Chapter I
What is an LXP?
LXP is the abbreviation of the term Learning Experience Platform. This type of platform aims to develop and adapt the learner's user experience by personalising their learning path. The personalisation of learning content is made possible thanks, among other things, to Artificial Intelligence (AI) and to the algorithms that analyse users' behavioural data.
LMS platforms gave rise to the creation of LXPs. For around 30 years, LMSs have allowed administrators to manage and deliver learning content and the training programme.
The concept of the Learning Experience Platform is innovative, because it puts the learner at the heart of the learning process by enhancing and personalising their user experience.
Definition
The LXP, literally a "learning experience platform", is a platform that lets learners access learning content and formats that are personalised and tailored to their needs, wishes and profiles. The goal of an LXP? To help employees develop their skills whilst keeping them motivated and engaged.
A true Netflix of learning, this type of platform is built on the adaptive learning method, known as adaptive learning.
L for Learning
Developing employees' skills is an essential lever for a company's performance and competitiveness. What is more, training talent allows them to develop their employability and reach new goals. In a context where learning, that is to say training, is increasingly digitalised, e-learning platforms have to develop new features in order to meet several challenges, such as keeping learners engaged throughout the learning path.
X for Experience
The user experience is central to the development of LXPs. It sits at the heart of the learning design. Offering a learning experience that is tailored and personalised to learners' needs, preferences and profiles helps to ensure faster and more effective upskilling.
What is more, LXP platforms also refine the administrator experience by making it easier to manage learning resources and content.
P for Platform
A digital platform is a tool designed to meet a learning objective. With the widespread adoption of digital tools and hybrid working, keeping learners engaged has become a central challenge. The LXP is a direct response to this issue.
Who uses an LXP?
The LXP is intended for content administrators and end users alike.
Indeed, the professionals in charge of administering content use the LXP. The platform makes it easier to manage learning content by giving them more flexibility and freedom.
Learners, for their part, have access to a personalised learning path tailored to their needs. They can also interact and collaborate with one another (forums or discussion spaces), share or comment on their learning resources. Evolving within a genuine community of learners, everyone's preferences and characteristics are taken into account in order to improve their user experience.
Why use an LXP?
The 4 main reasons why you should use an LXP in your organisation:
For an optimal user experience
Improving the user experience is made possible by putting in place a modern, intuitive interface. What is more, navigation is smooth and simplified within the learning path, thanks to the personalisation of content and learning formats based on the learner's preferences.
Indeed, the LXP makes interaction and collaboration between users a priority. The community of learners evolves in an environment organised like a social network, conducive to mutual support, collaboration and engagement. What is more, they can comment on and share the learning resources available to them. Finally, employees access learning content wherever and whenever they want, on the device of their choice (smartphone, tablet, computer).
To personalise the learning path
Personalising the learning path and the way the interface is displayed is made possible thanks to the data collected, processed and analysed by AI (Artificial Intelligence). Indeed, the formats (for example, blended learning and e-learning) and the learning content adapt according to the user's needs and preferences.
Personalisation is made possible by feeding behavioural data (for example completion rates or time spent using the platform), social data (reviews, comments, shares and so on) and data linked to learner profiles (age, role, prerequisites and so on) into the way the learning path is organised.
For the variety of content offered to the community of learners
Indeed, they can choose between several formats and informal sources: articles, videos, infographics, podcasts, external websites, gamification and so on. The plurality of content formats helps keep learners engaged and motivated. In this way, the variety of formats allows them to progress more effectively.
For access to learning on a wide range of devices (tablets, smartphones, computers and so on)
Thanks to mobile learning, users can choose when, where and how to access the content of the learning path. This flexibility and freedom allow them to take ownership of their learning and to fit learning around their constraints and their working environment. The responsive format optimises their learning experience and makes it more enjoyable and better suited to them.
Chapter II
LXP, LMS: what are the differences?
An LXP (Learning Experience Platform) is a learning platform, just like an LMS (Learning Management System). The LMS is a software application for managing training programmes, serving administrators. Learning content is hosted, organised and delivered via the LMS.
The LXP is built on technology that puts the learner at the heart of the learning design.
Indeed, the LXP makes it possible to engage employees and keep them motivated. Thanks to its collaborative features, learners can discuss and comment on content. Finally, the learning path is designed bespoke, adapting to each user's profile and preferences.
Discover the 4 key differences between the LXP and the LMS.
A learner-centred platform VS a content-management-centred platform
LMSs are content management software applications. Indeed, these tools make it possible to create and organise training content, to administer the activities of the learning path and to deliver them. The administrator can create training modules as well as assessments.
LXP platforms, on the other hand, are intended to improve learners' user experience. Indeed, the LXP puts the learner at the heart of the learning path. Its many features allow it to foster user engagement. For example, content is fully personalised and tailored to learners' preferences thanks to the algorithms and artificial intelligence that analyse the data collected on their behaviour. What is more, employees can discuss, collaborate and interact with one another. The community of learners motivates them and makes their learning easier. LXPs are more intuitive and simpler to use thanks to the ergonomics and design of the interface as well as the smoothness of navigation (search bar, personalised and tailored content).
User experience VS administrator experience
The innovation of LXP platforms is to put the user experience at the heart of the learning path. The features of these platforms make it possible to engage learners by improving the user experience. Some LXPs are equipped with Artificial Intelligence (AI) that generates recommendations for users based on data about their preferences and behaviour on the platform (time spent, favourite content and topics and so on). An LXP platform works in much the same way as an e-commerce site or any popular digital platform based on user preferences. In the same way that Netflix or Amazon use AI to suggest personalised content to users, AI makes it possible to build bespoke learning paths based on learners' preferences and reviews. The ergonomics and design of LXP platforms are far more intuitive, smooth and easy to use.
LMSs are platforms designed for content administrators, learning and development managers and trainers. These solutions are intended to make the administrator experience easier. In particular, LMSs allow administrators to manage learners' enrolment in training sessions, to book rooms for meetings or to have an overview of how the learning path is progressing.
An LXP can exist independently of an LMS platform, or complement it in order to improve the user experience.
Learning content
The LMS is a management tool serving administrators. This tool makes it possible to deliver learning content and to manage the learning path, in particular the learning activities, from enrolment through to assessment. Finally, the training formats are many and varied: blended learning, in-person or remote training. Content is organised into structured, formal paths.
The LXP most often offers informal micro-content, whereas the LMS is more geared towards e-learning modules. Video is the most common content format in LMS e-learning modules, and requires a longer duration.
Indeed, on an LXP platform, training modules generally only last a few minutes. The learner can access different media and content formats such as videos, podcasts or articles. Interaction between users is encouraged thanks to the many social learning features that the LXP offers.
The importance of the community of learners
Another key difference between the LXP and the LMS is the place given to collaboration and communication between learners.
Indeed, the LXP allows learners to be part of a genuine community of learners. They can discuss, share and comment on content. In this way, they build their motivation and engagement within a community of learners.
LMSs do not put learners at the heart of the design. LMS platforms are more focused on managing training content as well as on the administrator experience.
LXP, LMS: how are they complementary?
The LXP and the LMS are two complementary tools, because combining learning formats (blended learning) helps to ensure the success of your training. In the same way, it is wise to combine learning methods, the macro-learning of the LMS with the microlearning of an LXP, to achieve the best possible results. It is therefore worthwhile for the organisation to keep its LMS and to equip itself with an LXP. Because the user experience fosters employee engagement and therefore learners' upskilling.
Chapter III
The key features of an LXP
Originally, LMSs were about rolling out learning paths and content digitally. The LXP came along much later, around 2015, with a learner-centred approach.
The early days of e-learning showed that sitting someone in front of a screen for hours was not very effective. Online learning platforms had to adapt and develop new features, in particular to keep learners engaged and motivated. Because the link between employee engagement and the success of training is undeniable. As you will have guessed, this is where the LXP comes in.
Indeed, the strengths of an LXP are many, both on the learner's side and on that of the organisation and the administrators. Beyond skills development, the LXP makes the user experience essential and helps improve the engagement and performance of talent.
The LXP puts the user experience at the heart of the learning path. The main goal? To grow user engagement thanks to the platform's many features.
Now discover the key features of an LXP.
Enhancing and optimising the user experience
The LXP aims to offer a personalised learning experience thanks to an ergonomic interface and intuitive navigation.
For example, navigation within the learning path is personalised according to the learner's preferences and needs. They can also run keyword searches, just as they would naturally do on any other digital platform in their daily life. Finally, the LXP makes it possible to take employees' feedback into account (reviews, comments, ratings and so on), which improves their user experience.
By improving the user experience, the organisation fosters user engagement in the learning path.
Platform personalisation and adaptive learning
A bespoke learning path means putting learners at the heart of the learning design.
Thanks to algorithms and artificial intelligence, the LXP feeds in and analyses learner data linked:
- to their profiles (predispositions, skills, role and career progression)
- to their behaviour during training (interactions with the community of learners, preferences regarding content and formats and so on). Depending on the learner's profile, the LXP offers various training techniques (microlearning, blended learning and so on).
- to their statistics (participation rate, completion, time spent on the platform and so on)
The learning content is tailored and personalised to the employee's needs and preferences, which helps improve learners' engagement rate.
Developing employees' skills through social learning
When you use an e-learning platform such as the LXP, it is to allow learners to train effectively, and to upskill quickly. Communicating about your training is therefore essential! The features of an LXP foster social learning in particular, which makes social interactions easier and encourages learners to collaborate and communicate together. This feature makes acquiring skills easier for learners, and helps to engage and retain them. The platform works like a social network where each user can share content to boost their motivation.
For example, users can leave comments under content, or chat via discussion spaces or instant messaging (forums, chatbots and so on). They are therefore part of a genuine community of learners.
A variety of content, formats and learning approaches available to learners
Employees can benefit from content in the form of articles, as well as graphics, videos, podcasts, quizzes (gamification) or even content available in virtual reality. Administrators can also bring in resources external to the organisation, such as other websites.
What is more, the learning path is accessible through mobile learning on a wide range of devices (smartphone, tablet, computer and so on).
The learner therefore has a wide choice of content, formats and learning approaches at their disposal. Depending on what they prefer, they can use various learning methods such as blended learning, microlearning, interactive learning and so on.
The variety of content, formats and learning approaches helps to hold users' attention and engage them.
Enriching the administrator experience
Indeed, with the LXP, administrators have more freedom and autonomy in managing content and administering the training's learning resources. Thanks to artificial intelligence, they can create and publish learning content quickly, even using their own resources. Thanks to artificial intelligence, they can create and publish content quickly, drawing on their own resources. The LXP thus gives them a level of autonomy that a traditional LMS does not allow.
Integration with an LRS (Learning Record System)
The LXP can integrate with your entire learning ecosystem, such as an LRS, to record user data (usage, performance, completion and assessment data). How do you choose your LRS? And what are the benefits for your organisation?
Chapter IV
The history and trends of LXPs
The origins of LXPs
Training is an asset for organisations' competitiveness and appeal. Developing the skills of talent helps to improve an organisation's performance and growth.
In a context where learning paths are becoming digitalised and employees are gaining autonomy, keeping learners engaged throughout the training remains the central challenge of e-learning.
Key dates in e-learning
- 1856 : 1st correspondence course in Germany
- 1873 : Anna Ticknor founds the first correspondence school in the United States (the Society to Encourage Studies at Home)
- 1877 : first correspondence courses in France (the Pigier schools)
- 1924 : invention of the very first LMS, known as the "teaching machine". Developed by Sidney Pressey, it resembled the carriage of a typewriter.
- 1939 : creation of the Service d'Enseignement par Correspondance (Correspondence Teaching Service). In 1986, it officially became the CNED (Centre National d'Enseignement à Distance, France's national distance learning centre).
- 1990 : first LMS invented for the Macintosh platform
- 1999 : first remote courses offered with tools such as Blackboard or SmartThinking
- 2008 : LMS platforms can be hosted in the cloud
- 2012 : "the Year of the MOOC"
From the LMS to the LXP
The emergence of LMSs dates back to the 1990s and 2000s. These learning platforms make it possible to host, manage and deliver training's learning content. This tool is intended mainly for the administrators of the learning path and for trainers. Learners access training content through e-learning modules, generally in the form of relatively long videos.
However, the LXP is often seen as the future of the LMS because it answers a major challenge in learning, namely: how do you keep users motivated and engaged?
Indeed, LXP platforms (Learning Experience Platforms) are innovative because they put the learner at the heart of the learning design. Employees manage learning content in their own way, since they can create, comment on and share resources within a genuine community of learners. The LXP is built on the adaptive learning method. It combines Artificial Intelligence (AI) and data processing in order to personalise and adapt the learning path to each learner (content, formats, approaches, gamification and so on).
Indeed, the user experience is central, with the goal of growing learners' engagement rate and therefore the success of their upskilling and their learning objectives.
The trends
Over the past few years, remote working and remote learning have spread exponentially within organisations. The use of new technologies and the flexibility that employees enjoy are now part of their expectations when it comes to digital learning.
Indeed, to engage learners, learning paths must incorporate the key features of digital platforms such as Meta, Netflix or Amazon. In this way, learners' autonomy, their learning objectives, their preferences and predispositions must be taken into account within the learning path.
The trends in online learning are many, and here are a few that the LXP incorporates into its features.
Social learning
Social learning is based on the social learning theory, according to which a learner learns a behaviour better when they can observe and imitate it in someone else.
Social learning fosters collaboration and interactivity between learners within the learning path. This method, applied in the context of digital learning, allows the user to train whilst being part of a community made up of learners, tutors and administrators. Because by interacting with other users, the employee upskills more easily and reaches their learning objectives more quickly.
Thanks in particular to discussion spaces and to the sharing of and commenting on learning resources, the LXP respects the principles of social learning.
But as well as allowing learners to discuss and collaborate, LXPs bring administrators into the process. Indeed, they can reply to employees' comments and share their expertise.
Adaptive learning
Adaptive learning is a teaching approach that takes each learner's profile into account. It brings together the principles of cognitive science, big data and new technologies.
Within LXPs, this method relies on the use of Artificial Intelligence (AI) in order to offer personalised content tailored to each user's profile (role, skills, predispositions, goals, needs, preferences and so on).
The LXP puts the learner at the heart of the learning design and, thanks to artificial intelligence, this type of platform targets and adapts the learning content. AI makes it possible to suggest and recommend content that precisely matches learners' expectations. AI analyses usage and behavioural data to continuously refine its recommendations.
Mobile learning
Mobile learning holds a prime position and is now essential to most organisations. Indeed, mobile devices have become the interfaces of learning paths. Learners can connect to the platform anywhere, anytime and even offline. Accessing learning on a range of devices (smartphones, computers, tablets) gives employees a flexibility and autonomy that allow them to fit the learning path as best they can around their working environment, and the constraints that come with it.
Gamification
Now well known to learning and development professionals, gamification allows employees to learn and upskill through play. In a fun and effective way, gamification brings quizzes, competitions, rewards, badges and so on into learning paths.
It is a tool that helps to retain, motivate and engage learners. It is, moreover, one of the characteristics of LXPs to offer gamified content
The use of new technologies
New technologies have been part of the learning landscape for several years. Employees use these new technologies every day. They help to develop their engagement and motivation by making learning content more appealing, as well as making learning paths smooth and intuitive. Interaction and gamification engage users and therefore allow them to reach their learning objectives. We can cite, for example, the use of virtual reality content thanks to LXPs.
Chapter V
The place of the LXP in the workplace
The evolution of new tools and platforms has been constant over the past two decades. The 2000s marked the emergence of the LMS in the workplace. For more than twenty years, these platforms have been appearing in the digital learning landscape.
In just a few years, the LXP has become the benchmark in the transformation of learning. Even though many organisations focus heavily on the experience, wellbeing and personal development of their employees, the effort is now devoted to making learning easy, accessible and relevant for learners. The LXP is at the heart of this shift.
A rise of LXP platforms
Many organisations have chosen to invest in an LXP to foster employee engagement by implementing it on top of the existing LMS.
What is new about the platforms on the digital learning market is that they take an interest in the learner's point of view: this is the case with an LXP.
Workplace learning has never been so popular. The innovation of collaborative platforms is simply a logical consequence of the growth of learning in the workplace. The LXP is the perfect example of this.
A complement to the LMS
LMS and LXP have different features and can complement each other to combine their benefits. Indeed, the LXP is a lever for getting more out of your LMS. The platform provides the necessary, informal and contextual means that foster the creation of a learning culture.
The drawback of the LMS is that it is not very engaging for your employees. The back office is very often more developed than the front office. The LXP, for its part, makes it possible to make the learner's interface more fun and well designed.
Towards optimising the learner experience
If we had to sum up the usefulness of an LXP in a single sentence, we would probably say that it is a platform entirely geared towards optimising the learner experience. Unlike the LMS, the LXP, thanks in particular to artificial intelligence, makes it possible to offer the learner training modules according to their needs and preferences. Learning is individualised.
The LXP relies on a learner-focused design and smooth navigation. No detail is spared: ergonomics, features and so on. The better the learner experience an employee has, the more motivated they will be to finish the training modules and to talk about them to their colleagues. The more polished the learner experience, the more completion and engagement rates improve.
To strengthen your business
You may be wondering how LXPs can improve your business. The answer comes down to one word: effectiveness. Indeed, LXPs make it possible to manage performance and assess your learners' skills. Artificial intelligence is a driver of this performance, thanks to the adaptation of modules according to each learner's preferences.
Chapter VI
How do you choose your LXP?
It is often difficult to choose between the different learning platforms available on the market. Here are the objective criteria for making your choice: LMS, LXP, or both.
LMS or LXP: how do you make your choice?
Why choose an LMS?
LMSs make it possible to host your training content on a single platform, accessible to all employees.
It is a basic building block of remote training. It allows you to track learners' progress as they go.
→ You need an LMS platform if you already have digital content created by you or by others and you need to deliver it.
Why choose an LXP?
LXPs are very useful for more complex topics. Indeed, they offer learning with social interactions. According to the 70/20/10 rule, 20% of learning happens through interaction with colleagues.
LXPs are often used to complement LMSs. They make it possible to bring more interactive and collaborative learning experiences.
→ You need an LXP if you need to create and roll out modules and to offer your participants complete learning experiences.
How do you make your choice?
As you will have understood, both platforms have their own advantages. It is up to you to choose which one will bring you more benefits.
If you need to facilitate learning effectively: lean rather towards an LXP.
But do you know how to choose your LMS or LXP platform once you have made this first choice? We explain the steps to follow so you do not get it wrong.
How do you choose the best LXP for your organisation?
Choosing the best LXP for your organisation means choosing the best LXP for your learners and, in particular, their needs. Before you get started and choose your solution, take the time to define your training objectives and your needs. Do not rush anything: this is absolutely not the moment for that.
Defining your training needs
The first and unavoidable step before choosing your LXP is defining your needs. Take the temperature among your employees to understand their training needs, the skills they want to develop or acquire. Afterwards, it will be easier to define your training objectives and thus to choose the LXP best suited to your organisation.
Defining your learning objectives
Learning objectives are defined as all the knowledge, know-how and interpersonal skills that learners must have acquired by the end of a course.
There are different types of learning objectives:
- Operational objectives: what the learner will be able to do after the training
- Strategic objectives: the aim of the organisation's training project
- Training objectives: the general objectives of the training
- Specific objectives: These pick up on the learning objectives, but focus on a very specific training unit with the aim of developing a highly targeted ability or skill.
Several methods such as Bloom's Taxonomy or the SMART method make it possible to define your various learning objectives. This step can be a little long, however it will save you time later on with modules that perfectly meet your organisation's expectations.
Choosing the features of an LXP
To choose your LXP you need to take into account all the features that this platform covers and compare the platforms with one another. Here is a sample of the various features of an LXP:
- Create blended learning paths. Blended learning is the mix of in-person and remote training.
- Set conditions on paths
- Gamify the content and the learner's path: awarding points, quizzes, avatar, rewards and so on
- Set up microlearning and learning on mobile (mobile learning)
- Import synchronous moments
- Import paths in a SCORM format or as an HTML5 link
- Generate training recommendations tailored to the learner's profile
The final choice is yours.
