Great organizational Learning and Development relies on having the right tools in place. And while many companies have unlocked learning with efficient, user-friendly systems, many more are stuck with slow legacy systems. And even once you make the decision to move on and upgrade, the search and decision-making process is often overwhelming.
In a recent episode of the L&D Podcast, I spoke with Becky Willis about the increasingly crowded world of learning platforms. We explored the evolution of LXPs, the challenges of aligning stakeholders, and the key differentiators that drive engagement and performance.
Learn what’s hot (and what’s not) in the market right now, why so many organizations are still unhappy with their chosen platforms, and how L&D teams can start with strategy, not software.
Becky also shared her insights on building tech ecosystems that support collaborative learning, the role of AI in platforms, and what impact should really look like. If you’re rethinking your learning tech stack for 2025, this article is for you.
Listen to the full episode, or keep reading for some of the highlights from our conversation.
1. Strategy comes before technology
Most of our conversation focused on the key differentiators of the best learning platforms. But before looking at the busy software market, you must define your learning strategy based on business outcomes. This includes interviewing executives, identifying desired impact, and then choosing a platform that can help achieve those goals.
“Step number one is to get executive buy-in. Talk to the executives about what they need, about business outcomes, what their expectations are. Find out their challenges, and how you can create business impact.”
Once you know what your executives want and need, you can then build your strategy.
Only once you have a clear strategy and approach for your business can you choose technology that aligns with those objectives and demonstrates value. “Go and look for a platform that can help you achieve that strategy. You’ll think about different things, and there will be more important pieces [to prioritize].”
2. The gap between legacy systems and modern LMS
Becky and her team at Tractus help companies modernize their learning strategies, powered by the right tools. As she explains, doing this without significant research and guidance can be overwhelming for many.
“There are anywhere from 300 to 900+ learning platforms on the market. I cannot imagine being someone in an SMB trying to figure out which tool to choose.”
So where to start? First, you need to distinguish between traditional systems and more modern LMS and LXP platforms. Legacy LMSs are limited in both experience and functionality. They’re typically slow, heavy, and can quickly turn both end users and L&D teams off. Even if vendors try to modernize them with “bolt-on” features.
“You can take a legacy LMS and you put a better learning experience on it. You can make it a little easier to use. But it's not going to have the capabilities underneath—the AI, the foundation—that a modern system has.”
Many L&D teams still default to replacing one LMS with another—but this misses the opportunity to invest in a modern digital learning platform that combines LMS, LXP, skills, social learning, and AI.
Becky calls this “putting wheels on a dinosaur”—a temporary fix rather than real transformation.
“You can take a legacy LMS and you put a better learning experience on it. But it's not going to have the capabilities underneath—the AI, the foundation—that a modern system has.”
3. Look for platforms with AI at the core
Our conversation touched on the exciting emergence of LXP platforms roughly a decade ago. This was a fundamental shift, where smart, personalized learning became the foundation for the best learning tools.
Today, Becky would never recommend a traditional LMS system for a growing business. Only systems built around artificial intelligence are fit for purpose.
“You want it to have AI at the core, not something that’s been bolted on. If it’s just bolted on, then you’re not going to get the data or the ability to personalize.”
True AI-driven learning platforms use AI for personalization, recommendations, data analysis, and skills development. They create custom learning paths, send smart notifications, and ensure that learning rolls out naturally and effortlessly.
“For example, if I just watched a course on how to program in Python and I’m a level-two out of eight, the AI in the background will know the next course I should take. Just like Amazon says, ‘If you bought this shovel, you’ll probably need a garden hose.’”
We’re not even talking about using generative AI for course authoring or ideation. More fundamentally, AI should be built into the foundation of your learning platform to enable personalization, recommendation engines, and skills progression.
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4. Engagement and collaboration are essential for success
Another major development heralded by the arrival of LXPs was collaborative learning. Becky saw firsthand the difference in engagement levels once teams could learn more naturally together.
“When I was at EdCast, we found that we could get 80-90% of employees using the platform. And I’m not talking about virtual classrooms or in-person training. This is platform engagement.”
L&D leaders love this because it’s scalable. If you can get employees interacting and enjoying learning through the platform, you may need less in-person time. And crucially, far less work from L&D teams to drum up excitement.
Modern tools must support collaborative learning, social interaction, and easy content creation by SMEs, leaders, and employees. Features like groups, content sharing, and peer contributions increase usage, relevance, and long-term engagement. Becky emphasizes that real engagement isn’t about flashy courses—it’s about people actually using the platform in meaningful ways.
“I love groups. Not just by HRIS data (like teams or onboarding cohorts), but groups like ‘Gen AI in finance’ or ‘Gen AI in L&D.’ When you build collaborative learning with those kinds of interest groups, it becomes much more powerful.”
“I love groups. When you build collaborative learning with those kinds of interest groups, it becomes much more powerful.”
5. Skills and internal mobility should guide future planning
Platforms that integrate skills frameworks and support internal mobility are better aligned with how organizations retain and develop talent today. A growing number of employees don’t want to move “up” but across. And platforms should help them identify what skills they have, what’s needed next, and how to grow within the company.
“Skills is something that’s in very, very few platforms, but it’s becoming more fundamental. You want to tie in my ability as a level-two Python programmer with what courses or learning I need to move to level three. Those two things need to talk to each other.”
In many cases, employees don’t actually know what they want to learn or whether more training is right for them. Measuring skills and building learning around leads to clear next steps.
“We asked employees if they wanted to move up—and a third said yes, a third said no, and a third said ‘I don’t know.’ That last group? They need help. Skills frameworks and internal mobility paths help people see where they can go.”
Skills-based learning is foundational to talent development, internal mobility, and long-term retention. Platforms that support skills frameworks and help learners understand how to grow within the company are future-proof.
Go deeper on digital learning platforms
My full conversation with Becky included much more on the role for AI in L&D, how to measure and boost engagement, practical tips to move beyond order taking, and much more.
Listen to the full episode below, and explore other recent episodes of the L&D Podcast here.
About Becky Willis
Becky Willis is a founder and the chief learning officer at Tractus Learning. She helps guide Tractus customers to implement successful digital learning. She is also the founder of WillLearn Consulting, where she helps companies plan, design, and develop high-performance digital learning ecosystems. Previously, she was the vice president of engagement at EdCast and led learning innovation at Hewlett Packard.
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