If your Learning Experience Platform (LXP) needs weekly “campaigns” just to get people to log in, it’s not alive. It’s undead.
And let’s be honest – most LXPs have shuffled into zombie territory. They stagger along, bloated with content, unresponsive to their surroundings, and largely ignored by the living. What began as a promise to revolutionise workplace learning has turned into a digital graveyard of forgotten modules and awkward AI recommendations.
But the real problem isn’t the tech.
It’s the thinking behind it.
LXPs Were Built on the Wrong Assumption
Here’s the outdated logic most LXPs run on:
“If we give people more content and a slick interface, they’ll magically want to learn.”
That’s like saying, “If we build a gym in the office, everyone will suddenly get fit.”
We know how that ends: the gym’s there, but it’s empty. The same goes for most learning platforms – overfunded, over-engineered, underused.
The truth is, LXPs are passive. They sit and wait for learners to arrive. They treat learning as an act of consumption rather than participation. They are built for content delivery, not capability development.
And most importantly, they’re disconnected:
- From performance
- From business goals
- From human motivation
In reality:
- Learning isn’t a content problem.
- It’s not a platform problem.
- It’s a connection problem.
Learning Is Human, Not Algorithmic
At DCo, we don’t build learning around systems. We build it around humans.
Through tools like DiSC, Assessment Centres, coaching, and real-world development journeys, we’ve seen the same truth play out across organisations:
People don’t grow because they clicked the right video.
They grow because someone saw their potential, challenged them, and supported them.
Let’s take a client example: a large financial services firm struggling with stagnant leadership development. They’d invested heavily in an LXP with thousands of hours of content, but engagement was under 7%, and nothing was translating into better leadership outcomes.
We worked with them to abandon the platform-first mindset. Instead, we designed a blended leadership journey:
- In-person assessment centres to identify strengths and gaps
- DiSC-informed feedback sessions with line managers
- Peer coaching circles
- Just-in-time digital nudges aligned to actual leadership challenges
Engagement didn’t just improve – it transformed. Participants reported more confidence, clarity, and impact in their roles. Managers saw the difference. Business units felt it.
No one ever asked for the LXP back.
Kill the Platform. Keep the Purpose.
We’re not anti-tech. We’re anti-disconnected tech.
Here’s the shift:
Instead of:
“How do we get people onto the platform?”
Ask:
“Where are people already learning—and how do we amplify that?”
Instead of:
“Let’s upload everything into one system.”
Ask:
“What do people need in the moments that actually matter?”
Instead of:
“Let’s personalise learning with AI.”
Ask:
“What would a good manager do here?”
The future of learning isn’t centralised. It’s integrated. Into conversations. Feedback. Development plans. Business rhythm.
Build a Learning Ecosystem, Not a Portal
Here’s how we help clients break the zombie cycle and create real, living learning cultures:
1. Embed Learning in Real Moments
Forget fake “learning journeys.” Real growth happens in the flow of work:
- Feedback after an Assessment Centre
- A coaching conversation triggered by a DiSC insight
- A just-in-time tool when a manager is about to have a difficult conversation
Learning becomes timely, relevant, and emotionally resonant.
2. Design Around Behaviours, Not Content
People don’t need more information—they need more clarity and confidence.
A 5-minute DiSC-fuelled conversation with a peer can have more impact than 50 compliance videos.
We saw this when working with a retail client: instead of rolling out a new leadership framework via eLearning, we trained team leads to hold behaviour-based check-ins with their teams. Engagement went up. Turnover went down. No platform required.
3. Use Tech to Connect People, Not Isolate Them
LXPs isolate the learner behind a screen. But real learning is social.
Give managers the tools to spot development moments, coach in real time, and reflect with their teams. That’s how learning becomes embedded in culture, not trapped in software.
4. Treat Learning Like a Product, Not a Programme
We co-design learning with the business. We prototype. Test. Iterate.
What works for one team may not work for another. That’s not a bug – it’s a feature.
The learning culture you need isn’t bought. It’s built. With your people. For your performance.
What the New Learning Platform Looks Like
Let’s reimagine what “the platform” really means:
It’s not one tool.
It’s a living ecosystem.
- Powered by human relationships
- Grounded in real business outcomes
- Informed by behavioural insight (hello, DiSC)
- Measured by actual performance, not clicks
- Co-created with the learners it’s meant to serve
This is what we do at DCo.
Not “learning platforms” — but learning systems that live and breathe inside your organisation.
TL;DR (Too Long, Didn’t LXP)
- Most LXPs are dead tech walking. Let’s stop pretending.
- Content ≠ learning. Connection = learning.
- Build learning into people’s day-to-day, not onto their desktops.
- Human-first. Behaviour-driven. Performance-aligned.
- That’s how DCo does it.
Bring Your Learning Culture Back from the Dead
If your current learning platform feels more like a museum than a movement, let’s change that.
At DCo, we don’t just deliver training – we design learning ecosystems that live inside your organisation. Whether it’s through tailored DiSC-based development, high-impact Assessment and Development Centres, or strategic learning design, we help companies build cultures where people grow – and want to.
Ready to ditch the zombie platform and build something alive?
Let’s talk.
Contact DCo to explore how we can help you reimagine learning: human-first, insight-led, and future-ready.
