The Definitive Guide to Learning Experience Platforms (LXP)

Difference Between LMS and LXP

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An LMS is a closed system that helps in the creation, delivery, and tracking of elearning programs that have been created by L&D teams using various course authoring tools. This means that users are confined to the content in the LMS. 

As a result, there are high chances that users will seek other sources for issues that can’t be addressed by content in the LMS. Also, an LMS does not incorporate every learning resource available to its users into the system.

LMSs also allow organizations to track and evaluate learners’ activities and progress, but the closed nature of these platforms restricts them in delivering and tracking informal learning. Such a limited view means that you are not getting the full picture of the learning activities taking place in your organization.

On the other hand, a learning experience platform (LXP) is an open learning platform that pulls learning resources from a wider range of sources into one central location. An LXP, therefore, will allow you to offer educational content and resources from other tools and third-party providers across a variety of channels. 

You can also offer mandatory training such as onboarding and compliance courses. With an LXP, you can also add various learning resources such as URLs to a variety of sources for everyone to access. Every user can also submit content and recommendations.

LXPs allow their users to customize their learning paths and also share and recommend relevant content to their peers. For instance, if a learner finds a resource to a commonly asked question, they can submit it as a helpful resource for other users to access.

This whole experience makes the learners feel more involved in the process. In turn, they are more likely to engage and explore more learning opportunities that come with LXPs. To add, the flexibility of an open system allows the L&D teams to diversify their content libraries faster than they would if they were creating and curating their own content.

Similar to LMSs, LXPs offer basic reporting and analytics features such as learner activity, usage, and performance. However, unlike LMSs, LXP reports include information from data sources. They also give you a comprehensive view of your learners’ progress and how they are interacting with content.

Compliance training is another differentiating factor. LMSs offer such courses as part of the company culture but employees have reported such training to be boring and not engaging. However, LXPs make learning more enjoyable for employees. This is because LXPs are not closed which gives employees the flexibility to explore other opportunities. In turn, they spend more time learning which is valuable for the company.

In summary, LMSs help companies to organize and manage their users’ learning needs. This is achieved by making content available to learners and then tracking and managing the consumption of that content.

In comparison, LXPs are knowledge enablers that deliver more personalized learning experiences to users. While LMSs help users to find relevant content in repositories, LXPs allow them to find even much more relevant content from a wider variety of sources, mediums, and resources.

When integrated with data analytics engines, LXPs provide powerful insights into important metrics such as ROI, links between learning and on-job performance, and business outcomes.

Digital transformations in corporate organizations gave rise to new business models. This brought forth new innovations including Digital Experience Platforms (DXPs). These were integrated sets of technologies based on a common platform, that provided a wide range of audiences with personalized, consistent, and secure information and applications across a variety of digital touch points.

Due to their versatility, both internally and externally, DXPs deliver personalized experiences to employees, company management, employees, customers, and business partners. When adopted by all segments of an organization, DXPs are powerful catalysts of digital transformation in learning.

The lack of personalization, limited intelligence, and restricted standards led all stakeholders in a learning ecosystem to urgently realize the need to close existing gaps in existing learning platforms.

DXPs were a significant set of drivers that were catalysts for the digital transformation of the enterprise. They also acted as enablers for a new paradigm in corporate learning. These drivers include:‍

1. Growth of the Internet and Mobile Technologies

The number of mobile device users and internet subscribers has grown significantly over the years. This surge in mobile and internet usage has helped to deliver better learning experiences to learners. It has also facilitated the emergence of newer platforms such as LXPs which tap into those new learning experiences.

2. Growth of Generated Content

Digital content has also seen tremendous growth in the last few years. The internet and mobile devices, as explained above, helped to create a new learning model that transcends the boundaries of how people learn.

The growth of social learning has also created opportunities for people to share their knowledge and experience. As they interact on social platforms they learn from each other through various types of social interaction.

LXPs leverage similar experiences in corporate learning, and scale learning experiences and opportunities using user-generated content as found in social and community-based learning.

3. Changes in Content Distribution

Newer ways of content distribution such as subscription-based services and Software-as-a-Service are changing the content availability landscape. Consumers are gravitating to paid subscription models for content like Netflix, Apple TV, and Amazon Prime Video.

Subscription to Video-on-Demand (VoD) content and access to free online entertainment and learning videos on platforms such as YouTube is also on the rise. Since education and learning are a large component of the post-digitization era, it is easy to understand how digital platforms are being used to harness learning.

4. Technological Revolution

Traditional DXPs and conventional approaches to digital transformation largely embraced the digitization of existing processes and content. In addition, new technologies such as Artificial Intelligence (AI), Virtual Reality (VR), Augmented Reality (AR), and Data Analytics have exposed users to new digital user interfaces.

These revolutions in technology also make it easier to create content. Such content is usually of a much higher quality. Technology has also made the scaling of content creation more practical. Also, content is produced more cost-effectively.

Learning experience platforms offer new opportunities in L&D. Instead of focusing on the management of learning, they focus on the experience of the learner. They are also designed to place the learner at the center of training and enable greater personalization.

But how do you know it is time to get an LXP? If you are looking for personalized learning to deliver impact and ROI, that is a great start. Below are some other indicators that can signal to you that you need to migrate to an LXP.

1. Greater Independence in Learning

Personalization of learning leads to greater independence in learning. For instance, an employee doesn’t need to wait to be trained. They can work and learn at the same time. The LXP environment is designed to promote self-sufficiency.

These platforms also use AI recommender systems and the collaborative culture of social media to help learners manage their learning in a fail-safe environment that is supported by L&D and fellow employees. If such independence and technologies are what you are looking for, then it is time to look for an LXP.

2. Learning in Workflow

As a result of greater learner independence, learning moves closer to the sphere of work. One of the biggest learning outcomes of personalized learning is the breaking down of artificial barriers between training and working.

For corporates, your employees will begin to view your training as part of work, and not a requirement to continue with employment. You might be looking for such a learning environment and an LXP helps to achieve exactly that.

3. Efficiency Economies

LXPs break down the barriers between training and work thus, they bring learning into the workflow. They also allow for the re-purposing and reuse of existing content but use a microlearning approach to make it more digestible. Consequently, the ROI of bespoke and bought-in content is extended.

LXPs also allow the incorporation of content created and curated by in-house experts. This leads to more savings. Also, as learning and development shift closer to the workplace the result is scope for greater efficiencies that come with the creation of more relevant learning content. Besides, there is the prospect of more targeted interventions for individual learners.

4. Collaboration

Personalized learning focuses on the individual learner. However, one of the consequences of implementing personalized learning strategies with an LXP is the growth of collaborative learning. LXPs facilitate knowledge sharing which can be in the form of uploading learner-generated content, likes, posts, and feedback. These platforms work like social media by encouraging personal preferences and connections.

When this sharing of knowledge between individual learners is aggregated, the result is a valuable repository of in-house expertise. Information will, therefore, not be trapped in the heads of experienced learners. Instead, a liberated culture of sharing knowledge and experiences is created which benefits everyone. Hence, LXPs have the potential to introduce new learning cultures in an organization.

As elearning progresses, we are seeing a shift in the tools that we use for our online learning needs. Currently, LMS is king! However, as technology advances, more opportunities are born. Below are some of the reasons you may find your organization migrating from an LMS to an LXP.

1. Extended learning opportunities:

An LMS is closed which means that users can’t go beyond a specified learning path. On the other hand, an LXP is far more flexible and allows learners to pick and choose courses from various courses, watch at their preferred times, and complete certifications.

2. Learner empowerment: 

A learning experience platform is learner-driven which means that your users can enjoy greater control and have the freedom to choose what they want to learn. It also offers seamless social integration that leads to sharing of new content discoveries.

3. Digital appeal: 

In most cases, your users are always engaging with learning on the side, enrolling in open online courses, or reading a wide selection of online publications, on their personal devices. With an LXP, you have visibility across all of these activities. This gives you a 360-degree view of your learners’ interest areas and their true capabilities.

4. Learner-generated content: 

Also known as user-generated content, this aspect is a great way for employees to showcase their knowledge base and new skills. Learner-generated content also encourages like-minded peers to log in and participate. Besides, it makes it easy for managers to spot gaps, errors, and outstanding performance incidences.

Most learning in organizations takes place with the help of learning management systems (LMSs). The primary purpose of an LMS is to deliver training content to learners located in different places. However, as enterprises evolve, their training needs have become demanding which calls for a more enhanced training solution.

These organizations need much more than what LMSs have to offer. Indeed, the realization that businesses need to improve their products and services to give their customers a better experience is the main factor that led to the emergence of newer experience-based platforms.

Additionally, the demand for such platforms was largely based on customer and learner reactions to existing platforms such as LMSs.

The Move Towards Personalization

Traditional LMS played the role of a centralized catalog of digital learning assets. The users of these systems found it hard to navigate through vast amounts of content to find relevant learning pieces. Consequently, LMS providers sought to address this issue by introducing smart search and innovative query features.

However, this did not entirely solve the problem. These platforms still resemble big physical libraries, where you should only visit if you know what you need. Even then, you would still spend a lot of time looking for that specific thing.

That is not the case anymore. Using state-of-the-art technologies offered by tech giants such as Google, Apple, and Amazon, and the vast libraries available through their platforms, it is much easier to find learning resources.

Today, every learner is looking for personalized learning that meets their needs and wants. LXPs are new-age learning platforms that make personalized learning quick and highly effective.

Going Beyond Boundaries of Standards

Another aspect that led to the emergence of LXPs is the standards adopted by modern LMSs, which are mostly SCORM-based. Yes, SCORM will get you results but it is limited to what it can offer. A key goal, especially for corporate learning is the ability to connect learning with on-the-job performance.

SCORM can’t give you information regarding how effective your courses are or how learners are benefitting from your training.

LXPs have adopted xAPI (Experience API) as their main standard since it offers enhanced capabilities. With xAPI you can follow different parameters as you learn and perform work-related tasks. You can also achieve all these via different devices.

xAPI gives insights regarding how learning influences employer performance. On top of all these, newer standards can help you to achieve the following:

1. Collect data from a variety of sources.
2. Track where and how your learners are learning, and what devices they are using.
3. Track learner activity through simulations and VR sessions.
4. Evaluate how your learners are absorbing course information.

These advantages help you to understand how effective your training is and how it influences the work that people perform. In turn, this makes it easier to calculate ROI. Also, newer standards including xAPI help you to understand what works and what doesn’t. With such information, you are better placed to decide if you will invest in your elearning programs.

Shift from Intelligence

Most LMSs claim to be ‘highly intelligent.’ However, advanced analytics and data processing technologies have propelled the need for enterprise learning solutions that go much beyond ‘intelligence.’ LXPs help to achieve exactly just that.

LXPs use AI, which has introduced enhanced elements including the following:

• You can collect users’ data, behaviors, performance, and learning patterns. This information is fed into an AI data engine which turns it into actionable information that tells you what course your learners should take.
• Your system will predict what each learner needs based on their patterns. This will help to prevent possible performance issues by recognizing them even before they occur.

Besides, integrations are also possible with AI. You can integrate your LXP with your Learning Record Store (LRS), corporate intranet, Human Resource Management (HRM) system, or Customer Relationship Management (CRM) system, and collect data from all of them. Such integration will help you to identify trends and patterns. Based on these patterns, stakeholders and educators can make more informed training and learning decisions.

In contrast, LMSs can’t achieve all of these. Still, LMS developers are working to get their systems to include these features. However, they still have a long way to go. Such gaps are currently being addressed by LXPs. Consequently, this has influenced the emergence of smarter systems such as LXPs.

Besides the basic functionalities that come with LMSs, below are some key features of a good LXP.

1. Easy Content Creation and Curation

A learning experience platform should make it easy to create and populate content within a system. LXPs are learning ecosystems and, therefore, they should be kept alive with content for them to thrive.

They should be easy to use for the learners. For administrators, support and help should also come in handy so that they can keep the platform fresh with new content. Your learners want updated content and that’s what will keep them coming back; to get new information.

LXPs should also allow users to create varying content types on different devices, integrate with third-party content aggregation tools, ensure that content is highly searchable, and save content that needs to be launched later.

2. Support User-Generated Content

It is quite exhaustive and time-consuming to create learning content from scratch. Similarly, having a single source of content does not appeal to learners. Other sources need to be incorporated.

People learn best from other people. As a result, L&D teams in organizations are turning to user-generated content to bring in more knowledge and expertise from those who apparently know it best - their employees.

Your LXP should allow your users to share content that is in the form of images, videos, webcam recordings, screen captures and recordings, documents, questions, and online content (YouTube links and web links).

3. Modern UI and UX

Ideally, a platform that can host, support, and share diverse learning content needs to have a modern look and feel for the users. Hence, it should be visually appealing and easy to navigate even for new users.

LXPs are placing a huge emphasis on User Interface (UI) and User Experience (UX) to bring out that wow factor in elearning training. Admittedly, not all LMSs are aesthetically appealing. LXPs are new learning ecosystems that take care of both the aesthetics and user experience to make learning fun and engaging for users.

4. Personalization

Personalization of your LXP platform compels your learners to do anything for it to be granted. In fact, Salesforce says that 52% of consumers are ready to share their personal data if personal recommendations of a product, that meet their needs, are given in exchange.

For instance, if they can use an application at work, they also want to use it at home. It doesn’t matter what learning platform you are using, personalization for each user’s needs is important for business success.

This means giving personalized content and feeds relevant to your learners based on some data points including:

Structured data

‍LXP systems should allow you to personalize more aspects regarding a job title, student profile, skills, location, tenure, and previously completed courses.

Behavior-based data

‍LXP systems should serve your users with content based on their previous behaviors. For instance, what have they liked previously or who have they interacted with recently? A modern LXP should learn such information to enable it to make accurate course recommendations for users.

5. Mobile Application

Your LXP should be usable on devices that your users are using the most. If your training underperforms on a mobile device, your training will not fully reach your audiences. Most organizations nowadays are dispersed and their workforces are transient.

Mobile support is critical for the success of your elearning initiatives. Specifically, a mobile app is a smart web connectivity tool that is particularly designed for learning purposes. Yes, a web browser is also sufficient but a dedicated app is something browsers can’t beat.

6. Connecting People

One of the primary functions of an LXP is to connect people with technology. Today, workforces are home-based, global, and tech-savvy. Therefore, communication systems and siloed data are not enough.

A good learning experience platform should also allow users to do the following:

• Follow like-minded people, connect and interact with new members, and be inspired by mentors.
• Interact and collaborate with other users in the form of liking, commenting, and sharing content.
• Create profile pages. This allows users to share their expertise, interests, and content that they engage with using one simple and easy-to-understand post.
• Integrate with helpful resources like TED Talks, YouTube, and many others. This enables them to easily access and share inspiring content that is beyond the realms of L&D.
• Get recommendations for new people to follow and engage with to encourage more learning and promote further networking.

In contrast, learning management systems do not allow straightforward communication between users. Sadly, this leaves everyone to be on their own. An LXP eliminates this by encouraging collaboration, sharing, and learning. The motive in this case is driving a culture of mentoring and development within your organization.

7. Data Insights and Reporting

There are many metrics in use today that evaluate training and learner progress. Traditionally, measures such as the percentage of completions of a course were used to evaluate the success of L&D programs.

Nowadays, terms like employee engagement, return on investment, and learner sentiment are measures being used to test the effectiveness of elearning programs. If you are considering a learning experience platform for your organization, settle for one that has enhanced data insights and reporting functionalities.

This will provide you with broader insights into your learners’ behaviors, engagement, content, and system performance. Such data allows you to iterate your training efforts over time.

8. Social Learning

A good learning experience platform emphasizes a learner’s experience. These platforms are designed to enhance and encourage learning among your users while helping you improve your work performance with more ease.

Modern LXPs are using social media type tools to create enthusiasm among users. Personalization of user content is not enough when it comes to social learning. A good LXP should encourage touchpoints between teams, create knowledge powerhouses in your organization, and encourage interaction with one another and with the system.

The aim is to make people talk to one another, humanize technology, and encourage conversations. Besides, it facilitates wider sharing of knowledge and expertise among your employees.

9. Automation

Let's admit it, we are all too busy! There is hardly enough time left to attend to some important issues. Automation of your learning system helps to maximize output while not compromising on quality and integrity.

Indeed, automation frees up your time to attend to other pressing demands. Below are some automation features that should come with a modern learning experience platform.

Auto-Onboarding

Onboarding is a difficult task if you have to create onboarding learning pathways from scratch in a new platform. Your LXP should allow you to easily create onboarding experiences using preset frameworks so that you don’t have to start from scratch.

Auto-Curation

One of the greatest challenges that L&D teams face is keeping learning systems fresh with new content. If you leave the work of populating content to L&D and your content creators, the load might be too much for them.

Therefore, a good LXP should feature automatic web content curation as standard. The systems will determine how content is curated which relieves you from the pressure of creating everything from scratch.

Auto-Reporting

A typical LMS does not capture and harness more data compared to an LXP. Indeed, there is so much data to work with. Ideally, your LXP should provide behavioral information, pre-created reports, and learning-driven data such as attendance, completions, among others.

10. Rewards and Recognition

L&D teams work hard to make sure that people use their systems. However, getting users to engage with a learning platform is not so easy. LXP systems strive to make learning a habit as opposed to a one-off thing.

If you are seeking to change your organization’s learning culture and modify the way learners perceive organizational training, you should think outside the box. Research has proven that rewards and recognition can be quite compelling in creating new habits and changing behaviors.

Ideally, an LXP should encourage usage over a prolonged period of time and drive interaction. On top of these, it should reward positive behaviors and recognize users who have outstanding performance.

Some of the reward and recognition features your LXP should have include:

• Points: These are accumulated for desired interactions. Users should also get bonus points.
• Ranking: Learners should be ranked against one another to promote meaningful competition.
• Achievements: This allows users to see their progress and completed tasks.

11. Leveraging New Technologies

A next-gen system should take advantage of opportunities that the Internet of Things (IoT) offers. Learning experience platforms should leverage new technologies to further enhance the product beyond the features listed above.

Some of these technologies include the following:

xAPI and Chrome extensions

xAPI helps in tracking learner experiences. It also records a user’s actions such as reading an article or watching a training video. Since LXPs are built around the aspect of improving learner experience, xAPI is a much-needed feature. On the other hand, Chrome extensions allow screen captures and link sharing.

User engagement campaigns

‍The success of any software platform is adoption. User engagement campaigns drive interest and interaction over time, promote usage of the system, and help to build habits. Hence, automated engagement and marketing campaigns help to promote the platform and make shifts in your learning culture.

Here are some of the best learning experience platforms according to our assessment.‍

1. Tovuti LMS

Tovuti is ranked the number one learning management system. It also doubles up as a cloud-based LXP that gives you all the tools you need to create, deliver, and track the effectiveness of your learning programs. Design personalized learning experiences with our versatile learning platform.

2. Docebo

Docebo is trusted by global brands to create beautiful learning experiences. It comes complete with a robust content library that makes formal learning more engaging and brings new opportunities for social learning. It also eliminates the need for multiple systems to deliver your training and scales as your business grows.

3. Cornerstone Learning

This world-class learning management system allows organizations to create continuous learning cultures. By leveraging machine learning, Cornerstone’s learning experience platform personalizes learning for your users. It also comes with configuration options where administrators can customize the portal to meet varying unique needs.

4. Bridge

Bridge is an employee development platform that combines learning management, career development, performance development, and engagement measurement all in one platform. Using virtual training and career development plans, Bridge allows employees to stay connected and businesses to develop their employees.

5. Absorb LMS

Absorb LMS fuels business connectivity and inspires learning. This cloud-based LMS/LXP facilitates engaging learning experiences to train employees, customers, and partners. It also features actionable reporting allowing you to evaluate your ROI. You also get robust security and compliance to LMS standards and privacy protection (GDPR).

6. Udemy for Business

This platform helps companies to stay competitive in the modern workplace. It offers on-demand and fresh content via a powerful content marketplace. Udemy for Business curates over 3,000 top-rated courses in Udemy that are taught by over 1,000 of the world’s leading experts. Organizations can also host and distribute proprietary content on Udemy.

7. Axonify

Axonify is a leading solution for frontline employees. They love it because it is fun, fast, and comes with personalized experiences that result in a return rate of about 83% every two to three weeks. It also utilizes AI which leads to high engagement. Besides, it features microlearning and other techniques proven by science to enhance knowledge retention.

8. Auzmor Learn

This robust learning management system allows you to assign and track employee progress. It features an intuitive course builder that makes course creation easy. Also, its library comes with courses that offer training and upskilling that your employees need.

9. Learn Amp

This is a people development platform for knowledge intensive and forward thinking businesses. Learn Amp helps to deliver a better experience and proof of ROI. This is achieved by combining its powerful LXP with engagement and performance management from one unified platform. You can also migrate your existing platform to this system which is future-proof and focuses on talent development needs.

10. 360Learning

This platform empowers learning and development teams to drive culture and growth through collaborative learning. 360Learning also combines collaborative tools with the power of an LMS which enables high-growth companies to unlock learning opportunities based on collective expertise. Moreover, it makes it easy to onboard new workers, develop professional skills, and train customer-facing teams, all from one platform.