From artificial intelligence (AI) to learning experience platforms, the edtech market was busy this year. Indications are good that 2020 will be no different.
For instance, Docebo’s initial public offering (IPO) closed in October on the Toronto Stock Exchange. Docebo uses data from its more than 1,600 customer organizations around the world to train its algorithm and customize its AI-based learning platform. The IPO is the latest in a series of announcements; this year, Docebo also released a new mobile-ready content library, a mobile app publisher, and several integrations to support seamless operations across tech stacks, according to Claudio Erba, founder and CEO.
Personalization Comes Full Circle
In 2020, Erba believes, personalized learning will come “full circle.” Learners need accurate, relevant content, and they need it as soon as a question arises. To meet this need, 2020 will see better, device-agnostic content curation.
“Data is quickly becoming a commodity, and those organizations that are training their people with AI-powered learning platforms are collecting invaluable data,” Erba says. That data will help inform stakeholders on the impact of learning not just on the individual but on the business as well.
Microlearning in the Flow of Work
You’re busier than ever — and your learners are, too. As a result, they need easy-to-consume training at their point of need, says Erba. “This will continue to be important in 2020, and from content development to delivery, organizations will continue to look for ways to provide the most efficient way to reskill and upskill their workforce.”
Whether it’s checking a spec during a sales call or reading a refresher on feedback before an annual review, when learners can learn quickly on the job, it benefits everyone.
Learning Management System vs. Learning Experience Platform
Docebo’s customers are looking for a “more effective skills experience that is learner-driven,” Erba says. Learning experience platforms (LXPs) focus on user experience and integrate automated content recommendations, social learning, assessments, user-generated content and analytics. Their reporting tends to emphasize impact over compliance, which is helpful in functions and industries that aren’t regulated, says Ken Taylor, president of Training Industry.
Learning management systems (LMSs), on the other hand, enable the management of non-digital learning, which most LXPs don’t allow for. “You still need a way for the L&D admin to ‘manage’ (and understand) how that content is being used/consumed and how it’s being (or not being) applied in the flow of work.’” Erba agrees. “The LXP cannot replace the LMS.” L&D leaders should, instead, view them as complementary or look for a platform that combines core elements of both.
With the growing focus on the learner experience — making sure that training covers the right information in an engaging way — LXPs’ popularity is also growing. However, Taylor notes, many LMS providers are looking to innovate their platforms to improve the user experience.
Expanding the Learner Audience
These trends are applicable to customer training as well. Erba notes that in 2019, many of Docebo’s customers “evolved their training programs to also include external audiences,” such as customers, partners and association members. There are multiple reasons to deploy extended enterprise training, including to enhance product knowledge and brand consistency, to create additional revenue streams, to reduce risk, to improve business processes, and to attract more brand advocates.
As L&D leaders partner with customer success and sales teams on these training programs, they must be able to balance stakeholder needs in what Erba describes as an account manager role. Here, learning technology providers have an opportunity: By creating platforms that enable the management of multiple programs for multiple audiences with multiple administrators, they can help learning leaders succeed in extended enterprise training.
Whether it’s using AI to make personalized content recommendations or LXPs to train employees as well as customers, technology is supporting and, in some cases, expanding the role of the training professional. These are just a few of the ways technology has impacted L&D in 2019; we can’t wait to see what happens in 2020.