Signals in Learning: Building a Learning Ecosystem 

Opening Note from Sandy

Welcome to Signals in Learning. As a long time Learning and Development practitioner, I hope that sharing my insights from a 20+ year career in L&D, along with some new perspectives, ideas and innovations that are shaping modern learning that I’ve gained from speaking with hundreds of L&D colleagues, will help you expand your own corporate learning strategies. Here at D2L, our mission is to help organizations deliver dynamic learning programs on our platform while creating a seamless connection to your ecosystem. With 25+ years of experience, our customers look to us to help build a better story and prominent focus around learning as a core priority in their technology ecosystems. This newsletter is designed to equip you with the insights and resources to do just that. This month, I’m diving into how to create a modern learning ecosystem to ignite growth and keep your workforce ahead of the curve. 

Future-Proofing Talent: Building a Modern Learning Ecosystem That Drives Growth

In today’s fast-paced, digitally driven world, organizations must cultivate a culture of continuous learning to remain competitive and resilient. As an L&D executive, I’ve witnessed firsthand how a thoughtfully designed, modern learning ecosystem can serve as the backbone of employee professional growth. This ecosystem is not simply a collection of courses, training programs or technology platforms, it’s an interconnected network of learning experiences, technologies and cultural practices that enable employees to access, engage with and apply knowledge in meaningful ways throughout their careers.

The traditional model of learning, with static training modules and one-size-fits-all programs is no longer sufficient. Employees today expect personalized, accessible and on-demand learning that aligns with both their individual goals and the strategic objectives of the business. A modern learning ecosystem meets this demand by integrating formal learning with informal learning, coaching, mentorship, experiential opportunities and collaborative knowledge sharing. It creates a dynamic environment in which learning is embedded into the flow of work.

To build such an ecosystem, an organization should start with a clear understanding of their business goals and the skills required to achieve. This can be achieved by conducting a skills gap analysis to identify where current capabilities fall short. Once the learning strategy is defined, the next step is selecting and integrating the right mix of tools and technologies. A modern learning management system (LMS) or learning experience platform (LXP) serves as the foundation, offering centralized access to content and analytics. These platforms can be enhanced with AI-driven personalization, microlearning modules, mobile access and integrations with collaboration tools. These platforms range widely in terms of capabilities and pricing. Consider looking at tools that offer multiple functionalities under one price point.

Content is also a critical component. Companies must offer a blend of proprietary training, industry-recognized certifications and curated external resources. Strategic partnerships with content providers enable employees to access a broad range of relevant and high-quality learning materials. In-house subject matter experts can contribute to internal knowledge bases, ensuring institutional knowledge is retained and shared.

Another pillar of a successful learning ecosystem is culture. Leadership must champion learning as a core value and actively encourage employee development. Managers play a key role by providing ongoing feedback, coaching and support. Peer learning communities, mentoring programs and collaborative projects can foster a sense of shared growth and accountability.

Measurement is essential to ensure the ecosystem is not only being used but also delivering results. Usage metrics such as course completion rates, time spent learning and active users provide early insights into engagement. However, true success lies in outcomes and impacts. Organizations should track changes in employee performance, internal mobility, promotion rates and employee satisfaction related to development opportunities. Advanced analytics and learning experience dashboards can offer real-time feedback to adjust strategies as needed. Employee surveys and focus groups add a qualitative dimension to the assessment, capturing the perceived value and relevance of learning experiences.

Several forward-thinking organizations have successfully implemented modern learning ecosystems. For example, Unilever developed a platform called Flex Experiences, which uses AI to match employees with internal projects, learning opportunities and mentorships based on their career aspirations and skill gaps. This not only facilitates learning but also supports talent mobility. Similarly, AT&T invested over a billion dollars in upskilling initiatives and built an internal platform, leading to a significant increase in the number of employees transitioning into new tech roles. AI-curated learning paths and encourage peer-to-peer learning through badges and certifications, creating a thriving internal learning culture.

As the workplace continues to evolve, the importance of a modern learning ecosystem will only grow. It’s not a luxury or a one-time investment, but a strategic imperative that drives business agility, employee engagement and long-term success. Organizations that prioritize learning as an ongoing journey, supported by smart tools and a culture of curiosity, will be best positioned to navigate change and thrive in the future.

Content Spotlight

Our team has been busy building new tools to support L&D professionals in their roles. Check out these resources to help your organization grow and stay ahead:

Event Highlights

I had the privilege to attend several national conferences over the past few months. ATD2025 in Washington, DC in May, CLO in Boston in June and our own D2L Fusion event in Savanah in July. I have seen a number of themes emerge that seem to be top of mind in our profession.

• Technology as an Enabler: Walking through the Expo Center at ATD25 left me with a clear view that we are very much in a technology driven business. I’ve been in this field long enough to remember the early days of making the switch from classroom/live instructor training to a new mode of learning called Computer Based Training (CBT) – what we now call “online learning”. Pundits decried this new delivery system of learning as a fad and didn’t believe it would last. I’ve heard similar sentiments expressed over other “fads” such as the internet and more recently, Artificial Intelligence. If I’ve learned anything, it’s that we as a profession must embrace new technologies and quickly learn to adapt/use them to support our employees’ development.
• Skills Development as a top priority: Most of us are under pressure to find ways to help our workforces develop new skills and competencies. What I’m seeing though is less about us having to develop more training programs. Instead, it’s about how we best enable our colleagues to learn how to learn and create the ecosystems to find and use various resources for them to develop.
• Leadership Skills as an imperative: Given we are in a 5-generation workforce, the importance of having strong, adaptable competent leaders at every level is more important than ever. And the ways we are developing those leaders, be it through live cohort-based learning, AI driven coaches, old-school mentor programs, or just in time video learning, are still top of mind for our learning professionals.

Next month, we’re heading down to Las Vegas for DevLearn, where I’ll be presenting the Five Steps to Transforming a Learning Culture. Be sure to stop by Booth #123 if you’re attending—I’d love to say hi!

Catch You Next Month

Thanks for tuning in! Each monthly edition promises insights, thought leadership and practical tools to inspire your L&D initiatives, helping you make learning a little more engaging and impactful every day.

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