Learning Experience Platforms

I recently came across Google’s "Learn About," an intriguing experiment in structured, topic-based learning that’s different from our usual search experience. Rather than merely providing a list of resources, it organizes information into progressive, focused modules, designed to deepen understanding step-by-step. It’s not just about answering a quick question or browsing resources; it's about developing sustained knowledge in an area of interest. Implications for Higher Ed and Corporate Learning: • Structured, Self-Paced Learning: Unlike a traditional Google search, “Learn About” curates information in a way that feels more like an interactive course than a search engine. Imagine the impact this could have if learners, both students and professionals, began to turn to Google not only for quick answers but for comprehensive learning journeys. • Access to Knowledge on Demand: This approach could democratize learning even further by providing a model for accessible, just-in-time training and professional development, removing barriers like cost and schedule constraints. • Focus on Depth, Not Just Breadth: This experiment highlights Google’s commitment to supporting not just access to information but a deeper learning experience. It could encourage corporate training and higher ed institutions to rethink how they deliver digital learning experiences. Experiment vs. Beta: Labeling this as an "experiment" rather than a "beta" implies an openness to evolution and perhaps signals that Google views learning as an adaptable, iterative process—echoing the continuous learning culture many organizations aspire to foster. If you're curious, check it out and consider how it might impact the way we think about lifelong learning https://lnkd.in/eAuvfi_F? #futureoflearning #HigherEd #LearningandDevelopment #TalentDevelopment #TalentEnablement #learningstrategy

Amazing! This is the present and the future of learning experience creation. I now have a fully working system that automatically personalizes learning based on learner data, data from the business, and learner actions. The cafe scenario based learning experience I created is supposed to mimick logging into a fake Point of Sale System (POS) and launching training alongside the POS. I created a system on the back end that pulls in data on who the cafe lead is, their store, scans multiple stores reviews to pull the matching data on their specific store reviews, generates a scenario tailored just to them with OpenAI, and sends it straight into my scenario template. The learning experience they load on their screen updates almost instantly. This means no more manually creating learning experiences for different audiences. I can now automatically create a dynamic, data driven learning experience that adapts itself the second the learner enters the system. Now that this is working, the next steps are to limit the scenarios to pull only from data in a specific time period. If current data is missing, the system will fall back to other priorities like safety goals or incidents at nearby stores that could happen here. I also need to update the visuals so the images match whatever scenario is generated or remove them when they are not needed. This is the type of system I deeply care about building. It uses learning sciences, automation, and AI to create scalable experiences that support business needs. What possibilities do you see when learning experiences can adjust immediately based on data and actions? #LearningDesign #VibeCoding #LearningSciences #GenerativeAI #AIinLearning #n8n #LearningEcosystems #EdTech #WorkplaceLearning #InstructionalDesign #PersonalizedLearning #FutureOfLearning #eLearning

The people buying your course are not paying for access to your brilliance. They’re paying for a result. A real, visible shift in behavior that drives business outcomes. Unfortunately, most platforms weren’t built to support real behavior change. They were built to make it easier for you as the expert to record a video, hit publish, and collect payment. So, if you're choosing a platform based on how fast it helps you launch… …but not how well it helps your learners change… You’re setting yourself (and them) up for failure. After reviewing 30+ course platforms this year (like, for real), I’ve identified 9 key platform features that support real behavior change. 🧠 1. Cues & cadence Learners log in. Binge a few videos. Vanish. That’s a platform problem. Look for tools that let you pace the learning, drip content over time, and send timely nudges. 🪜 2. Ability scaffolding Throwing people into the deep end doesn’t build skills. It builds overwhelm. You want guardrails. Ways to unlock content after learners show mastery. ⚡ 3. Motivation mechanics You’re not just competing with other courses. You’re competing with Netflix. Points, badges, progress bars, when done well, help learners stay engaged, even when their motivation dips. 👥 4. Social accountability We’re herd animals and learning alongside others feels safe. Community spaces, peer check-ins, public progress sharing...all of these features boost engagement and follow-through. 🎯 5. Personalization Not every learner needs the same path. Select a platform that lets you route learners based on job role, existing skill level, or learning goals. 🧘 6. Reflection & practice Watching content ≠ behavior change. Look for platforms that support reflection exercises including: journal prompts, open-ended responses, or peer feedback forums. 📊 7. Progress visibility Tiny dopamine hits from seeing progress? They work. (Just ask Amazon why they added the fireworks emoji when you put something in your shopping cart). Progress bars, dashboards, and checklists hook learners so they keep going. 🌍 8. Environmental fit Is this a cohort? Self-paced? Blended? The right platform fits your course model, not the other way around. 🔁 9. Sustained support Habits don’t stick after 8 weeks of content. Look for features that help you deliver nudges, refreshers, and next steps content long after the course ends. Behavior change isn’t about what you teach. It’s about what your audience does with it...repeatedly. So if your course is promising outcomes… …your platform needs to be built for them. Curious where your current setup might be falling short? Send me a DM and we can set up a complimentary course audit for you. 👉 Follow Erin Green for tools on behavior change and course design. 🔁 Repost to share with other course creators and learning designers in your network.

I read Zuck's Meta earnings today and he said something that triggered me to correlate it to L&D (I know... that's a stretch). He talked about the Vibes app and how businesses use it to create new content experiences (primarily for Marketing). So I got to thinking about how L&D experience architects are thinking about AI-enabled tools and how they will help them create unforeseen types of learning experiences. Some thoughts: -- Prompt-to-video/interactive scenarios. Imagine the power of generative video to experience multiple business situations. In a coaching scenario, you can prompt a sales conversation "that goes wrong." AI generates a short clip of the convo and learner chooses how it could have gone differently, then learner picks choices for "what would you say?" -- Now for sales coaching scenarios such as this, Docebo already does this! But, the power of these types of personalized experiences are much more dynamic than "everyone sees the same output" scenarios. -- Remixable social-style microlearning. Instead of 15- or 30-minute static modules, you create dozens of short vignettes (vids, animations, stories) that learners choose from, remix and then share internally to others. "What do you do when a customer asks for a discount?" becomes a 60-second clip in different styles. A lot of frontline workers (esp. in retail) do this now on TikTok, but scale the power of this in a more formal context and learners also become creators -- learning and teaching. -- Learner-driven and AI-co created content. We tried this years ago when I worked at a large retailer (before genAI). We offered our frontline workforce the ability to record short how-to videos and upload to YouTube. We were worried, however, that YouTube was a wild-west platform, so the experiment didn't work. But if we prompted teams to think about topics such as, "Our best customer experience this week" or "Our toughest store challenge this month" and gave them access to governed AI-enabled tools and platforms to create short vids, animations, or dialogue... that may work in enabling user-generated content in a more governed model. -- Trend-based micro content. One company I worked at had constant policy changes to the tune of 20-30 a week. Because generative tools make asset production much faster, response to changes in the work systems can truly be "just-in-time". A 60-second vid on a plicy change with a quick quiz can be generated in minutes, making the Friday policy change addressed with training on Monday. -- Analytics-driven content loops. Going beyond using AI for content creation, use it for A/B testing -- multiple variants of an experience pushed to groups and find the best engagement model. Just some riffing on how to leverage AI in new experience models. What are you doing or trying? Oh, and here's the link to Mark's Facebook post about his earnings report: https://lnkd.in/gNR6jwAS

📢 Microsoft Ignite Announcement 1️⃣0️⃣ Introducing AI Skills Navigator✨ A unified, agentic learning space that brings together AI-powered skilling experiences and credentials to help individuals build career skills and organizations accelerate business. What’s inside 👇 🧩 A single, unified experience: Build and verify your skills with AI and cloud content and credentials from Microsoft, LinkedIn Learning, and GitHub—all in one spot. 🎯 Personalized recommendations: Get curated learning content based on your role, goals, and learning style—whether you prefer videos, guides, or hands-on labs. 📚 Innovative learning experiences: Immerse yourself in interactive sessions with human instructors and real-time agentic AI coaching for deeper understanding. 🎧 Learn the way you like: Instantly convert skilling materials into AI-generated podcasts for learning on the go. 🤝 Custom, shareable playlists: Use AI to create tailored learning paths you can assign to your team or share with friends—making upskilling collaborative and social. 💡 In this age of AI, human expertise matters more than ever. AI Skills Navigator brings AI-led, human-enhanced learning into one accessible experience for everyone—regardless of organization size, role, or career stage. 🔗 Read the full blog to learn more: https://lnkd.in/gewZG47t #Microsoft #AISkillsNavigator #AI #Learning #Upskilling #AISkills #LinkedInLearning #GitHub #MicrosoftIgnite Microsoft Learn #LinkedIn

Yesterday, I was in a group investor meeting and got a question I love—one I’m hearing more and more often: “What’s the difference between a traditional LMS and an AI-First learning platform?” It’s a simple question with a big answer—because it reflects the shift we’re leading at Docebo. Here’s how I explained it: From System of Record to System of Intelligence: First, we’re moving from platforms that track learning to platforms that drive it. Five pillars define this shift. 1️⃣ Agentic Automation AI isn’t just assisting, it’s operating. With Docebo Harmony, we’re embedding AI agents that automate admin work, content tagging, learner nudges, even orchestrating workflows across third-party tools. Think of it as your learning co-pilot—working even when you sleep. 2️⃣ AI-Powered Content Creation for All Docebo Creator empowers anyone—not just L&D—to build high-quality, localized content in seconds: • AI Video Presenters • AI Podcasts • Auto-translation • Collaborative authoring 3️⃣ Hyper Connected Neural Search = Knowledge Activation Imagine asking a question and instantly receiving an answer tailored to your organization—then turning it into a course. That’s Docebo Neural Search. It understands intent, not just keywords—and it learns with you. It starts from within Docebo sources and expands across multiple sources of information (your Google Drive, Confluence, Slack etc) 4️⃣ Hyper-Personalization at Scale AI dynamically maps skills, closes gaps, and adapts each learner’s journey in real-time. This isn’t one-size-fits-all—it’s one-size-fits-one. 5️⃣ Learning by Doing From scenario-based simulations to interactive labs, we’re bringing immersive learning to the enterprise. Because people don’t just learn by watching. They learn by doing. This is the shift from LMS to AI-first. From static to adaptive. From content consumption to intelligent enablement. We’re not just building software—we’re helping organizations unlock human potential through intelligent learning. It is an ambitious plan. We are working our way through lots of AI-Noise and the usual dilemma of innovate, versus micro improvements to the status quo. But here is the thing, the status-quo is no longer enough. There is no choice but to innovate at high speed. #AI #FutureOfWork #LearningTech #Docebo #AgenticAI #CorporateLearning #LMS #ExperientialLearning

The concept of LXP is dying… Around 2016, Josh Bersin coined the term “Learning Experience Platform” to address emerging learning tech like Degreed and Edcast. It was a term for a modern approach to learning that resembled the user experience of Facebook and Netflix. It was easy to use, and employees voluntarily consumed learning. At the time, it was a much-needed response to the LMS category, which was stuck in the past with a dated UX and was anchored to mandatory learning. For a hot minute, the LXP was at the top of the stack, relegating the LMS to middleware. However, L&D still needed the LMS for tracking, compliance, and all the other features that make the LMS a core piece of the tech stack.  In the last few years, the idea of an LXP has been absorbed into the evolution of next-gen LMS platforms as their UX modernized. Schoox prides itself on being centered around the learner experience from the beginning, building a UX that is simple and easy for L&D and its employees. All the while, we have been evolving and adapting to meet changing needs and preferences. Today, compliance-focused LMSs are a niche, and mainstream LMSs have consumed LXP. IMHO, there is no real distinction between LXP and LMS – they are (and should be?) the same. That all-in-one experience is table stakes. Next-gen LMSs now deliver high-fidelity learning experiences that are easy to use with feeds, search, discovery… and compliance.  If the LXP vs. LMS thread interests you, Fiona Leteney from the Fosway Group and I have a deep dive podcast on this exact topic in the comments below. Does anyone out there think LXP is still a thing? I’ve been wrong before, but I don’t think so this time. Let’s have a healthy debate in the comments below!

My background in education fuels my belief that technology can empower leaders to strengthen learning experiences and help their teams thrive. It’s one of the reasons I joined Coursera, a company founded by two college professors who saw the potential to use technology to make education more accessible. Coursera continues to harness the latest technology to improve learning. As an early adopter of AI, the company has been laser-focused on using it across the platform to deliver customized, immersive learning at scale from trusted experts. Our latest launches include: Role Play - a new AI-driven course activity that helps learners develop critical skills by practicing in realistic workplace simulations. It creates a safe space so learners can apply learned concepts, get personalized and constructive feedback, and build confidence to improve their on-the-job performance. Program Builder - a feature that transforms learning objectives into ready-to-launch programs in minutes by automating content discovery and structuring new programs that align to organizational or academic goals. These features and our other AI-powered innovations — including Coursera Coach, Course Builder, Dialogue, and recently launched Skills Tracks — work alongside trusted, job-relevant content from leading industry and academic experts. This combination helps organizations and campuses accelerate skill development and strengthen workforce capabilities. Our goal is simple: Empower every leader to unlock a new era of skills-first learning. 👉 Explore our AI-powered innovations on our blog: https://lnkd.in/eR7EwFd2   👉 Experience this new era of AI learning: https://lnkd.in/eG362tNa I’m incredibly energized by the work our teams are doing to help customers and partners deliver scalable, personalized, and trusted learning for the future of work. #Coursera #EnterpriseLearning #FutureOfWork #Leadership #SkillsDevelopment #AIinLearning