In a crowded learning technology landscape, it’s easy for organisations to try to offer the best of all worlds. However, more learning platforms doesn’t inherently equal more engaged learners. Sometimes, it can have the opposite effect. While using multiple learning platforms sounds appealing on paper, this strategy can have drawbacks for the learner, leading to a fragmented learning environment and a lack of alignment. 

We’ve decided to dig deeper into the benefits and detriments of having multiple learning platforms, examining three ways that this impacts the learner experience.

1. Most learners prefer a single learning platform

When weighing up the pros and cons of using multiple learning platforms, it is important to remember that most learners prefer to use a single platform. And it’s never a bad time to give your learners what they want. 

According to a recent study by Harvard Business, 58% of learners prefer to use a single learning platform compared to 42% of learners who prefer to use multiple learning platforms. 

Respondents who preferred a single learning platform cited several benefits, including consistent user interface, a single-vendor relationship, and simplified admin, reporting, and data integration.

One L&D director summarised the benefits of using a single learning platform for his team, saying, “having one platform simplifies the work required on our L&D and HR tech teams and minimises the number of learning platforms for the end user.”

A recent survey from eLearning Industry corroborates these findings, revealing that 78% of respondents feel that L&D must incorporate content aggregation as a new skill (i.e. a single, centralised learning hub).

For further insights on this topic, be sure to read our articles on why content aggregation is changing L&D and how to centralise your learning to avoid information overload. 

2. Learners are overwhelmed and lack time for learning 

Another vital factor to consider is that having multiple learning platforms can overwhelm users. When many learners already lack time to learn, this is a significant disadvantage. 

Currently, employees only spend 24 minutes — or 1% of their time — learning in a typical week, while 49% say they don’t have time to learn at work at all, according to LinkedIn. 

Further, a recent study finds that 61.3% of organisations provide less than 20 hours of training per employee per year. Only 28.6% of organisations provide more than 40 hours of training per employee per year. Emerald Works also finds that 45% of managers are reluctant to make time for learning. In other words, most people have hardly any time to learn at work. 

When time is set aside for learning, it’s rarely spent in the most streamlined way. According to the IDC, the average “knowledge worker” spends 9.5 hours per week searching for information. 

A 2018 study by Josh Bersin adds to this, finding that learners do not suffer from too little content, but rather, “the issue is that there is too much available content, making it a task itself to sift through the bad to get to the valuable.” 

Emerald Works supports this theory, finding that 39% of L&D professionals feel overwhelmed and underequipped, while 29% are struggling to keep up with the pace of technological change. 

As such, more content may not lead to more engaged learners. Rather, having so many different options can leave learners feeling overwhelmed. When learners spend more time searching for learning content than engaging with content, something has gone wrong. 

This is sometimes known as analysis paralysis, which means there are so many options to choose between, that people are unable to make a decision about which one is best for them. For many learners, analysis paralysis makes finding relevant learning content like finding a needle in a haystack. Eventually, these learners will disengage as they tire of swapping from platform to platform. 

When you only have 24 minutes per week to dedicate to learning, trying to remember your login details for various platforms, which platforms you have access to, and which platforms house the content you’re looking for can be a significant roadblock. It’s easy to see how analysis paralysis could set in. 

The bottom line is that learners are less likely to be proactive if they are confused about where learning content is located. From a learner’s perspective, streamlining learning content into one central platform can have many benefits, making it easier to find relevant content quickly and efficiently. 

3. Multiple learning platforms can lead to a fragmented experience 

Finally, managing multiple learning platforms can be an administrative nightmare, as you attempt to juggle reporting over several platforms, maintain relationships with different vendors, and manage the costs of multiple platforms. These issues can lead to a fragmented learning experience and a lack of alignment across teams. 

For example, using multiple platforms can be expensive, especially as the cost per head increases quickly. Moreover, it can be tricky to manage contracts with more than one content provider, because it involves juggling lots of relationships as well as any hidden costs associated with support and renewal.

Most importantly, using several vendors makes it difficult to manage learning projects effectively. This often results in multiple accounts for learners and a high degree of difficulty when trying to track and report on learner engagement.

These trends should be concerning for L&D teams, as Emerald Works finds that learning management and administration capabilities are trending in the wrong direction without adding an extra degree of difficulty, down from 73% in 2018 to 66% in 2020. 

Emerald Works also finds that 26% of L&D teams lack the analytical skills to use learning data effectively. As mentioned, reporting on learner engagement becomes more complex with multiple learning platforms. 

Finally, Emerald Works finds that 61% of L&D teams believe they are fully aligned with the strategic goals of their organisation, compared to 94% of high-impact learning cultures. While this is increasing year by year, misalignment is still a common L&D roadblock that a fragmented learning landscape can easily exacerbate. 

As one L&D director who spoke to Harvard Business puts it, “single integrated platforms are much better for the end user experience (only going to one place) and for management to track and report progress, develop IDPs, and report on ROI.”

For more insights, be sure to 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.

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While using multiple learning platforms sounds appealing, this strategy can lead to a fragmented learning environment. We’ve decided to dig deeper, examining three ways having multiple learning platforms impacts the learner experience.

How does using multiple platforms impact e-learning? - Go1

How does having multiple learning platforms impact the learner experience?

Content aggregation is fundamentally changing L&D for the better. At the moment, employees only spend 24 minutes — or 1% of their time — on learning in a typical week. Two-thirds say that they don’t even have enough time to do their jobs, let alone engage in professional development, while 49% of people say they don’t have time to learn at work, according to LinkedIn. Other estimates find that the average company provides just 55.4 hours of training per employee per year.

Even when people can set aside time for learning, it’s rarely spent in the most productive or streamlined way. According to research by the IDC, the average “knowledge worker” spends 25% of their time either searching for information or analysing information: 9.5 hours searching for information and 9.8 hours analysing information. When learners already lack time, this is concerning. 

Additionally, a 2018 study by Josh Bersin and Deloitte found that learners do not suffer from a lack of content, but rather, “the issue is that there is too much available content, making it a task itself to sift through the bad to get to the valuable.”

Put together, these statistics reveal two worrying L&D trends. Firstly, most employees don’t have enough time for learning and professional development. Secondly, when time is set aside for learning, learners spend more time looking for relevant content than actually learning. Analysis paralysis has set in. 

Enter, content aggregation. One of the hottest L&D trends of 2021, content aggregation can flip this dynamic on its head by offering a centralised hub so that learners can spend less time looking for relevant content and more time learning. 

As such, we’ve decided to analyse why content aggregation is changing L&D. We’ll start by asking what content aggregation is, before explaining how it is changing the L&D landscape. 

Content aggregation is the process of collecting, or ‘aggregating’, a variety of digital learning providers and making them available in one convenient, central location, such as the Go1 Content Hub. As a result, content aggregation is one of the best ways to upskill a workforce with diverse training needs. 

To demonstrate how this plays out in action, the Go1 Content Hub offers learning content from global, regional, and specialised providers. As the world’s largest curated digital library, the Go1 Content Hub provides over 100,000 resources from more than 150 world-class content partners, meaning you can access a vast range of topics that cover both general and industry-specific learning. 

Content aggregation addresses the common pain point of trying to deliver relevant learning content to different teams and learning styles within a business, all on tight time constraints and an even tighter budget. 

Usually, something has to give and one team misses out. However, a content aggregator addresses these issues by providing diverse, high-quality, and convenient content to appeal to any learning style. 

Content aggregation contrasts with popular single-provider platforms like LinkedIn Learning. Unlike Go1, LinkedIn Learning only has courses from a single provider, Lynda. Both approaches have their benefits and drawbacks, so we recommend researching which model suits your organisation before committing to a digital learning platform.

Ultimately, a content aggregation model means all of your learning needs are catered for in a single subscription, so you don’t have to compromise on the quality or quantity of your learning content. By collecting everything in one central, convenient location, learners can spend less time searching for content and more time learning. 

For further insights into the advantages of content aggregation, read our articles on how content aggregation can benefit your L&D team and how to centralise your learning to avoid information overload. 

How is content aggregation changing L&D? 

Now that we know what content aggregation is, it’s time to address the big question: how is content aggregation changing L&D? The simple answer is that it’s changing L&D for the better. 

In an article looking at Go1’s recent series D funding announcement, Josh Bersin explains why content aggregation has become such a hot topic in L&D. In Go1’s case, he attributes the success of an aggregation model to “a vast library of 150,000+ titles, access to the world’s best content (including our Josh Bersin Academy), and an easy-to-buy, easy-to-use business model.” 

A recent survey from eLearning Industry backs up these feelings, revealing that a massive 78% of respondents feel that L&D must incorporate content aggregation as a new skill, with 42% saying the main benefit of content aggregation is continuous learning and 38% saying the main benefit of content aggregation is the ability to provide high-quality content in a timely manner. 

Similarly, Personnel Today believes that content aggregation is a “fair proxy to the learning process itself. We gather new experiences, we integrate them with our existing thoughts and we articulate new opinions, based on the conclusions we make. We should be encouraging our learners to do the work for us, to become the curators of their own self-directed learning experiences.” 

When learners are starved for time and overwhelmed by choice, offering a range of high-quality learning experiences in one central hub can be a game-changer. By facilitating timely, relevant learning that can appeal to diverse learning styles, content aggregation is changing L&D for the better.

Content aggregation is fundamentally changing L&D for the better. We’ve decided to ask why. We’ll start by asking what content aggregation is, before explaining how it is changing the L&D landscape. 

Why content aggregation is changing L&D

Since the widespread move to remote working in 2020, hybrid learning has been one of the hottest topics in L&D. While at first, this change might have come as a shock to the system for many of us in L&D, several silver linings have since emerged. 

By meeting learners on their terms and offering a more targeted, experiential approach to learning, we’ve identified hybrid learning as one of the top L&D trends for 2021, and predict that it will go from strength to strength in the coming years. 

As such, now is the perfect time to take a closer look at the benefits of hybrid learning. We’ll start by asking what hybrid learning is, before comparing hybrid and blended learning and finishing with 4 reasons your L&D team needs to focus on hybrid learning. 

Before we can get into the benefits of hybrid learning, it is important to have a foundational understanding of what the term means. 

eThink defines hybrid learning as “a way of combining traditional classroom experiences, experiential learning objectives, and digital course delivery that emphasises using the best option for each learning objective.” Given this, a hybrid learning model can vary drastically from situation to situation, depending on the subject matter and the specific needs of each learner. 

Similarly, ViewSonic explains that hybrid training “focuses more on bridging the physical classroom and virtual learning spaces closer together into a more complete education. Put another way, hybrid learning is a form of synchronous learning that happens both physically and remotely.”

In a recent edition of the Learning with Go1 Podcast, Erica Farmer, one of the founders of Quantum Rise, emphasised that this style of learning is all about accessibility. 

“Hybrid is about accessibility. It's about inclusivity. It's about giving people opportunities to access live events, live learning and building, and having the mindset of a session where you've got your learner right at the center of your design methodology,” she said. 

Additionally, Ms Farmer pointed out that, as a learning designer, it’s important to put your preferences for in-person or virtual training to one side. Instead, she recommends creating a synchronous learning experience that caters to the needs of all participants, whether they are attending in person, via Zoom, or any other way. 

This synchronicity contrasts with previous methods, where someone may attend an event virtually, but they are not engaged in the same way as someone who attends in person or vice versa. 

In many L&D circles, the terms hybrid learning and blended learning are used interchangeably, leading to plenty of confusion. While they convey similar ideas, several nuances differentiate hybrid and blended learning, meaning the terms should not be confused. 

According to ViewSonic, “Blended learning encompasses all education that integrates digital technologies, especially web-based learning tools. Hybrid learning refers specifically to synchronous lessons that are taught live and remotely at the same time.”

CloudShare puts this a different way, explaining that while blended learning “focuses on a set ratio and combination of offline and online instruction”, hybrid learning “seeks to find a flexible balance of online and offline that promotes the best experience, even down to individual learners.”

Further, OwlLabs emphasises that the main difference between hybrid and blended learning is that blended learning is asynchronous while hybrid learning is synchronous. In simple terms, this means that with blended learning, learners can work on online exercises in their own time. In contrast, in a hybrid environment, synchronous learning happens concurrently, meaning instructors teach in-person and online learners at the same time. 

Erica Farmer notes that both styles can coexist in the same learning program, while also highlighting differences between the two terms. 

“Typically you ask somebody, okay, what's blended learning? And they might come up with something such as, ‘it's a mix of online and offline with some additional resources’.”

“[For blended learning] you might have some stuff that wraps around a live event, something like that.

“[Hybrid learning] is something very different in regards to the actual accessing of the live event itself. So I guess you could be hybrid and blended in the same program, really, if you think about it,” she said.

However, she added that design methodology is one of the key differentiating factors for hybrid classrooms.

“Your design methodology has to be inclusive. It has to be at the heart of everything you're doing,” she said. 

The sudden move to remote working last year accelerated the rise of hybrid learning. However, now that organisations have grasped the power of hybrid training, it’s here to stay.  Here why:

4 reasons your L&D team needs to focus on hybrid learning 

One of the main upsides of hybrid learning is that it’s what learners want. According to LinkedIn, demand for hybrid training is on the rise, with 57% of L&D professionals saying they spend more time with online learning than they did three years ago, and 37% saying they spend less time with in-person training. They also find that 58% of respondents want to learn at their own pace. 

What’s more, research by the Fosway Group finds that 71% of respondents have experienced an increased demand for digital learning from end-users along with a 5x increase in using virtual classrooms for high-value programs. 

Finally, a recent survey found that 41.2% of respondents prefer a “blended or hybrid” approach to learning, making this the most popular response. 

Put simply, learners are calling out for a more flexible, hybrid approach to learning. It’s never a bad time to give your learners what they want. 

Another key benefit of hybrid learning is its inclusivity, flexibility, and accessibility. 

Erica Farmer explains that hybrid training can foster accessibility and inclusiveness, noting that it’s important for instructors to challenge unconscious biases when designing sessions. 

“If you are on that little laptop being carried around the room, how is that going to feel for you and for your learners? If you are the only person in the room or the only person attending virtually, how's that going to feel? If everybody, including the facilitator, is in one location and you've got one learner in another location, how's that going to feel?,” she said. 

Ms Farmer explains that by asking these questions, learning designers can ensure that they are “truly being inclusive and you've truly thought about what is going to be the impact on that person.”

“So I think that, really challenge your own preferences, your own biases, and put yourself in the learners’ shoes,” she adds. 

Essentially, by facilitating immersive, synchronous learning from any location — rather than treating virtual attendees as an afterthought — you can open the door for all learners to participate equally, no matter their circumstances. 

You can read more about hybrid learning’s impact on L&D in our latest blog, featuring videos from our recent interview with Quantum Reach founders Hayley Bird and Erica Farmer. 

Learning in a hybrid environment can also help reduce digital fatigue. According to a recent study in the UK, 41% of people are now suffering from “digital fatigue” as a result of remote working. The study posits that is because people are unable to chat with colleagues, collaborate on tasks, and participate in everyday activities. Without these “dynamic environments”, we are exposed to fewer opportunities to create “learning connections in the brain”. 

Hybrid learning can help reverse this trend. As Kineo states, “we must make digital learning more human, creating better learning experiences that are built on a deep empathy with the people that we’re designing them for.” 

By making learning more inclusive and empathetic, Kineo adds that “you can then align learner journeys to the digital environment your people have become used to in the last year and enhance that with valuable experiences and human touchpoints.”

This kind of collaborative learning can reduce the impacts of digital fatigue, leading to happier and more engaged learners. As such, hybrid training has a central role to play in combating digital fatigue, by offering more inclusive, empathetic, and human learning opportunities. 

Finally, hybrid learning can be an important tool to improve communication and alignment across teams within your business. 

A recent study by Microsoft finds that since the increase in remote working, employees at home are more likely to contact current team members but less likely to get in touch with new ones. 

While this is a worrying trend, Erica Farmer explains that embracing a hybrid approach to learning can lead to more aligned and synchronised teams, particularly if some team members work remotely and others work in the office.

“Why don't you send out a little two minute video to say, hey, some of you guys are going to be online. Some of you guys are going to be in the room. This is gonna be a really interesting experience. And actually, we can get some different dynamics and different stuff going.”

“It might be about preparing to buddy up with somebody who, if you're in person, who's on a platform and vice versa. 

“So you'll meet new people in a different way. So actually, we're going to challenge your thinking in regards to, how do you communicate within the learning setting to make that outcome happen? 

“There's an element of making people accountable for their own learning here as well,” she said. 

Hybrid learning can provide more personalized instruction while also saving time and money. Read on to discover the many advantages of this method!

The benefits of hybrid learning

Hybrid learning is one of the hottest topics in L&D. We'll analyse why, including 4 reasons your L&D team needs to focus on hybrid learning. 

At Go1, we understand the importance technology plays in helping to maintain the quality of L&D work - keeping the learning experience consistent, no matter where the employee. 

In Episode 11 of the Learning with Go1 podcast, meet our new host Craig Hamill - Senior Customer Success Manager at Go1. Each week, Craig will be joined by L&D/HR professionals around the globe, undertaking various roles, across a variety of industries.  

In this episode of the series, Craig is joined by the founders of Quantum Rise Talent Group, Erica Farmer and Hayley Bird, to talk about a very hot topic currently floating around in the L&D space - hybrid learning.  

Leaving no stone unturned, Craig, Erica and Hayley discussed the following: 

How is it different to blended learning?  

How to identify if hybrid learning is an impactful approach for your own projects.  

Ways to successfully implement hybrid learning, including some useful tips and hacks. 

Check out some of our favourite highlights from the episode below.  

By definition, hybrid learning offers a targeted learning experience, taking learner preferences into account to create an optimised and highly experiential blend of online and in-person learning. 

To add to that, Erica believes that hybrid learning is all about improving accessibility, inclusivity, and has the ability to bring learners right to the centre of your L&D strategy.  

What is hybrid learning?

Can hybrid learning drive inclusive learning opportunities? 

Hybrid working has created the need for L&D professionals to review their approach to learning, which in many organisations, now feels like a fragmented environment for learning in the flow of work.  

The great thing about hybrid learning according to Hayley, is this power of flexibility. This flexibility has allowed L&D to align more closely together and deliver a more dynamic, effective and inclusive learning environment. Hayley goes into more detail with this below. 

Can hybrid learning drive inclusive learning opportunities?

How can hybrid learning drive digital transformation? 

As businesses look to adopt new approaches to workplace learning with varying degrees of flexibility, hybrid learning allows L&D teams to rise above and reshape their learning experiences. Erica explains this more below. 

How can hybrid learning drive digital transformation?

When it comes to getting started with hybrid learning, Erica's number one advice is to make sure you're comfortable in the virtual space. While there isn't a "magic bullet", there are certainly some things you can do to prepare. 

Hybrid learning - where do you start?

Top tips for implementing hybrid learning in the workplace 

Top tips for implementing hybrid learning

The key takeaways for people either starting out on that journey or thinking about embracing hybrid learning are:   

Embrace an inclusivity mindset - challenge your own preferences, your own biases, and put yourself in your learners' shoes.  

Don't be afraid to integrate technology – using the latest technologies enhances the quality of the learning experience which is absolutely critical for learner engagement. It also promotes collaboration and brings people closer together. In the age of rapid digital transformation, you can either stay up-to-date or risk falling behind. 

Don't assume that there is never more to learn – there are always going to be new opportunities for hybrid learning, something new to implement. Make sure you are continuously evolving to ensure success within your organisation. 

Practice knowledge sharing – whether it's wins or fails or what would you do differently, share it! Share it as a community network. Share your learnings with other people. As the saying goes, “Knowledge shared is knowledge gained.” 

We hope you enjoyed the podcast and learned a thing or two about hybrid learning. 

We look forward to continuing the rest of the series with L&D professionals already scheduled to join us from Italy, Cyprus, Eqypt, Oman, Finland, The Netherlands, Australia, USA and many more. Stay tuned! 

Want to hear more? Browse the full Learning with Go1 podcast library on Apple Podcasts, Google Podcasts, or Spotify to help expand your knowledge of all things L&D. And hear how other organisations are navigating through this ever-evolving landscape. 

Catch all the highlights from Episode 11 of the Learning with Go1 podcast. This week, we're joined by the founders of Quantum Rise to talk all about hybrid learning.   

What is hybrid learning and what's its impact on L&D? 

It’s been an exciting month here at Go1. We now reach over 3.5 million learners and have recently closed US$200M in Series D funding. Given all the recent news coverage I thought it was a good moment to share a bit more around our plans and thinking, and to thank everyone who has helped us with the journey to date.

In 2015, we set out from a small garage in Brisbane, Australia, with a mission to unlock people’s positive potential through a love of learning. How? By helping connect learners and businesses with great content publishers in a single subscription.  

It’s been a busy past six years, which has seen us working with organizations, governments, and NFPs across the world to deliver learning content that is relevant, effective and inspiring.  

Throughout this time, we have increased our user base by more than 300 percent year-over-year, and now support more than 1,700 customers worldwide. 

We are excited to announce we have now played a part in over 3.5 million people’s learning and development. We do that through partnering with some amazing content creators and integrating with many leading LMS, LXP and HRIS solutions.  

As recently shared in the press, we have just completed a Series D funding round with US$200M in new investment coming into the business. 

As part of this funding round, we are thrilled to welcome SoftBank Vision Fund 2 who share our belief around the market potential.  

“When people think about music, they often think of Spotify and access to unlimited music for one subscription. We believe Go1 is the emerging category leader in providing a similar experience for corporate learning. Powered by AI and machine learning, Go1’s platform provides an intuitive experience, and creates an opportunity for individuals to expand their professional development goals and explore the resources to help achieve them,” said Nagraj Kashyap, Managing Partner at SoftBank Investment Advisers. 

The Series D was led by SoftBank Vision Fund 2, Salesforce Ventures and AirTree Ventures with participation from existing investors including M12, SEEK and Madrona. 

Due to the support and backing of organizations like yours, we’ve been able to continue on our mission to unlock positive potential through a love of learning. However, this is still just the beginning. Internally we talk about a vision of reaching 1 billion learners – and there is a long way to go on that journey! 

As 2021 progresses, we will use the new investment to continue to deliver more for our key stakeholders: to our customers, to our content partners, and to grow the ecosystem of learning globally. More specifically this means:  

Onboarding more content partners, providing greater choice and diversity of material for customers, and better tools for our existing content partners to help them grow their businesses.  

More and deeper integrations with platforms to surface content. Making it possible to access great content across LMS, LXP, HRIS and other platforms such as Microsoft Teams and Workplace by Facebook. 

And we will start to explore additional products and services to assist HR and L&D leaders to unlock positive potential through learning with their teams.  

A big thank you to the whole team at Go1 and to all our customers and partners. I’m excited about what we can achieve next. 

We have recently announced that Go1 reaches 3.5 million learners and has closed US$200M in Series D funding. In this post we share some of our plans for the journey ahead.

How are soft skills and hard skills different? I keep hearing about hybrid learning, but what does it mean? Why are people talking about content aggregation all the time? And what do LMS and LXP stand for again? 

If you’re anything like us, you’ve probably asked a few of these questions lately. Like any industry, L&D has its fair share of buzzwords, acronyms, and commonly used terminology. Short of having your own dedicated digital learning dictionary, it can be hard to keep track of what all these terms mean. 

To help simplify things, we’ve put together a collection of some of the most common L&D terms you need to know in 2021. From hybrid learning to content aggregation, here are all the L&D terms you need to stay one step ahead. 

Let’s start with one of the big ones. Content aggregation. We’ve discussed content aggregation a lot recently, and with good reason; it’s one of the most important L&D trends that you should be aware of in 2021. 

In simple terms, content aggregation means bringing a variety of digital learning providers together in one convenient, central location — rather than having to seek out each provider individually. 

To put this in context, for Go1, this means the Go1 Content Hub aggregates over 100,000 resources from more than 150 world-class content partners. 

For a more comprehensive look at the value of content aggregation, be sure to read our blog on which L&D teams can benefit from learning content aggregation. 

Hybrid learning is another common L&D term. eThink defines hybrid learning as “a way of combining traditional classroom experiences, experiential learning objectives, and digital course delivery that emphasises using the best option for each learning objective.”

Owl Labs adds to this definition, saying, “[hybrid learning] is a comprehensive approach to combining the best parts of face-to-face and online learning to create the ideal learning experience.”

In other words, hybrid learning offers a targeted learning experience, taking learner preferences into account to create an optimised and highly experiential blend of online and in-person learning.

Hybrid learning should not be confused with blended learning. While the two terms are often used interchangeably, CloudShare highlights the subtle differences between hybrid learning and blended learning, saying, “while blended learning focuses on a set ratio and combination of offline and online instruction, hybrid learning seeks to find a flexible balance of online and offline that promotes the best experience, even down to individual learners.” 

Keep an eye on the Go1 blog later this week, as we’ll go into more detail on this topic in our upcoming article on the benefits of hybrid learning. 

LMS and LXP are two more terms that you’ll hear frequently in L&D in 2021. LMS stands for Learning Management System and LXP stands for Learning Experience Platform. 

An LMS is what most people would generally think of when picturing a digital learning platform. As the name suggests, an LMS typically houses, administers, and manages users’ learning, focussing on formal processes such as certifications and compliance training. 

In contrast, an LXP places more control in the learner’s hands, emphasising social and collaborative learning. LXPs tend to focus less on formal training and more on the overall learning experience.

Soft skills and hard skills are also crucial phrases in the L&D lexicon. In combination with upskilling and reskilling (more on that in a second), you’re likely to hear a lot more about soft skills and hard skills in the coming years as companies try to close the L&D skills gap. As such, it is necessary to have a firm understanding of what they are. 

Indeed outlines the difference between hard skills and soft skills, stating, “hard skills are related to specific technical knowledge and training while soft skills are personality traits such as leadership, communication or time management.”

For instance, hard skills can include speaking another language, coding knowledge, or Google Analytics experience. On the other hand, common soft skills include communication, creativity, problem-solving, and leadership. 

Both hard and soft skills are important. However, the demand for soft skills has increased in recent years. New research by HR Drive, which analysed more than 82 million job ads, found that the top five soft skills are requested 3.8 times more frequently than the top five hard skills. 

Finally, upskilling and reskilling are key terms for both L&D workers and learners alike. 

Gloat defines upskilling and reskilling, explaining that upskilling "is the process of learning new skills or of teaching workers new skills." In contrast, reskilling "is the process of learning new skills so you can do a different job, or of training people to do a different job.”

In other words, upskilling means learning skills that will help you perform better in your current job, while reskilling means learning new skills so that you can pivot to a new job. 

Learners and L&D workers must be aware of these terms, as some estimates find that 54% of employees will require extensive upskilling or reskilling by 2022.

From hybrid learning to content aggregation, here are all the learning & development terms you need to stay one step ahead.

Common L&D terms you need to know in 2021

We’ve put together a collection of some of the most common L&D terms you need to know in 2021. From hybrid learning to content aggregation, here are all the L&D terms you need to stay one step ahead. 

Most industries have jargon that would leave outsiders scratching their heads, and L&D is no different. We love a good acronym — starting with the name ‘L&D’ itself. At times, there can be so many acronyms that you feel like you need to keep a glossary nearby to remember them all. 

Two acronyms that anyone working in L&D needs to be aware of in 2021 are LMS and LXP. Whether you’re whispering to yourself ‘what do those stand for?’, scrolling through your glossary to jog your memory, or just need a quick refresher, we’re here to help. 

We’ll look at the key aspects of a Learning Management System (LMS) and a Learning Experience Platform (LXP), defining both terms before asking the big question: what is the difference between an LMS and an LXP? 

LMS stands for Learning Management System. In comparison to LXP, LMS is an older and more widely-known L&D term. It’s probably what you picture when you think of a digital learning platform. 

In fact, LMS' are so ubiquitous that Share Knowledge finds 83% of organisations currently use an LMS, with 73% saying their LMS usage has increased in the past three years. What’s more, recent research indicates that by the end of 2025, the global LMS market will be worth a whopping $28 billion. Further, 72% of organisations say they use an LMS to gain a competitive advantage. 

Accordingly, it’s important for L&D professionals to have a firm grasp of what an LMS is. According to Training Industry, an LMS is a "system designed for the administration, delivery, tracking and reporting of learning and development initiatives.”  

Similarly, Share Knowledge defines an LMS as a software application that "provides the framework that handles all aspects of the learning process – it’s where you house, deliver, and track your training content.” 

Totara Learning adds to this, noting, “an LMS focuses on the management of learning and users. Traditionally, learning management systems have focused more on formal learning such as compliance-based training.”

Basically, an LMS is the traditional industry standard. As the name suggests, a Learning Management System is typically used to house, administer, and manage users’ learning, focussing primarily on formalised learning processes such as certifications and compliance training. 

LXP stands for Learner Experience Platform. As the name indicates, an LXP places far more control in the learner’s hands, emphasising social, collaborative, and experiential learning. Compared to an LMS, an LXP places less focus on formalised training and more emphasis on the overall learning experience. 

While not yet as big as the LMS market, which is projected to reach $28 billion by 2025, LXPs are rapidly gaining traction. Currently, the LXP market is valued at $500 million, with a projected annual growth rate of 50%. As such, some industry experts believe that the LXP market will surpass the LMS market in the coming years. 

According to Totara Learning, “LXPs usually focus more on social, informal and collaborative learning. This might include allowing learners to create their own content that can be shared across the platform.” This social, collborative nature is one of the key advantages of an LXP over an LMS. According to Valamis, research shows that learners only spend time in an LMS when learning is specifically prescribed to them. LXPs circumvent this problem by encouraging users to access learning in far more varied and engaging ways. 

In contrast to LMS, Learning Experience Platform (LXP) is a far newer term. Filtered Learning estimates that it entered the zeitgeist as recently as 2018. Even so, LXPs are rapidly gaining popularity, particularly as a tool to facilitate learning in the flow of work. 

Training Industry explains that an LXP centralises learning by consolidating "capabilities into a single portal, enabling a variety of methods to engage learners, such as personalised learning pathways and social learning.”

Put simply, LXPs are all about the learner. The learner’s experience is placed front and centre with a far higher emphasis on personalised, engaging, and collaborative learning.

It is also worth noting that since LXP is a far newer term, it is not as well-defined as an LMS. As such, the exact definition of an LXP is more fluid, so it can mean different things to different organisations.  

What’s the difference between an LMS and an LXP? 

With this in mind, it’s worth asking the big question: what’s the difference between an LMS and an LXP? 

One of the key differences between an LMS and an LXP is push vs pull learning. An LMS relies primarily on push learning, where training content is delivered directly to the learner, or, in other words, ‘pushed’ onto them. In contrast, an LXP focuses on pull learning, where learners are pulled in and enticed to engage via collaborative, personalised content. Many strong learning cultures use both push and pull learning to fulfil different functions, enabling them to live side-by-side. 

Filtered Learning provides an excellent analogy to articulate this difference, explaining that an LMS is like going to a cinema where the content is delivered directly to you, while an LXP is more like browsing YouTube, where you can scroll through various videos and find the content that best suits your needs. They elaborate, adding, “an LMS is a system through which admins can assign and track highly structured training content. Conversely, an LXP is a consumer-focussed platform in which the user chooses their own learning from a diverse array of personalised content.”

Moreover, Training Industry explains that while an LMS is a useful tool for compliance and certification purposes, LXPs encourage learners to engage with training on a deeper, more personalised level. Accordingly, one of the major differences between the two systems is that an LMS is mainly administrator-driven, whereas an LXP is mainly employee-driven. With an LMS, an administrator pushes the learning content directly to you. In contrast, with an LXP, learners have more free reign to select which content they want to engage with. 

Ultimately, both models have their value. While engaging, experiential learning offered via an LMX is definitely an enticing prospect, things such as compliance training and other formalised learning aren’t disappearing any time soon, meaning an LMS is still essential for many organisations. 

Further, LMS and LXP platforms don’t have to be mutually exclusive. It is worth thoroughly researching your options, organisational goals, and learning requirements to determine which option is most suitable for your L&D team, or even if a combination of both an LMS and LXP might be a viable option for your learning needs. 

What does the future hold for LMS and LXPs? 

Finally, it is worth looking to the future. While the L&D world is currently focussing on LMS vs LXPs, learning technologies are quickly evolving to defy these easy categorisations. 

We have already mentioned that LXP is a somewhat ambiguous term that can mean different things to different organisations. The soon-to-be-launched Microsoft Viva is the perfect encapsulation of this growing trend, stretching the definition of what an LXP is and what learning technologies can be. 

We’ll look at aspects of an LMS and an LXP, defining both terms before asking the big question: what is the difference between an LMS and an LXP?