During a recent Go1 webinar promoting our latest eBook, the panel offered expert tips on purchasing a learning platform, digging into topics such as getting stakeholder buy-in, creating a culture of learning, measuring workplace learning ROI, and more. The webinar was hosted by Melinda Potente, Senior Customer Success Manager at Go1, who was joined by expert guests Luke Barnes, Director of  Partner Success at Go1, Anj Jipp, from the Enabling Team at Chorus, and Olivia Tsen, Development, Performance, and Inclusion Group Lead at Hassel.

We’ll recap the highlights of this insightful discussion, but if you want more, you can also catch up on the full webinar replay below. Or, for further insights, check out our eBook on choosing the right learning platform for your business.

To kick things off, Melinda asked Olivia what prompted her organisation, Hassle, to start on their journey and why learning was a business priority for them. According to Olivia, her key focus was delivering best-in-class learning. 

“We have a lot of learning and knowledge sharing needs and actually purposeful learning is at the core of our strategy and our culture. So one thing that I was very keen to work on straight away when I joined the company was to make sure that we had a best-in-class learning platform and solutions to support our best-in-class work,” she said. 

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“For us it was a huge priority, and I'm really pleased that the business got behind and supported the implementation of a new system.”

Anj added to this, noting that her organisation’s learning journey was all about flexibility.

“We already had an LMS, but we were finding it wasn't particularly flexible. It was very, very hierarchical in its structure. And that's quite different from our organisation. We want anyone that joins the organisation to be able to choose not only to complete any mandatory elements, but also what kind of pathways they're interested in,” she said.

“So, the new LMS that we have now allows that sort of flexibility. People can lean into something they're interested in and passionate about as well as completing things that are mandatory.”

Following this, the discussion moved on to getting stakeholder buy-in. For Anj, this was a case of engaging learners throughout every step of the process.

“Most of the time, [our workforce] are accessing learning from their mobile device. They're not coming into the office every day. And so it's really important that the LMS is responsive on a mobile and that you can access it and play content. It didn't require you to have a laptop, and because of that, we really wanted [our learners] to be involved from the beginning,” she said.

“We wanted people to feel engaged and excited, and choose to log on to the LMS because they want to see what’s there rather than ‘oh, I need to do this again.’ So, it's really kind of getting that enthusiasm and excitement about something that's new.”

Olivia expanded on this, explaining her approach to getting stakeholder buy-in at Hassel.

“I truly believe that learning is something that everyone needs to be involved in, either teaching or sharing information and as well as consuming it. So that was definitely part of that consideration in terms of getting stakeholder buy-in, is that we have subject matter experts and people that will be potential users of the platform across every team, at every level of the organisation, whether it's senior leaders or a grad or a business support person,” she said. 

“So, really trying to understand what each of those stakeholder groups needed from it and making sure the platform that we chose and the content that's available through it is flexible and adaptable enough to be able to meet all their needs.”

Next, Luke shared his perspective on what factors can influence an LMS purchasing decision, emphasising that there is no one-size-fits-all solution.

“I think that ease of use is vital, but also some organisations are quite hierarchical, and they need a very structured learning management system that goes along with that. Others are very self driven, and so they need a system where people can easily input their own content and start sharing that content and have more social elements to it. So, it really is finding the right system to fit your style of organisation and what you're trying to kind of get out of it,” he said. 

Following this, the panel discussed the LMS implementation process and how to avoid any potential hiccoughs along the way.

“Test, test, test. I cannot stress enough, just getting that feedback from people. So testing and getting some feedback and involving people in those early stages. I think that's probably by far the biggest thing that we needed,” Anj said. 

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Melinda added to this, sharing her insights on reporting and tracking ROI after implementing a new learning system. 

“I find that a common thread with some of my customers that I speak with is that reporting and insights can really support and uplift the organisation. You can say where top learners, top teams or departments are within the business. And they can start to be some of your learning champions and pilot groups to get that feedback and then try to replicate it across other parts of the organisation,” she said. 

“And that's where you can start to build that learning culture as well, which we all know is so important.”

Finally, the panel cast their eyes to the future, sharing their predictions for L&D in 2024 and beyond. According to Luke, the future of L&D will rely heavily on adapting to change and learning from others. 

“Now, there is a really diverse range of pathways and what someone has done previously isn't necessarily the same thing that you're going to be doing or the same pathway you're gonna take. So, being able to find your own things and your own pathway through, but being able to learn from what a wide variety of people have done is gonna become really important.”

Want more? Catch up on the full webinar replay below: 

Your expert guide to purchasing a learning platform

For more insights, download our eBook on choosing the right learning platform for your business. Or, you can book a demo today to find out how Go1 can help with your team’s learning needs.

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During a recent Go1 webinar, the panel offered expert tips on purchasing a learning platform, digging into topics such as getting stakeholder buy-in, measuring workplace learning ROI, and more.

APAC webinar recap: Your expert guide to purchasing a learning platform

During a recent Go1 webinar promoting our latest eBook, our panel offered expert insights on purchasing a learning platform, digging into topics such as getting stakeholder buy-in, creating a learning culture, measuring workplace learning ROI, and much more. The webinar was hosted by George Ellison-Bunce, Enterprise Customer Success Manager at Go1, who was joined by expert guests Kelly Jenkins, Director of Alliances at Go1, Ally Monaco, Senior L&D Partner at the Oliver Agency, and Sebastian Tindall, Strategic Enablement Director at Vitality.

We’ll recap the highlights of this insightful discussion, but if you want more, you can also catch up on the full webinar replay below. Or, to delve deeper into these subjects, check out our eBook on choosing the right learning platform for your business.

Firstly, the panel set the scene by discussing a seemingly simple question: why should learning be a business priority? For Ally, it was all about practising what you preach when searching for a learning platform for the Oliver Agency.

“One of our company values is learning, so you have to put your money where your mouth is,” she said. 

“For us to reasonably encourage everybody to learn the system, the offering that we give them needs to be robust. It needs to be developed, but it also needs to be strategic and relevant to them.

“We needed an LMS that could deal with specific content for different regions, but also to be able to target individual audiences and cover a huge variety of topics.”

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Sebastian expanded on this, explaining that when Vitality was looking for a learning platform, it was all about aligning learning goals with business goals. 

“Learning isn't a business priority, performance is,” he said.

“So, I think when we're looking at a system to deploy, it has to be linked to what the organisation is trying to achieve.”

Following this, the panel shared their tips for getting stakeholder buy-in.Ally kicked this discussion off, sharing her story of trying to get buy-in at the Oliver Agency.

“The main collection of stakeholders when we were choosing a platform were obviously finance - people with the purse strings - but also [people from] Systems. We needed an LMS that spoke to our current system. That was an essential aspect, and also the compliance department as well, because we were looking to integrate,” she said. 

“So big, significant departments within the business. None of which had anything to do with learning and development. It is a difficult concept, but I think sharing the extent of the platform's capabilities was the most important thing because I don't think the various other departments expected one platform to be able to do so much for us.”

Next, the panel offered insights into measuring ROI after implementing your new learning system. Again, Sebastian emphasised the importance of aligning learning goals and business goals to clearly define your learning system's purpose.

“The first thing you've got to do is align your reporting to business strategy and the performance metrics around that. You're not a disparate function going in reporting on L&D, you're a function that's enabling a business and is there to support performance,” he said. 

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Adding to this, Sebastian also explained that one of Vitality’s key metrics was around decreasing training minutes to increase efficiency and future-proof skills. 

“We have been really clear to say, we're not trying to promote an increase in training. Training is a cost. So, when you take people away from their job, they're not contributing to performance. What we want to do is make people better at their jobs in a more efficient way. And the way you do that, ironically, is by driving your training minutes down. So how do you rationalise the cost versus the performance of that individual?” he added. 

Next, Kelly emphasised the importance of thoroughly testing your learning platform before launching. 

“You must make sure your platform is ready for public consumption. Because I have seen a number of times when a platform gets launched and there are some glitches in the matrix, right? And the learners who are utilising those platforms, if they have a bad experience typically that's just gonna put them off and create formal barriers,” she said. 

“So I say, test, test, test, test, make sure that your implementation is absolutely on point where it needs to be.” 

Additionally, Kelly noted how vital it is to build a culture of learning to ensure your L&D efforts are supportive and sustainable. 

“Building a culture of development feels more holistic and supportive and makes people feel like they're more in control of that journey. Therefore, just by virtue of that, you're gonna get more buy-in from people, typically from a psychological perspective,” she said. 

Finally, the panel signed off by briefly sharing their predictions for the future of L&D in 2024 and beyond. 

“Learning needs to not feel like learning, users just need to be interested in the content. And then one word: AI and everything that comes with it,” Ally said. 

“I'll go with two words: hyper personalised,” Sebastian added. 

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During a recent Go1 webinar, our panel offered expert insights on purchasing a learning platform, digging into topics such as getting stakeholder buy-in, creating a learning culture, and much more.

UK webinar recap: Your expert guide to purchasing a learning platform

During a recent webinar powered by People Management in partnership with Go1, the panel explored how leaders can use L&D to empower employees, build capacity, and address skills gaps within their workforce. Featured guests included Sebastian Tindall, Director of L&D Operations at Vitality, and Ollie Browning, VP of Sales EMEA at Go1. We’ll recap the highlights of this insightful discussion below. 

To kick things off, host Daniel Wain from People Management reflected on LinkedIn’s 2022 Workplace Learning report, highlighting the increasingly centralised, cross-functional, and strategic nature of L&D. The report found that 83% of organisations want to build more people-centric cultures, while 93% of employees are concerned about retention. Most business leaders recognise L&D as a critical way to boost retention and lower attrition, yet only 16% of executives support implementing L&D, according to Go1’s 2020 State of Learning Report. 

Daniel followed these insights with an audience poll, which found that just over half (51%) of the audience are satisfied with the L&D opportunities their workplace currently offers. This result begs the question: how can agile L&D strategies help increase engagement and effectiveness? Sebastian stressed that implementing L&D is merely one part of the learning journey, adding that organisations should focus on building skills proactively to anticipate future demands. 

Following this, Sebastian discussed the biggest mistakes he has seen in L&D and how to overcome them, explaining that L&D should not be perceived as a compliance-driven initiative pushed by the organisation, but as a solution driven by line management with tangible benefits for individuals. Sebastian continued, noting that learning is an organisational requirement that happens organically and can’t be controlled or limited. Ollie added that businesses must promote talent mobility and fluidity and recognise learning outside of formal experiences. 

Transparency in outcome goals and leading by example can help workforces prioritise their L&D journey and understand learning as a shared responsibility. The panel emphasised that managers should be responsible for fostering supportive learning cultures and tapping into existing talent potential. Encouragingly, the earlier audience poll reflected this need for accountability, with 72% of the audience saying their managers encourage their pursuit of learning. 

In response to an audience question about approaching global L&D while considering different cultures, the panel emphasised the shared goal of people wanting to learn in their roles, while acknowledging cultural nuances. They added that developing a global L&D strategy means understanding the specifics of the audience being served on a local market level and prioritising consistency to unify wider teams.

To conclude the webinar, the panel predicted upcoming L&D trends. While AI and personalisation will continue to be prevalent, Sebastian emphasised the importance of analysing automation and infrastructure design across the people portfolio. Coherence of implemented L&D systems and consideration of their integration across platforms, data, and teams is crucial for success.

As a key takeaway, the panel agreed that a successful L&D strategy should align with current and future business objectives and begin with a comprehensive analysis of individual business needs. Deciphering what’s critical from a performance perspective and the challenges on which learning will have a quantifiable impact is vital to revolutionising L&D. 

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. 

During a recent webinar, the panel explored how leaders can use L&D to empower employees, build capacity, and address skills gaps within their workforce. We’ll recap the highlights of this insightful discussion.

People Management: Building effective leadership through L&D

During a recent webinar powered by the Learning and Skills Group, the panel explored how to implement scalable L&D programs in enterprise companies and the implications of this for future workforces. These discussions centred around one vital question: how do you future-proof your workforce? Featured panellists included Kelly Jenkins, Director of Partner Success at Go1, and Donald Ross, Head of Talent Intelligence & Learning and Engagement Solutions, EMEA North, at SAP. Below, we’ll recap the highlights of this enlightening discussion. 

To kick things off, host Andrew Jacobs asked the audience about their most recent experience acquiring a new skill. The results overwhelmingly showed that most people had learned at least one new skill in the past six months, demonstrating that we are in a continuous learning cycle. So, the question becomes, how do L&D teams keep up with this continuous cycle of learning? 

Kelly highlighted that there has been a shift in priorities post-pandemic, with companies focussing on retention and long-term employee investment. According to a recent study by Deloitte, 73% of L&D experts believe business leaders and HR professionals should be responsible for workforce development, rather than individuals themselves. With this in mind, the panel unanimously agreed that L&D has never been more significant and is evolving into a more globally integrated model.

Donald identified the change of pace as the primary driving force behind L&D’s development. He added that learning should be ingrained in a company's DNA, and companies must be proactive rather than reactive to drive change and stay ahead. For example, Kelly cited Go1's 2020 State of Learning report, which found that 58% of executives actively support L&D in the workplace. She anticipates that awareness of the need for advanced training will continue to increase.

The webinar then addressed how leaders have responded to this change of pace, with the panel providing insights into the importance of a diverse and adaptable multigenerational workforce. Kelly said leaders must actively participate in learning initiatives, leading by example and empowering their teams to learn.

Moreover, the panel noted that acquiring data related to skills is crucial. That way, teams can answer the tough questions leaders pose and understand the real-time challenges workers face. Donald explained that, at SAP, they are committed to providing individuals with the right opportunities and time for learning by using technology to scale and disseminate learning content across the entire workforce. With discussions about AI and automation dominating current learning agendas, the panellists explained that these kinds of tools can be used to decode career journeys and analyse qualitative and quantitative feedback.

Naturally, companies will encounter roadblocks as they strive to keep up with employee skills requirements. Accordingly, Kelly said companies are looking inward to identify potential and fill skill gaps. The panel also discussed the technical disparities that have emerged across generations, emphasising that upskilling is the solution to level the playing field and maintain a diverse, multigenerational workforce. Skills mapping, talent mobility, and skill frameworks are also pivotal in addressing these issues. 

Kelly then affirmed that a company's focus should be on the people, not just the function. A mindful leader understands a company’s learning culture and prioritises psychological safety. If individuals understand how continuous learning benefits them, their motivation levels increase and subsequently align with company goals. Donald added that the future of learning revolves around accessibility, as well as delivering mobile, micro, and just-in-time learning.

The panel agreed that active and transparent conversations between leaders and teams are crucial to creating an honest environment and a clear path to career goals. Setting the tone, providing the right learning resources, encouraging curiosity, and a growth mindset are also critical to addressing the skills gap. 

To conclude the discussion, Kelly and Donald provided tips for companies looking to scale their L&D programs, such as auditing and assessing their available resources, communicating the importance of learning consistently, and providing a variety of learning opportunities. Donald emphasised that understanding peoples’ motivations for learning is central to implementing change. Pilot new learning methods, assess their impact, and then scale it — that's how you future-proof your workforce.

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.

During a recent webinar powered by the Learning and Skills Group, the panel explored how to implement scalable L&D programs in enterprise companies and the implications of this for future workforces.

Upskilling for the enterprise: how to future-proof your workforce

During a recent webinar powered by the Learning and Skills Group, the panel explored how to implement scalable L&D programs in enterprise companies and the implications of this for future workforces. 

A conversation with Maureen Frank and Elise Stephenson about building more diverse workplaces and designing better workplace culture amidst the upheaval of 2020. 

Many organisations are fatigued with an approach to diversity and inclusion which doesn’t seem to get impactful results. 

With remote or social distanced work becoming more of a new normal, workplaces are also rethinking the way they work day-to-day - and this includes the way in which diversity and inclusion training is being delivered. 

Amidst the upheaval of 2020, how do we make sure we’re designing better ways of work? How can we be sure we’re building more diverse workplaces and designing better workplace culture?

We explored all these questions and more during our most recent webinar. Catch up on the recording below:

Webinar recording: What does diversity and inclusion at work look like in 2020?

In this webinar, Go1’s Social Impact Manager Cam Cliff was joined by Maureen Frank, Chief Disruption Officer and Founder of Emberin, and Elise Stephenson, researcher at Griffith University and Co-Founder of the Social Good Outpost to discuss workplace diversity and inclusion. 

the current state of workplace diversity and inclusion in the landscape of 2020

what changes are being seen in workplaces

the journey of a female leader - and some of the common barriers experienced on that journey

how we can conduct remote work in a way that encourages diverse thoughts to come forth

what does the future look like, with remote or social distanced work becoming more of a new normal?

We'd like to thank Elise and Maureen for taking the engaging and enlightening conversation on the day. If you missed out or would like to rewatch, click here!

Read more about what diversity and inclusion look like post-Covid in this downloadable article by Emberin's Maureen Frank. 

Webinar: What does diversity and inclusion at work look like in 2020?

Now, more than ever, it’s important for employers to take an active role in supporting the health and wellbeing of their workers. Helping employees to build resilience can go a long way in creating a more mentally healthy workforce - and in turn, more productive and engaged teams.

In our recent webinar, we invited Dan Hunt, founder of The Mental Health Movement, and Jason Nightingale, founder of EABS Training to join us in a conversation around this important topic. 

Both former professional NRL players, Dan and Jason know a thing or two about resilience - on and off the field. They also share a passion for breaking down the stigma around mental health, and for helping to empower individuals with the skills and resilience they need to better support themselves. 

On the day, throughout the webinar, Dan and Jason was joined by Go1’s Social Impact Manager Cam Cliff to discuss: 

how building resilience is a key component of positive mental health

how working remotely can effect mental health

how to remain resilient during times of uncertainty 

how we can support each other in times of stress

Tackling mental health: a conversation on resilience with Dan Hunt and Jason Nightingale | Webinar

Dan Hunt, Founder of Mental Health Movement

During his own career as a professional athlete, Dan struggled with and overcame many adversities. Using the power of personal story and lived experience to break down the stigma preventing people seeking help, Dan’s work with The Mental Health Movement focuses on driving change by altering society’s perception of mental health issues and those struggling with them.

The Mental Health Movement specialises in providing workplace training to organisations wanting to better support their staff and create a culture where it is ok to not be ok, and it is ok to ask for help. Using an evidence-based framework, Dan’s team has trained more than 200,000 people from miners to construction workers and office folks.

Jason Nightingale, Founder of EABS Training

Jason’s work also focuses on helping individuals to build resilience and confidence in themselves. Motivated by people, their stories, their journeys, growth and personal development, Jason is dedicated to making a difference to an athlete’s learning experience.

Jason is passionate about sport and business and the correlation between both. Drawing from experiences from his time as an Elite Athlete, Jason is genuinely interested in helping Elite Athletes find their confidence and self-belief to expand their horizons outside of professional sport. The purpose of EABS is to make a difference in the lives of athletes, to take the overwhelm out of transitioning, and to empower athletes to take the next steps towards a successful business.

We would like to thank both Dan and Jason for joining us on the day for this enlightening, honest and candid discussion.

In this webinar, Go1's Cam Cliff was joined by Dan Hunt, founder of The Mental Health Movement, and Jason Nightingale, founder of EABS Training where they discussed the importance of resilience for positive mental health.

Tackling mental health: a conversation on resilience with Dan Hunt and Jason Nightingale

We’ve all begun to settle into a new normal. Leaders are now re-thinking their approach to management to maintain business as usual. But what does this mean for you?

In this webinar, we spoke with Professional Development Training (PDT) - experts in understanding how different people and teams respond to challenges and workplace training. 

Using the REACH profile, you can learn how to support your employees based on their specific needs so they remain in a positive state of mind, and engaged in their work.

Gaining insight into your REACH profile - how do we put the 'human' back into remote work? | Webinar

In this webinar, Go1’s Social Impact Manager Cam Cliff is joined by PD Training CEO Paul Findlay to discuss how different people respond to isolation from their team, and how you can thrive and stay engaged in the new world of work.

insights into communicating & managing remote teams 

how to be mindful, proactive and purposeful in working with teammates 

how to effectively engage and support people based on their different personalities and social needs

We'd like to thank Paul and all of our attendees for joining us in this interesting conversation. We hope to see you in our next webinar!

In this webinar, Go1’s Social Impact Manager Cam Cliff was joined by PD Training CEO Paul Findlay to discuss how different people respond to isolation from their team, and how you can thrive and stay engaged in the new world of work.

Gaining insight into your REACH profile - how do we put the 'human' back into remote work?

Learn how to supercharge your online training platform with off-the-shelf eLearning content - a webinar hosted in partnership with eThink. 

When it comes to Learning Management Systems (LMS), not every organization has the bandwidth or resources to effectively manage their L&D program as well as create and deliver high-quality eLearning courses. When it comes to the latter, finding or creating employee training that can both meet compliance needs and fill the skill gaps in your team is often very challenging. 

From construction to childcare, regulatory requirements are constantly changing and as every industry evolves, there is a need to stay up-to-date and ahead of the competition. That said, training programs can be a lot to manage. Thankfully, L&D professionals have options when it comes to finding support for their training platform or outsourcing content needs.

Join us on September 26th  at 11:00 am EST / 4:00 pm BST to learn about how you can power your training program with a flexible learning platform and canned content that’s tailored to meet your organization’s unique training needs. By combining your LMS with a comprehensive off-the-shelf eLearning library, you’re able to support your learning strategy with industry-specific courses and training that drives the success of every member of your team, ultimately increasing employee performance and business outcomes.

In this session, you will hear directly from Go1, the world’s largest marketplace of training, and eThink Education, a world-class LMS solutions provider, to learn: 

why it’s important to incorporate multiple methods of workplace learning including in-person and online training, and how a best-of-breed content strategy supports this

the benefit of incorporating off-the-shelf eLearning content into your learning programs 

how the best learning and development training can increase employee engagement, collaboration, and productivity

how Go1’s corporate training library combined with eThink’s fully-managed LMS solution provides an all-in-one eLearning solution, enabling organizations to offer a seamless, engaging learning experience to end-users. 

Randy Jones (Vice President of Sales eThink Education)

As VP of Sales, Mr. Jones is responsible for overseeing strategy and execution for both direct sales and eThink’s channel network. Mr. Jones joined the eThink team in 2014 and brings over twelve years of education technology experience, including four years with the New York Times and four additional years providing Virtual Course Material platforms. Mr. Jones holds a MBA from the University of Baltimore and a BS in eBusiness & Marketing from Towson University.

Paul Callan (Head of US Channel Partnerships Go1)

Paul Callan is the Head of US Channel Partnerships at Go1, the worlds largest marketplace for corporate training. Paul draws on more than ten years of experience in the areas of product, marketing and mobile ecosystems to help Go1 partners reach their full potential. Go1 is a world leader in corporate learning – aggregating thousands of courses into one simple solution. 

Webinar: Supercharge your online training platform with off-the-shelf eLearning content 

Watch this webinar to learn how you can create more effective and productive working relationships in your organization, using Vado’s new eLearning toolkit. The toolkit will be going live into Go1 on Friday the 16th of August. 

Is the DISC Assesment of Human Behavior the answer to your workplace communication challenges? 

The DISC model is a great tool for building relationships, reducing conflict, and getting better results. Unfortunately, it does not work if you stop at taking an assessment.  To get great results and value by making a connection with and building relationships with people, you have to know how to use the DISC model in practical, everyday situations. That's why Kevin Eikenberry and Guy Harris created the DISC toolkit. 

In this webinar the Go1 team are joined by Guy Harris  Coach in the DISC Model of Human Behaviors and Cindy Pascale Vado eLearning co-founder, to learn more about the new Vado DISC courses and talk about what's in store next for the longstanding partnership between Go1 and Vado. 

Vado are a leading Go1 content provider and very popular with our United States based customers, given the thorough Discrimination and Harassment content they have available via Go1. Go1 has been proudly partnered with Vado since 2017, and they are one of our many content providers helping Go1 customers improve the performance of their team. 

Guy Harris is with The Kevin Eikenberry Group in Indianapolis, Indiana. The Kevin Eikenberry Group is a leadership and learning consulting company – a world leader in equipping leaders to reach their full potential and productivity.

Guy draws on more than 25 years of combined professional and military experience when he consults, coaches, or trains in the areas of workplace conflict resolution, team and interaction dynamics, communication strategies and tactics, and emotional intelligence.

Typical client concerns prior to working with Guy are: forging a team from a group of individuals, moving a team past the conflict stage of team development, developing other leaders, expanding personal influence within the organization, communicating more effectively, and developing buy-in for new programs and processes. In other words, he helps you understand – and work through – the reasons why your relationships are getting in the way of getting things done.

Guy is a Master Trainer and Coach in the DISC Model of Human Behaviors and a Workplace Conflict Resolution expert.

Cindy, a Vado co-founder, has primary leadership responsibility for business development, account management and operations at Vado. She has 16+ years of HR, Training and Development, and OD leadership experience, with 12 years experience as a COO and CEO of various talent management consulting and assessment organizations.

Webinar Recap: Vado’s new eLearning toolkit

In workplaces today, wellness programs (or at least discussions about them) are on the rise - so how is your organisation approaching employee health and wellbeing?

In this  webinar, we are looking at why you should put employee health at the forefront of your company agenda and how to do that.  

This webinar is run by Go1, with expert host's Simon Sentance from Kineo and Dr. Cam Cliff from Go1 joining us.  Discussion will centre on strategies for workplace wellbeing, and how eLearning courses like those from Kineo can contribute to a healthier workplace. 

Simon will be talking about how eLearning can be the answer to getting your employees healthy. Talking from his experience creating content, Simon will explain why Kineo are creating more and more wellbeing courses for the workplace.  Simon will showcase some new Kineo titles including the Healthy Heart Program and the value that is bringing to employees. 

Go1 will also be talking about the work we are doing for our social impact initiatives and why we think courses that promote wellbeing should be in your training program. 

We will close the session with a Q&A for the audience.

Simon Sentance | Library Content Product Owner at Kineo 

Simon  is the Product Owner for Kineo Courses  in APAC. During his 6 years with the organisation, he continues to be responsible for the growth of the product, taking a big step beyond the cookie cutter approach of many content libraries available off the shelf today. Simon has international experience having worked in Australia and the UK across private, public and not-for-profit sectors. As a product owner he loves looking at, talking with and listening to industry, looking to continually offer ever improving learning products, so is  both excited and humbled to be presenting today.

Cameron Cliff  | Social Impact Manager at Go1

Cam works at Go1 focusing on transforming the CSR and Social Impact of organisations through eLearning. 

This webinar is hosted in collaboration with Kineo, who are now delivering their Healthy Hearts courses via Go1’s Marketplace.

Webinar recap: Wellness starts in the workplace

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