercises, role-play scenarios, and small-group feedback.

Story banks: Create a repository of stories that encapsulate company successes, challenges, and lessons learned. This can serve as a resource for training and onboarding new employees, as well as inspiration for those moments of doubt that are natural on a team.

Digital storytelling platforms: Leverage technology to share stories more broadly. Turn to technology and use digital platforms that can host video testimonials, animated simulations, and interactive scenarios that engage employees across different geographical locations.

Integrating storytelling into L&D initiatives and business strategies not only enhances communication skills, it builds empathy and leadership capabilities as well. Storytelling creates transparency as leaders share their real stories, which builds loyalty and trust on teams. Professionals who are adept at storytelling are often better leaders, as they can articulate visions and motivate teams more effectively than their counterparts not using this technique.

When it comes to employee training, digital storytelling platforms allow for a wider reach and more impactful delivery, leading to better retention and recall. In a world of remote work and global teams, these methods can provide a way to connect employees and bring them closer, regardless of their location. Incorporating digital storytelling into business strategies and trainings can enhance leadership skills and foster a stronger and more collaborative work environment.

For more on the topic of incorporating storytelling into business strategies and employee training, be sure to check out L&D in 20 Episode 1: Building empathy and trust on teams with Mindscaling’s President and Founder, Shawn Hunter

Dive into the power of storytelling in the workplace, exploring how it can enhance communication, build empathy, and drive innovation within organizations.

Harnessing the power of storytelling in workplace communication

Welcome to this month’s edition of “What’s Trending in Learning?” We took a bit of a hiatus last month, but we're back! Coming out of Cybersecurity Awareness Month in the US, and with cyber breaches and phishing at an all-time high, there's no better time to talk about cybersecurity. And as the digital landscape continues to evolve, so do these threats that organizations face. Ensuring your team is well-versed in cybersecurity best practices is more important than ever, so join us as we explore the importance of awareness and action. We'll highlight relevant courses, introduce new content providers and the best of the best for cybersecurity awareness, then share additional insights to keep your organization secure.

Here are five expert-recommended courses available on Go1 to help you train your teams on cybersecurity protections and awareness efforts:

1. What is Cybersecurity and Generative AI? by Simon Sez IT (Video, 10 mins)

This video forms part of the course Generative AI and Cybersecurity and is perfect for those with a basic foundation in cybersecurity. With an expert instructor who gives you a solid grounding in generative AI and cybersecurity, they'll guide you toward becoming more confident integrating AI with cybersecurity. Tailored for employees worldwide, suitable for intermediate employees, and optimized for a mobile experience.

2. Cyber Security Incident Reporting by mybreeve (Ineractive, 6 mins) 

Discover our comprehensive online training for detecting and reporting cyber security incidents. Learn to quickly identify potential threats, develop effective reporting strategies, and enhance your cyber resilience. Get prepared to protect your business from digital risks. Tailored for employees worldwide, suitable for all levels, and optimized for a mobile experience.

3. Information and Cybersecurity Awareness by Bob's Business (Interactive modules, 60 mins) 

What's phishing? What's malware? How can these things impact the security of personal data held by my organization, or lead to me becoming the victim of identity theft? In 60 minutes, this interactive course will teach you everything you need to know about how to keep you and your organization's private information protected.

Employees will learn about some of the biggest risks highlighted by the National Cyber Security Centre. Includes content from the following Bob's Business modules: Perfect Passwords, Mobile Working, Phishing Fears, Social Media, Web Woes, Mastering Malware, Identity Theft, and Keeping it Clear.

4. Cybersecurity: Remote Working Module - "Any day but a Saturday" by Cyber Eclipse (Video with quiz, 5 mins) 

Cyber Eclipse's video training modules are designed to be short and sweet. This short microlearning module teaches employees skills to help them work safely when working remotely.

In this module, Jim and Naz hijack a meeting while Samantha shares her top tips on how to work from home safely and securely. All employees need to do is watch the video and complete the short quiz at the end. Each module should be done in less than 5 minutes.

5. Your essential guide to cyber-risks and what to do by The Security Company (Interactive, 15 mins) 

Essential information about cyber-risks and what to do. The learning is interactive throughout, with real examples, scenarios, engaging visuals, and feedback at key learning points. Each module concludes with a short quiz. This course contains seven modules that are suitable for all employees within any sector or industry.

Have an effective training module to support your wider security culture program

Have a module that brings security to life

Increase your employees awareness of the risks

Increase its ability to identify and mitigate risks

At Go1, we’re constantly growing our content offering. From new content providers to returning favorites updating their offerings, here’s what’s new to Go1 in November.

Cypherworx is a new Content Partner and has introduced 383 courses to Go1 customers! Cypherworx is a US-based CP offering content for teachers and education professionals, including K-12. Their team of instructional designers follows best practices as outlined by IACET, ensuring that our high-quality courses are assessable and meet rigorous educational standards.

Courses feature interactive elements that keep employees engaged and actively participating; they can't simply play a video and passively watch it — they must interact with the content to progress. Each course includes assessments designed to evaluate competencies, ensuring employees are meeting their goals.

Topic coverage: Professional development, compliance, and industry-specific training, with a strong focus on corporate businesses, payroll providers, child care, school districts, and nonprofits

383 courses available, ranging from 30 - 120 minutes in duration

Top courses: Incident Command System (ICS) Overview for Executives and Senior Officials, Scaffolding Safety, Supporting Growth Mindset and Self-Efficacy, Supporting Self-Awareness and Self-Management, Ergonomics

Academy for Health and Fitness provides a wide range of online courses aimed at improving skills and knowledge across the health, fitness, and professional development sectors. They're new to Go1, and have introduced 43 courses to our customers! Their courses are perfect for both beginners and advanced learners, offering flexible, self-paced learning that fits into any schedule. More details here.

Topic coverage: Injury Management & Nutrition, Transport, Postal & Warehousing, Construction & Real Estate, First Aid & Financial Compliance, Manufacturing

43 courses in Premium, ranging from 60 - 240 minutes in duration

Top courses: Nursing Assistant Diploma, Business Ethics In The Workplace, Back Injury Prevention, Key Account Management, Introduction to Project Management 

PaleBlue is a new Go1 Content Partner joining the crew! With 39 courses available, PaleBlue is dedicated to enhancing company efficiency and performance through top-tier courses. PaleBlue is all about helping employees experience safer, more productive work environments. Their gamified content transforms traditional learning into engaging experiences that drive real results.

Topic coverage: Health and safety, fire safety, fall prevention

57 courses in Premium, ranging from 15 - 30 mins in duration

Top courses: Working at Height, Confined Spaces, Hot Work, Work Permit

Three content providers that we’re loving this month

Bob’s Business is a leading provider of cybersecurity awareness and compliance training courses. Based in the UK and established since 2007, they make courses that people actually want to take.

Designed for organizations of any size and across every sector, the secret behind their engaging courses is their use of compelling, relatable narratives and light-hearted animations. Combined with simple, actionable advice across a diverse range of cybersecurity and compliance topics, their courses are truly effective.

Topic coverage: Technology, Programming & Coding, Cloud Computing, Data Analytics, Cybersecurity

5,000+ courses in Premium, some shorter videos to comprehensive courses. The catalog includes eBooks

Top Courses: Introduction to Internet of Things; Data Visualization with Python: The Complete Guide; What is IoT?

Cyber Eclipse specializes in cyber security awareness training to address the "human error" element of cyber risk. This is training - but done differently. Cyber Eclipse uses short, engaging and, some would say funny, micro-learning modules to effect real behavior change. The courses are all cinema quality with real actors. Deploy Cyber Eclipse's micro-learning modules regularly to turn all your employees into your strongest line of cyber defense.

Topic coverage: Business Skills, Communication, Leadership, People and Communication Skills, Time Management

21 courses in Premium in 7 languages (147 LOs total) ranging from 15 to 30 minutes in duration

Top courses: Choose to Simplify; Boost Daily Simplicity, Identify New Business Opportunities; Ignite Disruptive Thinking; Turn Threats into Opportunities

mybreev is an internationally operating eLearning studio and specialist for innovative eLearning formats. The focus is on providing employees with knowledge libraries on a wide range of topics to further their education in a targeted manner. Under the heading "The Modern Company", the topics include both future-oriented issues relating to safety, communication, sustainability, and diversity as well as typical mandatory topics as defined by statutory regulations, all of which are made available via various product worlds.

Topic coverage: Leadership & Management; Sales & Customer Service; Communication; Teamwork; Business Skills; Personal Development; Mental Health & Wellbeing; Health & Safety 

Approximately 100 courses in Premium, the majority of which are 60-minutes in duration

Top courses: Anti-Bribery 101; Five Customer Service Parables; Health & Safety 101; Data Protection 101

We hope you've found valuable insights and resources to enhance your cybersecurity awareness training programs in this month's edition. Remember, staying informed and proactive is key to protecting your organization from cyber threats. Be sure to explore the courses and content providers we've highlighted, and stay tuned for more updates and resources from Go1.

If you have any questions or need further assistance, our team is always here to support your learning and development journey every step of the way. See you in the next edition!

You can stay ahead of the latest trends and learning content when you sign up for our newsletter! You'll receive valuable L&D resources and tips directly to your inbox.

Want to dig deeper into Cybersecurity and its importance in employee training? 

Watch our recent webinar: How to build an agile cybersecurity training curriculum

How to build an agile cybersecurity training curriculum

This month is all about futureproofing. Read the full article to find course recommendations and new content providers to help your employees prepare for what's to come.

What’s trending in learning? Futureproofing in November 2024

Discover the latest trends in cybersecurity awareness training for employees. Learn about essential courses, new content providers, and expert insights from Go1.

What’s trending in learning? Cybersecurity in November 2024

The key to effective cybersecurity training is employee interaction. When you incorporate real-life scenarios and hands-on activities that allow employees to apply what you're teaching in real time, you reinforce the messaging, making it stickier. To make the training accessible and easy to understand, as not all employees may have a technical background, use a variety of teaching methods, such as videos, quizzes, and group discussions that are applicable to their daily work.

In our recent webinar, cybersecurity and learning experts, Stefanie Drysdale, Gaurab Bhattacharjee, and John Trest discussed how to build the most agile cybersecurity training for your employees. They provided a deep dive into the nuances of crafting effective cybersecurity training programs that cater to the needs of a diverse workforce, especially in the context of increased remote work.

So let's break down the biggest takeaways and key points, and be sure to catch the recording at the end of this article.

Most L&D professionals know that if your employee training isn't personalized, it's not going to stick. Stefanie Drysdale, Senior VP of Cyber at Prescient, stressed the significance of tailoring cyber training programs to the specific roles and responsibilities of individual employees to ensure maximum retention and impact. 

By personalizing the learning experience, organizations can increase engagement and ensure that training is directly relevant to the work being done. She also emphasized the importance of keeping up with evolving cyber threats and updating training content accordingly. This approach, especially with compliance topics, makes the content as relevant and customized as possible, even for large enterprises.

While tailoring training to individual roles is crucial, Gaurab Bhattacharjee, who leads cybersecurity at Go1, also stressed the importance of fostering a broader cybersecurity culture within the organization. He emphasized the importance of maintaining consistent and engaging training across all departments, not just IT. He introduced the concept of "cyber buddies" as a strategy to foster continuous communication and personalize the training experience.

Gaurab explained that cyber buddies are designated individuals within each department who act as mentors and advocates for cybersecurity awareness. This approach helps to create a network of support and promotes a culture of accountability and responsibility for cybersecurity within the company. By involving all employees and assigning roles in training and awareness efforts, the organization can better protect itself against cyber threats.

But when it comes to any type of compliance training like this, data is everything. Gaurab stressed the importance of using metrics such as completion rates and susceptibility to phishing attacks as tools to measure the effectiveness of your training programs. These metrics, he noted, are crucial for demonstrating the value of cybersecurity initiatives to executive leadership and securing their support.

John Trest, CLO at Inspired eLearning also pointed out the significance of using metrics to quantify risks and justify budget allocations for cybersecurity initiatives to organizational leaders as well.

In addition to tracking metrics, regular evaluations and updates to the training program are essential for staying ahead of constantly evolving cyber threats. This can include regularly reviewing and updating training materials, incorporating new techniques and strategies, and staying up-to-date on industry trends and best practices, which Stefanie highlighted in the webinar. 