Trends in Learning Management Systems for 2025

I just processed the major announcements from ServiceNow Knowledge 2025, and the implications for L&D leaders and professionals are profound. It was a complete "flood the zone" strategy that will have vendors from every direction stand up and take notice. ServiceNow CEO Bill McDermott's statement, "With AI, the traditional application stack will collapse," is a strategy playing out before our eyes, and we are right in the current. ServiceNow is aggressively positioning its platform as THE AI Platform for the enterprise, orchestrating thousands of AI agents to automate and augment work. This isn't just about IT or sales; it's a fundamental shift in how work is done and, consequently, how learning happens. Here's what L&D leaders need to urgently consider: 1️⃣ The rise of embedded learning:  With AI agents providing in-workflow guidance and the new AI Agent Fabric enabling agents to learn from each other, performance support becomes native to the work environment. 2️⃣ Data-driven, hyper-personalized L&D:  The Workflow Data Network and the acquisition of data.world mean ServiceNow aims to make ALL enterprise data AI-ready and actionable. Imagine AI surfacing precise learning interventions based on an individual's real-time work, data interactions, and identified knowledge, skill, and behavior gaps within the core platform. 3️⃣ Platform vendors as L&D providers:  The launch of ServiceNow University (formerly Now Learning) as a "gamified, personalized learning playground" is a clear signal. Major platform vendors are building comprehensive learning ecosystems within their offerings. This will challenge standalone LMS/LXPs, especially for platform-specific and future-of-work skills. 4️⃣ The "collapsing" learning tech stack:  My long-held view that the learning tech stack is consolidating feels more validated than ever. As core enterprise platforms like ServiceNow absorb L&D functionalities (skills intelligence from the Core Business Suite (HR), workflow-based learning, AI coaching via new reasoning models like Apriel Nemotron-15B), the rationale for numerous disparate L&D tools weakens. What does this mean for L&D professionals? Our role evolves! We shift from primarily content creators/administrators to Human-Machine Performance Analysts (HMPA): - Strategic learning experience designers leveraging these powerful new platform capabilities. - Performance consultants focusing on how AI and human skills combine for optimal outcomes. - Curators & integrators of learning experiences within these new AI-driven ecosystems. - Champions of human-centric skills (critical thinking, EQ, creativity) that AI complements. The tide is turning, and the ServiceNow announcements are a significant marker. Microsoft and Google will respond, so prepare for many announcements and disruptions in learning ecosystems.

AI is set to transform corporate learning in 2025. One way to think about it is mapping across the learning cycle: 👇 🧠 Needs Analysis This space (Eightfold, TechWolf, SeekOut) has commercialized first but is still early. In 2025, needs analysis will move beyond job descriptions and LinkedIn profiles to passive observation of work, meetings, and interactions — creating richer, real-time pictures of skills gaps. 📚 Recommendation LMS/LXPs (Docebo, 360Learning, Continu, WorkRamp, Sana et al) will get smarter at matching learning to individual needs. However, these platforms will have to continue to evolve to compete with generic enterprise AI’s ability to recommend content. 👩🏫 Learning Intervention Bespoke content creation will get faster and easier (Synthesia, HeyGen,  Elai.io), helping lean L&D teams get more done. The biggest breakthroughs? AI-powered interactive learning, fueled by advances like OpenAI’s Advanced Voice Mode. Hone has some bold things coming — watch this space. 🎯 Application & Practice AI enables scenario simulations for accelerated practice and real-time feedback. The tech has been promising but not fully realistic — 2025 will see leaps forward in higher fidelity experiences (Mursion, Talespin by Cornerstone, Praxis Labs). ✍️ Assessment & Certification AI can now assess previously “unmeasurable” skills (like soft skills) with far more depth than multiple-choice tests. Passive (watch-you-work) and active (demonstrate-this-skill) assessments will give more accurate, real-time visibility into skill development. What about AI coaches? Many are trying to build them. They could compress a lot of the above cycle into one coherent experience. However, I see significant gaps in today’s approaches — more on that in another post. Buckle up — 2025 is going to be a wild ride for AI in corporate learning. Thoughts? What else are you seeing? Let me know in the comments.

Still tracking learning by attendance? That’s like measuring innovation by how many sticky notes are on the wall. McKinsey’s 2025 report is clear: it’s time to stop playing defense in L&D and start leading with data and foresight. Here’s what to start doing now: Build data ecosystems, not dashboards. Track growth, not just completions. Use predictive modeling to spot skill gaps before they become business gaps. Form cross-functional foresight squads—because planning one year out is basically guessing. Learning isn’t a support function anymore. It’s a strategy. And if you’re not using data to drive it, you’re just hoping for the best. 😅 #LDFuture #DataDrivenDevelopment #StrategicForesight #LearningEcosystems #McKinsey2025