Companies with strong D&I programs are proven to be 22% more likely to be seen as industry leaders, with the added bonus of attracting top talent. These companies also benefit from high-impact learning cultures, outperforming other learning and development (L&D) teams by 24%. This shows the vital role D&I plays in boosting organizational success and creating a culture of continuous learning and development. On top of that, the challenges that 78% of neurodiverse individuals face within learning environments, like social integration, learning, and communication difficulties, tell us how crucial it is to create truly inclusive spaces.

It's clear that inclusion isn’t just about doing the right thing; it's a critical strategy for fostering innovation and securing a competitive edge. So, are you focusing on inclusion? We'll help you...

Here are five recommended courses on Go1 that can help your organization in becoming a more inclusive place to work:

1. Diversity, Inclusion & Belonging by Flick Learning (8 mins) 

This CPD-certified, level-1, eLearning course is suitable for anybody looking to understand how to improve diversity, inclusion, and belonging in their workplace. The course includes optional voiceover recorded by a professional actor and includes downloadable resources, and provides certification upon completion to evidence the learning provided.

It's specifically designed to give employees a good understanding of the benefits of a culture that promotes diversity, inclusion, andbelonging, what this means in practice, how to make a DIB plan to make improvements in your organization, using data to define your goals and decide both system solutions and culture solutions.

2. Be Proactive! Inclusion Starts With You by Enspark (5 mins) 

In today's identity-dynamic workplace, proactively addressing discrimination-based conflicts and acting towards fostering inclusivity are essential. This course empowers you with practical skills to identify, mitigate, and resolve conflicts before they escalate. Explore proven conflict resolution techniques, learn to anticipate and address potential issues, and develop strategies for proactive communication.

By the end of this course, you'll be adept at recognizing early signs of conflicts, taking timely action to prevent disputes, and fostering a more inclusive, harmonious work environment through proactive conflict resolution.

3. Inclusion In The Hybrid Workplace by emtrain (4 mins) 

This skill-building lesson highlights hybrid workplaces where remote and office workers collaborating is common. Developing best practices to ensure everyone is equally engaged, even if they aren't physically present in the meeting room, brings the opportunity to sharpen our people skills and to interact inclusively.

4. Inclusion in Meetings by Symmetra (10 mins) 

Diversity of thought quite simply means people with different backgrounds, experiences, and knowledge sharing their perspectives — and very often that's done in meetings. It's in meetings that some of our most important opportunities for learning lie and where many important decisions are made. Ensuring meetings are inclusive and effective in tapping into the power of diversity is one of the most important steps one can take towards building a more successful team and company.

In this interactive, game-based course, you'll learn practical steps to make your meetings more inclusive, so that people feel heard and the best ideas are voiced.

5. 4 Lessons about Inclusion and Unconscious Bias by Seven Dimensions (10 mins) 

4 Lessons About Inclusion and Unconscious Bias is a video that explains unconscious biases — the prejudices we have and our tendency to make judgments about individuals or groups without being fully aware of what we are doing. Even the most open-minded individuals can have underlying, unconscious beliefs or assumptions that trigger automatic, skewed judgments about other people.

In this video, psychologists Eve Ash and Peter Quarry explain that to create an inclusive workplace, we need to identify our own unconscious biases, and learn strategies to make sure we don't create barriers to inclusion. Inclusion is accepting, showing respect, and giving fair treatment to everyone, regardless of age, race, gender, sexual orientation, neurodiversity, learning styles, religious beliefs, culture, disabilities, appearance, and so on.

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

A newer addition to Go1, Hemsley Fraser now has 1,012 new courses available, offered in both English and Spanish. Their content comes in a variety of styles and formats, like infographics, videos, and quizzes, covering Soft Skills (or Power Skills) topics.

Calling all tech pros! Packt has added 397 new courses to the Go1 library, providing coverage of essential skills for tech professionals like Cybersecurity, Programming Languages and Development (Python, Java, C#, and C++), Web Development (Angular, React, etc.), Data Science and Machine Learning, IT Infrastructure.

With 77 new courses, FutureThink now has a bite-sized format that you can get through fast, with short videos on soft skills content. While they're only available in English right now, this is sure to change, as FutureThink offers many courses in seven different languages. Stay tuned for more updates in the future.

Three content providers that we’re loving in May

Symmetra are a premier name in diversity and inclusion training in the Asia Pacific region, with content that's suitable across a range of industries. Symmetra courses are predominantly gamified to better stimulate learner thinking, increase engagement, and encourage completion of the learning items.

Topic coverage: Human Resouces, Diversity and Culture, Leadership, Management, Professional and Pesonal Development

15+ courses in Premium ranging from 10-20 minutes in duration 

Top courses: Unconscious Bias 101, Building a Diverse Organisation, Getting Flex-Agile

Since 2009, Enspark's library of soft skills training has helped individuals, employees, managers, and leaders become more effective in their respective roles and responsibilities. Enspark's courses combine real-world content, solid instructional design, professional visuals, and engaging simulations and interactions to create content that truly stands out from the rest.

Topic coverage: Leadership, Human Resources, General Management, People and Communication Skills, HR Compliance, Computer Science & Engineering, Personal Development

105+ courses in Premium ranging from 5-70 minutes in duration 

Top courses: Be Proactive! Inclusion Starts With You, Why Diversity Matters, Business Email Etiquette, Sexual Harassment Prevention — Employees, An Effective Leader's Guide to Time Management

Flick Learning Ltd’s mission is to transform the world of must-do training — particularly for those on budgets — into highly effective, engaging, and enjoyable eLearning.

Understanding that no one completes compliance training for the sheer pleasure of it, they set out to create eLearning that's to-the-point, simple to absorb, easy-on-the-eye, and memorable.

With everything they do, they have two guiding principles: 'focus only on what people need to know' and 'find a way to make it stick'.

Topic coverage: Health & Safety, Safeguarding, Equality & Diversity, Financial Compliance 

85+ courses in Premium, ranging from 8-240 minutes in duration 

Top courses: Equality & Diversity, Environment Health & Safety Training, Risk Assessment Training,  Health & Safety Introduction Training, Modern Slavery

As we wrap up this edition of "What's trending in learning?" we hope the course recommendations and insights provided have inspired you to prioritize inclusion in your learning and development efforts. Remember, fostering an inclusive environment is an ongoing journey, and Go1 is here to support you every step of the way. 

Stay tuned for next month's edition, where we'll continue to bring you the latest trends and resources in the world of L&D.

For more insights, subscribe to the Go1 newsletter to stay on top of all the latest L&D trends. Or, book a demo today to find out how Go1 can help with your team’s learning needs.

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We're shining a spotlight on inclusion, providing course recommendations and new content providers to help you foster a more inclusive and safe learning environment.

What’s trending in learning? May 2024

This month, we're shining a spotlight on inclusion, providing course recommendations, and introducing new content providers to help you foster a more inclusive and safe learning environment.

What’s trending in learning? Inclusion in May 2024

Rosemary’s history in education spans over four decades, where she excels in literacy development for students from preschool to year six and offers professional development globally. Her NESA Accredited course, Structured Literacy on EC Premium, delivers six hours of essential training for primary teachers, delving into neuroscience and providing practical strategies for cultivating foundational literacy skills with depth and precision.

The Quaglia Institute champions global impact by fostering inclusive learning environments where everyone's voice and aspirations thrive. Their course, Student Voice, equips educators with tools to amplify student voice, enhancing learning and well-being, and fostering a culture of collaboration and continuous improvement.

By embracing a shared definition of voice, Student Voice empowers educators to cultivate an environment where every student's contribution is valued, driving equity, excellence, and collective success. Through partnerships with teachers, students are motivated to articulate and achieve their goals, sparking discussions that harness the power of student voice within school communities.

The University of Melbourne introduces two new courses on EC Premium!

Smart Breathing, developed by the Bio-Dash Team at the Faculty of Education, explores mind-body connections to enhance student well-being, focusing on techniques like belly breathing and box breathing to promote relaxation and focus.

Life Crafting empowers educators to shape their lives for greater well-being and fulfillment, guiding them in mastering techniques for a purpose-driven existence aligned with personal values.

Maths Play pioneers mathematical wellbeing for diverse communities through safe spaces for playful learning and exploration. Their latest offering, "Four Sevens," a seven-part podcast series on EC Premium, delves into playful approaches to learning maths, with the first three episodes now available.

Dive into the basics of Cognitive Load Theory with our downloadable document: Reduce cognitive load in learning!

Our Featured Playlists are included in all schools’ Learning Hubs and are a great way to see a variety of high-quality content from different providers, all with just one click!

Introducing the captivating world of cognitive learning strategies, where the science of learning intertwines with evidence-informed practice to ignite the flames of deep learning within educators and students alike.

Embark on a transformative journey that unveils the power of harnessing the mind's innate potential. Discover cutting-edge techniques and methodologies designed to enhance higher-order thinking, critical thinking, problem-solving, and information retention.

From metacognition to mnemonic devices, this thoughtfully curated playlist empowers teachers to cultivate agile minds and foster a love for lifelong learning. Embrace the significance of cognitive learning strategies and unlock the gateway to enriched educational experiences. 

Welcome to a transformative journey through the corridors of education, where each month, our blog becomes the compass guiding educators to new horizons, innovative strategies, and the latest insights in the ever-evolving landscape of teaching and learning.

This month, we are unlocking growth and collaboration for your school through a study of reflective practice in teaching. Reflective practice empowers educators to refine their teaching, personalise instruction, and cultivate lifelong learning in the ever-evolving realm of education.

Setting you up for success as Partners in Learning

What is the role of a professional learning partner

At EC by Go1, we're excited to partner with your school to strategically enhance your approach to professional learning. As Partners in Learning, we take a collaborative approach that doesn’t just see professional learning as a process but as a culture tailored to every educator’s needs. We work with your team to find opportunities to understand the current reality of your professional learning approach, foster your strengths, and seek opportunities for improvement by harnessing tools like EC Premium to ensure a personalised learning experience that supports the learning and growth of all staff in your school.

We work alongside your team to create clear and tangible plans and actions aligned with your school’s strategic goals, focused on maximising time and resources by providing practical support. Our team, with hands-on in-school experience, ensures EC Premium isn’t just a subscription but a tailored solution with personalised learning hubs, support, workshops, and bespoke courses to set you up for success. We’ll work with you to ensure this isn’t a one-size-fits-all plan but a roadmap to enhancing differentiated learning modes, targeted learning, actionable strategies, and measurement tracking for sustained growth throughout the year.

Reach out to the EC team to work alongside you and level up your staff's learning culture. Contact our friendly team at ec@go1.com.

This month, we'll focus on reducing the cognitive load in learning, including a free downloadable on cognitive load theory, along with our monthly featured blog, playlist, and content providers.

A moment for educators: Reducing the cognitive load in learning

This month, we'll focus on reducing the cognitive load in learning, including a free downloadable on cognitive load theory, along with our monthly featured blog, playlist, and content providers. 

We're living through a unique era of work where employees span four generations: Baby Boomers, Gen X, Millennials, and Gen Z. As workplaces become increasingly diverse, a one-size-fits-all approach to learning is no longer engaging or effective. Instead, learning and development teams must understand each generation's unique learning needs to create a professional development program that works for everyone. 

In this article, we'll outline the differences in each generation's learning styles and provide practical strategies you can use to foster an inclusive environment. By understanding each generation represented in your workforce, your organization can craft training initiatives that empower all employees, regardless of age or experience.


Born between 1946 and 1964, Baby Boomers continue to play a significant role in the workforce. In fact, 19% of Americans ages 65 and older were working in 2023—that’s almost double the number of older adults who were employed 35 years ago. 

With their wealth of experience and strong work ethic, this generation brings a valuable perspective to any organization. When it comes to learning and development, Baby Boomers have their own unique set of preferences. They highly value credentials, job titles, and work experience as a reflection of their expertise and achievements. To engage them effectively, it's important to provide opportunities for them to continue learning and share their knowledge with others. 

While some Baby Boomers may not be as tech-savvy as younger generations, many are quite adept and open to new tools and methods. Consider the COVID-19 pandemic, when many baby boomers learned new technology skills to safely stay in touch with loved ones. Still, this generation often prefers in-person or instructor-led training sessions. These traditional methods provide them with the opportunity to interact directly with trainers and peers, ask questions, and receive immediate feedback. 

To best support Baby Boomers in their learning journey, we've found that structured, well-organized training programs work best. This generation appreciates clear objectives, a logical progression of topics, and in-depth training sessions. Consider holding in-person workshops or webinars led by employees from your organization or expert guest speakers from outside your business. For Baby Boomers, it's all about creating an environment where they can learn directly from an instructor and immerse themselves in the details of a topic.


With Gen X representing over a third of the workforce and more than 50% of management, this generation plays a significant role in today's workplace. Gen X are known for their independence and self-reliance. They favor self-directed and experiential learning, and they often take the lead in charting their learning journey. 

To cultivate a training environment that resonates with Gen X, you need to offer them the freedom to learn autonomously while ensuring they get the attention they deserve. Gen X is much smaller in size than other generations, and they don’t hold the corporate power of Baby Boomers or the technological prowess of Millennials. Known as the “Forgotten Generation,” eight out of ten Gen X employees say they feel forgotten in the workplace, and according to our research, they're promoted at rates 20% to 30% slower than Millennials. 

Understanding Gen X’s needs for both independence and recognition, it's crucial to provide regular feedback and acknowledgment, creating a culture where this generation can assess their growth and receive input from both leaders and colleagues. A learning program that works for Gen X will include mentorship and feedback, hands-on learning, and practical opportunities to apply skills. Consider getting managers involved to provide regular check-ins where they can track training progress and recognize learning achievements. Gen X will thrive through learning that's both flexible and supportive.


Millennials were the first generation to grow up with technology at their fingertips, and they're experts at using it in nearly every aspect of their lives. Our research has shown that 41% of millennials usually choose to communicate electronically instead of face-to-face. This generation is known for their curiosity and open-mindedness, and they thrive in environments where they can learn through hands-on, experiential learning approaches like simulations and virtual role-playing.

The internet has given Millennials a way of learning that looks significantly different from older generations in the workplace. While they may not be as drawn to traditional methods, they're eager to use online tools to their advantage. They prioritize meaningful work and seek out training to develop technology skills and interpersonal skills for leadership roles. 

Millennials will make up 50% of the workforce by next year in 2025, and L&D plays a vital role in helping them become better positioned to adapt to the ever-changing business landscape and remain competitive in the face of ongoing disruption. Current leadership can help Millennials by offering a wide variety of learning opportunities, including online courses, on-the-job training, and collaborative learning to engage and help them connect with their peers.

Gen Z has just recently entered the workforce, and they've brought their own unique learning styles and expectations with them. As newcomers, this generation is eager to learn, grow, and progress in their careers. 

Gen Z are true digital natives who have a world of information at their fingertips and thrive on constantly staying connected. Unlike any other generation, they were born with smartphones in their hands (metaphorically, of course). Their entrepreneurial spirit and initiative makes them great at finding information on their own. They prefer visual learning and often use social media to learn. It makes sense, then, that they gravitate toward microlearning over more in-depth courses, and that they enjoy immersive, interactive content that's accessible on the go. 

While Gen Z excels at technology, 37% say they feel worried that technology weakens their ability to develop people skills. This is likely why Gen Z prioritizes collaborative environments where they can bounce ideas off their peers and reinforce their understanding, like co-working spaces. A training program that offers both bite-sized learning content and opportunities to learn in groups will enable Gen Z to develop new skills successfully.


Creating an inclusive learning environment 

No matter the generation, if you want to attract and retain talent, prioritize creating an inclusive learning program. By fostering an environment that values diversity, companies can harness the unique perspectives and experiences that each employee brings to the table. This means recognizing and celebrating everyone's differences and ensuring learning is available in accessible formats, styles, and topics for employees from every generation. 

Creating an inclusive learning space also requires cultivating a supportive environment, free from judgment. You can help create this environment by offering training on topics like psychological safety, active listening, and diversity. It’s especially important to get managers on board with this training so they can lead by example and empower their multigenerational teams to take risks, embrace new challenges, and continuously develop their skills. 

Finally, be sure to regularly ask employees for feedback. By keeping communication channels open and actively listening to what employees have to say about their learning needs and preferences, your organization can continually fine-tune your learning programs and ensure your learning initiatives work for everyone. 

Want to learn more about how you can meet the upskilling and training needs of a multi-generational workforce? Check out our multi-generational learning report! 


For more insights, subscribe to the Go1 newsletter to stay on top of all the latest L&D trends. Or, you can book a demo today to find out how Go1 can help with your team’s learning needs. 

Equip yourself with practical strategies to accommodate the learning needs and preferences of different generations in the workplace.

Learning strategies for a multigenerational workforce

Imagine you’re trying to learn the drums. You’ve bought a new kit, some top-notch drumsticks, and you’re eager to learn. Which method would help you learn faster: sitting down and learning from a generic textbook, or finding an experienced instructor who can personalize the learning to your needs? Generally, the second option is far more likely to be effective. 

The same principles apply to online learning, with personalized instruction outperforming generic training. Of course, tailoring training for your entire workforce can be challenging—especially at scale. So, we’re here to help by analyzing how to personalize training to encourage skill transfer and engagement. 

We’ll start by explaining how to perform a learning needs analysis, then cover what you can do about performance and skill gaps, and contrast the benefits of generic vs targeted learning. Finally, we’ll offer practical tips to help you design a targeted learning program.  

Starting with a foundational needs analysis 

Performing a learning needs analysis is a foundational step in designing effective, personalized training programs. Before you do anything else, take stock of where your employees’ learning needs currently stand. This involves evaluating your workforce’s skill levels, identifying knowledge and performance gaps, and discerning individual learning needs. Leveraging tools like surveys, assessments, and interviews will enable you to gather valuable insights into the specific competencies your employees need to develop. 

According to our research, 50% of teams conduct a learning needs analysis to determine which online learning skills to focus on, while 60% of teams conduct a learning needs analysis as part of creating a skills competency framework, making it both a popular and effective tool. By conducting a thorough needs analysis, you gain a deeper understanding of your workforce's learning requirements, paving the way for targeted training interventions that address specific needs and objectives. 

Want help conducting your own needs analysis? We’ve made it easy with our free downloadable Needs Analysis Tool. Get your copy today! 

After completing a learning needs analysis, you should have a clear idea of the major performance and skill gaps in your organization. If you’re still unsure, there are other steps you can take. According to our research, these are the most common ways teams determine which online learning skills to focus on: 

Work with managers to identify job-role-specific skills (62%) 

Gather feedback from employee surveys (56%) 

Map skills to our business objectives (46%) 

Have a skills competency framework (45%)  

Using any of these methods—or multiple in conjunction—is a reliable way to identify performance and skill gaps. Remember, performance gaps generally indicate poor skill transfer from training to the job. Currently, just 12% of employees transfer skills from training to the job. In other words, the skills employees learn via training aren’t being applied in their day-to-day roles, leading to performance gaps. By focusing on resolving these performance gaps rather than merely assessing skill proficiency, your team can align training efforts with strategic business objectives and desired outcomes.  

With the rise of AI and the shrinking shelf-life of skills, being aware of your employees’ skill and performance gaps is vital. Gartner finds that just 41% of employees are currently performing optimally—that is, consistently giving their best work in a way they're confident they can sustain over the next year. Similarly, 87% of organizations "know they have a skills gap or will have one within the next few years." These are concerning figures that organizations should aim to address urgently.  

You’ve conducted a learning needs analysis and identified your organization’s skill and performance gaps. You’re almost there! Now, it’s time to tailor your training programs for optimal skill adoption and engagement. At this point, we’re hoping you’re not assuming a generic training program will suffice. While generic training is often the go-to for broad topics, it lacks the depth and relevance to engage learners effectively. In contrast, targeted training initiatives are customized to meet individual learners' specific needs and preferences. 

For example, 93% of high-performing organizations agree that personalized learning supports employees in reaching professional goals more efficiently. And that’s just the tip of the iceberg. Employees are also up to 60% more engaged when presented with personalized courses rather than standardized training. 

Whether through interactive modules, scenario-based simulations, or personalized learning paths, targeted training initiatives provide learners with meaningful and relevant learning experiences that drive tangible results. 

Practical tips for personalized learning programs 

To design a targeted training program, start by establishing clear learning objectives, KPIs, and success criteria that align with your organizational goals. For help with this step, check out our blog on setting employee engagement goals that lead to growth.  

Next, leverage the data from your learning needs analysis to develop targeted content and learning pathways. When selecting learning content, you’ll want to incorporate a range of instructional strategies, multimedia resources, and interactive elements to cater to different learning preferences.  

Additionally, you should provide opportunities for feedback, reflection, and reinforcement to support ongoing skill development and learn what is and isn’t working for your employees.  

From here, there are several paths you could take to personalize your training program, depending on your team’s unique needs, circumstances, and goals. For instance, you may want to explore tools like Go1 AI, which can be a game-changer for real-time learning personalization. Similarly, you may want to explore the benefits of learning content aggregation.  

Your ten-steps to design a targeted learning program 

Ultimately, while the specific details will vary from business to business, we recommend following these ten steps to design personalized learning programs that encourage skill adoption and engagement:  

1. Define clear objectives: Start by defining specific learning goals that align with your organizational objectives. These objectives will be your north star throughout this process.  

2. Analyze learning needs: Gather insights on your organizational performance downfalls, skill gaps, and learning preferences via surveys, internal feedback, and a needs analysis.  

3. Personalize content: Customize your training materials to suit individual learning preferences based on the insights gathered during your learning needs assessment. 

4. Embrace technology: Utilize interactive tools, multimedia resources, and innovative technologies like AI to facilitate personalized, engaging learning experiences. 

5. Encourage practice: Provide opportunities for learners to apply their new skills in practical scenarios to help them reinforce what they have learned. This is a vital step, as currently, just 12% of learners transfer skills from training to the job.   

6. Provide regular feedback: Offer constructive feedback to employees to guide their progress and reinforce learning. Remember that feedback should be a two-way street, so ensure you’re open to any constructive employee feedback too! 

7. Facilitate peer learning: Foster collaboration among employees by creating forums for sharing knowledge, advice, and experiences. Rather than completing static online courses, this style of learning is more hands-on and collaborative, encouraging higher engagement and skill transfer.  

8. Offer on-demand learning: Provide access to training materials anytime, anywhere to accommodate different schedules and make your learning program attractive and accessible to the broadest possible audience.  

9. Celebrate achievements: Recognize and celebrate learning milestones along the way to motivate employees and reinforce their commitment to learning.  

10. Measure impact: Track and evaluate the success of your KPIs (established during step one) to assess the effectiveness of your training program. Then, make data-driven decisions to improve and iterate.  

We’ll analyze how to personalize training to encourage skill transfer and engagement, including how to perform a learning needs analysis and identify performance gaps.

Encourage skill transfer and engagement with personalized training

We’ll analyze how to personalize training to encourage skill transfer and engagement, including how to perform a learning needs analysis and identify performance gaps. 

We’re living in an age where always-on culture is glorified, employees are expected to pull long hours into the night or early morning, and qualities like grit and tenacity are valued over empathy and collaboration. It’s no shock that the relationship between productivity and mental wellness have become particularly strained. 

While companies may view productive employees as their key to success, the reality is that the modern work culture's push to continuously increase productivity comes at a high price. Many employees want to perform well at work and continue growing their skills, but an individual can only do so much. As an employee’s list of responsibilities continues to grow, it's inevitable that they'll eventually hit a breaking point, leading to burnout, decreased productivity, and higher attrition rates. Plus, let's face it—a burnt-out employee isn’t likely to spend their time and energy on learning and development. 

Forward-thinking organizations are pivoting their focus to championing mental wellness, not only for ethical reasons but also as a strategic driver for sustainable growth and a competitive edge. This focus on mental health isn't simply a fad or a phase—it's the result of a workplace culture that has gone too far and must now self-correct to regain balance. 

In this article, we'll unpack the relationship between mental health and productivity, and provide strategies to help your organization foster a supportive environment that values the whole person, leading to a more motivated, engaged, and ultimately productive workforce. 

The link between productivity and mental health is complex. When people are stressed and overworked, they're not at their best, and burnout becomes a real risk—but this doesn’t mean you should stop working toward a more productive workforce altogether. Instead, it's important to prioritize your workforce’s mental well-being so you can form realistic expectations of your employees. 

Often, companies treat employee well-being more as a nice-to-have than a need-to-have for their business success. However, there's plenty of evidence showing that happy, mentally healthy employees perform better. In fact, research shows that happy workers are 13% more productive than unhappy workers. Fast Company even concludes that because of this, happiness should be a KPI for all businesses.  

So, how can you create a work environment that's good for mental health and simultaneously keeps productivity high? If you're truly committed to making mental wellness a part of company culture, then it can't be an afterthought. It's important to build a structured approach that is both thorough and inclusive. Here are three strategies you can implement within your mental health framework: 
 

Leadership is the backbone of organizational culture. If your organization's leaders don't prioritize a healthy work-life balance for themselves, then it's likely their direct reports won't either, and this attitude will continue to travel throughout the company. It's vital that leadership embodies the values they want their teams to practice. When leaders actively promote and model healthy boundaries, it sets the tone for the rest of the organization, making it easier for employees to prioritize self-care without fear of being stigmatized or penalized. 

Buy-in from leadership is a necessary step for any mental wellness program to succeed. Instituting a well-thought-out mental health policy that leadership promotes and advocates for signals to employees that their mental well-being is a priority. This should be backed by clear communication that encourages the use of mental health resources and destigmatizes seeking help. 

When we consider leadership’s role in mental well-being, we don’t just mean your organization’s C-suite. A recent study by UKG found that managers have a higher impact on employees’ mental health than doctors or therapists—and that they have the same impact as a spouse or partner! As key role models with significant impact, it’s important that managers are trained to cultivate a supportive relationship with their team by celebrating employee accomplishments and creating a space to openly discuss work challenges and stressors. This shift can help employees feel like their relationship with their manager is an ongoing opportunity for growth, not a constant critique. 

Integrating mindfulness techniques into daily work can have a profound positive impact on stress levels. Mindfulness helps individuals to be fully present and engaged in the task at hand, ultimately leading to better performance. But what does mindfulness look like at work? 

Building mental health policies may not be the most exciting task, but implementing mindfulness practices is a great place to get creative and have fun! Consider offering all-company workshops or team sessions to introduce your workforce to various mindfulness techniques, building their resilience to stress and enhancing their ability to focus. You might host a yoga class or breathwork session, or add weekly guided meditations to the calendar. 

At Go1, our co-founder Vu Tran, who is also a medical doctor and a fellow of the Royal Australian College of General Practitioners, recently hosted a fireside chat on mental health, and all team members were invited to join. During the session, Vu shared his thoughts on resilience, his frameworks around understanding the basics of mental health, and answered questions about mental wellness. Not only was this an opportunity for employees to learn more about mental health from an expert, but it was also a chance for Go1 leadership to show employees that mental health is a priority for us—and we want our team to prioritize it, too. 

Mental health isn't just the individual's responsibility, so make sure you're going beyond individual practices and facilitating a supportive environment that allows mental wellness to thrive. 

In a post-pandemic world, remote and hybrid work has become the norm for many employees, and the blurring of work-life boundaries is real. Providing guidelines for remote work that encourage time management, regular breaks, and the cultivation of a dedicated workspace can help prevent burnout. 

Flexibility is also key, as flexible working hours and locations can empower employees to structure their workday in a way that best supports their personal responsibilities and mental health needs. A survey from Gartner found that 43% of respondents said flexible working hours helped them achieve greater productivity. Providing flexibility and access to mental health resources such as counseling services or employee assistance programs can help employees feel supported and cared for. 

Our collective knowledge about mental health is constantly evolving, and just like we expect employees to adapt to change, organizations should also adapt to meet the changing needs of their workforce. By adopting a holistic approach that looks at both individual and organizational factors, companies can create a work environment that nurtures the well-being and success of their most valuable asset—their employees. 

Strategically investing in mental wellness pays off in employee satisfaction, commitment, and performance. It's time to shift the paradigm from a productivity-at-all-costs mentality to a sustainable, wellness-focused approach that benefits everyone. 

Move beyond hustle culture and try these strategies to support your workforce’s mental health and well-being.

Building a wellness-focused workplace

In this month’s edition, we’re sharing content recommendations for your employees around the topic of well-being. From mental health support to self-care tips, we’ll share courses and content providers to help you improve your well-being at home and work. On top of that, we’ll also detail all the latest additions to the Go1 library.  

So, what’s trending in learning this April?  

Well-being, both at work and home, is essential for a happy, engaged workforce. Yet, Gallup finds that just 33% of employees are “thriving” in their workplace well-being — leaving plenty of room for improvement.  

This statistic is concerning for several reasons. At a basic, human level, facilitating workplace well-being is simply the right thing to do. Additionally, improving well-being also has several business benefits, with one study finding that every $1 spent on workplace mental health results in $4 of productivity gain and savings.  

Here are five fantastic courses on Go1 that can help you and your employees improve their well-being. 

1. Look After Yourself at Work and Home by Beyond Blue (12 mins) 

Learning about mental health will help you look after your social and emotional well-being, and support the people close to you. This course will dispel some common mental health myths and teach you how to support healthy habits at work and home. 

2. Mental Health Essentials by Nimble eLearning (45 minutes)  

This course will increase your mental health awareness, offering techniques to support you and your loved ones. You’ll learn how mental health can vary from person to person, how to improve your well-being, and how to create a supportive work environment. This course is packed with practical advice and helpful, everyday language to facilitate positive changes in your workplace. 

3. Stress, Anxiousness, and Anxiety by ViaUp (20 mins)  

This course from ViaUp empowers you to name and address the causes and symptoms of anxiety. With the right information, some kindness, and a little patience, these tools can make a dramatic difference in your life. You’ll learn:  

How anxiety is different from stress and general anxiety 

The steps you can take to support your mental health 

How to support a colleague who is struggling 

4. Mental Health Awareness for Employees and Teams by The Mental Health Project (40 minutes)  

This interactive course is designed to improve employees' awareness of mental health conditions in the workplace. It'll help you increase your knowledge, skills, and tools to recognize mental health conditions and understand your role and responsibilities regarding mental health at work. Ultimately, you’ll receive the tools to help create a happier, more mentally healthy workplace 

5. Identify a Mental Health Struggle with the Baseline Method - Mental Health Movement Academy (15 minutes) 

Knowing what impacts your mental health and when to seek support is necessary to improved mental health outcomes. Learn how to identify the signs and symptoms of a mental health struggle in yourself or others using our simple Baseline Method, which teaches you how to establish a mental health 'baseline'. 

Improving your well-being and becoming more aware of your mental health is always a noble goal, so we wish employees all the very best on this learning journey. With a little commitment, kindness, and support, we expect you'll be Well-being Warriors in no time! 

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

An exciting new addition to Go1, Hemsley Fraser now has more than 1,000 courses available, ranging from five minutes to over three hours long. Offered in both English and Spanish, their content comes in a wide variety of styles and formats, meaning there’s something for everyone. This includes:  

Another brand-new addition to the Go1 library, Coaching Culture has added 45 courses covering all aspects of coaching, mentoring, and leadership. Courses range from 20-30 minutes, with a heavy emphasis on personal and professional development as part of their mission to “make work better.” Courses are mobile-friendly and offered in English.  

A returning favorite and a Go1 brand, Coorpacademy has recently added over 1,000 new courses to the library. These new courses are available in five languages (English, French, Italian, German, Spanish) and focus on soft skills topics like leadership, professional development, communication, and emotional intelligence.  

Packt added over 500 new courses to Go1 this month, focusing on technology topics like data science, programming, and web design. Packt’s courses are created by developers for developers, making them highly informative and allowing them to stay at the forefront of tech’s evolving landscape. The content is primarily video-based, including regular practical projects and exercises. 

Pluralsight has also increased the size of its library, adding over 600 new courses to Go1. These new courses cover topics like how to use Microsoft Azure and several courses on artificial intelligence. Pluralsight is among the best in class for technology content, so we’re always thrilled to see more of their courses available in Go1!   

If you remember last month’s edition of What’s trending in learning? we highlighted EasyLlama as one of our top content providers of the month. Since then, there’s even more to love, as EasyLlama has added over 100 new courses to the library, covering topics like Harassment Prevention, Workplace Health and Safety Essentials, Cybersecurity, and more.  

Three content providers that we’re loving in April

RethinkCare provides best-in-class training for mental health, wellness, and mindfulness. With high-quality content produced by subject matter experts, coupled with exceptional production value, RethinkCare offers an insightful user experience that'll leave you coming back for more. Their innovative solutions use evidence-based, clinically validated approaches to enable employees to be healthier, happier, and more successful.  

Topic coverage: Health & Wellness, Mental Health, Mindfulness, Personal Transformation, Self-Awareness, Yoga  

As Australia’s most well-known mental health organization, Beyond Blue offers interactive and informative courses on how to support your mental health, as well as the mental health of friends, colleagues, and loved ones. Research and evaluation underpin Beyond Blue's work, investing more than $65 million in mental health research over the years. Their courses feature a modern look and feel, with plenty of interactive activities.  

Topic coverage: Mental Health, Well-being  

Nimble eLearning, a UK-based company that's brand new to the Go1 library, has developed unique online tools that make creating and tracking eLearning easy, approachable, and affordable. Their mission is to empower trainers worldwide through approachable digital learning tools and expert care. With over 20 courses and a breadth of topic coverage, Nimble offers something for most learners!  

Topic coverage: Health & Safety, Legislation & Compliance, Mental Health, Well-being, Safeguarding, Security & Data Protection, Workplace Skills 

From mental health support to self-care tips, we’ll share courses and content providers to help you improve your well-being at home and work.

What’s trending in learning? April 2024

From mental health support to self-care tips, we’ll share courses and content providers to help you improve your well-being at home and work. 

What’s trending in learning? Well-being in April 2024

For over 25 years, GT’s Living Foods (responsible for that Synergy Kombucha you know and love) has revolutionized how we integrate fermented foods into our lives, spreading the message that food can be medicine. As a company centered around growth with purpose, GT’s recently applied these same values to learning internally. Through the work of a small but mighty Talent Management team, they set out to improve their learning and development output, and Go1 was ready to help with a new partnership. 

Ever since, the results have been outstanding. From a 3x increase in active learners to boosting engagement, developing leaders, and staying compliant, we’ll share every step of GT’s L&D transformation.  

Building a thriving L&D program from scratch  

Before 2019, formal L&D didn’t exist at GT’s Living Foods. They realized it was time for a change and hired a VP of HR. By 2022, that had evolved into a one-person L&D team, consisting of powerhouse Sindy Ruiz, Talent Management Business Partner.  

However, this small team doesn’t stop Sindy from having a massive impact. The same year Sindy joined, GT’s partnered with their first content aggregator, OpenSesame. Within that year, their expectations weren’t being met, and they switched to Go1. 

“The reason why we went with Go1 instead was because of that multiple-course functionality,” Sindy explains.  

“Having employees be able to search their own courses (from a large library) was a huge selling point since we were so accustomed to having to curate content ourselves.”   

Whereas with OpenSesame, Sindy could select just 25 courses to cover the whole business, with Go1, she has access to the entire content library of 85,000+ courses.  

“85,000 courses is hard to beat. That's a lot of content,” Sindy enthused.  

This switch allowed GT’s to kick their L&D efforts into overdrive, delivering more personalized, targeted training. Of course, during the switch, proving value to senior leaders proved tricky—a familiar obstacle for many L&D teams, but patience and partnership led to success.  

“Getting everyone accustomed to a new platform is always difficult, plus making sure that the leadership team saw the value in it,” Sindy said. 

“Luckily, the second year showed much improvement, and our learners now feel comfortable using the platform.”  

Ever since, the results speak for themselves. Demand for learning has increased steadily, with active learners increasing by 3x—from just a handful initially to over 300 active learners today. 

“Since last year, we've become kind of hyper-focused on training and development, learning, and closing skill gaps,” Sindy added. 

Instituting a culture of learning through GT's University 

With their L&D team established, a partnership with Go1 in place, and more demand for learning than ever, it was time for GT’s to take the next step. So, they established GT’s University.  

 “[Employees] already know, whatever I'm looking for, GT’s University is the place to go,” Sindy explained.  

This structure has transformed GT’s approach to leadership training. Sindy explains that previously, they had issues with leaders being promoted without the proper training or skills. New leaders didn’t have the time or resources to proactively train employees or anticipate skill gaps. Now, Sindy ensures that “managers are learning to be managers [sometimes] working backward and also implementing training ahead of time.” 

From a 3x increase in active learners to boosting engagement, developing leaders, and staying compliant, we’ll share every step of GT’s L&D transformation.