Organizations have been using Learning Management Systems (LMSs) for a long time now. But as training requirements started changing, company executives, learning professionals and learners realized that there was something missing. There was a strong realization of the need for a more diverse and robust learning environment.
Over the past half-decade or more, the corporate training landscape has seen a lot of innovation. More advanced approaches, such as lifelong learning, adaptive learning and engagement learning, are rapidly emerging to become mainstream.
Today, trainers deliver eLearning through a variety of specially designed tools and technologies that provide highly personalized learning.
The capabilities of those environments, combined with the unique types of experiences delivered to the learner, are what create Learning Experience Platforms (LXPs). And today, LXPs are a growing part of the learning ecosystem.
LXPs leverage innovative digital technologies to harness a wealth of internal digital learning assets, external 3rd–party content as well as user-generated resources to deliver highly customizable learning.
By making data the focus of an enterprise’s Learning & Development (L&D), LXPs enable companies to more effectively manage digital disruptions occurring across the workforce.
At a macro level, LXPs are a major shift from the traditional way of delivering corporate L&D. They provide opportunities to enhance engagement with platform users by helping them (learners) interact with the platform in a more personal way.
LXPs may include all the enabling consumer-grade tools and technologies that are used to design, develop, create, monitor and administer highly personalized learning environments. But they go much beyond that!
The “openness” of LXP architecture means their capabilities can be leveraged by a much broader audience than before. And thanks to the wider variety of technology these platforms can support, L&D specialists have greater flexibility when integrating corporate and 3rd-party systems and tools into learning ecosystems. And because these platforms more ably support data-driven learning, senior decision-takers can better leverage them for more informed ROI-based learning policy-making purposes.
LXPs ability to connect to and integrate with other (existing) systems and tools implemented at companies and institutions, distinguishes these platforms, from learning ecosystems of the past.
By tapping into the data and capabilities of existing environments, and supplementing them with newer capabilities like Artificial Intelligence (AI) and Data Analytics, LXPs can proactively detect learning needs and deficiencies and define learning strategies to bridge those gaps.
LXPs take conventional training models a step further, by not just acting as curator, repository and dispenser of learning content and learning records, but serving as the backbone of corporate learning technology. The result: The delivery of a comprehensive, holistic and deeply personalized learning experience to anyone that uses the platform.
The bulwark of learning in most corporate entities is their Learning Management Systems (LMS). While LMS’s serve their primary purpose – which is to deliver training content to employees across the company – enterprise training needs have evolved to outpace what traditional LMS’s can deliver.
Probably the most important factor behind the emergence of newer experience-based platforms, including in the learning ecosystem, was the realization that businesses need to improve their products and services to give their customers a better experience. This was largely based on customer/learner reaction to existing platforms, including LMS’s.
Firstly, “old” LMS’s primarily served as a centralized catalog of corporate digital learning assets.
Users of those platforms often found it hard to navigate through vast amounts of content to find an appropriate piece of learning. LMS providers sought to bridge that gap by introducing smart searches and innovative querying features – but that didn’t entirely address the core challenge:
LMS’s were still like huge libraries where you should only go to when you have an idea of what you need, and then spend inordinate amounts of time searching for what you specifically want!
Today, with cutting-edge technologies offered by Google, Amazon, Facebook and Apple, and the vast variety of content – video, audio, graphical, text-based – available through their respective supported platforms, it’s much easier to turn there for learning resources than the corporate LMS.
Learners today are looking to personalized learning geared towards their needs and wants. And these new-age platforms make personalized learning quick and highly effective. Learners, who are accustomed to interacting with such platforms in their “after work” lives, came to expect the same with their corporate learning environments – and that’s what LMS lacked!
Another driver for the emergence of LXP’s is the standards adopted by modern-day LMS’s – which are SCORM-based. While SCORM does “get results”, it is limited in what it can do. One of the main goals of any corporate learning platform is to connect learning with on-the-job performance. And SCORM makes it very difficult to decide how effective the courses really are, or how learners benefit from these courses.
Experience API (xAPI) on the other hand – the standard embraced by LXPs – offers significantly enhanced capabilities to the platform. When you use xAPI, you can follow different parameters both while you learn and perform on the job tasks. And, what’s even better is that you can do that on a variety of digital devices.
This allows you to track how learning influenced employee’s performance. For instance, with these new standards, you can now:
All these advantages help you understand whether your training is truly effective and how it influences the work that people perform, which makes it easier to calculate ROI.
xAPI helps you understand what works and whether it makes sense to invest in something you wanted to invest originally and what should you really invest in.
Many LMS solutions pride themselves as being “highly intelligent”. However, newer data processing and analytics technologies have pushed the need for enterprise learning solutions to go much beyond “intelligence”. And that’s exactly what LXP’s do!
Now, with the development of AI technologies everything has become even more interesting:
But it doesn’t stop there!
Integrations are also possible with AI. If you integrate LXP and your Human Resource Management (HRM) system, the corporate intranet, your Learning Record Store (LRS) or the enterprise Customer Relationship Management (CRM) system, and collect the data from all of them, you can identify many different trends and patterns. And based on those patterns, all stakeholders can make informed training and learning decisions.
Standard LMS’s cannot do any of that. And though LMS developers are trying to get there, they’ve still got a long way to go to bridge the functionality gap with LXPs. As a result, there was an even greater impetus to the emergence of LXPs.
Corporate digital transformation initiatives, which were in vogue across organizations, gave rise to new business models. This lead to the adoption of new platforms, known as Digital Experience Platforms (DXPs). Global technology research firm CMSWire defined DXPs as:
“…an integrated set of technologies, based on a common platform, that provides a broad range of audiences with consistent, secure and personalized access to information and applications across many digital touchpoints…”.
Because of their versatility and broad reach – both internally and externally – DXPs delivered more personalized experiences to company management, employees, customers and business partners. As all segments of the business adopted them, DXPs also proved to be a catalyst for the digital transformation of learning.
However, the lack of personalization, restricted standards and limited intelligence lead all stakeholders in the learning ecosystem – learners, trainers, employers, instructional designers and content developers – to realize the urgent need to bridge the gaps in existing learning platforms.
A significant set of drivers, that were catalysts for the digital transformation of the enterprise, also acted as enablers for a new paradigm in corporate learning – LXPs. Those drivers included:
According to data consumption statistics compiled by Hootsuite and We Are Social in their Digital 2021 October Global Statshot Report, the number of mobile users had swelled to 5.29 billion users globally (+ 1.9% during 2021).
Take a look at how the number of internet users changed significantly for the past 10 years.
Over the past five years or so, there has been a dramatic increase in internet usage, and with that came a significant rise in mobile users.
The Covid-19 pandemic almost doubled the amount of mobile data that is used. In 2020 consumption was at 7.2GB (slightly less at 7.0 GB in 2019), and has increased by 61% to the current rate of 11.6GB.
Mobile data consumption has risen 10-fold, from 6 exabytes (EB) to 39 EB (1 EB is 1000000000GB or 1.0E18 bytes or 1e+9 gigabytes) at the end of 2019, and it has doubled in 2 years, reaching 72.2 EB – which is a tremendous jump!
Total monthly global traffic consumption changes:
The monthly average mobile data consumption by a single user:
When looking ahead to 2024 and beyond, Ericsson, one of the world’s leaders in providing Information and Communication Technology (ICT) to service providers, predicts a radical jump in the distribution of mobile data.
The company sees the introduction of 5G as being instrumental to how content will be generated and distributed over mobile devices. According to their data, there has been a quicker adoption of the 5G technology compared to when 4G technology was introduced.
With the growing popularity of eLearning and “learning on the go,” it’s only logical to assume that new learning platforms will tap into those evolving trends to also deliver newer learning experiences to platform users.
While learners did use LMS-based “cataloged learning” in previous years, they did so largely to comply with corporate or professional mandated training requirements, and not necessarily because these courses were supposed to help them. For their other “every day” learning experiences, they turned to the internet and watched videos and podcasts or consumed other content – primarily via mobile-enabled devices.
This surge in internet and mobile usage has not only delivered better learning experiences to learners but facilitated the emergence of new learning platforms – LXPs – that tap into those new learning experiences.
Digital content has seen tremendous growth in recent times. To get a sense of how much data is generated and consumed every minute, all we need to do is look at some of the stats compiled by cloud-based operating system provider Domo:
How much data is generated every minute?
Compare how big the leap of the generated data is for the past ten years.
While the bulk of this content contributes to entertainment, eCommerce and personal communications, a significant chunk of it is also geared towards educational use. For instance, if you need to learn about something, all you need to do is “Google search” that topic for an appropriate “YouTube” video – and you’ll get the exact content you are searching for!
The internet, and by extension mobile devices, created a new learning model – one that transcended the boundaries of how people learned.
No longer was it essential to be tied to a desk – or a desktop! – or a physical location (classroom, conference room or learning center) for learning content to be consumed.
As a result of the many changes, data consumption via mobile devices curated personalized content, and through “smart” devices will be more valuable than content consumed via traditional methods.
The growth of social learning has also created multiple learning opportunities for people to share their knowledge and expertise. As they socialize on these platforms (Facebook, LinkedIn, YouTube, Instagram and many others), individuals and groups learn from each other through various types of social interactions – sharing content, exchanging mutually-liked links to external content.
LXP leverage similar approaches in corporate learning environments, and scale learning experience and opportunities with such user-generated content as found in social and community-based learning.
Traditional DXPs and conventional approaches to digital transformation largely embraced the digitization of existing content and processes. That typically meant converting what’s already there and giving users a new experience by wrapping the existing with new digital user interfaces. But new technologies, like Data Analytics, Artificial Intelligence (AI), Virtual Reality (VR) and Augmented Reality (AR), have changed all of that.
These new-era developments have drastically changed how content is produced – especially in a learning context. The availability of high-speed data transmission, higher-quality chips and processors, cloud computing services and mass storage solutions have opened new venues for content producers to channel their creativity. As a result, learning platforms too have embraced those opportunities to deliver newer experiences to their constituents.
But revolutions in technology have also meant that it’s now a lot easier to create content – usually of higher-quality than before. And because innovations in technology have made scaling content creation more practical, content is produced more cost-effectively (cheaper!) as a result.
New ways of content distribution, such as subscription-based and Software-as-a-Service (SaaS) are also changing the content availability landscape.
Even corporate users are voraciously contributing to data consumption using meeting and collaboration tools like Skype and GoToMeeting, and online graphics tools like Photoshop and Figma.
The gradual shift, from one-time pay to cloud-based subscription-based business has lead learning platforms to also offer Software-as-a-Service (SaaS) models to their clients. As such content becomes part of digital learning networks, they are integrated into commercial learning solutions and then become part of broader LXPs.
Looking back at all these developments, from how new data consumption platforms evolved, to the emergence of newer content development approaches and publishing channels, it’s easy to understand why LXPs naturally evolved as a result of DXPs.
And because education and learning is such a large component of the post-digitization era, it’s not hard to comprehend how digital platforms are now being used to harness learning. And while the two ways don’t have a one-to-one predecessor/successor relationship, the evolution of one (LXPs) can certainly be traced to developments in the other (DXPs).
So, what should one expect to find in a typical LXP?
Well, one of the fundamental features of LXPs, that sets them apart from LMSs, is that they include sophisticated content discovery capabilities. Learners aren’t restricted by canned catalog content but can seek out interesting content for themselves, while also being guided towards relevant content by the platform.
Here are some other characteristics that set LXPs apart from LMS’s:
Extensive integration capabilities that enable connection to a much-varied set of ecosystems through which learning can be furthered. For example, LXP-LRS integration can help deliver insightful information (trends and patterns) – through data analytics – that can aid in personalizing learning even further.
Integrating AI with LXPs can enhance learning experiences even further. Communication widgets and gadgets, like Learning Bots, can help customize unique learning paths for employees and serve as personalized learning assistants.
They remind learners about key learning milestones (courses due, upcoming assignment submission deadlines) and provide helpful revision and reinforcement tips. These tools also make training recommendations based on data analyzed from various sources, including corporate systems integrated with the platform.
The ability to provide a richer learning experience through deeper personalization and more wide-spread learning opportunities. By integrating with other platforms – Google Services, YouTube, Social Media, Communicational tools e.g. communication leader Slack – LXPs extend the learning experience beyond the corporate learning system.
Supports various types of learning, including problem-based learning, group-based learning, ILT, blended learning, through approaches such as Microlearning, Gamification and Adaptive Micro Learning.
They deliver content using highly intuitive interfaces, much like Netflix and Google do, based on past interactions and preferences. Through intelligent knowledge discovery (IKD), LXPs can provide highly adaptive, contextualized learning experiences based on the analysis of job performance, skills gaps and on-job competencies required.
Overall, when compared to LMSs, training delivered through LXP’s tend to be more:
As a result, LXPs deliver highly immersive learning experiences to users of the platform.
We defined that, typically LMS is a standalone learning platform used in a company to monitor, track, report on and administer employees’ learning activities. They usually serve as digitized online course catalogs. Like a library, learners go to the LMS portal to search for and complete a course. For more details take a look at our article about LMS.
Janne Hietala, Chief Visionary Officer at Valamis, helps to crystallize the fundamental difference between traditional learning management systems and modern learning experience platforms.
|Extends the reach of learning beyond just the company repository. Integrates with other “non-learning” ecosystems to deliver enhanced learning experiences||Primarily serve as online course catalogs and enable progress tracking and learning performance reporting|
|Compliments learning with additional capabilities, such as broader skill development and creating highly customized, dynamic career/learning pathways||The primary focus is learning, with some modern LMSs also supporting learning paths that have limited customization|
|Learning impact focused. LXPs can use data from expanded learning interactions to establish a fuller understanding of the impact between learning and on-job performance||Usually caters to corporate learning needs (compliance)|
|A more flexible and dynamic learning ecosystem largely learner-driven.
Learners can add new content and take decisions on what to consume and how. Learner-generated content is also common on these platforms.
They also allow the integration of content from other service providers, which provides even more/better content options.
|Primarily driven by Learning Administrators. The organization largely chooses and controls what’s on offer. Conventional LMS does not allow users to create and disseminate their own content|
|LXPs are typically open-architecture ecosystems. They act as content aggregators to provide a much broader learning experience||Even when open to external ecosystems, LMSs mainly serve as content curators – delivering learners a restricted (curated) experience|
|Expert||What is an LXP?||LXP vs. LMS|
Founder & CEO, JoshBersin.com
LXP systems have a set of key capabilities:
LMS systems were never designed to be employee-centric. They were developed as “Management” systems for learning, focused on business rules, compliance, and catalog management for courses.
The LXP, which looks more like YouTube or Netflix, is a true content delivery system, which makes modern content easy to find and and consume.
Lead Advisor, Technology & Analytics
Bersin, Deloitte Consulting LLP
LXPs are single-point-of-access, consumer-grade systems composed of integrated technologies enabling learning.
They can do many tasks, such as curating and aggregating content, creating learning and career pathways, enabling networking, enhancing skill development, and tracking learning activities delivered via multiple channels and content partners.
|By delivering on a central platform, LXPs enable businesses to provide an engaging and learning-rich experience and may lessen their reliance on an LMS or talent suite as the learning hub.|
|Pam Hogle||An LXP extends and enhances the LMS by capturing learning activities that take place outside of the LMS – it might allow learners to add content, it might facilitate collaborative and social learning.||An LMS is more limited than an LXP in terms of the types of learning data and learning experiences it can capture. Using an LXP provides a broader picture of employee learning and collaboration.|
CEO & Lead Analyst, Talented Learning
|An LXP is a learner-focused, socially-enabled application that provides a personalized, alternate gateway to an organization’s aggregated learning content from any source including LMSs, CMSs and 3rd parties as well as a daily flow of relevant informal knowledge of articles, videos, podcasts and more curated and recommended by other learners, administrators or the application itself.||
Most organizations will still need an LMS to manage compliance, content assignment rules, external audiences, instructor-led management, content creation, curriculum development, certification and learning analytics.
An LXP is a complementary system that can combine all the mandatory learning content assignments from an LMS with social content, informal content and content from a variety of sources like universities, associations and much more.
Partner Manager, OpenSesame
|An LXP is a destination site designed to drive employee engagement from a variety of sources. An LXP helps employees find relevant content at the right time and enable collaboration with peers across the organization.||An LXP is different from an LMS in that it is typically positioned as a self-paced product rather than a product that needs to be pushed to the end learner. Statistics show that learners only spend time in the LMS when learning is specifically prescribed.|
Head of Global Learning Design, Amadeus
|An LXP provides learners with a robust learning experience by bringing together all types of learning activities in one central place and offering personalized recommendations and a social component to self-paced learning.||I see the LMS as a much more structured, somewhat limited environment. Although an LXP can still provide structured learning, it also provides flexibility. I think personalization is a key component that you don’t get with an LMS. The ability to enhance self-paced learning with a social component could increase learner engagement and retention.|
Market Research Analyst, Training Industry, Inc.
An LXP is a learning and collaborative platform that puts the learning in the hands of the learner rather than an administrator.
The goal is to engage employees with the platform and the content using a personalized user experience. Employees can explore subject areas they are interested in and that they believe can improve their job performance.
LXPs can incorporate digital and social capabilities, such as chatbots, badging, leaderboards and digital content delivery. LXPs use artificial intelligence (AI) to collect and analyze data on learners’ interactions and make content recommendations based on that data.
|LXPs and LMSs accomplish two different objectives. An LMS enables administrators to manage learning, while an LXP enables learners to explore learning. Organizations may have an LXP, an LMS or both. If they have both, they may use the LXP as the delivery platform and the LMS to handle the administrative work.|
|Dr. Anne Wagenpfeil||An LXP is a learning platform evolving from traditional LMS, focusing much more on the user by offering various content sources combined with a strong search function and AI Elements to suggest suitable information.||
LMS was often structured following the logic of HR or the learning department. They structured content and target groups according to their own knowledge – which of course is only one specific perspective. Users often found it hard to find what they were looking for since they did not know the HR logic behind the structure.
LXP strives for a REALLY customer centric offer of learning content. It wants to be a learning portal that users visit daily, not only then assigned a course. A place where they easily find Information that helps them in their everyday life – either by search or by intelligent suggestions through the system itself.
An LXP is a new categorization given to a new generation of learning platforms that offer a different focus to online learning delivery, engagement and management. There is also focus on the immediateness of learning and a recognition that learning should be aligned in the workflow, not just the workplace.
The AI layer is perhaps the most interesting to many observers and this is emerging to offer learners an enhanced learning experience, not by taking control but by sharing in effect a collective wisdom of what works and offering up solutions at moments of need to employees thereby saving time and preventing false or inappropriate solutions in this information dense and misleading digital world.
|The LMS has a different identity to the LXP as it does to the LRS. Yes there is overlap, but the modern digital organisation will have multiple learning and development use cases and very very few LXPs have the “heavy lifting power” of a corporate enterprise standard LMS. An LMS is more suited to managing learning and reporting learning outcomes, especially with the LRS component found in many LMS. Audit and record keeping will not go away and the LMS has decades of experience in this area. The LXP will drive engagement but the LMS will hold accountability.|
In summary, LMS’s help companies organize and manage employee learning needs. They do this by making learning content available to users, and then track and manage the consumption of that content.
In contrast, LXP’s act as knowledge enablers that deliver a more personalized learning experience to platform users. While LMS’s help employees uncover relevant content in its repositories, LXP’s enable them to discover it even further afield and through a much broader variety of sources, resources and mediums. And when integrated with data analytics engines, LXPs can offer powerful insights into key metrics, including ROI, business outcomes and links between learning and on-job performance.
Advances in technology helped all stakeholders in the learning industry to realize that there are better and more effective ways to help learners unlock their potential and achieve their learning objectives. Technologies such as Artificial Intelligence, Virtual Assistants, Machine Learning and, Natural Language Processing have enabled the building of learning platforms that deliver far more enhanced levels of learner experiences than the previous generation LMSs could.
LXP’s can facilitate continuous learning across the company. They allow employees (learners) the flexibility to personalize what they learn, how they learn and when/where they choose to learn. They can identify specific skill gaps by understanding roles, analyzing performance, assessing career paths and proposing either remedial or progression learning.
LXPs are ideal for continuous learning. They can help employees enhance their productivity by fostering peer-learning or by making recommendations for mentors or “buddies”. They can also tap into social learning to ensure learning continues even after work.
A few years ago, because of corporate LMS platform limitations, the ability to integrate and download already-created courses or even purchase a membership/access to courses wasn’t even an option. Today, LXPs enable you to easily go to Coursera or any other external course provider and find a course you are looking for. And because of their powerful cross-platform support, you can even start taking your course on PC and finish it on your smartphone.
In search of better opportunities, employees today feel the need to continually improve their knowledge and skills – and not just for “statutory compliance”. Modern content services got people used to the idea that they can easily locate personalized and relevant content “on demand” – free from the corporate LMS network. HR managers also realized the benefits of being able to integrate critical processes like onboarding, performance measurement and learning management for the growth and development of their employees.
It was this intense need for newer, better, faster, measurable and more personalized experiences that have made enterprise LXPs a necessity.