Intentionally Create your Learning Tech Ecosystem

As it turns out, good learning tech ecosystems don’t just happen; they need to be thoughtfully created. We recently interviewed over 30 learning leaders and got the lowdown on their tech ecosystems, their philosophies, and their strategies. Out of those conversations, four major themes emerged. A special thanks to Axonify, Degreed, and NovoEd, who thought this research was important enough to joint-sponsor it to get it done 🙂 

As always, if you have thoughts, please share in the comments section below!

  1. Matthew Daniel

    Hey Dani! A couple of thoughts on the above (take or leave – as you all have described it, Learning Tech is the wild wild west these days, so including it all is so very challenging and we all have opinions). On the first infographic, I think you might be missing “gaming” separate from gamification (think mLevel). Also, do you put tools like Mobile Coach in microlearning? Or is there an additional category for reinforcement (chatbot, text, etc.)?

    On “think sustainability,” I’d definitely find a way to include use cases and usability testing. I know not many organizations are taking this approach, but after watching so many customers pursue systems on requirements alone without seeing how users “feel” through the experience, it’s become a cornerstone of my RFI/RFP approach – give the vendors robust use cases and watch how they would solve that business problem given their own understanding of their platform. Also, while it’s not the standard now, I’m trying to have all my customers have their users do usability testing in the platform before selection. No platform is perfect, but better to know your change mgmt efforts up front! Also, the best time to push our vendors for better experiences is during the procurement cycle.

    On “Pure Ecosystem,” I wouldn’t say that those organizations are usually high tolerance for risk. Most of the organizations with that kind of ecosystem aren’t okay with lots of risk, but they are okay with decentralized communications, differentiated experiences for their varied workforce, and heavy hand-holding to get users to the right place for what’s needed. They’re also not necessarily “employee-driven.” Their systems are often a reflection of a fractured L&D organization. I guess in summary, there’s the intentional ecosystem (more like what I think you guys are covering) and the de facto ecosystem that’s usually fractured but tied together.

    Thanks again for all of your work in this space!

  2. Thomas Harrell

    This article reminds me of comments I made in a written interview last year I’ve only called it a “learning ecosystem” definitely tech enabled in my vision of it for our company. My thought process was pretty straightforward “There’s tons of learning happening (think self-directed learning) in my company. How do I capture that learning?”

    In other words what I’ve been thinking about is how can I cobble together (I have YET to see one vendor in the learning tech space make this available via a single product/service offering) a system that “records” when a team member takes time to watch a TED Talk or read a sales blog article or a white paper on the hottest tech in our industry.

    Save it to the employee’s “learning portfolio or record”.

    And along the way give the employee easy access to the LMS, an LXP, MOOC (or whatever). And make it “feel seamless” to the employee. By the way with the baked-in goodies like gamification, social learning, deliberate practice and it’s easy to use for the employee’s manager. So now the manager is empowered will she sits with her employee to have their usual chat & check-in because she can say “Hey, I’ve noticed you’ve been reading a good deal on the hottest parts from Supplier X. Would you be interested in becoming certified on their product catalog?” ….

    Or some variation of this scenario. You get the idea.

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