Learning Tech Landscape: What's out there and why
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Stacia Sherman GarrFollow
Apr. 12, 2021•0 likes•553 views
Learning Tech Landscape: What's out there and why
Apr. 12, 2021•0 likes•553 views
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This presentation dives into: How the learning technology space has evolved, and how it is aligning with other human resources (HR) functions, like engagement and performance.
Stacia Sherman GarrFollow
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Learning Tech Landscape: What's out there and why
- 1. 1 Dani Johnson Cofounder & Principal Analyst RedThread Research What’s out there and why
- 2. ©2020 RedThread Research. All Rights Reserved. How we help: • Research • Advisory • Memberships www.redthreadresearch.com What we do: We’re a human capital research and advisory firm focused on the practices and technologies of: • Learning & career • Performance • Employee experience • Diversity and inclusion • People analytics Dani Johnson Co-founder, Principal Analyst
- 3. ©2020 RedThread Research. All Rights Reserved. 3 topics for today: • Thinking about technology differently • The current market • Trends: how tech is being applied
- 4. ©2020 RedThread Research. All Rights Reserved. Thinking about tech differently 4
- 5. ©2020 RedThread Research. All Rights Reserved. Learning tech categories (the old way) 5 LMS Platforms Traditional: Cornerstone, Saba, SuccessFactors, SumTotal Modernized: Workday, Oracle Cloud Learning, Litmos, Docebo, others Assessment, Development, Delivery Tools Video authoring, Intelligent assessment, spaced learning, gaming, virtual reality, collaboration, simulations… Learning Experience Platforms Degreed, EdCast, SAP Jam, Fuse, … LRS Grassblade, Learning Locker, Saltbox, Watershed Content Libraries LinkedIn Learning, Udacity, Coursera, EdX, Udemy, Pluralsight, Skillsoft, CrossKnowledge, hundreds of others Program Experience (Delivery) Platforms Intrepid, NovoEd, EdX, Everwise Microlearning Platforms Axonify, Qstream, Rehearsal, Others Source: Josh Bersin
- 6. ©2020 RedThread Research. All Rights Reserved. Learning tech functionalities (new way) Content Libraries Microlearning Learning Exp. Platform MOOC/Cohort Video Practice Skills Tracking Performance Tracking LMS Gamification AR/VR Mentoring / Coaching Collaborative Learning Project Marketplace Enablement Ext. Content Curation Reccom- mendation Expertise Directories Certification Back Office Training Mgt. LCMS Content Creation Adaptive Learning Video Library Career Pathing Assessment Extended Enterprise Analytics LRS
- 7. ©2020 RedThread Research. All Rights Reserved. Learning Tech Ecosystem Framework 7 Source: RedThread Research
- 8. ©2020 RedThread Research. All Rights Reserved. Learning Tech Ecosystem Framework Source: RedThread Research
- 9. ©2020 RedThread Research. All Rights Reserved. Our job: order out of chaos 9 Which structure you choose will depend on the characteristics of your company. Characteristics Similar workforce Low tolerance for risk Org-driven development Heavy focus on compliance Low budget flexibility Characteristics Varied workforce High tolerance for risk Employee-driven development Heavy focus on exploration High budget flexibility Most intentional orgs are here One Platform One door, one room: All learning is (theoretically) located in one place Central System One door, several rooms: Central tool acts as front door – other tools integrate and are accessed thru central tool Pure Ecosystem Multiple doors, multiple rooms: Employees access what they want, how they want Source: RedThread Research
- 10. ©2020 RedThread Research. All Rights Reserved. Questions? • Orgs need to think about learning tech differently • A new framework focuses on behaviors, not tech • The structure or arrangement of technology matters
- 11. ©2020 RedThread Research. All Rights Reserved. The current market 11 What’s out there?
- 12. ©2020 RedThread Research. All Rights Reserved. Lots of vendors 12 Vendors (We know this isn’t all of them) 0 20 40 60 80 100 120 140 160 180 200 220 240 1980 1982 1984 1986 1988 1990 1992 1994 1996 1998 2000 2002 2004 2006 2008 2010 2012 2014 2016 2018 2020 # of Vendors by Founding Year Source: RedThread Research
- 13. ©2020 RedThread Research. All Rights Reserved. Lots of functionality 13 Functionalities (We think this is all of them …to date) Content Libraries Microlearning Learning Exp. Platform MOOC/Cohort Video Practice Skills Tracking Performance Tracking LMS Gamification AR/VR Mentoring / Coaching Collaborative Learning Project Marketplace Enablement Ext. Content Curation Reccom- mendation Expertise Directories Certification Back Office Training Mgt. LCMS Content Creation Adaptive Learning Video Library Career Pathing Assessment Extended Enterprise Analytics LRS Source: RedThread Research Knowledge Mgt Podcasting
- 14. ©2020 RedThread Research. All Rights Reserved. More point solutions 14 Average = 6.8 functionalities per vendor Point solutions Platforms # of functionalities per vendor 120 43 30 17 23 57 49 40 21 14 5 and under 6 to 10 11 to 15 16 to 20 More than 20 2020 2018 Source: RedThread Research
- 15. ©2020 RedThread Research. All Rights Reserved. More choices for the same functionality 15 11 14 15 20 21 23 28 31 32 33 33 33 35 35 36 36 36 37 39 40 40 40 44 48 52 55 59 59 69 75 7 8 7 10 9 22 15 58 24 13 17 31 42 12 29 27 6 30 20 33 21 29 31 49 35 51 49 29 48 # of Solutions offering Functionality 2020 2018 Source: RedThread Research
- 16. ©2020 RedThread Research. All Rights Reserved. More customers • Steady growth in tech use • Uptick in tech use in 2020 11,840 15,751 23,341 2018 2019 2020 Total Number of Customers 33% growth rate 48% growth rate Source: RedThread Research
- 17. ©2020 RedThread Research. All Rights Reserved. More users • 35% of vendors have more than 1M users • Majority of vendors have more than 100,000 Less than 100 5% 101-1,000 7% 1,001-5,000 8% 5,001-25,000 10% 25,001-100,00 11% 100,001-500,000 17% 500,001-1,000,000 8% More than 1,000,000 35% # of users by Vendor Source: RedThread Research
- 18. ©2020 RedThread Research. All Rights Reserved. Questions? • The market continues to grow • More point solutions exist than 2 years ago • More choices for the same functionality
- 19. 19 …what tech can enable for organizations Trends
- 20. ©2020 RedThread Research. All Rights Reserved. More human experiences Orgs are looking for: • Better user experiences (smooth) • Emotional connection • Learning from peers, mentors MOOC/Cohort Mentoring / Coaching Collaborative Learning Project Marketplace Recom- mendation Expertise Directories Analytics Related Tech Functionalities
- 21. ©2020 RedThread Research. All Rights Reserved. Internal Mobility Orgs are looking for: • Movement of employees to roles / projects where their skills are needed • Employee engagement with their careers Skills Tracking Performance Tracking Expertise Directories Career Pathing Assessment Analytics Related Tech Functionalities
- 22. ©2020 RedThread Research. All Rights Reserved. Coaching & Conversations Orgs are looking for: • Better connections between managers and employees • Better managers / coaches • Better peer-to-peer learning Mentoring / Coaching Collaborative Learning Enablement Analytics Related Tech Functionalities
- 23. ©2020 RedThread Research. All Rights Reserved. Skills! Orgs are looking for: • Hard and soft skills development • An understanding of what skills they have • An understanding of critical skills • Helping individuals understand their skills Skills Tracking Project Marketplace Enablement Ext. Content Curation Recom- mendation Career Pathing Assessment Analytics Related Tech Functionalities
- 24. ©2020 RedThread Research. All Rights Reserved. Learning with a purpose Orgs are looking for: • An understanding of how learning affects performance • Coaches on the shoulder • “In the flow” learning Skills Tracking Performance Tracking Project Marketplace Enablement Certification Adaptive Learning Assessment Analytics Related Tech Functionalities
- 25. ©2020 RedThread Research. All Rights Reserved. AI, Machine Learning 25 Orgs are looking for: • Less manual back-end work • Analytics • Personalization & Nudging Microlearning Learning Exp. Platform Gamification AR/VR Enablement Ext. Content Curation Recom- mendation Adaptive Learning Career Pathing Analytics Related Tech Functionalities
- 26. ©2020 RedThread Research. All Rights Reserved. Questions? • Employee development is moving out of the LMS • Development is being integrated into work life • Skills and mobility are finally having their day • Analytics is everywhere
- 27. ©2020 RedThread Research. All Rights Reserved. Summary of Trends 27 Skills! Skills! Skills! AI & Machine Learning More human experiences Learning with a purpose Mobility Coaching & conversations Source: RedThread Research
- 28. ©2020 RedThread Research. All Rights Reserved. Want more? 28 Coming this November: • Learning Tech Landscape Tool • Learning Tech Landscape Report • Supporting Infographic Available to members To stay informed, shoot us an email: hello@redthreadresearch.com Learning Tech Landscape Tool
- 29. ©2020 RedThread Research. All Rights Reserved. One Platform One door, one room: all learning is (theoretically) located in one place.
- 30. ©2020 RedThread Research. All Rights Reserved. Central System One door, several rooms. Central tool acting as front door – other tools integrated and accessed through the central tool.
- 31. ©2020 RedThread Research. All Rights Reserved. Pure Ecosystem Multiple doors, multiple rooms. Employees access what they want, how they want it.
Editor's Notes
- Good morning! Happy to be here We recently completed some research on the learning tech space First time people will be seeing it Excited to share Excited for your questions
- This is pre-covid me – And this is a quick slide on RTR if you’re not familiar with us We’re a research and advisory firm focusing on: Feel free to visit our website for more information.
- I want to break this webcast into 3 sections First, thinking about tech differently – we’re used to thinking about it the way that we buy it – by what’s on our balance sheet. There’s a better way. Second, I’ll talk about the current market – what’s been going on, what’s available, etc. Finally, I want to talk about trends we’re seeing from our learning leader friends, and what kind of tech is being applied. At the end of each section, we’re going to stop for questions – feel free to enter those questions in chat or in the question section as we’re going along
- The first topic is thinking about tech differently. And I want to start with this slide…
- In about 2015, this was the way we were thinking about learning tech If we’re honest, many organizations still are – They’re thinking about it in terms of what shows up on their balance sheet, or what they go out and buy And it causes lots of frustrations for a couple of reasons: First, increasingly these technologies overlap. Vendors don’t stay within these lines. LMS’s are also LRSes. Everyone is a learning experience platform. Content is being offered by everyone. Second, these categories describe what technology you’re buying, not what problems you’re trying to solve. And by the way, vendors hate this model as much as leaders.
- In fact, when we started talking to them a couple of years ago, we learned that they categorized what they do much more granularly And in our briefings and conversations, 28 functionalities fell out As shown on the screen These functionalities are much more geared toward enabling employees to do something,
- And that led us to rethink learning tech altogether. We started talking to more forward-thinking learning leaders And learned that they were thinking more in terms of what they needed employees to do rather than in the tech category that helped them do it. We created a framework that focuses on what we’re trying to get employees to do – rather than the tech. Those in charge of employee development should be focusing on enabling employees to do these things: Plan: how are we enabling our people to understand their career options and what it’ll take from a development standpoint in order to get there? Discover: how are we enabling our people to find the types of opportunities and content that will take them in the direction they’d like their career to go? Consume: How are we enabling our people to access and consume content? Experiment: How are we enabling our people to practice new skills? Connect: How are we enabling our people to connect with each other and learn from each other? Perform: How are we enabling our people to perform better on the job and learn while doing it? You’ll notice off to the right there are two additional categories That L&D needs to do to keep the proverbial train on the tracks: Manage & Create: what tools do we need in order to manage our resources, our content, and our employees and their learning goals? Analyze: What tools enable us to gather and use data- to improve our own systems and processes, help the overall business make better decisions, and provide employees with data that will help them develop?
- We then took the list of things that L&D functions should be looking to enable And we added in the functionalities that vendors say they’re providing And you get something like this Instead of a technology, what you get is a lot of choices. We see this model or framework as sort of the universe of choices to enable employees to learn Our job is to choose the ecosystem of functionalities that align best with our culture and needs The good news: Orgs are beginning to understand what they need to do, recognize the functionalities they need to do it, and then create ecosystems that help them do it. The bad news: But it’s made our jobs harder. It used to be that we chose a technology – generally the one with the most features – and off we went. But as experience becomes more important and our choices continue to expand, Our job is now to create the best ecosystem for our employees – whether that is with one platform or with many technologies. So let’s talk about that a little bit.
- In talking to leaders, there are basically three structures for learning tech ecosystems: Describe with doors and rooms One platform Central system Pure ecosystem These sit on a spectrum – from fairly uncomplicated and uniform to really complicated and varied Companies fall all along the spectrum Which structure they choose generally has to do with some characteristics: Left hand side: Right hand side: Incidentally, most intentional (meaning they’ve created an ecosystem on purpose) orgs are just right of center.
- Let’s take a short break for some questions.
- So let’s talk about the market. The learning tech market was estimated to be about $76.4B in 2019, but we know, at least anecdotally that it’s increased dramatically in 2020. Let’s talk a bit about what we found in our research.
- Lots of vendors. 223 currently in our tool Another 30 to vet We know this isn’t close to all of them Why so many? VC money Easier than it used to be to get started COVID – Change in mindset – not just LMSes anymore. Hook doesn’t mean slowdown Natural gap between incorporation and market
- The 223 vendors are going to market in 30 different ways. It isn’t just LMSes and content creation anymore. Broad range of functionalities. Two we have seen pop up this year are: Knowledge Mgt. Podcasting – one made our research, other one didn’t Vendors are more often than not not just offering one of these And combining functionalities in completely different ways that let them do completely different things
- There are also more point solutions than there were even 2 years ago. 57 in 2018 120 in 2020 Part of that is our discovering more vendors. Chart shows # of functionalities by vendor Things we have seen that may be causing this: Mindset shift: more best-in-class mindset and more focus on experience (often better with smaller pr highly configurable vendors) Point solutions not going through L&D – but instead going directly to managers / function leads – easier sell if they have their own budget Easier to get started – barriers to entry not as great as they once were Easier to switch – not as many 2 year implementations as in the past – much more plug and play
- More choices for the same functionality: Chart shows how many vendors saying they offer the functionality Curious things: Analytics and Measurement are the #1 functionality vendors say they’re offering Followed by Microlearning, followed by collaborative learning, followed by content creation While project marketplaces are still fairly rare, they’re growing Enablement, which we introduced 2 years ago has also grown a lot. So has career pathing. And by the way, I have no idea what’s happening with Assessment – need to look into it further.
- Vendors are also reporting strong growth – more customers year over year Strong indication that learning tech is being more widely adopted From 2019 to 2020, there was a 48% growth rate among the vendors that were willing to share the info with us. Could point to the big disruption of COVID and leaders needing to accommodate something besides ILT
- This case is strengthened by the fact that Vendors have more users. 35% of vendors have over 1M Majority have more than 100K
- Let’s take another break and answer any questions you may have.
- The third part of this discussion has to do with trends we’re hearing about And technology we’re seeing that is able to enable those trends. We’ll go through 6 of them.
- The first shouldn’t be a surprise. Organizations are looking to create more human experiences We have seen orgs move away from talking about efficiency and toward talking about experience. This is reflected in how they’re structuring employee development – they’re using tech to enable human connection: They want better user experiences (with less frustration) More emotional connection And more learning from each other Some of the functionalities we see that enable more human experiences are: Expertise directories – making expertise transparent and accessible Recommendation engines – knowing what employees need and helping them find it Mentoring and coaching –This area has exploded Collaborative learning – helping peers help peers Project marketplaces – using work for learning, using apprentice-type learning MOOC / Cohorts – learning as a group – it’s not dead. Finally, analytics – data about how, what, why people learn enables many of the other functionalities
- In the past 4 months especially we have been hearing about internal mobility – making it easier to move people around orgs Doing a study on this now Most are doing it to help employees engage with the company and career But some are doing it to deliver on the strategy. COVID pointed out that most orgs do this poorly – and there are a lot of reasons why Some still do it with excel spreadsheets But some are leveraging some learning functionalities to help. We see expertise directories again – understanding expertise helps orgs make better decisions about movement, teams, etc. Same with skills tracking. Career pathing helps employees understand where their skills can take them Performance tracking and assessment identify skills And again we see analytics – providing correlations and data for better decisions.
- Organizations appear to be embracing coaching like we’ve never seen before. Part of this goes back to the ‘human’ experience We also learned during our performance management research that no one likes their frontline managers or thinks they’re awesome Coaching software tries to help solve this problem Tech functionalities we’re seeing: Coaching/mentoring: 3 types 1. Most basic and traditional: matches employees to external coaches 2. Seeing more of: software that enables internal discussions with nudges, places to document convos, matches people internally 3. Coach on the shoulder – software that delivers nudges / learning / data to help someone get better without discussions with other humans Collaborative learning: Messaging / likes / follows / sharing – some happen on LXP Spike in technologies that are marrying themselves to teams, slack Enablement Coach on the shoulder Tech that walks you through learning something on the job Listening tech – Mursion, Trybe, Cultivate Analytcis – not surprisingly, it enables a lot of the back end of many of these other functionalities. Also, gives orgs a better understanding of major challenges / areas of focus
- Oh the skills! Been following the convo for like 4 years Finally doing some research on it right now All organizations (and seems to be more urgent since shutdown) are focusing on skills Biggest questions: what do we have, what do we need, how do we get them Also a focus on hard and soft skills Tech Functionalities: None of these should be surprising Things that I like that are popping here: Project marketplace – focusing on skills more broadly – not just what class you tool Career pathing – trading information about an employee’s skills with help with career pathing Enablement – building skills as a part of the work –in the flow if you will. Interesting to note that skills and internal mobility appear to go hand in hand Finding this in the research as well A lot is about helping employees understand what they have, what they need, and how to develop – a lot about planning.
- We’re also seeing organizations move away from “learning just in case” Takes a peanut-butter approach that isn’t that useful Organizations are being much more pointed with their learning initiatives And training or developing employees based on their performance Much more personalized Much more useful to the org See a caveat of safety, legal, or other compliance training Tech functionalities: One that popped up here that we haven’t seen with other trends: adaptive learning Helps avoid teaching people stuff they already know – saves frustration, time, and money Assessment, skills tracking, certifications, performance tracking – helping orgs and individuals understand where they are so that they can pinpoint necessary development Project marketplace – love this one – uses the work as the development op - built in purpose And again, we see analytics – making these things work on the back end.
- This trend is a little bit different – in that most organizations (smart ones anyway) aren’t buying AI, machine learning for its own sake But we are seeing it as a trend that is enabling all kinds of back office stuff Orgs are starting to use these tools smartly – to get rid of ”dumb” work and to focus on more strategic stuff. This includes affecting functionality like career pathing, recommendation, external content curation It also enables AR/VR, allowing for more complex experiences And enablement – understanding what you’re doing and providing help in the moment. Mostly, we’re seeing AI, Machine learning enable the consumption of content – the things in green over there Adaptive learning, learning exp. Platforms and recommendation, Microlearning, and gamification. Not bad, a good place to start But we think there are better things ahead for AI. Examples Humu Coach.ai gothrive
- First, one platform. We describe this type of structure as one door, one room Theoretically, all learning is in one place. Organizations that consider themselves a one-platform structure usually choose an LMS or other larger technology that has quite a bit of functionality. That said, even organizations who, on the outset of our conversation thought they were single-platform, ended up realizing they were using significantly more technologies than they thought.
- Second structure is a central system We describe this one as one door, several rooms. There is generally a central tool, like an lms or lxp And then the organization augments and integrates to add functionality. Most organziations will use that central tool as a front door – one place to go, but many options once you get there.
- And then the third way is a pure ecosystem. We describe this one as multiple doors, multiple rooms Employees access what they want, how they want it And, like the one platform idea, not many organizations fall here. But many are moving this way.