An LXP is a learning platform designed to provide a personalised, intuitive, social, in-workflow learning experience that goes beyond the traditional LMS. An LXP should have a core set of capabilities and integrated technologies that gives the learner an exceptional user experience, with adaptive learning paths, easy access to content, and AI driven search and recommendations. It should also accommodate any form of content, including articles, podcasts, blogs, microlearning, videos, and courses. The platform should provide a social space where learners can connect, collaborate, share content and network with each other and experts. An LXP can be used in conjunction with an existing LMS that’s used to manage more formal learning content.


How Learning Experience Platforms can transform user engagement

Employee Experience: The need for change


Attitudes to the ‘employee experience’ across our organisations are changing and it is clear that more experiential services are required to adapt to new needs and wants of our employees.

This drive for better employment experience benefits all generations of employees and not just the much talked about Millennials.  People, in general, are happier at their work and arguably more productive when provided with options and better working experiences. This naturally leads to better talent retention and organisational growth and success.

There are many things we can do within our organisations to promote great employment experiences:

  • Improve the social impact of the organisation
  • Encourage and welcome open communication
  • Offer regular feedback and recognition to all staff
  • Provide practical advice for career development and encourage individuals to use and develop their unique skills and talents
  • Recognise personal desires for growth, new challenges and opportunities
  • Instigate a job rotation process to encourage a deeper understanding of the organisation as a whole
  • Give people the opportunity and practical tools and advice to mimic what high performers do to advance their careers
  • Make a meaningful social connection to teams and co-workers both inside and outside of work
  • Offer the flexibility and freedom to work remotely
  • Appreciate people's communication preferences – digitally rather than face to face or over the phone
  • Develop a meaningful company culture


And perhaps the most important employee experience for today's vibrant workforce is that of the learning and development culture within an organisation and the work-based learning experience that comes with it. Not necessarily a case of what I can do for the company, rather, what the company can do for me.

Learning Experience: The need for change

The simple truth is that the modern learner expects more from their work based learning experience than what has been traditionally offered. Most people prefer to learn on their own terms, in ways that resonate with their personal preferences. 

Traditional classroom training, long form e-Learning and a sporadic approach to learning and development will no longer be good enough.  Formal learning will always be necessary where it is apt and important but must be short, relevant and intensive.  The ability to self-serve highly contextualised short form content in the flow of work is important, as is the ability to create personal learning networks and share tacit knowledge.

With the current leap in technology we have a fantastic opportunity to shape new and continuous learning services within our organisations to help support the effort to meet these expectations yet the number 1 reason for dissatisfaction in workplace learning is the user experience.

New services, that meet new standards and expectations need a new breed of thinking, methods, content, delivery platforms and analytics, hence the recent explosion of the new breed of Learning Experience Platforms.


Why the need for Learning Experience Platfoms?

Josh Bersin, recently coined the phrase “Learning Experience Platform” or LXP for short.

Josh determined:  “the LXP market exists because the paradigm of the Learning Management System (LMS)  is out of date. People no longer search course catalogs for “courses” the way the used to, and we need a way to train and learn ‘in the flow of work’.”

This is quite a simplistic reason for the new-found demand for a new era of digital learning tools, methods and content.  Certainly, the LMS over 40+ years has been successful within the contained limits of its 4 closed walls and SCORM, but the world moved on and the possibilities of digital learning are now almost limitless in comparison.

3 major drivers have significantly influenced this change:

  1. Users are marching with their feet.   The command and control philosophy of L&D, facilitated by an LMS infrastructure and content that has scant regard for user experience and the facilitation of self-directed learning, will no longer be tolerated.  Millennials will drive a refusal to participate and the rest of us will benefit.  Bring on “les gillets jaune” of learning!
  2. The advent of xAPI, which has taken its time to infiltrate the industry did at least get the discussion started. Why had digital transformation bypassed learning technologies for so long? Learning isn’t confined to the 4 walls of an LMS and xAPI gave us hope for unrestricted creativity. The new generation of LXP’s is a sign that we are eventually catching up (irrespective of whether they use xAPI at their core). 
  3. The LMS never gave any sense of impact on knowledge acquisition or retention. Boxes were ticked, training records were a plenty but huge investments gave surprisingly little evidence of any return on investment.  The LXP will enable a new era of ‘data-driven learning design’ that will allow L&D to devolve new self-directed learning services and to see in plain sight, the impact those services are having.

Training and development is the most coveted job benefit for younger team members. But on their terms! "

Key Features of a Learning Experience Platform (LXP)

LXP systems have a set of key features:

  • They present high impact, easy to consume digital learning content in consumer grade interface, with recommendations, panels, mobile interfaces, and AI-driven recommendations,
  • They accommodate any form of content curation, including articles, podcasts, blogs, micro-learning, videos, and courses,
  • The LXP combines automated and manual design of learning paths or learning tracks that together provide efficiencies that scale to an organization’s needs with logical learning outcomes.
  • They are social, and include social profiles which connect content to people and facilitate connection, networking and collaboration amongst learners
  • Insightful data analytics provide the capability to monitor performance improvement indicators, reports on activity and utilization of content, reports on program value, system engagement, and team data such as competencies, skills, and expertise summaries from the individual to the organizational level.        
  • They make it straightforward to publish your own content as an individual, or team and encourage the scaling of learning.
  • They are mobile, fun to use, fast and easy to traverse and have great search and embedded learning features.

Key benefits of deploying a Learning Experience Platforms

  • LXPs can make learning self-service, accessible, mobile and easy
  • The dynamic update of content saves time and resources
  • Allows employees to own and take responsibly for their own learning and development
  • Fully analyse system value and deliver impactful reporting linking learning to specific business objectives, tie learning activity to business goals, and show the impact delivered to the business.
  • Retain talent by offering them valuable personal growth and learning opportunities.
  • Facilitate peer to peer knowledge sharing and retention of tacit knowledge within the organisation


A demonstrated investment in employee growth and development will improve the employee retention.

Where does the Learning Management Systems (LMS) go now?


Learning Management Systems continue to deliver the functionality that they were designed to provide: training record management, structured learning paths, access to mandatory training.

There is a disconnect between this stagnant functionality and the new possibilities emerging with learning experience platforms.

Overtime we expect LXPs and LMSs to morph into one system. For now, LXPs can be used as standalone systems or integrated into existing LMSs. It is testament to their flexible adaptive boundaryless nature that this is possible.

How can you improve the learning experience of learners within your organisation?

Provide them with a personalised, intuitive, in-workflow learning platform that contains relevant content. Empower them to learn and grow. Invest in their experience as you would for you clients.


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Logicearth can provide you with a scalable, cost-effective and engaging LXP solution.


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Capture and Share knowledge