While there are many eLearning platforms on the market today, Australia’s Go1 digital learning platform offers a unique value proposition. It aggregates hundreds of thousands of online courses and resources into one digital space.
Through partnerships with best-in-class global content publishers such as Harvard Business Review and Thomson Reuters, Go1 offers organizations a one-stop-shop to employee learning, providing diversity and choice for staff to learn and upskill. The best part? Go1 integrates with applications and almost any LMS in the market, making it easy for employees to access learning materials as needed and without the need to log into another platform. Open LMS became one of the recent adopters, partnering with Go1 to help organizations upskill their workforces.
We spoke with Go1 Co-Founder Vu Tran to learn about this incredibly rich eLearning platform.
Unlocking Human Potential Through a Love of Learning
We’re excited to learn about Go1. Can you introduce yourself and your role at the company?
I’m Vu, one of the co-founders of Go1. I probably have the best job in the world because I get to run a company with my fellow co-founders, who I’ve known since childhood. I’m a medical doctor by trade but I chose this path, which I’m so passionate about.
Go1’s mission is to be able to help unlock positive potential in people through a love of learning. We do that by helping improve corporate education.
We’re strong believers in lifelong learning: learning doesn’t end after high school or university. In fact, it starts when you enter the workplace. The challenge is that most of the world’s educational investment occurs in the first 18 to 24 years of life. Then, there are potentially 40 years of your working life that you need to be constantly learning and upskilling for.
How does Go1 work exactly?
Compared to past generations, we need to acquire more skills today than you needed as an average worker 40 years ago. So, what is it that Go1 does? Think of us as the Spotify for workplace learning. We aggregate training from providers all over the world and provide over 100,000 different learning items and courses to our customers. Go1 clients range from businesses with 10 staff members, up to large government agencies and corporations with hundreds of thousands of staff.
We partner with companies like edX to provide their learning in terms of MOOCs and online courses. Others, such as Harvard Business Review and Thomson Reuters provide compliance training to companies. We’ve also partnered with non-traditional sources such as Blinkist as a means to offer access to diverse types of learning, including podcasts and books.
We take hundreds of thousands of items from training providers and content all over the world, and put them into one place to provide them as a single subscription to the businesses (customers) that we work with.
That sounds impressive! Why would any business turn down a content library of this magnitude?
I always get asked by people, why do I need 100,000+ courses or access to all this different learning? If you think about it, it’s actually quite important to be able to provide staff with choice and diversity when it comes to their upskilling and their professional development.
In the past, larger businesses that acknowledged that need have had to engage with 30 or 40 different vendors, negotiating 30 or 40 different contracts. Or they choose not to do it at all. What we do is we aggregate all that into the same system.
Better still, the content doesn’t have to be consumed in our system. We can take our training and plug it into almost any learning management system in the world. This means that you don’t have to switch systems or make your staff log into a different system to be able to access more learning.
No one source is the expert on every piece of content in the world. The learning aggregator space is incredibly powerful because it means that we’re able to take more training and provide it to more people at a greater scale.
The Need for Choice and Diversity in Learning
That’s fascinating. Why is it important today for employees to be able to access training materials of their choice and that they’re genuinely interested in?
Diversity of content, or diversity of what you have access to as an employee is incredibly important. If I sign up to a training package from a single provider that covers two different topics, the question I always ask myself is, are they the subject matter expert in both topics? Or are they potentially the expert in neither?
And that’s not to discredit training providers that offer training across a diverse number of topics. What I’m saying is that if you have a diverse number of topics, you need a diverse number of subject matter experts, which I think is really important.
Choice is also really important. Let’s say there’s an employee who you want to do some leadership training. I could say to you, ‘well here’s a book, go read it and then we can talk about it and we can learn from it.’ How much more powerful would it be if I said,’here’s a library you can walk into anytime you want, 24/7, to access any training you want?’
It shouldn’t be up to me to define what you’re learning or how you should learn. It should be up to me to enable you to have the opportunities to learn, so if you learn better by doing an online course, I need to be able to support that. If you learn better by listening to a whole bunch of audio books, how can I offer that? So, it’s not just in terms of diversity in terms of where the content comes from, it’s also diversity in terms of the type of content.
Why is investing in staff training and development so important?
Companies should think about putting as much investment as they can into staff professional development. If you think about it, workforce talent is one of the hardest assets to be able to build up, retain and grow over time, unless you’re investing into it.
Scaling and delivering training in an online format is definitely more cost-effective. Businesses need to find the right balance between a budgetary perspective and the outcomes that the organization is looking for in their employees. Online training works well within those concepts.
If I can invest in you as an employee to become more skilled at what you do, more confident in what you do, be able to progress you as a person and as an employee, you will improve the business’s bottom line. It’s important to re-establish training as an investment, not an expense. It’s so important in terms of how we help staff access learning and grow.
Digital Content Today and The Role of L&D Managers
I would love to know your definition of digital content. It’s a broad theme, but what does it mean today in 2021?
I’d look at digital content in two ways: evergreen digital content and moment-in-time content. From an evergreen perspective, it’s something that you can continually access and it will have relevance for a period of time thereafter. A TED talk, an article, or listening to a podcast.
The other is actually an experience. If you look at how technology is used today, platforms that enable engagement where you can drop into a room and actually listen to people talk about particular topics live, are very powerful. You might be able to go back and re-listen to it, but it’s about the experience of being in that room. It’s about potentially participating in a live webinar.
But when it comes to digital content, I think the most important thing that it comes down to is accessibility. It’s about creating content that is accessible in different formats such as mobile, and for a diverse audience.
Can an online tool like Go1 potentially replace L&D managers?
A lot of people think, does this replace learning and development managers or HR teams? The answer is no, it’s the opposite. It actually gives learning and development managers the opportunity to focus on the things that they want to do, and be able to grab off-the-shelf content from subject matter experts. Why reinvent the wheel?
I think learning development managers over time will focus less on creating content and more on curating it, whether it be from a digital library or not. We’re really focused on the idea that the power of L&D teams is not in what they can create, but in what they can curate, and how we can enable that process.