When setting out a new digital learning strategy, how often do we start with the assumption that an existing LMS needs to be replaced? What if a series of improvements could also deliver the results we need?

In a difficult financial climate, budget limitations and cuts will be very much in the air for L&D. But don’t despair! For those who follow the Way of the Fox there is always opportunity to work smarter and get more bang for the learning buck. In this post we lay out four foxy hacks that can help you get more value for your learners out of a static or even decreasing learning budget.

With over 800 learning managements systems (LMS) and other elearning platforms on the market, choosing the right one can be a nightmare. But taking a smart, structured approach will give you a far greater chance of avoiding the pitfalls and selecting the right digital learning system to meet business and organizational needs. We lay out your key decisions.

When developing a digital learning transformation strategy, there are so many tools, platforms and new technologies out there it can be difficult to know what your business needs and where to start. Here we look at the building blocks and the transitions you'll go through.

The challenge is with a plethora of learning platform vendors out there (each with impressively long lists of product features) and so much talk of the LXP vs the LMS, how do you choose?

This explores the key differences between a traditional Learning Management System (LMS) and a Learner Experience Platform (LXP), providing some guiding questions to help you differentiate which you might need. Or whether, in fact, you need both.

So, you’ve identified a need for a learning platform to deploy and track learning, but with hundreds of products out there, from an LMS to an LXP (Learner Experience platform), it can be hard to know where to start. This guide will take you through 10 steps to help define your requirements and choose the right learning platform for your needs.

To ensure that you’re inspiring your staff to be passionate and loyal brand advocates ensure that you’ve attracted the right staff who fit your company culture and values, that you’ve engaged them from day 1 through onboarding, that you’ve invested in their ongoing training and development to retain and nurture your top talent, and that you’re developing your rising stars with the appropriate tools and support to be great leaders.

Have you ever worked somewhere that didn’t invest in their staff and their development? Rubbish isn’t it? Where you and your colleagues felt overstretched, undervalued and your skills weren’t being developed. Where your potential remained untapped and you knew that you could do so much more, not simply for yourself, but to the benefit of the organisation you worked in. It didn’t exactly inspire and motivate, did it?