Future-proof your learning strategy with ecosystems

Learning no longer fits neatly into one platform or one format. Employees need training that adapts as fast as their jobs do. That’s why more and more companies are moving toward ecosystems: networks of tools, people, and practices that keep learning flexible and continuous.

In our latest webinar, Geert de Jong and Ashling Moran from Easygenerator sat down with Mark Lamswood from Cornerstone to talk about what ecosystems mean in practice. The conversation covered why they matter now, how they help learning stick, what this shift means for L&D, and how to build them the right way.

🎥 Watch the session: Missed it live? Watch the full recording here.

Why ecosystems matter now

Geert opened with an important point: AI is already changing how we create and deliver training. It speeds up course creation, helps with skill mapping, and makes recommendations in real time. That creates huge opportunities for L&D, but also new challenges.

Mark highlighted another pressure: the pace of change. Skills shift quickly, teams are distributed, and employees face a flood of learning options. Traditional training models can’t keep up with this mix.

That’s where ecosystems come in. Instead of relying on one tool, they bring together authoring platforms, LMSs, and other systems so that learning can flow naturally between them. It’s about connecting the dots, not replacing everything with one big solution.

Both speakers agreed that ecosystems match today’s expectations. Employees want growth, collaboration, and flexibility. Organizations need learning that feels less like a separate event and more like part of daily work.

Moving beyond completions

For years, completion rates were the primary measure of success. But as Mark noted, knowing who finished a course doesn’t tell you who learned something valuable. Ecosystems give L&D a chance to dig deeper.

They support learning in the flow of work, making resources available exactly when someone needs them. They encourage employees to share, turning peers into teachers. And they create space for practice and feedback, which helps knowledge stick.

Geert added that ecosystems give L&D a lot more data to work with. Instead of a single completion number, they can see how people interact with content, where they get stuck, and what they apply afterward. That insight helps improve training and show real impact.

But he also flagged a challenge: these benefits must reach everyone. It’s easy for ecosystems to focus on office workers and knowledge roles. The next step is making sure frontline and blue-collar employees are included, too.

What this means for L&D

Geert described ecosystems as a chance for L&D to rethink governance. Instead of creating every course, L&D can give internal experts the right tools and make sure their knowledge is shared in context, with feedback loops built in.

Mark agreed, adding that the role of L&D is shifting from controller to facilitator. It’s less about holding all the strings and more about creating the conditions where learning happens at scale.

That shift also changes how L&D teams spend their time. Instead of managing every detail, they focus on curating resources, coaching peer learning, and strengthening a culture where people feel comfortable sharing their knowledge.

The result is more sustainable. Employees learn from each other. L&D guides and supports without becoming a bottleneck. And learning becomes something that spreads naturally across the organization.

Building an ecosystem the right way

Mark shared the building blocks of a strong ecosystem: people, culture, content, and technology. Each matters, but the balance is what makes the difference. Without the right culture or real business impact, the tools alone don’t add up.

He also warned about common mistakes. Some companies treat ecosystems as a tech project and expect platforms to fix everything. Others measure success only by completions or try to control every step of learning. These approaches slow adoption and hurt engagement.

Geert added a practical angle. At Easygenerator, the focus is on company-tailored content creation that connects with larger systems like Cornerstone. But he stressed that tools are only part of the story. Adoption, collaboration, and integration matter just as much.

Both agreed that building an ecosystem isn’t a one-time launch. It requires ongoing support, regular updates, and leadership buy-in. When done right, it connects learning to business needs and keeps it relevant over time.

The bottom line

Ecosystems are more than a trend. They are becoming the default way to make learning flexible, scalable, and tied to real outcomes.

For L&D teams, that means two significant shifts. First, using AI and connected tools to speed up training and make it more personal. Second, building a culture where people see learning as part of their job, not an extra task.

That combination makes learning more effective and more visible. Employees get what they need when they need it. Managers see real impact. And organizations keep pace with constant change.

In the end, ecosystems move learning closer to the work, closer to the people doing it, and closer to the goals of the company.

👏 Huge thanks to Mark Lamswood from Cornerstone for joining Geert and Ashling in the conversation.

🔗 Learn more about Cornerstone: https://www.cornerstoneondemand.com/