Confused about what you should be looking for when choosing a Learning Management System? Let us help you out by running through some must have features, so you are prepared as you head into the market.

You’ve heard people talking about Learning Management Systems (LMSs) for a while now, but you’re still not sure if or why you’d need one or what it can do for you. Don’t worry, when it comes to choosing a Learning Management System you’re not alone.

If you google “LMS” you will be slapped in the face with pages and pages of search results that will probably leave you much more confused than when you started, and it doesn’t need to be that hard.

A Learning Management System, or LMS as they are more commonly known, is a platform that allows you to store courses or content to train or educate your team, employees, or customers. There are currently hundreds if not thousands of Learning Management Systems on the market at the moment, but choosing the right Learning Management System for you could be the difference in saving a lot of time and money or causing you some extreme headaches.

Not all Learning Management System systems have the same offerings, so it’s important to do your research to ensure that the product that you are signing up for can fulfill all of your needs. We are going to look at some of the features that you should look out for when making a decision about choosing a Learning Management System in this article to give you an idea of what a good system should be able to do for you.

Storing your course content.
You should be able to store all of your course content within your Learning Management System for no extra charge. This includes all video and audio content, meaning that you can have all of your learning materials in one place as opposed to being hosted on a range of websites you then need to keep track of.

Accessibility.
Mobile learning is the way of the future and if you can’t access your content through a mobile device or tablet you are drastically limiting the way that your users can learn. Bite size learning, or learning via short modules that make up a course is becoming more popular with time and being able to learn anywhere anytime means that if you have a 15mins you can learn something new.

Learning at your own pace.
Unlike traditional classroom based learning, with a Learning Management System users can learn at their own pace to ensure that they understand material before jumping to the next module. This isn’t to say that we are allowing learners to take months to complete a course, you can still set deadlines for courses to keep users moving along their learning pathway, but they won’t be rushed through the process because they only have a few hours in a training room to digest weeks’ worth of information.

Easily creating your own courses.
Signing up with a Learning Management System shouldn’t mean throwing out all of your current training material because it’s too hard to recreate in your Learning Management System. Creating new courses and making use of old training material should be a simple process. Some Learning Management Systems have developed course creation tools that let you build modules in a visual way similar to that of web development tools like Squarespace. Having that visual editing tool lets the content creator see exactly what the user will see as they move through the course, and its intuitive design means that minimal backed knowledge of the system is required.

Creating learning pathways.
Learning pathways are the easiest way to implement a professional development plan. A learning pathway consists of a series of courses specific to the learner to ensure that any content that they are spending time learning is actually relevant to them or their department. Learning pathways are simple to create a much higher level on engagement with learners by clearly establishing a direction rather assigning courses at will.

Accessing courses you need on demand.
Depending on which Learning Management System you decide to use, you may be able to access courses for free. This can play a major part in the decision making process though. If you are looking to take advantage of an extensive course marketplace stacked with courses from accredited providers, make sure that your Learning Management System has the right partnerships to provide the content that you need. If you are running with the best system for your needs, almost every course that you will ever need should be found in the one place and be available with the click of a button.

Integrating with your current website.
Why should you have to have a completely separate system just for your learning materials that has someone else’s logo plastered all over it? You shouldn’t. You should be able to easily include your company logos, match color schemes and design, and even embed your training platform into your current website.

Reports that you actually want.
Every Learning Management System tells you that they have great reporting functionality, but can you find the information that you want? Rather than only providing a basic set of standard reports for administrators to access, you should be able to choose which information you’d like to see, along with the format that you’d like to see it. Reporting is one of the most important areas for any training manager, so make sure that the system you choose can provide all of the information you require without leading you to a nervous breakdown once a month.

Don’t blow your budget!
You shouldn’t need to spend crazy amounts of money to get your Learning Management System set up. For as low as $1 per user per month you should be able to provide the best online training for your team. Compared to onsite training, if you have an organization of more than 100 people, switching to a Learning Management System to streamline your processes can save you up to $500,000 every year!

If a Learning Management System cannot provide all of the features that you need, there are a lot more options out there for you to try. If you would like to find out more information about choosing a Learning Management System and all of the features listed above, and you can try the Go1 LMS by signing up for a free account.

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Looking for a Learning Management System? 9 things to consider if you’re new to the LMS World

Here at Go1 we love learning (like, we really love it) and we are passionate about ensuring inclusive and quality education for all. Access to education has increased for both everyone worldwide – something we should take time to be proud of. But we are far from parity.

The number of young women completing a secondary education is substantially less than their male counterparts, especially in developing regions. School fees, strong cultural norms, inadequate sanitation and negative classroom environments, along with complex familial and societal expectations, all lead to a reduced number of girls completing formal education.

That’s not nice to hear. But here’s some good news.

In communities where girls and women are supported and encouraged to extend their education and training, the economic and social benefits have been incredible. When a girl is supported to complete one extra year of schooling, her wages increase by 10-20%, which is on average 5% more than the increase we see in their male counterparts

Women who extend their education are more likely to delay childbearing, reducing the number of women and children we see dying in childbirth. And mothers with higher levels of education are more informed to make better decisions about their own and their children’s health and join in civic participation within their communities.

These findings are exciting and at Go1 we are encouraged to think about the ways we can increase the ability of young women to access education and learning. We see technology playing an important role in how to deliver and engage young people in their both formal and informal education. That is why we are constantly searching for and supporting programs that leverage the mobility of technology to reach isolated and often disadvantaged communities.

To celebrate International Women’s Day 2016, we are excited to announce the launch of our partnership with Code4Rights, a project aimed at promoting women’s rights through technology education. By increasing women’s access to technological resources and knowledge Code4Rights empowers women all over the world to build the technology they need in their communities. Go1 shares Code4Rights vision that all girls and boys who love technology should be given the opportunity and support to pursue that passion, and use their knowledge to create meaningful progress within their communities and countries.

Organisations like Code4Rights are leading the charge to capitalise on technology and its immeasurable capabilities. Never before have we been able to increase access to education on a scale like we can today. Mobile technologies mean the most isolated, distant and disadvantaged communities can reach out and tap in to knowledge that creates lasting, meaningful change in their lives.

To support the work of Code4Rights head over to their website and subscribe to their mailing list

Let’s celebrate the women in your lives today – and celebrate those around the globe who are working hard to create a world where every child not only loves to learn but is given the opportunity to learn

Find out more about Sustainable Development Goals

Happy International Women's Day! Let's celebrate!

There has been a growing discussion about gamification and how it is changing the way that the world learns. Yes, it’s true that gamification is making a serious impact on the learning industry at the moment, but why is this happening?

Gamification may seem like a relatively new concept, but it’s really an old idea: Creating feedback mechanisms that can motivate and stimulate interest.

Creating feedback loops and mechanisms to motivate people is not new. Biologically we have been hard wired to respond to the world around us, and modern technology is now putting these age old behaviors to use.

The typical examples given for the genesis of gamification is the rise of digital games over the last few decades. Most people reading this article have probably used a Nintendo, Playstation, or Xbox console, or even just Solitaire or Minesweeper on a Mac or PC. And, more broadly, whether it was board games or console games, everyone grew up playing games. And games are becoming more and more pervasive. You can walk down the street, or go online without having the latest ad for Game or War, or Clash of Clans shoved in your face from every direction.

But I would argue that gamification in learning is more than just creating a fictional façade of achievement. There are many examples of digital rewards and notifications that apply to productivity applications rather than just gaming applications. In fact our modern lives are filled with notifications and alerts.

With that, the next logical step in education was to incorporate these dual concepts into our learning processes. In 2016 notifications are a part of everyday life. From the second we wake up in the morning the first thing most of us do is look at our phone, where we can find a screen full of notifications prompting us to look at things, or respond to people. This a normal part of everyday life, so why don’t we start using notifications and badges in our learning processes? Well we are!

Interactive notifications can spur all sorts of new behaviors. 

Some of these can be simple like sending a message or enrolling in a new course, but they can be a powerful tool to keep learners engaged and wanting to learn more! Think about all the ways that we experience notifications on a day to day basis. We get a notification that we have just received a new email or SMS – or perhaps an alert from Facebook or some other app on our phone. What do we do? Of course we open up the app or game straight away and interact with it! We have become trained to follow the notifications.

Let’s have a look at how this works with online learning.

Let’s imagine Jane is doing an online course to learn how to manage conflict resolution in the workplace. After enrolling into the course, Jane has a notification appear on her screen to let her know that she has just earned a new badge for enrolling in a new course. Jane continues working through her course, and after passing the exam on her first module with a perfect score, she receives another notification including a badge featuring a gold dog letting her know that she has just received the “Top Dog” badge for getting the top score on her exam. All of this praise has got Jane excited about her next module, and she wants to work extra hard to make sure she gets another “Top Dog” badge.

We might not think much of them, but interactive notifications can have a dramatic effect on our learners. 

The badges or rewards don’t need to be something big or over the top, even the smallest piece of encouragement is enough to push a student to remain in the top of their course results, or tell their friends about how much fun they are having with their course. After a few days of working through their program, users begin to want to collect more badges, and not only that, they want to collect the best badges.

This is sounds nice and simple, but it’s not that straightforward.

We need to create an experience to match the badges.

If a user spends 2 hours read through a wall of text and then receives a badge, is that really going to encourage them to come back for more? Make your content fun and engaging, and tie the content to your badges. Make the most of being able to include mixed media in your learning. Video as a form of learning is much more likely to keep the learner engaged, while a recent study has shown that even the slightest improvements in the production quality of the video can have a dramatic impact on the user.

It’s important to match your notifications setup to the needs of our target user base.

If we are teaching children, obviously we will be setting up our notifications in a very different way to that of corporate learners, and if we don’t tailor to our target audience, engagement is going to suffer.

Originally published on eLearningindustry.com

How to use interactive notifications to take your learning experiences to the next level

Einstein was known for a fair share of important things. To this day, we use him as a nickname to denote intelligence, or sarcastically when someone’s made a mistake. He discovered the theory of relativity, is the father of one of the two branches of modern physics, and inspired decades of very interesting hair.

But he’s also known for following quote that’s often falsely attributed to him. If you read a self-help book in the early 90s, or have ever been on the internet, you’ll probably know the one.

“Everyone is a genius. But if you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid.”

Even though this quote wasn’t penned by our guy above, there’s as much truth here as there is fallacy. It does a great job of illustrating the value of diverse talent. But we also tend to use it as an excuse when we struggle with new information.

There are certain skills everyone needs to learn in the workplace—often being asked to climb a tree. But maybe the fish really sucks at climbing a tree because they haven’t been given both the time and resources they need to climb the three? Since there isn’t a marine biologist nearby, let’s talk about what online learning is doing to help that fish make the climb.

The exciting thing about e-learning comes down to the response from millions of students and viewers worldwide.

Khan Academy is an example of one of the earlier organizations that’s seen so much success. And their humble start began when a hedge fund analyst recorded some personalized lectures for his extended family. (You know, presumably to help them fall asleep).

After posting those videos online, people slowly started to stumble on them online in a similar way we just fall into something like this. Even more shockingly, they were actually excited about math. The rest is history. So what made this approach so appealing? Let’s tackle that in three points below.

The ability to pause and repeat ideas, review things they should have known weeks or years ago, all at a self-guided pace helps to eliminate knowledge gaps altogether. Even teachers have started to reap the rewards of online learning with their students.

By having students watch personalized lectures at home, it frees up the time spent in class to do all their homework at school. Suddenly, students are getting the one-on-one time they need to succeed. And teachers can even have real-time data that shows them how much time their students are spending on each problem or video. Imagine the impact that has at a school.

Imagine the impact that could have at work.

2. Adapt Learning to Meet the Needs of the Learner

Think back to your awkward days in school. That hairdo you thought was so great? Your braces. Yeah, you were looking good.

Despite your best efforts to look like this, how many times did a class move on whether or not you got the material? While you might have managed to hang on, some students get left behind when those blind spots accumulate. Which solves the mystery of that one student that was totally brilliant that decided to live on a train for the rest of their lives.

Whether students get a good or bad grade—the class usually moves with or without them. The same thing can happen at work. Online learning takes a different approach. Instead of moving ahead without knowing the ins and outs, e-learning doesn’t leave you behind until you’ve mastered the information. How many of us would know how to ride a bike if our parents had moved on after two weeks? But here you are now, never forgetting how it all works. The epitome of that saying. All because you got to stay on and fall off until it finally stuck.

Our current system can often discourage experimentation and failure but does not expect mastery.

We need to encourage experimentation and failure with the expectation of mastery.

3. Transferring Ownership of the Learning

Dead Poets Society resonates with so many people because it was all about his teacher getting his students out of the book. And, you know, although he kind of sort of got fired for it, that’s not the sort of world we live in today. Once students or employees feel like the have a full grasp on something in their own time, they’re going to be that much more confident—and capable—in contributing ideas that lead to important breakthroughs and innovations.

Knowing when employees had to pause a video, how much time they spent watching it or training. Knowing exactly what they’re spending their time learning, what they’re understanding, and what they’re struggling with. That gives you the kind of power, confidence, and precision that would make doctors mistake you for a surgeon. Though, we’d recommend not taking them up on that offer.

When students have the resources and time they need to stick with something until they get it, what we’re starting to see is that those that used to appear slower actually tend to speed up after they’ve mastered a principle they’re struggling with. Suddenly, they look gifted. Or rather, we make the discovery that they were gifted all along.

Three ways Einstein has helped online learning

Gone are the days of being sent away from the office for days on end to get your staff trained. In todays society we do everything from banking to shopping online, so why not save time and money by training your team online too. Great! But what about keeping your team engaged during the process, won’t they get bored and skim over the material?

Anyone can open up a training program and click next through to the quiz page, but how many of those people have learned something from the experience? If your team are not engaged with the content, you could be left open to mistakes that could cost you substantial amounts of time and money.  One of the most important parts of compiling any training programs on or offline is keeping your team learning and excited about the experience.

It’s not hard to put together an engaging online training experience, and we are going to take a look at some great tips on how to create a fun and rewarding experience for both you, and your team.

There is nothing worse that sitting through a 3-hour long program only to find out that there was half an hour of material relevant to your position. With the use of a good learning management system, you can now easily create fully customizable courses in no time at all. Break your training program up into a series of shorter modules that can be slotted into a range of programs so your team only needs to complete the sections that are relevant to them. This not only keeps your staff more engaged, but gets your team back to work quicker saving you time and money.

Every night people head home and turn on their TV. Why? Because they like stories. Not only that, by presenting information in a story format it helps the student to develop logical connections between information, and increases the ability to remember details throughout the process. Stories are great for business or a group of students due to the fact that they can be easily molded around different concepts to create a range of scenarios relevant to your learning area.

When you walking into to training and get handed what feels like a ream of paper at the time, you are immediately disheartened. With the amount of technology available in the world today, it’s crazy to not take advantage of the options available and mix up your program. There are a number of things that you can incorporate, from video interviews and role playing, through to audio segment and interactive testing. The options are all there and easy to use, so make the most of them and mix things up!

In a world where we the average attention span is growing shorter and shorter, it’s harder than every to hold a student’s attention in the classroom. Rather than try to push through, why not adapt your program to suit the modern way of consuming information. Breaking your material up into a series of short modules give the impression that the student is moving quickly through the program and keeps them engaged. Also, by staggering your program and only setting targets of a few modules a week keeps the program moving, and lets the student absorb the information without being overloaded and drawn away from their primary role for large periods of time.

There aren’t many better motivators for people than turning something into a competition and putting some rewards in place. Everyone loves winning something no matter how big, or small the rewards. This can be as simple as starting a program where the team that completes the most modules with the highest average test score wins a free lunch, or an social outing at the end of the month. Everyone loves winning something, and that can be coupled with building some great team culture along the way then everybody wins!

I hope these tips have been helpful with planning your next training program. Remember an engaged team is an educated and efficient team!

How to create an engaging online training program

It is a fact that, for all well performing organizations, developing employees isn't just a HR problem anymore. It is an organization-wide strategic challenge directly tied to overall organizational performance and growth. However, the subject is so hard, convoluted and filled with deep change that most people find daunting just to start thinking about how to tackle it.

Let's take an example close to my heart: Customer Service. How would you develop your Customer Service Team to be among the top in the world? One that consistently promotes excellent service as well as lasting positive memories at every customer interaction? The basis for everything is the organizational culture. You have to properly define meaningful core values, hire people with those core values, consistently incentivize positive behaviour and set a way of measuring progress towards that objective. However these initiatives mean nothing if you don't train and constantly develop the team towards what you consider excellent customer service. They need to become experts in areas such as: how to properly listen to the customer, probing for the real problem behind complex situations, communicating in a very effective manner and with amazing rapport with each client, and easily navigating and leveraging your organization's systems and processes with the aim of creating the much sought-after positive outcome with a lasting memory for the client.

At our time and age, technology plays an important role in this. But how should you use technology to promote this deep important learning in as many people in the Customer Service Team (or any other part of your organization) as you can? Training Managers tend to gravitate between thinking in terms of instructor-led, face to face training versus online training. However, there are two larger aspects to consider before that: Structured versus Unstructured Learning. Structured learning happens in both face-to-face training and online training, and so as unstructured learning.

In structured learning, information is presented in a structured manner (live presentations, offline slides, videos, documents, books, etc.), learning activities are done as directed and assessments are applied to check if the employee has learned what has been intended to be learnt. This is the traditional approach.

Some people would argue that unstructured learning is more effective. These are the learn-on-the-job approaches and happen with the natural experiences and interactions the employee has. Examples for enabling more unstructured learning in an organization would be: to assign a peer coach or shadowing experiences, create knowledge bases and making it easy to search and access it when the need arises, job rotations, having an active online internal social network and instant messaging where everyone can help everyone, provide collaborative online spaces where information is presented as it is being developed; and actually doing the job, when employees enquire for knowledge with peers as the need arises (if the work environment is set as open and accepting).

How to take advantage of all what technology promotes in order to enable a better blend of structured and unstructured learning, and better overall training and development results?

Online Courses on Best Practices and Actual Application

Boost Course Completion on Social Networks

These are just 3 quick examples that allow for using technology to blend structured and unstructured learning in the work environment. Here at Go1, we are always thinking about the future of learning in the corporate environment and how to leverage technology to make it more effective and fruitful for both the organization and the individual. We are always internally experimenting with new ways of tackling these types of challenges. At the moment we have some very interesting internal projects (a secret for now), aimed exactly tackling and leveraging the merge of structured and unstructured learning. Keep tuned and check our blog in the future for news about it.

Structured vs unstructured learning in the workplace

If you work for a large company that hasn't implemented a learning management system, chances are your company is not a leader in your industry. Enterprises around the world are integrating LMS at a dramatic rate.

Maybe you've only briefly heard of LMS and aren't sure how one can benefit your firm. This article will clear all that up, as we share some of the top factors that lead our clients to use our LMS.

LMS Allows You to Create an Excellent Company Culture
A strong company culture inspires innovation and growth. Everyone wants to work for a company with a great culture. That's why people are willing to take jobs for less money at companies like Google, where they can be part of a culture they believe in.
An effective way to build a strong company culture is to invest in the knowledge and training of employees. When a company can provide additional value to a person's life, besides their paycheck, it keeps them motivated and focused on the big picture.

LMS Helps Attract and Maintain Quality Staff
The most talented employees want to work for the best companies. Top performers don't stick around at companies that don't value them. Too many companies overlook this aspect and it hurts them in the long run.
Good employees aren't just looking for a big salary -- they want to work for a company that they can grow with. Just think about it, what kind of employees are you going to attract if you only compete on salary? Top performers will always have high-paying options, but finding a company that they love to work for is rare.

LMS Improves Your Competitive Advantage
Technology is evolving at an exponential rate, along with the international marketplace. Leading enterprises can't afford to play catch-up, they need to stay ahead of the curve. Traditionally, large companies have been notorious for adapting slowly, but that's starting to change.
Learning management systems allow a company to identify top performers early on and move them into senior roles quicker. This removes a lot of the office politics that typically gets in the way of identifying the best young talent in an organization. It also creates an environment that rewards performance, which is ideal for maintaining a competitive edge.

LMS Makes Compliance More Convenient
In many industries compliance is a necessary evil. But that doesn't mean it has to be as much of a hassle as it usually is. By implementing a LMS your company can store all of its compliance training materials in one place, you can set timelines for completion, and it takes the hassle out of creating reports.
Moving forward, compliance through LMS will be standard due to its ease of use and saved labor hours. No company would ever want to return to the old way of handling compliance after using a solid LMS. Quite the opposite actually, the market for LMS is rapidly expanding due to increased demand. Is your company on board yet?

The general disdain for Blackboard among students and professors is well-known. Being the major player in the LMS world led many universities to select them by default. But the landscape has changed in recent years and forward-thinking universities are finally moving on.


It's easy to jump on the bandwagon and bash the company at the top, but sometimes the criticism is justified. In this case, Blackboard's product simply sucks and the people have spoken. Blackboard's reluctance to evolve presented a valuable opportunity for competitors -- one that several have capitalized on.

Browser compatibility issues
One of the biggest complaints for years was the lack of compatibility with Chrome. While Blackboard has done their best to remedy this, many users still report random bugs when taking quizzes in Chrome. You'd think they would be motivated to fix this by now, after all, Chrome is the most widely used web browser today.

A clunky interface
Ten years ago all interfaces were clunky. But we've come a long way since then and sadly, Blackboard hasn't. Despite being one of the most requested updates, Blackboard has yet to implement a drag n' drop feature.
Overall the system feels very slow and rigid, like an old PC. Users complain of too many warning screens and required steps to handle basic tasks, such as moving an item from a folder to subfolder. Newer LMS are smooth and operate like you would expect software in 2015 to run.

Blackboard isn't intuitive
Perhaps the best thing about every new software program and tech gadget that's been released in recent memory is their intuitive nature. Unfortunately, Blackboard never got the memo about this trend.
Changing available options for students requires a number of "switches" that are not intuitively laid out. If you don't get the right combination, that particular feature doesn't work at all. The process can be tedious to say the least.

Doesn't prevent cut/paste in quizzes
Alternative LMS wised up to this quickly. Counting on the honor system for not sharing quiz answers hasn't proved to be reliable, which is why other programs don't allow a student to cut and paste from within the quiz. Blackboard still hasn't figured this one out.

Dated grade center
Would you use an internet browser that didn't allow multiple tabs in this day and age? Of course not. Not allowing the grade center in Blackboard to be opened in its own browser tab is inconvenient and time-consuming for teachers who already spend hours grading assignments.

Blackboard is slow to adapt
Blackboard continually reminds shareholders that they are investing heavily in R&D, but the customers aren't buying it. Blackboard waited too long to start revamping their system and now they are struggling to keep up with the newer, more innovative companies in this space.
Perhaps they took their lead in the market for granted, or maybe they just don't have what it takes to deliver what consumers want. Either way, the damage is done and savvy universities are taking their business to companies that put usability first and marketing second. Is your university living in the past or looking ahead to the future?

Why Blackboard isn’t at the top of the class

There are a number of  incumbent corporate learning management system providers in the e-learning  industry  that have received a significant amount of negative feedback from aggravated customers -- especially students. Some have taken it upon themselves to write articles or create social media pages dedicated to venting their frustrations.

Do people just hate e-learning, or is something else going on?

If you've ever had to use  some of the older systems that are out there whether it be for university or for corporate training, you can likely sympathize with those unhappy customers. We find their systems are difficult to use, and we're engineers!

Users don't complain because their LMS doesn't have enough features. They don't even complain  about price. What users complain about the absolute most is the ability to actually use the software. Something that many older or more established  LMS providers seem to be determined to make impossible.

Many LMS Platforms Have Poor User Experience (Admin and Student!)

User experience is the most valuable quality of learning software today. It doesn't matter how powerful your LMS is or how many features it has if no one can figure out how to use them.

How can a customer benefit from a product they can't use? How can educators and trainers expect their students to engage with material that is difficult to consume?

These are the problems that most LMS fail miserably to address.

User experience should be a top priority  for three reasons:

It's no coincidence that GO1 has been noted as  the number one online training system in Australia and the Asia-Pacific Region.

User Experience Increases Customer Satisfaction

If your system is easy to use, your customers will be happy. People are busy and don't want to spend their time reading user manuals and chatting with technical support. They want software that's easy to setup and intuitive to use right from the start.

Creating that user experience that customers desire makes them happy. And that's why our customers have been so good to us.

Happy customers turn into loyal customers. Take care of them by providing a great user experience, and they take care of you with repeat business. It's a win-win for everybody.

Increased Engagement Leads to Positive ROI

When we say that our clients invest in our software, we take that seriously. And we expect them to earn a positive return on that investment.

A key measurement for determining the ROI is the engagement of users. Higher engagement means more effective training and better education.

GO1 LMS increases engagement by providing the best student interface of any online training system available. Better engagement leads to better training and that's what our customers are investing in.

Your LMS is supposed to save you time, not take up more of it. A poor user experience only creates more hassle.

On the other hand, a robust user experience helps users accomplish tasks quicker and make fewer mistakes. Thus allowing them to get more done in less time.

From a financial standpoint, this should be a primary concern for businesses looking to implement a training system. Using a LMS with a terrible user experience is only going to waste hours of labor on meaningless troubleshooting tasks that don't make your company any money.

Is your current LMS a liability or an asset?

So you've signed up to Go1 and now you're ready to put together your first course. Don't worry, we're here to help! Creating courses is very easy to do, and to make things even easier, I have put together a great tutorial to guide you through the process.

In this tutorial we will be covering the following topics:

You can also read through the steps mentioned in the video here:

When you first login you will be met with the student interface for the system. If you're an administrator, clicking on your name in the top right will display a dropdown with "Configure" as an option. Click this and it will load the Admin dashboard.

You can navigate to the courses page under LMS on the navigation on the left, or you can Click Add Course on the Courses tile.

Start off by naming your course. Give it a brief description if necessary.

Courses which are published will be viewable. If you check the PRIVATE box as well as published, then only users who are enrolled in the course will be able to see it (A good way to create your course over a number of days, and only unchecking the private box once it's ready for others to see). This is also useful if you want to enroll only specific users in the course. 

You can upload an image to be used for the course. Simply Click Choose file, select your jpeg, png, or gif, and click Open. 

You can also include an introductory or explainer video for the course if desired.

You can attach a certificate template to your course, much the same way as the image but using .pdf or .docx files. 

Under the Marketplace tab, you can define whether your course is to be published for My Company only, on the public Marketplace, or to share with a particular portal. 

The course structure goes Course, Module, Materials. Think of a Filing Cabinet. The cabinet is your course. To fill our Cabinet, we need to put in some drawers. The drawers are your modules. 

Click the modules on the inner navigation, and you'll see a button to Create Module or a bar to search for existing modules. 

Start off by Creating a module. Give it a name, description, and an image for the module and save the module. We've now got one drawer in our cabinet, now for a second. 

The great thing is, we can select an already existing module in the portal. We can use the search bar to find our existing module.

You can also easily set module dependency, making one module locked until the specified module has been completed. 

Under the notifications tab, you will be able to customize the enrollment email which users will receive, just modify the subject and body texts, and check the "Use this email content" box if you wish for it to overrule the system default. You're also able to upload documents and files to be attached to your enrollment email if you so desired.

We're done with our basic course setup, so click 'Save' at the bottom of the page.

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