Learning Lingo

Sometimes a professional term says more than a thousand words…

…but only if you understand what we actually mean by it.

Here, you can explore some of the most effective learning terms we know and use regularly – a few of them we have even coined ourselves.

What does it mean, when you say...

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Learning methods

  • Asynchronous learning enables learners to study when it suits them, and to access online materials like videos and discussions at their convenience.
  • Design Thinking is an iterative methodology for developing innovative and practical learning solutions, with a strong focus on user needs.
  • Flipped classroom turns conventional instruction upside down — learners watch videos at home and spend class time actively applying and discussing what they’ve learned.
  • Formal learning is a structured form of instruction with defined objectives, curricula and assessments. It is led by an instructor and can take place either in person or digitally to ensure that learners achieve the expected outcomes.
  • Hybrid learning, as a method of blended learning, combines in-person and digital instruction to deliver flexible and scalable training experiences. Through the use of interactive tools and learning platforms, it ensures a consistent and engaging learning journey.
  • Leadership development strengthens managerial capabilities through structured learning programmes, mentoring and hands-on experience. Effective leadership development is aligned with the organisation’s strategy and specific challenges to create engaging and practice-oriented initiatives.
  • Organisational Learning involves creating and sharing knowledge across the organisation to support development and strengthen competitiveness.
  • Partner and customer training ensures that external customers have the knowledge needed to effectively utilise the company’s resources. Digital learning platforms enable scalable and personalised training programmes that enhance customer satisfaction and strengthen partner capabilities.
  • Peer-to-peer learning is an instructional method in which participants learn with and from each other without a formal instructor, promoting active engagement and collaboration.
  • Push/Pull Learning combines structured instruction, where information is pushed to learners, with self-directed learning, where learners pull information as needed.
  • Social learning can be defined as a cognitive process that takes place in a social context, where learning occurs through socialising, observing and imitating the behaviour of others.
  • Synchronous learning involves real-time instruction, where learners and instructors interact simultaneously, regardless of their physical location.
  • TWI is a training programme designed to boost productivity and quality through standardised instruction in work processes, leadership, and problem-solving — with a focus on job instruction, method improvement, and relationships.
  • Informal learning takes place outside structured educational settings. It is self-directed and based on experience, observation and practice, without formal assessments or certifications.
  • Strategic knowledge sharing ensures that knowledge, experience and best practices are retained within the organisation rather than held by individuals.

Learning models

  • The 3 Needs model guides learning design by identifying business, audience, and learning needs across six phases to create effective learning solutions.
  • The 4MAT model is an instructional framework that adapts to four learning styles - Why, What, How, and If - to address diverse learning preferences.
  • The model serves as a framework to help organisations design effective learning and performance support strategies. It identifies five critical moments when employees need learning.
  • The 70:20:10 model is a practical framework for understanding how learning takes place in the workplace. The model is based on a study in which nearly 200 managers were asked to report how they learn most efficiently.
  • The ADKAR model is a change management framework that outlines five stages individuals must go through to successfully adopt change.
  • The Barrier Model focuses on identifying and removing the barriers that prevent people from achieving their learning goals.
  • The Cre8 model supports organisations in designing learning by focusing on both business needs and tailored learning solutions.
  • The GROW model is a structured approach to coaching and problem-solving, consisting of four stages: Goal, Reality, Options, and Will.
  • The Onboarding Ladder guides new employees from “new” to “valuable” through WOW experiences, leadership support, and structured steps that build a foundation, orient them, foster connection, and promote development.
  • The Forgetting Curve describes the rapid decline of memory over time, where people forget new information at an exponential rate.
  • The Train–Transfer–Sustain model ensures that learning is not only applied in practice but also sustained over time through targeted support and accessible resources.

Learning strategies

  • Blended learning systems combine face-to-face instruction with computer-mediated, distributed learning.
  • Change Management is about leading and facilitating organisational change to ensure it is implemented efficiently and embraced by employees. A structured approach to change helps reduce resistance and ensures a smooth transition.
  • E-learning is a teaching method that delivers learning through digital technologies, often in SCORM format since 2000.
  • Business development is about identifying and capitalising on new growth opportunities through strategic planning, market analysis and innovation. It enables organisations to adapt to changing market conditions and evolving customer needs.
  • Creating business value through learning involves developing learning solutions that directly support strategic objectives and employee performance. When learning is integrated into the business, it enhances efficiency, drives innovation and strengthens competitiveness.
  • ILT (Instructor-Led Training) is a teaching method where a qualified instructor facilitates learning activities and interacts directly with learners to deliver training in a physical or virtual learning environment.
  • Successful IT implementation requires technical integration, organisational anchoring and effective user training. A structured process is key to ensuring successful adoption.
  • JITT provides targeted learning and resources at the point of need, boosting job performance and operational effectiveness.
  • Competence development is about building employees’ skills and knowledge to enable them to perform their roles more effectively and contribute to the organisation’s overall growth.
  • Learning design is a systematic process for planning, developing and implementing learning experiences that result in effective training programmes and materials aligned with specific learning objectives.
  • Learning governance provides clear guidelines and evaluation frameworks for learning initiatives. Governance structures ensure alignment between HR, leadership and employees, fostering a more cohesive learning culture.
  • Offboarding ensures a professional departure, safeguards knowledge and strengthens employer branding.
  • On-the-Job Training (OJT) is a hands-on training method where employees learn by carrying out their tasks with support from experienced colleagues.
  • Onboarding introduces new employees to the company’s culture, tasks, and systems. Digital learning platforms can support the process by providing structured training and ongoing development.
  • Performance support provides employees, partners or customers with immediate and individualised access to information, tools and guidance, enabling learning to take place within the flow of work.
  • Preboarding prepares new employees between contract signing and their first working day. It fosters engagement through welcome activities, cultural introductions and practical preparations.
  • Sales enablement equips sales teams with the resources and training needed to optimise performance and drive revenue. Leveraging digital learning platforms for sales enablement supports the development of a more knowledge-driven sales organisation.
  • WBT is a learning method in which training content is delivered online through web-based technologies.

Business models

  • The Business Model Canvas is a strategic tool used to describe, design and refine business models through nine core components.
  • The value chain consists of a series of activities performed by an organisation to deliver value to the market. The goal is to create competitive advantage by maximising value and minimising costs at each stage of the process.

Learning tools

  • Artificial Intelligence (AI) is a field within computer science focused on developing systems capable of performing tasks that previously required human intelligence, such as learning, reasoning and understanding natural language.
  • Bite-sized learning delivers small, focused learning units that make it easy to absorb knowledge and promote engagement and flexibility.
  • An LMS focuses on managing and delivering structured courses, while an LXP prioritises learner-centred experiences with curated content and social learning.
  • Fuse Universal is an AI-powered learning platform that combines the benefits of both LMS and LXP into a single unified system.
  • Learning materials include all resources and tools - both printed and digital - used to help learners understand and master specific topics and skills.
  • A learning plan outlines the learning and development objectives for an individual or organisation.
  • A learning platform manages and delivers training - where a LMS provides structured courses and a LXP offers personalised learning with interactive and social content.
  • An LCMS (Learning and Content Management System) is a platform that combines the creation of learning content with course delivery for efficient learning management.
  • A Learning Management System (LMS) is a technology used to manage and deliver educational and training programmes. Traditional LMSs have often focused primarily on the needs of the administrator.
  • A Learning Experience Platform (LXP) is a learning technology that delivers a personalised and engaging learning experience, centred on the user’s needs.
  • A Qualification Management System (QMS) enables you to manage and ensure employees’ qualifications and certifications.
  • SCORM is an e-learning standard that facilitates reporting and sharing content across systems but stores the content in closed formats, limiting direct, searchable support within the workflow.

Soft skills

  • User involvement ensures relevant and engaging learning experiences by involving employees and stakeholders in the content development process. When learning is designed with user input, it increases motivation and fosters a sense of ownership.
  • Compliance is about ensuring that the company adheres to laws, regulations and internal policies. A robust compliance strategy minimises risks and ensures alignment with industry standards and legal requirements.
  • Employer branding is about positioning the organisation as an attractive place to work by showcasing its culture, values and career opportunities. It helps attract and retain talents, strengthening the company’s competitive edge.
  • Business-driven HR focuses on supporting the organisation’s strategy and growth, with HR and L&D playing a crucial role in ensuring that learning and development directly contribute to business objectives. This requires a strategic approach to the design and execution of HR initiatives.
  • Capabilities in HR and L\&D refer to the skills and expertise an organisation develops to support its strategies and objectives, particularly through investments in employee development and HR processes.
  • The Trust Equation describes four factors that influence the level of trust.
  • Value-creating learning ensures that learning initiatives lead to measurable improvements for both employees and the organisation. When learning is linked to strategic objectives, it becomes a powerful driver of growth, innovation and competitiveness.