Happening at Grovo Learn Better

Unconscious Bias Training Matters. Here’s Why Grovo is Making Our Courses Free To All

At Grovo, we are passionate about improving workplace learning and employee development. Our mission is to equip every person with the proper tools they need to thrive in their jobs, enabling businesses to operate at their best.

Grovo has become a recognized industry leader in developing modern learning content – and we’re especially passionate about the power of our Diversity & Inclusion and Unconscious Bias content to help companies build more inclusive workplaces and communities. Some of the world’s most innovative companies, large and small, have used our Microlearning library to examine and respond to their own biases and promote inclusion with their customers, partners, employees and leaders.

Our Unconscious Bias content is effective because it speaks to learners as humans, rather than as employees. It breaks down the sensitive and highly conceptual topic in a manner that is easily understandable, non-accusatory, and unifying rather than divisive.

The single hardest step toward addressing unconscious bias is simply to acknowledge that it exists. To that end, Starbucks CEO Kevin Johnson stands out for the swift and unequivocal decision to close over 8,000 U.S. stores on May 29 to conduct anti-bias training company-wide. As Johnson said, “Closing our stores for racial bias training is just one step in a journey that requires dedication from every level of our company.”

In-person training is a good first step in addressing the problem, but it can’t stop there. Addressing unconscious bias is a continual pursuit, and the goal of any good unconscious bias training should be to give people the knowledge and tools they need to identify and mitigate their biases themselves.  

We believe it’s important that employees at every company have the opportunity to learn and reflect on their own unconscious biases. It is valuable learning that affects individuals, teams, and the health of the company overall. And that’s why, starting today, we are making our best-in-class Unconscious Bias content of 20 Microlearning lessons free for everyone.

Whether you’re an individual contributor, a team manager, or a business leader looking to build a more inclusive workplace, we invite you to use Grovo’s Unconscious Bias workplace learning content for free.

Microlearning New Content

Announcing Grovo’s Upcoming Content Roadmap

Each quarter, as we finalize the plans and goals for our team’s next three months, I find myself being asked the same questions: what’s on our content roadmap and why are we covering those topics? Everyone wants to know exactly what we’ll be adding to our Microlearning® library and how we came to those decisions.

While telling people what topics are on the roadmap is usually pretty simple, explaining how we chose them is a bit more complicated. Similar to a product team’s task of ranking the priorities for its product roadmap, we have to think through the importance of each learning topic for our customers, the number of people likely to benefit from it, and our ability to offer value to our learners that they’re not getting anywhere else.

So as part of rolling out this quarter’s content roadmap, I thought I’d first pull back the curtain and provide a glimpse of the process we use to finalize our roadmap.

It starts at the highest level

The process of selecting topics begins by thinking about our different collections in the library—for example, Leadership, Compliance, Diversity, and Professional Skills. For each of these collections, we maintain a running backlog of all the topics we could possibly cover. This doesn’t mean that we necessarily will add content on these topics to the library, but we like to have a broad view of all the possibilities.

For example, in our Leadership Collection, we might cover topics like “succession planning” or “facilitating meetings.” But when it comes to prioritizing the two, we think about a few different factors that may impact the success of the topic. First, who are the target learners for each topic. What will be most useful for our target learners?

Next, we think about the context of the topic in L&D: what subject areas or skills are gaining currency across industries? What do our clients and prospects care about and want to improve in? Is there anything in the news or current events that our customers would find valuable?

Finally, we look at our own capacity for a given quarter: what are we well set up to execute? And more tactically, how much bandwidth do we have to produce new content?

With the answers to all those questions, we’re able to establish our priorities and assess which topics make the cut.

In the second quarter of 2018, our focus is Compliance, Diversity, and Leadership

Over the next three months, we’ll be working to expand our coverage in a few high-priority compliance areas, perhaps most notably in the EU’s new General Data Protection Regulation, or GDPR.

At the same time we’ll be hard at work building a set of lessons to help employees recognize and manage mental illness in the workplace, which we’re aiming to release just in time for Mental Health Awareness month in May.

Here’s our full list of new topics on our content roadmap:

Workplace Safety
General Data Protection Regulation (GDPR)
Preventing Fraud

Being an Active Bystander
Mental Health in the Workplace
Assessing Inclusion on Your Team

Managing a Multi-Generational Team
Facilitating Meetings
Ethics in Leadership

We’re also enhancing existing content

We don’t just focus on new content though. We always want to make sure our existing library represents the best we have to offer.

This quarter, we’ll be revisiting high-priority lessons on sexual harassment awareness and prevention. In the wake of the #metoo movement and many high-profile cases of workplace harassment and gender discrimination, it’s clear that new and fresh approaches are needed for employee learning in this space. As part of our refresh of these lessons, we will draw a stronger connection with our existing content on unconscious bias, and better equip employees to recognize the systemic factors that lead to harassment, helping them take steps to stop it when they see it.

In addition, we’ll also be enhancing roughly 200 lessons by adding videos and assessment questions to further validate our Microlearning® framework, and ensure an engaging and effective learning experience for all learners.

Interested in learning more about how to set your own content roadmap? Download our whitepaper, Microlearning: The Modern Strategy for the Modern Workplace to learn how you can incorporate microlearning content into your team’s day-to-day.

Learn Better New Content

Announcing New Lessons to Help you Promote Your Personal Brand

What comes up when you type your name into Google? Is it your LinkedIn followed by something you wrote on a blog recently, or maybe a photo from that pie-eating contest you won? Or are you lost in a sea of people with your same name?

Whether you realize it or not, you’re communicating a lot about yourself to the world around you, both online and in-person. You have a personal brand, formed by the things people see about you online, the experiences they have with you, and the feeling they get when they think of you. And while you may not want or need to build a brand as powerful and complex as icons like McDonalds, Apple, or even Kim Kardashian, it pays to take some time to craft the way you’re representing yourself, so you can purposely show off the skills and value you bring to the table in an authentic way.

You might not be selling a product, but deliberately crafting your personal brand can help you apply your strengths and interests to your work, and make progress toward long-term career opportunities.

Grovo’s latest Microlearning® content from producer Ashley Thomas covers a range of topics geared toward helping you build a personal brand. Featuring contributions from Career Coach and Public Speaker Marie Deveaux, Creative Director and Artist Laura Haas, and National Speaker on Social Media Storytelling Amanda Healy, these new lessons cover topics including:

  • Develop Your Personal Brand Through Authenticity: Learn what your brand is now compared to what you want it to be, and how to close the gap.
  • Establish Your Online Identity: Take control of the media that’s out there about you, and create an intentional online strategy to help you reach your audience.
  • Build Your Brand In the Real World: From networking to sending emails, learn to make your every interaction strengthen your brand and communicate your message to those around you.

Whether you’re established in your career, or trying to build one, taking control of your personal brand can have a huge impact. To start crafting or improving yours, check out one of our new lessons: Recognize Where Your Brand is Now.