Calling all Learning Designers! Enter Bloom’s Happiness Learning Project eLearning module competition and be in the running to win $1000USD – while using your skills for good!

Bloom is an award-winning learning technology company, passionate about user experience, design and learning outcomes. This month, the Bloom team have decided to use their skills, talents and connections to make a difference to those living with anxiety. 

Anxiety is the most common of all mental disorders, currently affecting about 1 in 13 people – 7.3 % globally. With many employees experiencing anxiety in the workplace, wellbeing training is a crucial component of any corporate training program. 

Workplaces that prioritise mental health have better engagement, reduced absenteeism and higher productivity, while people have improved wellbeing, greater morale and higher job satisfaction.

Enter the Bloom Happiness Learning Project

To help support those who are affected by anxiety at work, Bloom are coordinating a competition for Learning Designers globally to co-create eLearning modules that will improve wellness at work, supporting those learning teams who want to support those affected at work. 

By entering Bloom’s ‘5 ways to wellbeing at work’ eLearning module competition, you’ll be in the running to win $1000USD, with possible ongoing passive income. The winner will provide their module at no cost to any organisation or individual who wants it. 

From April 31st, the winning module will be made available on the Go1 learning platform, free to enrol in as part of the Go1 Social Impact suite. 

Organisations are also encouraged to keep up-to-date with the Bloom Happiness Learning Project. 

If you are responsible for wellbeing training at work, you will know most eLearning suppliers will charge between $15,000 – $30,000 per module. Simply head over to the Bloom website and register the details of your organisation. When the winner of the eLearning module competition is announced you will receive the SCORM file – for free! 

Go1 is delighted to be involved in the Bloom Happiness Learning Project and to provide sponsorship of the winning prize. 

The competition launched this week on 20th March, to coincide with the celebration of International Day of Happiness around the world. 

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Go1 sponsors Bloom Happiness Learning Project 

Big news today for Go1 – we’ve raised more than $25 million in our Series B funding round!

M12, Microsoft’s venture fund, led the Series B funding round, with participation from existing investors SEEK, Y Combinator and Our Innovation Fund. 

SEEK chief executive Andrew Bassat said their partnership with Go1.com was mutually beneficial.

“Go1 have a very strong team and do a great job of offering access to content and courses to allow people to up-skill and re-skill themselves for work,” Mr Bassat said. “We look forward to leveraging our experience, technology and relationships with millions of people and organisations across the globe to help Go1 achieve its potential.”

We also welcomed Larsen Ventures, the investment arm of Peter Larsen (co-founder of Navitas, one of Australia’s largest education providers) as a new investor. 

As part of the raise, M12 will also have a seat at the board. 

This is a huge milestone for the Go1 team and signals a new stage of growth for our company. 

Since launching in 2015, we have been working to continually improve Go1 by developing our learning platform, scaling the number of partners contributing learning materials to Go1, and providing world class customer service, all while helping to make learning more accessible to everyone across the world. 

As Go1 grew, so did our team, evolving from a small team in our Brisbane HQ to a team of over 100 employees working across office locations right around the world. 

Our Series A funding round saw us raise $10 million, with support from investors including Shark Tank’s Steve Baxter, Tank Stream Ventures, Black Sheep Capital, Blue Sky Venture Capital and Full Circle Venture Capital. 

We are thrilled to have M12 and Larsen Ventures join this list of investors. 

The results of this Series B funding round will further fuel Go1's growth, allowing us to keep improving our product, scaling our global team, and solidifying our presence in international markets with a focus on continuing our expansion into the United States, and opening up our first office in the United Kingdom. 

Most importantly, this funding allows us to continue working towards our vision of providing the best learning opportunities to improve lives through education and training. 

Larsen Ventures investment director Andrew Larsen said he was pleased to be a part of Go1’s growth journey.

“I’ve seen Go1 grow from strength to strength and have wanted to be involved with the company for a while now. We’re really pleased to be involved in this funding round and are excited with where the company is headed.  They’ve proved their ability to execute every step of the way, and their vision and continued results are a great fit with Larsen Ventures.”

We would also like to take this opportunity to thank our customers and partners. We’ve always had incredible support from customers and partners, who are helping us to improve what we do on a daily basis.  

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.

Go1 announces $25 Million Series B round 

Solving organizational challenges with learning and technology isn’t always easy. 

The Learning Solutions Conference & Expo, held March 26 - 28 in Orlando, Florida, will provide you with real solutions to create new strategies, increase engagement, and leverage the power of learning technologies.

Throughout the event, industry leaders will take the stage together to share their viewpoints on key themes within L&D, including:

There’s also a great lineup of keynote speakers who will inspire you with relevant stories of creativity, storytelling, and design.

The Go1 team will be at Booth #326 each day – and offering free Go1rillas! Visit our booth and talk to our learning experts about how Go1 can be the solution for your organization’s L&D challenges. 

If you’re in the Florida area – and into all things learning and technology – you won’t want to miss this conference and expo. The event attracts people from around the world who want to keep up with the evolving needs of their learners. 

Whether you’re an eLearning developer, L&D manager, LMS admin, learning technologist, or instructional designer, you’ll find the tools, technologies, ideas, strategies, and best practices you need for success.

Head over to the Learning Solutions Conference & Expo website to register. We hope to see you there! 

Visit the Go1 team at Florida’s Learning Solutions Conference & Expo

Have you noticed a number of your workmates wearing orange to work today? They’re most likely showing their support for Harmony Day, a day for people across Australia to acknowledge and celebrate the country’s cultural diversity.

With 49 per cent of Australians born overseas, or with at least one parent who was, Harmony Day is an opportunity to pay cultural respect to everyone who calls Australia home. Held each year on 21 March, the day is an important reminder of the need to promote a sense of inclusiveness, respect and belonging, in our schools, workplaces and broader community.

While it’s vital that we work to encourage inclusiveness and diversity every day of the year, Harmony Day serves as a strong call-to-action to generate ongoing discussion around this issue. It prompts each of us to think about and reflect on how we approach cultural diversity in our own lives.

Supporting cultural diversity in your workplace

By respectfully acknowledging Harmony Day in your workplace today, you can show your support for the many diverse backgrounds belonging to this nation and making it a better place – from the traditional owners and custodians of this land to those who have come here from various countries across the world.

On this day, employers and CEOs in particular are urged to reflect on their company’s approach to diversity. If you’re an employer or manager, take a realistic look at your organisation: how are you working to promote a positive and diverse work culture? Are you fostering a sense of belonging for staff, across all cultures, religions and backgrounds?

Businesses perform better when individuals feel included. When employers show that they are strongly committed to supporting diversity, it leads to a far more open, respectful and inclusive organisational culture and work environment for all.

Creating strong policies around cultural discrimination

HR managers must also play a significant role in preventing and addressing workplace discrimination. For all HR professionals, it’s vital that you have a clear understanding of your company’s position on cultural discrimination and harassment, so you can support staff on this issue.

Australian employers should have zero tolerance for cultural discrimination in the workplace. Yet even today, too many people in this country continue to experience prejudice and unfair treatment because of how they look or where they come from.

With Harmony Day also coinciding with the United Nations International Day for the Elimination of Racial Discrimination, today is a clear, strong reminder to make sure you’ve developed solid policies around these areas and are implementing them across your organisation.

Wearing orange to show your support for Harmony Day

Still wondering why people are wearing orange to work?

According to the Harmony Day website, orange “signifies social communication and meaningful conversations… [and] also relates to the freedom of ideas and encouragement of mutual respect.” Carry these thoughts with you today. And why not choose to wear something orange, to show your respect for cultural diversity and support for an inclusive Australia.

By actively celebrating Harmony Day you’ll be helping to reinforce the day’s key message – which is simply that ‘everyone belongs.’

Celebrating cultural diversity in the workplace

We've released lots of new updates in the past month – let us show you how to use these features to get the most out of Go1!

Join our Go1 Product Managers and Content Experts, as they unveil recently released platform features and highlight brand new Premium Content Providers! 

Share updates on our content recommendations feature which is in Early Access  

Be introduced to our brand new Premium Content courses on your portal 

Deep dive on new capabilities for editing email notifications

Highlight our recently released Events feature and show you some tips and tricks  

We will answer your questions in our session or follow you up after!

* Our webinars are recorded - by registering you will get sent the video recording if you can't attend on the day!

Join us for our monthly webinar to learn about the latest Go1 Platform features and Premium content updates!

Go1’s Caroline Brant, Global Learning Strategist in the United States, will be speaking at an upcoming event in Seattle on Thursday March 28th.

Hosted by Learnapalooza, Caroline will be part of a panel of experts in artificial intelligence, augmented reality, data analytics, HR recruitment and more. 

The Upskilling Yourself: Future Technologies Panel & Resume Hacking Workshop, running from 2.30pm to 5.30pm, is a great opportunity for participants to learn critical skills to navigate and design immersive and adaptive learning environments. 

During the three-hour session, panelists will discuss why it is critical that all professionals involved in people development and related fields become conversant in new learning design, disciplines, and tools so they may meet future workforce needs – for both the people and organizations they serve.

Caroline and her fellow panelists will provide attendees with a clear direction for learning designers and HR managers to integrate new technologies into their skill sets. Following the panel discussion, attendees will be able to ask questions about how these tools and disciplines will impact learning design and jobs in the near future.

There will then be a resume review and job description hacking activity, before a final Q&A session with the experts. You can even bring your resume along to the event for recruiting expert Lindsay Mustain to review!

If you’re near downtown Seattle – and a learning designer, HR manager, or just passionate about L&D – we encourage you to get along to this event. The Learnapalooza team has amassed an amazing group of speakers you won’t want to miss. It’s also a great opportunity to network with passionate and like-minded people in the industry.  

Learn more about the Learnapalooza event and be sure to pre-register on Meetup. 

You can also reach out to Caroline at caroline.brant@go1.com or via LinkedIn to learn more about Go1, hear about exciting available positions, or if you are interested in being a content or LMS partner!

Go1’s Caroline Brant speaking at upcoming Learnapalooza event

At Go1, we aim to provide only the best content available so that you can meet your training needs. That is why we are very pleased to announce our new partnership with Global Vision Media, an industry-leading provider of innovative, cost-effective eLearning solutions. 

Global Vision Media is an award-winning company with a rich history and experience. With 20 years of expertise in the areas of instructional design, content development, learning management systems and talent management systems, their aim is to help their clients to measure the return on their training investment and to achieve maximum learning efficiency and effectiveness.

Global Vision Media has a suite of seven AU compliance courses which are particularly aimed at local councils. Global Vision Media has won two Australian Institute of Training and Development awards over the last 10 years, making them an ideal partner for Go1 in the Australian workplace compliance space. All courses are short, clear and concise and very easy for all employees to complete.

Occupational health & safety for employees

Occupational health & safety for managers

Equal employment opportunity for employees

Equal employment opportunity for managers

Workplace bullying & harassment for employees

Workplace bullying & harassment for managers

Go1 makes it easy for businesses to train their staff, with the world’s largest compliance, professional development and general training marketplace. You can now find all of Global Vision Media's courses available in Go1 Premium. 

Learn more about the courses available from Global Vision Media here 

Go1 announces new partnership with Global Vision Media 

Today, on Friday 8 March, we celebrate International Women’s Day across the world.

For many, it’s a day to celebrate women’s achievements; for others, it’s a reminder and call-to-action to continue pushing for gender equality.

One of the key areas in which we see a lack of gender equality is in the workforce, where there remains a clear difference between the way women and men are treated and valued.

In fact, the World Economic Forum’s Global Gender Gap Report 2017 has predicted that it will take over two centuries to achieve gender parity across the world – with another 217 years of inequality for female workers.

The gender gap in Australia’s workforce

In Australia, women account for 34% of senior managers and 16% of chief executives in the private sector.

Recent research from three separate organisations shows senior female managers earn, on average, $93,000 less per year than their male equivalents.

In large publicly listed companies, only 5% of ASX 200 CEOs are women.

High-level female managers earn an average of 5% less than male managers.

Women are also still significantly outnumbered when it comes to working in STEM-related studies and careers, making up only one in four IT graduates and fewer than one in 10 engineering graduates.

How employers and managers can promote gender equality

Aim for an equal target of representation of each gender in employment and leadership roles.

Make sure that women and men who are doing the same role (for example, two engineers or two senior leaders) are paid the same amount of money.

Ensure female employees are involved in policy and decision-making processes.

Always be inclusive, making sure women are equally represented in delegations, speaking panels and boards.

By working to address inequality, and encourage a higher representation of female leadership, you'll be pressing for progress in this area.

Your organisation will also benefit from having more women in leadership roles, as you’ll be encouraging greater diversity of thought and experience – something that is highly valuable in any industry.

What employees can do to support women in the workplace

It’s not just CEOs and employers who can make a difference in improving gender equality in the workplace.

Employees are also encouraged to look closely at how their female colleagues are treated and valued in the workplace. Let International Women’s Day be a reminder to speak up about gender inequality when you see it.

The International Women’s Day website has excellent suggestions for how individuals – women, men and non-binary people – can create positive change within their own spheres of influence. In doing this, male employees can help to address gender bias in the workplace, becoming better champions and allies for equality.

Commit to taking positive action today – and every day 

Question any lack of women's participation

Ensure credit is given for women's contributions

Supportively call-out inappropriate behaviour

Identify alternatives that are more inclusive

How are you addressing gender equality in your workplace?

Easily group your content to share with your users!

Preview the improved Groups feature, replacing what was previously called "Discussions".  

With this release, we've taken away the emphasis of the Groups feature being for discussions or notes. Now it is a feature you can use to group relevant content on your portal, for a specific department, region or team, which you can then assign to your learners or share across portals. 

Look forward to an enhanced Groups feature, to help Admins and Learners experience more value from their Groups; this includes

Clear difference between assigned learning as well as additional learning in a Group,

For Admins; easier management of Groups including the members, the creation process and the sharing across portals. 

If you want more detailed information about how to navigate these changes in your platform read on and refer to help guides here: Knowledge Base.

You will notice the look and feel of the Groups tab has been created inline with the new course editor interface. 

These updates will make it easy to view your Groups (which you are a member of or owner of) and all public Groups on your portal. 

The Groups creation pop-up, makes it easy to specify group title, description and the visibility settings in one easy flow.

This release has updated the concept of Public Groups, so that now a Group is either shared with a person or your portal. If its public (and shared to the portal), a  user can see the Group (in Group Explore) and then choose to join. By default the visibility will be "Private", which means only users you add to the group can view it and join. 

Once you click through a Group, you can easily view from the Overview tab, 

Admins/Groups Owners can also see and Edit and Assign actions

Mange members easily via the Members tab:

The release provides you the ability to manage all the enrolment of members to a group, even across Groups shared to other portals.

As a Group Owner (or Admin), you can view the tally of total members in this group including members who have joined via another portal the group was shared with. You can easily add new members via the pop-up and excitingly also the Groups creator is no longer a member by default!

What is the difference between added to this group or assigned?

NEW: For courses you create on your portal you have the option to directly add the course to a Group, when you are in the course edit mode: Select the group from sharing suggestion list AND Select 'Can view' or 'Can enroll' permission. This course will now appear in the group!

If however, you want to assign learning with a due date, we suggest you do that via the assign button in the Groups interface. The content doesn't need to be added to the group in order to be assigned.

Having the option to add content as well as assign content, enables the Group to be a place to customise content for a subset of your users or for your portal; which your learners can then choose from. 

You can Share a group of content to another portal, which we suggest works for our customers with multiple portals. 

Ensure within Portal Settings < Portal Content Selection, your portal has accepted Groups shared to it. 

Now you can view the groups in Groups Explore, which you can join. 

If you share content groups across portals with Premium content with a course; portals without Premium will not be ale to access the Premium LI's . 

For content to be visible across portals, add the content to the group (do not assign), if you are sharing course across portals - assigned content can not be viewed in shared groups. 

 The permissions of learning which is added to a group will be inherited by all users . For example, if the learning item is shared   with 'can enroll' permissions to a Group and then that Group is shared to a portal with can view permissions, users within the shared portal can enroll into the course. 

Group Owners can only share their groups (groups that are created by them) to their current portal or other portals, whereas Portal Admins can share all groups (created on their portal). 

If content is assigned to that group, users will inherit the assigned content in their My Learning Dashboard and similarly if they leave the group the content will be un-assigned. 

Stay up to date on the latest important dates related to your Go1 platform.

Discover more about the new Groups feature!

While every company experiences staff turnover, when the level reaches too high, it creates an assortment of problems. As a business owner, it’s your responsibility to understand the reasoning behind a high staff turnover rate, the consequences that follow, and the options you have to prevent it from happening.

Keep in mind that employee turnover spares no industry. But according to a LinkedIn article, three in particular struggle the most in retaining qualified workers. At the top of the list are tech companies, those that specialize in software. This industry has a 13.2 percent turnover rate. Next in line are retailers and consumer goods companies with a rate of 13 percent. Coming third are media and entertainment, along with professional services, at 11.4 percent.

Additional industries with the highest staff turnover rate include:

Government, education, and not-for-profit organizations – 11.2 percent

Insurance and financial services – 10.8 percent

Automotive, transportation, and aerospace – 9.6 percent

Healthcare and pharmaceutical – 9.4 percent

Some industries have a higher risk than others. But overall, every business needs to recognize the problem and act quickly to avoid fallout.

Reasons for employee turnover and easy fixes

The first and most important thing you need to do is gain insight into why your employee turnover rate is high. Only then can you address the issue appropriately. One thing important to note is that due to the type of work involved, some industries are naturally more prone to a high staff turnover rate than others. However, even if your company falls within one of those, you still have viable options to correct and control the problem.

While experts have some differing opinions, the majority agree on 10 specific reasons for a high turnover rate. Unfortunately, you can lose excellent employees right along with the bad if any of the following exists within your organization. When assessing your company, be on the lookout for any of these. If identified, consider the remedies provided.

“Office politics” are a huge issue. If you have people working for your company who participate in back-stabbing, gossiping, throwing blame, or being rude to their co-workers, you’ll have a hard time keeping anyone on the payroll. In this case, your HR Director, along with department heads and your L&D Manager need to devise a plan to stop this behavior in its tracks.

You may have the most dedicated and hard-working employees in the world. But when an imbalance between work and personal life develops, it can force them to leave the company. Regardless if you recently had to downsize or require your staff to put in long hours, you have to make sure your employees do not compromise their life outside of work.

One of the best ways to get your staff to perform is by empowering them. That means giving those qualified the opportunity to make decisions. Not only does this give your workers authority, but it also makes them more accountable. Again, you need a system in place whereby your leaders do not micromanage but empower the employees instead.

Everyone, regardless of their title or position, wants to feel valued in the workplace. If you don’t have some type of reward system in place, it won’t take long before workers begin to seek other employment. Make sure the leaders within your organization come up with a plan that both recognizes and rewards hard-working employees. 

It’s essential for your managers to provide feedback combined with mentoring to help your employees succeed. If that’s not currently happening, you need to make a change in how you run your business. Honest comments, whether positive or negative, go a long way in prompting people to do more and do better. 

Another reason behind a high staff turnover rate has to do with the job not meeting expectations. You probably know that positions can change after onboarding someone. But if the work involved is too far off from what the individual agreed to at the time of hiring, you take the chance of losing that individual as an employee.

For this, your HR Director and your leadership team need to evaluate positions and make adjustments if necessary. As an example, if you hired someone to work closely with customers, but soon after starting the job, that person’s position changed to having little to no direct contact. You can anticipate an unhappy employee.

Sure, some people spend their entire working career doing the same thing while remaining completely content. However, this is rare.  If you want to avoid a high staff turnover rate, you need to give your staff the opportunity to advance. Workers who see potential for growth are more likely to remain loyal to a company.

Whether your business is going through a rough patch or rumours have circulated throughout the organization about a possible closing or downsizing, you need to nip this problem in the bud quickly. Instead of keeping your staff in the dark, be transparent. The number of employees willing to stick around through the good and the bad times would surprise you.

Obviously, the goal when hiring is to select people with the right qualifications. Therefore, be sure you place employees in the right positions. Also, because responsibilities can change, always provide training as needed. For this, your L&D manager can select online training courses that bring your employees up to speed in no time.

A lot of people accept positions according to promised promotions and raises. If you had to freeze these perks for some reason, and your staff has the chance to work elsewhere for 20 percent more, you can bet your turnover rate will increase. Again, be honest with your employees, so they know you understand their frustration and are doing everything humanly possible to turn the situation around as fast as possible. 

Now you understand why most employees leave a company. But to fully appreciate why this is something you want to avoid, take a look at the fallout. No matter what product or service you sell, your staff is your most valuable asset. Even in the age of technology, mega organizations know that success comes from having employees who are satisfied with their jobs.

The problem is a lot of companies focus so much on hiring, as well as product and service development, and they fail to give any serious consideration to employee retention. If you want your business to remain competitive and successful, you have to look at the bigger picture. After all, a high staff turnover rate is expensive in more ways than one.

As a perfect example, People of Greenhouse, led by VP Maia Josebachvili, created a case study that shed some interesting light on workplace turnover. In this study, the team determined that retaining a salesperson for three years, as opposed to two, improving onboarding practices, and enhancing management strategies, yielded a net value difference of $1.3 million to a company over the course of three years. 

This same organization shared some insightful beliefs as to what you should consider for your company. Three things, in particular, stand out, which the People of Greenhouse implemented, including “nurture brilliant and talented employees, encourage employees, and empower employees.”

Some experts go with even higher numbers when estimating the financial loss of staff turnover. For instance, the Center for American Progress published a report that spanned 15 years. In that report, it cited 11 different research papers. The outcome was that a company with a turnover of an extremely skilled worker could cost the business 213 percent of that person’s annual wage.

While other experts have an even more conservative viewpoint, claiming the cost of losing an employee typically ranges from tens of thousands of dollars to up to twice the annual salary of the employee who leaves. It’s still too much. Remember, you invest a lot on your staff, from recruitment and hiring through training and ramp-up to achieve optimum productivity. 

The cost of having an employee leave also covers a greater degree of errors, general culture impacts, and a decrease in engagement with others. Think about that for a minute – one employee making $50,000 could cost you as much as $100,000 – just ONE. For a significant turnover rate, the numbers increase dramatically in no time at all. 

Breaking the numbers down, consider a company with 150 employees and a current 11 percent yearly turnover rate. Spending $25,000 on hiring, $10,000 for each turnover, plus development, and roughly $50,000 on productivity opportunity while trying to replace a staff member, that company could easily lose $1.57 million annually on turnovers.

Although workers leave a company due to being underpaid, the number one reason for a problem with turnover has to do with employee dissatisfaction. For that reason, you need to focus your efforts in that direction above all else. Following are the most critical areas that you need to address.

Remember the discussion about career advancement; you need to provide your staff with growth opportunities. Even more than job security and salary, providing your employees with a chance to advance within the organization will significantly decrease your turnover rate.

For example, if you have employees who enhance their skills by taking online training courses or attending a conventional college campus, take advantage of that. By moving that person to a better fitting position, you’d quickly see an improvement in work satisfaction. Also, have your HR Director spend time with your employees to gain an understanding of their long-term career goals.

As human beings, your employees need to know that you as the owner, as well as your entire leadership team, genuinely care about them and have their best interest at heart. By building a workplace culture whereby everyone appreciates and respects others will help reduce your turnover.

You need to consider how an employee impacts your company and the way your company affects the world. In this case, develop a clear mission statement and share it with your entire staff. This will encourage your employees to work through tough times and remain focused on the business priority. In other words, your employees need a clear vision of what they’re striving for and then be recognized for what they do.

Arm your staff with the tools and resources they need to succeed. If you have a high employee turnover rate, you not only lose financially, but your company’s reputation could also suffer. If potential and existing customers see that you have a lot of employees coming and going, it makes them question your business’ integrity and practices.

At the same time, a high staff turnover rate could give your competitors an edge. Using that to their advantage, they can quickly take some of your customers, which is never a good thing. All in all, it’s imperative that you recognize a problem and take the appropriate action immediately. Otherwise, your company could suffer to the point of failing altogether.

Always remember to provide your employees with training. At the time of bringing new staff onboard and throughout their career with your organization, make online courses a part of your overall strategy to keep employee morale and productivity up.

Along with your day-to-day workers, you should give your leadership team the same opportunity. For one thing, training enhances skills while introducing your staff to new ones that they can use to better themselves and the company. Also, ongoing training gives people a sense of empowerment and shows that you’re willing to invest in them and their career.

Although you can find an abundance of companies that offer online training, not all have the same caliber of courses available. Go1 has a reputation for providing a broad range of superior quality topics, with courses developed and often presented by industry leaders. For a nominal fee, use training to reverse turnover within your organization.

The real cost of a high staff turnover rate

Welcome to the Go1 blog. Helping you to achieve your L&D goals through the latest learning and development insights, trends, and technology.

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Over 200 L&D pros shared their biggest challenges and investments in learning. Read the full report