How do you ensure business continuity when everything goes wrong? Focus on your culture.

How do you ensure business continuity when everything goes wrong? Focus on your culture.

In a new report by Gartner Inc., Teach on Mars is named as a key vendor of modern learning solutions that can help organisations leverage their culture to continue performing in times of uncertainty.

The Coronavirus pandemic did more than just bring the global economy to an almost complete halt in the space of a few short weeks. It called into question everything the global business community thought it knew about doing business.

Every organisation has felt the impact of a crisis that no one saw coming. Activity, revenues and growth have all been in free-fall across the board since the end of Q1 2020. According to a June 2020 report from BNP Paribas, Gross Domestic Product across Europe will fall an unprecedented 7.5% in 2020. Research by the European think-tank SME United into the small and medium business sector suggests at least 90% of companies have suffered some disruption to their revenues, with as many as 20% having to shut down completely for several weeks when the crisis was at its height.

We have seen immediate and drastic responses to this devastating slowdown. The numbers make grim reading. The European Commission predicts that unemployment across the Euro zone will be in excess of 9.6% for 2020, while private corporate investment is expected to be down by more than 15%.

Job cuts and cost-reduction programmes won’t help in the mid- to long term

Clearly, cutting jobs in many cases looks like the only credible short-term tactic to deal with reduced activity levels. More than 44 million new claimants filed for unemployment benefit in the US in the 3 months between mid-March and mid-June, and as of the end of Q2 2020 more than 26% of all jobs across Europe are thought to be under threat (Catalyst Report, The Impact of Covid-19 on Job Loss, June 22, 2020). Shedding headcount, however, will not help organisations deal with the arguably more complex twin challenges of managing through a period of unparalleled uncertainty and maintaining motivation and performance levels across a workforce which has had to switch to a virtual management model almost overnight.

In its April 2020 report How HCM Technologies Can Support Cultures That Perform in Uncertain Times, Gartner argues that most powerful asset a company has in our new post-Covid 19 business landscape is culture. The organisations that will continue to perform – and maybe even thrive – through a crisis which most experts still believe is far from over, are those which succeed in safeguarding, communicating and disseminating their culture.
A culture which is compellingly articulated, fully understood and properly translated into behaviours and actions will bring multiple benefits to an organisation at uncertain times like these:

  • Employees feel a heightened sense of connection, motivation and belonging which goes a long way to overcoming the challenges of remote working and dealing with an uncertain future.
  • Managers and employees alike have a strong frame of reference around which they can build the customer experience and service which now more than ever will enable exceptional companies to set themselves apart.
  • Clearly identified values and culture reinforce the company’s value proposition and brand reputation in the eyes of the customer in a highly competitive marketplace.
    The Gartner report identifies the three critical gaps that most organisations need to address in order to improve employees’ ability or readiness to apply their culture – Knowledge, Mindset and Behaviour.
    According to Gartner analysts, Human Capital Management technology solutions can help organisations grappling with the challenges of uncertainty do a better job in the most important culture alignment focus areas:
  • Monitoring and understanding the reality of their culture today.
  • Equipping employees to apply culture in their day-to-day work.
  • Empowering leaders to reinforce culture through optimised processes and systems (which eliminate systemic barriers

Culture hacks and leadership moments

Teach on Mars is one of a select group of sample vendors singled out by the Gartner report as offering the kinds of solutions that can be particularly effective enablers of consistent and powerful connection of the workforce to the culture of an organisation.

The report authors underline the potential of mobile-led, microlearning solutions like Teach on Mars to deliver frequent, easily accessible and job-relevant knowledge on culture application to employees. They see clear value in the capability of these solutions to “support brief, targeted and often time-sensitive training […] typically executed via video accessible on mobile devices” and to ” reinforce adoption of culture hacks and leadership moments through continuous (and often repeated) learning interventions”.

This is a perfect illustration of one of the key convictions of the Teach on Mars vision – that mobile-led learning can and should transcend the confines of simple training. Learner populations have a clear appetite for a consumer-grade mobile experience that meets both their professional and their personal development expectations. Teach on Mars customers are responding to that appetite, and leveraging new features including AI-driven content recommendations, embedded social functionality and efficiency-boosting new tools for trainers and front-line managers, to deploy the solution in a raft of use cases that are creating impact and value throughout their organisations.

Augmented new hire onboarding, sales force enablement and company-wide roll-out of strategic initiatives are just some of the key contexts in which the ability of Teach on Mars apps to mobilise communities is being used to transform businesses. But it is arguably in support of an organisation’s culture – promoting its emergence, anchoring its key concepts and reinforcing its application – that Teach on Mars can have the most transformative impact, particularly in the current post-Covid climate where a strong culture is so critical.

How mobile-led learning can help. [Spoiler alert: there’s more to it than just content]

It’s not just about providing a convenient, universally adopted channel for delivery of culture-related content. A customised, mobile-led learning solution can make a measurable contribution to all three of the key culture pillars in the Gartner model.


  • Interactive Survey-style activities gather critical data on employee perception of culture and flag up any gaps in how it is understood and applied.
  • Inclusive, community-based social learning opportunities create a positive environment for disseminating the right culture-specific mindset across even the most geographically disparate extended workforces.
  • Always-on and always-relevant, a consumer-grade mobile experience is the best way to get targeted, culture-hack learning to all employees simultaneously and at scale. And ensure that content is in the most easily-digested format.
  • UGC (User-Generated Content) capability means multi-media knowledge-sharing contributions can be invited from all users across the organisation.
  • Deep-dive analytics keep tabs on where employees’ culture-sensitive knowledge levels are and who’s consuming which culture-related content.


  • Live or virtual quiz and simulation events enable in-situ evaluation of how culture is being applied on the ground – with a fun, human dynamic.
  • An interactive in-app “manager portal” (a Teach on Mars exclusive feature) supplies line managers with real-time data on their teams’ competency levels and learning performance – boosting those managers’ ability to provide focused culture development coaching.
  • Integrated certification and recognition functionality can be used to acknowledge and reward culture-appropriate behaviour (in manager-employee or peer-to-peer mode).

Right now more than ever, organisations are understanding some fundamental truths about culture: it’s not a quick fix, but a methodical, systemic process; it starts at the top with the leadership; that said, culture is every individual employee’s job.
At the same time, today’s unexpectedly harsh climate is also dispelling one or two myths about culture. Most notably, that culture is a luxury, a nice to have that can be sacrificed when business continuity and economic survival are on the line.
In reality, nothing could be farther from the truth, as Gartner and other authorities are pointing out in their research. A great culture, supported by the right HCM tools, is one of the keys not just to survival, but to performance in times of uncertainty. Teach on Mars is proud to be helping its customers deliver that today.

If you’re interested in finding out more about the Gartner How HCM Technologies Can Support Cultures That Perform in Uncertain Times report, please get in touch with Teach on Mars and we’ll be happy to share it with you.

Report on the Top Employers x Teach on Mars survey

Report on the Top Employers x Teach on Mars survey

In the current situation, with its radical impact on our personal and professional daily lives, we thought it would be useful to ask our customers a series of specific questions through a quantitative and qualitative research survey. So we partnered up with Top Employers Institute and then compared a 2019 survey with the more recent feedback and testimonials.


We wanted to compare what we’ve learnt during the pandemic with a bigger reality, not only in relation to Teach on Mars customers but across the entire HR community.

As the crisis unfolded, it was digital learning and distance training solutions that came to the rescue of employee development. 93% of respondents stepped up distance learning, with 70% of these deploying a distance learning solution they didn’t necessarily have before the pandemic.

At the same time, a need for social connection was also seen, leading to a number of different formats being introduced such as virtual classes, facilitation tools and distance learning (LMS or mobile learning). Other respondents opted for remote coaching and creating a sense of employee community via social media.

The sudden arrival of the pandemic meant that many organisations were caught off guard, and HR professionals found they couldn’t always respond quickly enough due to a lack of:

  • time (30%): organisations had to find solutions for their employees within a highly limited timeframe. We saw this for ourselves at Teach on Mars during the first three weeks of lockdown when we were inundated by customers looking for alternative solutions to put in place as soon as possible.
  • tools (18%): for example, virtual classrooms, digital learning platforms, etc.
  • digital expertise (10%): some respondents didn’t have the knowledge required to blend courses and make them multimodal with the inclusion of digital, synchronous and virtual learning opportunities.
  • interactions (9%).
  • resources (9%): the introduction of short-time working meant some companies lacked resources.

The impact of the pandemic on future practices

Among the formats rolled out in organisations, some will continue for the long term:

  1. synchronous learning opportunities, both virtual and those facilitated via virtual classes and events. Some companies will now opt for distance learning with lots of links and interactions rather than full face-to-face training.
  2. digital learning, which is no longer seen as a passing fad and has become fully embedded in training practices.
  3. social connections, reinforced with distance coaching, social media and virtual classes.

What we’re now witnessing is a transformation of training departments as they become training facilitators and empower each and every employee to also become trainers in their own right.

Our vision of tomorrow’s learning

According to Delphine Canon, VP Global Alliances at Teach on Mars: “For Teach on Mars, the lessons learned from this survey are remarkably consistent with the key characteristics of our vision of future learning practices.

We’ve selected four characteristics that we’re paying special attention to, with the aim of continuing to develop features that will allow our customers to champion them.

  • A business focus: our solution is mainly used by businesses to develop skills that have an impact on corporate performance.
  • The social side of learning: as the period we’ve just been through has shown, employees need to converse, dialogue and reconnect. In our applications, this can be done by sharing content, and liking and commenting on articles, resources and videos via the Wall. In training systems, trainers initiate conversations to identify expectations, motivations, answer questions and push resources to learners as well as collecting feedback.
  • Smart training: artificial intelligence is a hot topic and Teach on Mars and INRIA (the French Institute for Research in Computer Science and Automation) are working hand in hand on a smart app so that learners can easily find the resources they need. The aim here is to create a personalised experience and prescribe training courses.
  • An employee-centric dimension: training must be adaptable to the needs and expectations of employees and not the other way around. This means not only providing business content but also soft-skills courses. Learners should be encouraged to contribute to their community by posting their own resources while also being given choices as to when and how they train.

Watch the whole webinar on the Top Employers Institute YouTube channel.

Learning & data central to the challenge of digital transformation facing companies!

Learning & data central to the challenge of digital transformation facing companies!

With 1.7 million items of data produced per person… per second worldwide in 2020, according to IDC, whether data is “Big”, “Open” or of no particular use, it’s a pure product of the digital age, supporting our digital lives at every moment. All this data must be collected, extracted, stored, manipulated, analysed, viewed and shared or we risk drowning in it and it being useful for… nothing!

Faced with this avalanche of data, trying to make sense of it has become a pressing need for every company, every manager and every employee that has to deal with it. This is why Teach on Mars and LePont (formerly Micropole Learning Solutions) have decided to join forces and announce a new partnership combining the best of both worlds.

With expertise in learning accumulated over more than fifteen years, LePont is both a recognised data training centre and a digital learning agency providing innovative, bespoke solutions.

Our new partnership will make use of this dual expertise. Over time, LePont will gradually help to enhance the Teach on Mars Discovery offering, and in the near future will make qualified and high-level content produced by international data experts available to Teach on Mars customers. In return, the Teach on Mars solution will be used to provide the right training course at the right time, and to analyse learner practices, in particular thanks to its Business Intelligence tool.

LePont’s experienced teams have already been creating mobile training content for a number of years, and the company has chosen Teach on Mars so that it can offer its customers the leading mobile learning solution on the market.

“In a digitised world where smartphones are so central to our daily lives, we’ve chosen to work with Teach on Mars in order to create an alliance capable of meeting the new L&D challenges generated by the digital transformation of companies. This partnership will allow us to help individuals and organisations move towards greater leadership, innovation and resilience!”
Erik Campanini, LePont Partner and Co-founder.

“The MLS-LePont teams bring data sector expertise combined with excellence in content production and knowledge of implementing various digital strategies related to communication and learning, with a focus on short, attractive, immersive and innovative formats. It’s in perfect alignment with what we expect from our partners!”
Delphine Canon, VP Global Alliances at Teach on Mars.

Lockdown and social distancing: accelerators of digital learning

Lockdown and social distancing: accelerators of digital learning

Clémentine Thenet, Customer Success Manager chez Teach on Mars answers Tiphaine Duchet’s questions and gives us a testimony on the training trends and practices observed over the last few months!

clementine thenet customer success manager

Clémentine Thenet, you’re a Customer Success Manager. Can you tell us about your role at Teach on Mars?

My role and that of my team is to guarantee the success of Teach on Mars customer projects.
By success, we mean:

  • for learners, having an exceptional learning experience that allows them to develop their skills on a daily basis, and the opportunity to integrate a continuous learning routine, or even an addiction to knowledge 🙂
  • for trainers, the possibility of providing their learners with amazing learning experiences by offering entertaining, multimodal and agile training courses
  • for training departments, achieving targets in terms of skills development and massive uptake of pathways and programmes, delivered at the right time
  • for operations, creating value for the company (employee experience, image, financial ROI, sales, etc.)

How has your role changed during this period?

Our role is based on partnership and trust with our customers, and we aim to co-construct solutions with them. This particular period has been especially intense as our customers have had to keep in touch with their employees, take advantage of this time to develop new skills, strengthen existing ones, and perhaps most important of all, prepare for the next phase.
With face-to-face training no longer possible, we’ve given our customers the support they need to transform their existing courses into fully-fledged blended training programs (with synchronous and asynchronous learning opportunities). We’ve also assisted our customers in terms of publishing and content curation, but the standout factor has been the surge in requests for our remote FabLab – providing concrete and operational answers to questions on learning methodology, deployment, communication and technical aspects of our solution.

We’ve therefore provided a lot of support and it’s been immensely satisfying to see how stakeholders who were somewhat hesitant a few months ago have become promoters and producers of highly engaging content!

Which areas have proved most popular?

  1. Operational content:
    There’s been a significant increase in the creation of operational and job-related content. The entire training department chain has really embraced digital learning and mobile learning! Some training programmes that were taking a long time to get finished have been completed during the pandemic.
  2. Personal development content:
    Many customers focused on personal development materials, either in the form of off-the-shelf content (most notably teleworking) or “in-house” CSR, soft skills and digital content.
  3. Increased social marketing
    Our Walls have seen lots of action via sharing and spectacular publishing schedules. Our apps are now key in communicating with employees and have come into their own as fully-functioning pocket coaches. Walls have acted as crucial signposts to other company networks and created a sense of connection. We’re proud of our feedback feature which has worked well with the customers who’ve launched it.
    This new way of using our solution has accelerated marketing of our Discovery offering which allows our customers to boost their publishing schedule via a turnkey offer.

These are the three areas that have proved most popular but generally speaking all areas have seen greater use.

Do you have some figures for us?

Before the pandemic, the Teach on Mars solution already had a high deployment rate of around 60%.
Since then, that deployment rate has increased by some 30%. But what’s even more incredible is the position achieved by mobile learning over the last 3 months (because it didn’t stop when lockdown started to be eased in France on May 11).

Some figures in terms of learner use:

  • Average retention rate: 99% over the last 3 months
  • Frequency of use: 55% of users connect more than 10 times a month (vs 20% before the pandemic)
  • The average basket over the last 6 months is double that seen over the 12 months of 2019
  • Time spent is 2.5 times higher than over the 12 months of 2019.

In terms of transformation of training departments:

  • The number of training courses available has doubled (our partners have been particularly enthusiastic about off-the-shelf content).
  • Blended courses have increased through the use of Live! (doubling for customers with this facility), and the integration of synchronous learning opportunities (via Zoom and Teams) has revolutionised Teach on Mars training courses.

And to end with, could you give us one or two standout success stories?

One of our customers broke all records with their enthusiastic and successful use of Live!, launching more than 100 sessions worldwide over the 3 months of the pandemic. This feature allowed them to continue offering synchronous learning opportunities and to therefore create a team dynamic and a time-specific connection between their teams.

We also saw an amazing sense of community and collaboration between our customers who exchanged content during lockdown, enabling them to offer a wide variety of rewarding training options.

And all this isn’t over of course because the Teach on Mars solution is proving highly popular as firms resume their activities, particularly when it comes to certification of employees so that businesses can be reopened under the safest possible health conditions.

Maximise leverage of your training data with business intelligence (BI)

Maximise leverage of your training data with business intelligence (BI)

Mobile learning allows you to develop the skills of your employees so they can master their jobs, learn about your company and optimise efficiency in their daily activities… But how can you validate the success of your learning system? In addition to the data provided by the administration interface of your training solution, a business intelligence tool will be your best ally.


Why use business intelligence in digital learning scenarios?

Analysing the behaviour of your learners when using their training app is a key element for ensuring the success of your mobile learning initiative. With the right dashboards, you can track your performance indicators at a glance, understand the expectations of your learners, adjust your system, improve it and make it even more powerful.

For example, by observing the days and times when your learners are most active on the Wall of their app (time spent on articles, use of bookmarks, likes, shares, comments), you can determine the best time to publish, achieve better open and share rates for your communications than you’ve ever seen, and thus reach the widest possible audience.






Dashboard example: distribution of interactions on the Wall over a day and over a week

You’ll also be able to identify the best learners so they can be rewarded, or even identify the least diligent to engage them, for example via communications with push notifications. You’ll also find out which training and learning activities work best, and can then promote them or adapt your other content to identical templates so that you maximise appeal and meet the needs of your learning community.

Business intelligence with Teach on Mars

Although you’re completely free to use whatever data you want to produce business intelligence, Teach on Mars has created a set of dashboards (on PowerBI) so that you can quickly track the indicators we consider to be key! So what questions will Teach on Mars business intelligence allow you to answer? Here are just a few.

Use of your app over a given period:

  • The channels used by your learners (web, iOS, Android, all three?)
  • The number of training courses started and/or completed
  • The average basket of training items (activities, communications, etc.)
  • How often your application is used


Communication effectiveness:

  • What types of communication are most looked at?
  • When do your learners look at them?
  • What interactions do your learners have with communications?







Example of a PowerBI dashboard: interaction with communications (over more than a year)

Who your learners really are:

  • Who are the most active learners over a given period?
  • Who has won the most points?
  • On average, how many training courses do they do?
  • How much time do they spend?
  • At what time of day do your learners do their training?
  • Do they automatically engage in learning opportunities?

Hidden aspects of your training courses:

  • Which categories are most used?
  • Which training courses are bestsellers?
  • What is the average progression of learners on different courses?
  • How many learners complete courses? How many become certified?
  • What types of activity are most often launched?

This list is not exhaustive but it already gives you an idea of the secrets that can be revealed.

What does the Teach on Mars business intelligence offer consist of?

The “BI” package offered by Teach on Mars allows you to connect your business intelligence tool to your Mission Center to increase the ways in which your training statistics can be analysed: study your data over specific periods, filter by several customised fields at the same time, aggregate it with data from your other tools, etc. Here’s the full rundown of our “BI” offer:

  • Availability of all Mission Center data: Exported daily or weekly (depending on the option you choose), all Mission Center data is stored in a secure space accessible to you, ready for use in the “BI” tool of your choice (Table, PowerBI, etc.)
  • Predefined dashboards on PowerBI: So that you can get started straight away, we offer several dashboards (some of which you will have seen in this article); these are specifically designed to analyse your learning system both rapidly and in depth, so you can keep improving it. (These tables are only available in PowerBI.)
  • Support from your Customer Success Manager: Specialists in the art of optimising our customers’ mobile learning programmes, our experts teach you how to analyse your training data, adjust your dashboard parameters, and provide you with all the methodological support you require during the initial weeks.

Ready to make the most of your training stats? Contact-us !


Evaluating the quality of the modern learner experience

Evaluating the quality of the modern learner experience

The fundamental promise of mobile learning is a clear and compelling one. If we as programme managers, as trainers and as instructional designers can put high-quality learning and development activities on the mobile devices of our learner populations, then we create a potentially endless series of learning moments throughout every individual user’s day.

People, after all, are on their smartphones all day, every day. As they travel to and from work. As they walk the dog or work out. Even – and here there is a deep-seated societal shift happening around us in real-time – on the sofa or in the kitchen in their own homes and in their free time.

So, if we can deliver a learning experience through the device that – we are told – two-thirds of British adults under the age of 35 reach for and interact with within five minutes of waking up every morning, we win the hearts, the minds and (perhaps most critically) the thumbs (!) of a learning community that is active, connected and engaged like never before.
Simple, right? Well, in theory, yes. But in practice, the Holy Grail of learners who learn like they use Facebook, Instagram, WhatsApp, LinkedIn or Strava is in fact a lot more difficult to achieve.

David Perring, Director of Research at Fosway Group, calls this absolute need to make learning mobile “being where the eyeballs are”. A beautifully evocative and graphic expression, and one that David himself is quick to qualify by stressing that the challenge is way more than just one of getting the delivery channel right. As he sees it, for an organisation that wants a credible mobile learning presence, getting content onto people’s smartphones is no more than the most basic first requirement. So much so, that it runs the risk of becoming a distraction from the real objective of creating an immersive and involving learner experience that is social, agile and based on human interaction – while all the while remaining grounded in business reality to make sure that learning can be followed up and its impact measured.

The question is not “is what we offer better than other, more traditional forms of digital or non-digital learning?” The question is rather “is what we offer better than Candy Crush?”. Because make no mistake, with 3 billion downloads and an estimated 70 000 miles of thumb- and finger-swiping across smartphone screens every single day, Candy Crush is one of the critical competitors for any mobile application.

I’ve been using the Candy Crush competitor paradigm for over two years now when expressing the Teach on Mars vision for next-generation learning in discussions with existing and potential customers. Initially counter-intuitive, and even potentially shocking, it’s an argument that inevitably ends up striking a chord. Because you don’t need to get too far down the road of the mobile-led learning journey before you realise that a “consumer-grade” mobile experience capable of holding its own alongside the other behemoth apps on just about everyone’s home-screen is not so much an ultimate goal as a non-negotiable starting point.

So far, so good. But beyond the cute marketing-speak and clever questions, how can organisations actually assess whether the mobile-led learner experience they are offering is genuinely “consumer-grade”? Whilst we’re probably not yet at the stage of having hard KPIs we can measure, I would like to suggest three criteria based on what we can see the very best mobile applications doing.

Does your LEX have “Goldilocks structure”?

We all know the fairy-tale. Daddy Bear’s porridge was too salty. Mummy Bear’s too sweet. Baby Bear’s was just right.
It’s the same with the rules, the constraints and the structures that you build into your learner experience. Too many, and learners rapidly tire and lose interest (as they have been doing for decades with traditional digital learning platforms). Strip out the prescriptions and set the learners free to self-direct as individuals and as a community, and the learning ecosystem will rapidly establish its own governance. Just ensure that you keep enough judicious structure in place to avoid the risk of losing the focus of your instructional design and the ability to measure and track learning benefits.

Do you make the technology and the content “disappear”?

The technology behind the slickest, most involving mobile experiences is really clever. So clever, that it blends away into the background.
Everything flows intuitively. Recommendations and notifications mesh smoothly with the rest of your day. Controls are exactly where you expect them to be. New features appear beneath your fingertips and upgrades barely require explanation or documentation (think about the last time you upgraded the Uber app on your phone, for example).
As for content, it’s obviously front and centre in the mobile apps we all know and love and use all the time. And permanently updated and refreshed. But the main focus of the app experience is the interactions between users that the content prompts and encourages.
Next-gen learning is not about technology. Or even about content. It’s about connections and communities. Even about culture. In other words, it’s about a human, social experience. A learning experience that is digital, certainly, but which has soul.
And if we can’t say that is true about our mobile-led learning offer, then we probably need to rethink it.

Does it enhance a physical experience?

Leading social fitness application Strava stated in 2017 that it was adding new users to its global athletes’ community at a rate of 1 million every 45 days. And that over 8 million activities were being uploaded and shared via the system every week.
Not so long ago, “social fitness” wasn’t even a thing, or certainly not beyond the elitist confines of running or cycling clubs.
 Now, anyone climbing on a bike can compare his performance not just with what he himself achieved last week or last year, but also with that of Tour de France stage-winners. Which potentially makes anyone’s struggle up the slightest incline so much more involving and rewarding. 
Even better, what started as a cycling-specific app currently supports 33 different sports. And the app’s technology is so smart it can automatically detect which sport it is you are doing in many cases (see point #2 above). So everyone is included, whatever their ability and whatever their activity. 
Of course, Strava is a particularly flagrant example, given the sporting vocation of the application. But the trend with most modern mobile experiences is away from a 100% digital interaction and towards the enhancement of more traditional, human touchpoints like meet-ups and local community events.
Similarly, next-gen learning experiences are being taken into a new dimension with the emergence of immersive “Phygital Events”, where mobile learning technology is used to guide groups of learners through semi-competitive, real-time learning adventures that place heavy emphasis on physical interaction and on the use of all five senses and community endeavour.

Interestingly, all three of these criteria transcend the strict confines of digital learning and see the learner experience being evaluated – at least partly – according to real-world yardsticks that are far-removed from traditional L&D metrics.
Which ultimately should not surprise us that much. That, after all, is exactly how our learner populations themselves will instinctively judge our learning offers in the brave new next-gen learning world.