There is nothing more bothersome than when a vendor tells someone that an LMS is traditional.
From there, the term is now placed on the list between scary monsters in your closet and scary monsters under your bed, and a clown watching you while you sleep.
When vendors say “traditional,” they often mean an outdated system focused on compliance and formal learning, like classroom training and seminars.
The reality, though, is far different.
I wrote about this in the history of the LMS, noting that it was created from day one to be focused on e-learning, aka online learning.
Early LMS e-learning was either self-paced, with no required completion, or assigned with restrictions and deadlines.
Clients decide how to use the content.
No matter the type—talent development, employee LMS, customer enablement, skills platform, mentoring, or coaching—the core offerings are similar.
KM systems now include analytics and AI-driven content parsing.
Including parsing of SCORM and AICC courses.
The Similarities – 2026
- All accept courses – whether they are designed as self-paced in a structured course, or a piece of content – i.e., a digital asset such as a video, audio – the courses can be structured – i.e., assigned, or pick and choose
- All offer analytics
- All offer AI (I will note that some are starting, some are more advanced, and by the end of 2026, all will have something AI, even if it is poor)
- All offer the ability to do webinars/seminars – it could be within or via integrations.
- All can accept 3rd party integrations.
- All offer some level of skills and capabilities.
- All offer learning and training functionality
- Clients can use the system as they choose.
- All offer the ability to go employee-focused, customer-focused, a combo – again, client-driven.
- All support end-users.
- All can integrate with an HCM/HRIS platform.
- All promise they are the best for your learning and training
Differences, though, and you might already see this – I bring this up because of my soon-to-cover transformation.
- Not all of them offer a mobile app – that’s right, a mobile app – stunning – and not all that actually offer a mobile app, have on/off sync, which you definitely need for frontline workers and blue collar workers – no exceptions here.
- Not all accept SCORM courses, let alone AICC (personally, I’m fine with AICC): let’s ignore that, not the majority do not accept PENS (far better than SCORM IMO)
- Not all accept xAPI, which has been around, I think, for at least a decade.
- Not all accept LTI – again, totally fine with this, because it is ideal for K-12 and Higher Ed, but corporate – I’m not seeing it.
- Not all accept third-party courses/content – this relates to certain platforms – learning wise.
- Functionality is becoming more uniform, for better or worse.
- Not all of them have a built-in content creator tool, aka authoring tool.
- Not all of them seem to get the concept of WBT (web-based training) using effective methods to achieve legit success, despite them telling you this.
- Most platforms are turnkey solutions with minor tweaks; few offer complete rebuilds from scratch.
- Not all of them have modern UI/UX, a necessity in 2026 – I get that you – i.e., person running Training or L&D doesn’t care, but you are not the learner – regardless of what Gen they are from
- Not all of them go after the B2C market, even though they say they do, because this is an entirely different elephant and monster – Godzilla level approach and design.
Pricing varies. Support varies. Long-term love varies.
Whether a system is old or new, assuming the latest is better in design, features, or AI is false.
Transformation
AI
I bring this up a lot because every vendor is racing to get AI, make it better, or just get it in there.
Some vendors understand AI’s benefits for learning; many do not.
Now, AI is the top priority, especially for L&D.
Customer Training splinters a bit depending on the vendor, but make no mistake: AI is becoming essential and will continue as its capabilities expand.
There are vendors heavy into improving NLP (Natural Language Processing – very important) and others all about instant content creation, think build and push out.
Selecting an LLM (Learning Language Model) is crucial here, which is why there are more and more vendors going with the “use case” angle – whereas the selection of the perceived best fit of the LLM’s capabilities is utilized (a product like Bedrock uses this)
If a vendor doesn’t have AI, they will fall behind – hence the end of 2026 piece.
This is why I bring it up over and over again – and if you are not into AI or understand even the basics, start now.
Think of it as the new language – alphabet for learning and training – your workforce, customers, members, and so on.
Learning Operations
Plenty of vendors, especially those targeting very large enterprises, are adding learning operations functionality.
One vendor, Cognota, has been, and still is, all about learning operations from day one, and I have no idea if they realize how many in the learning systems market are adding learning ops (a variety of degrees and possibilities), and it isn’t always the ones you think of first.
It’s not, for example, Cornerstone from the overall LO functionality.
Vendors are adding support metrics and tracking, primarily targeting enterprises, including SMEs, in regions such as the Nordics and Australia.
Then there is Enterprise, and lastly Large Enterprise.
Training Management that goes beyond what you see in the basic calendar and scheduling is making an appearance, targeting Large Enterprise.
I often think of CVENT, which is a very strong event management platform, as the ideal replicant for vendors seeking training management, more so than, say, Training Orchestra, the leader in the training management sector.
Everything included suite angle – which I am a big believer in, and always have been – think the entire learning ecosystem – is finally gaining some traction.
The anti-argument against all-inclusive is that not everyone needs everything, so why use or pay for it?
Here is a secret: you are not forced to stay; maybe you leave your current company, and someone else steps in who wants it.
Oh, and when you go to the system, you must think three years down the road.
Not just today, or a week from now.
Customers who experienced the COVID impact saw this firsthand.
And vendors leveraged that in terms of cost – Supply and Demand.
The Tech Stack
Think of it this way.
- Your system forms the base.
- Above it are your HRIS/HCM, other learning systems, marketing, or membership tools.
- Next come your third-party integrations.
- Then you add AI tools, which layer over everything else.
- Beyond that, possibilities remain open.
I call it the Pancake Approach – okay, I just made that up, but if you think of pancakes, most folks get a stack of them, and not just one.
You could still have an on-site learning system and a tech stack.
The on-site is making a comeback, and there are entities that have always required it, but that is a different story.
Data Centers in your own country are making a comeback as well.
There have always been countries that required it; Russia and Germany, now others – clients are following suit (albeit it is not universal, rather an uptick).
Flow of Work
A term that makes me cringe because its premise is all about employees (white-collar professionals, on-site or remote), not blue-collar folks or frontline/deskless workers.
Definitely not customers/partner enablement, students, association members, or even government.
If a vendor claims ‘flow of work’ suits everyone, it’s just not accurate.
It is not universal, and its target audience is not all your employees or customers.
Here are the perils, but if you fit into this peg hole, then we are set to go.
There are systems that have an integrated flow of work, and thus mention it as part of their system, ignoring that it is not a panacea for everyone.
Other vendors who have it offer it as a separate module.
I won’t mention one vendor, who, for a few years, had a FOW module that I always saw as a waste of resources and money.
I told the CEO about the head of sales and the sales reps I dealt with at the company.
Truth be told, it isn’t a hot seller, and whereas the vendor could have gone lots of routes that made more sense, someone said, “Flow of Work” is a godsend.
What is the output of the transformation?
The leader of the pack for transformation, I’d say, is an LMS, because deep down, learning systems as a whole are based upon the LMS itself – sans KM or training management.
AI search results for “LMS” often pull from inaccurate sources.
A crucial reason why what you see doesn’t mean truth, and can lead you astray.
Example
According to AI in Google
“How a Learning Management System Works“
Tracking & Reporting: The system tracks completion, quiz scores, and compliance status, providing administrators with data.
Content Hosting: Admins upload training materials (PDFs, videos, quizzes) into a central, secure repository.
Delivery & Access: Users access training on desktop or mobile devices, with content often available on demand.
This is a perfect reason folks can get confused, and why Transformation doesn’t align with what an AI output says about an LMS.
Learning Platform – what is it according to AI in Google, is 100% false as well.
Parts sure, but overall no.
Bottom Line
Learning and training are transforming.
Its effectiveness is based on an LMS foundation.
The first type of learning system to roll out, the leader and continued growth of the industry (with new entrants coming into the industry, more so than leaving.
Transformation now means that training and learning are connected for everyone.
If you are a non-believer in the transformation, the doubter of the LMS foundation and ripples of what the LMS continues to do, that results in what a variety of learning can do and will do
Then you need to realize that the change you want to avoid, the idea that an LMS cannot drive and modify the learning systems, and even the learning and training industry.
Should awaken you.
The Transformation is Real.
You may not want to admit it,
But
You are encountering it
Right now.
E-Learning 24/7
