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Mark Lemon is the director of learning and development at Intermountain Healthcare, a nonprofit integrated health system of hospitals, clinics, home health services, and insurance plans. Mark leads the dynamic learning needs of more than 39,000 employees. He collaborates with leaders across the organization while directing system-wide strategy and initiatives for learning governance, learning services delivery, orientation and training programs, professional development, and enterprise learning systems. Mark’s professional experience includes innovative work with healthcare, retail, K-12 publishing, technology, government, spaceflight, and nuclear institutions. He has a master’s degree in instructional technology and a bachelor’s degree in physics from Utah State University.

Mark Lemon

Scaling enterprise training across a global workforce is no small task. Traditional LMS platforms can’t keep pace with the demands of modern organizations. Employees expect personalized learning, leaders need actionable insights, and training must adapt to diverse markets. To achieve this, enterprises need more than a system—they need a comprehensive learning ecosystem.Drawing on insights from Scheer IMC’s State of Learning Technologies report, here are five areas where organizations can unlock the full potential of enterprise training.1. Skills Gap Analysis That Drives Real ImpactA strong learning strategy starts with knowing where the gaps are. Without visibility into workforce skills, training risks missing the mark. In the report, 55 percent of respondents pointed to tools that proactively identify these gaps as a priority.An end-to-end ecosystem connects skills assessments, personalized pathways, and analytics in one flow. This creates a clear link between training and business outcomes. Training becomes less about compliance—and more about building future-ready talent.2. Content Creation at the Speed of BusinessEnterprises face a scale challenge: thousands of employees, countless roles, and constant demand for updated training. Forty-one percent of leaders highlighted the need for streamlined content creation.Modern ecosystems solve this with built-in authoring tools, third-party integrations, and collaborative workflows. The result is faster development, less admin work, and higher-quality training. Companies like Jägermeister and Lufthansa demonstrate how ecosystems deliver brand-consistent and flexible learning at scale.3. Personalization That Engages Every LearnerToday’s workforce doesn’t want generic training. Employees expect learning that reflects their role and career goals. Delivering this worldwide is difficult without automation.AI and adaptive learning make personalization possible at scale. Thirty-one percent of respondents valued automated course suggestions. Smart ecosystems go further, offering dynamic dashboards and tailored recommendations. This keeps employees engaged and ensures training supports real growth.4. Local Freedom, Global AlignmentGlobal enterprises often face a balancing act: empowering local teams to adapt training while maintaining corporate consistency. Multi-portal and multi-tenancy capabilities make both possible.Twenty-eight percent of leaders in the survey stressed the need for decentralized administration with centralized oversight. The right ecosystem allows subsidiaries to localize training while leadership keeps strategic alignment. This balance builds flexibility and trust across the organization.5. Localization and Translation at ScaleFor global organizations, language is critical. Training must be accessible and culturally relevant. Twenty-eight percent of respondents identified multilingual support as essential.End-to-end ecosystems streamline localization with integrated translation workflows and compliance checks. This ensures learning feels relevant and inclusive across regions without adding complexity.Why Ecosystems WinScaling enterprise training isn’t about adding more platforms. It’s about building one connected ecosystem that unites LMS, LXP, skills development, and analytics. This approach reduces complexity, improves engagement, and ensures learning aligns with business goals.In a market where skills expire quickly, the ability to upskill and reskill at scale is no longer optional—it’s a competitive advantage. Enterprises that embrace holistic ecosystems will not just keep up with change, they’ll lead it.

Scaling Enterprise Training: How to Build an End-to-End Learning Ecosystem

For years, corporate training platforms were built to deliver content. Upload the course, assign it to learners, mark completion, and move on. But in 2025, that approach won’t cut it anymore.Learning leaders are expected to do far more than distribute information. You’re being asked to prove business impact, keep pace with skills disruption, and engage busier and more discerning learners than ever. Your role has shifted from administrator to strategist, and the tools you use need to keep up.That’s why the learning management system (LMS) you choose matters. The right platform doesn’t just host courses; it helps you shape a skilled, agile, and future-ready workforce. Here are five features to look for in an LMS to help you deliver on that promise.1. Role-Based Learning PathsOne-size-fits-all training wastes everyone’s time. New hires don’t need the same content as senior leaders. Contractors shouldn’t wade through courses designed for permanent staff. An LMS that supports role-based learning paths lets you design targeted, relevant, and consistent journeys without tripling your workload.For L&D professionals, this means you can stop reinventing the wheel for every team or department. Instead, you’re free to focus on aligning learning to business goals, confident that the system will handle the logistics of assigning the right content to the right people.2. AI-Powered InsightsExecutives aren’t impressed by completion rates. They want to know whether learning programs are helping people ramp faster, perform better, or stay longer. An LMS with AI-driven insights transforms data into a clear picture of how learning drives performance.This is what allows you to walk into the boardroom with confidence. Instead of defending your budget, you’re demonstrating workforce readiness, surfacing skills gaps before they become problems, and showing how learning directly drives performance.3. Mobile and Flexible Learning ExperiencesYour learners are juggling packed calendars and competing priorities. If training doesn’t fit into their reality, it won’t get done. That’s why flexibility matters. An LMS designed for today’s workforce supports learning anytime, anywhere, whether that’s mobile-first modules during a commute, asynchronous courses for distributed teams, or blended options for complex topics.For you, this isn’t just about convenience. It’s about engagement. When learning feels accessible and relevant, learners stick with it. And when they stick with it, your programs deliver the outcomes you’ve promised.4. Seamless Integrations With HR and Business SystemsYou didn’t get into L&D to spend your days managing spreadsheets. Yet for too many teams, manual enrollment and disconnected systems waste time and energy that should be spent on strategy. A modern LMS changes that.When your platform integrates directly with HRIS and CRM systems, enrollment happens automatically, data flows where it needs to, and reporting is streamlined. The result is less administrative overhead, more consistency across the organization, and more space for you to focus on designing programs that actually move the needle.5. Credentialing and Skills Validation“Completed” doesn’t mean “capable.” In an environment where skills gaps can slow productivity and derail growth, leaders need clear visibility into what their workforce can actually do. An LMS that supports credentialing—through digital badges, certificates, or role-specific pathways—gives you that clarity.For learners, these credentials act as milestones that motivate progress and prove value. For organizations, they provide a reliable signal of workforce readiness. For you, they’re evidence that the programs you’ve designed build real, transferable skills that matter in the workplace.The Bottom LineAs an L&D leader, every course you design is an investment in your organization’s future. To do that, you need tools that help you prove impact, scale programs efficiently, and meet learners where they are.The right LMS makes that possible. The right platform becomes the backbone of workforce growth, helping you build skills, demonstrate impact, and position learning as a growth engine.

5 LMS Features Every L&D Leader Needs in 2025

Learn how to bridge the divide between learning and business strategy. Explore the importance of linking learning to business outcomes, effective learning evaluation strategies, and achieving learning ROI.Get ready for a startling statistic: ATD’s 2025 research report, The Future of Evaluating Learning and Measuring Impact: Improving Skills and Addressing Challenges, found that only 4 percent of organizations excel at using learning data to inform business decisions. L&D professionals are under increasing pressure to demonstrate the value of their initiatives, yet outdated measurement methods and fragmented systems often hinder their ability to prove learning impact. This devastatingly low number highlights a significant disconnect in how companies leverage learning to drive strategic outcomes. It also begs an important question: What if learning could transform from a perceived cost center into a catalyst for tangible business growth? Why This Gap ExistsThere are several factors that contribute to the divide between learning and business strategy. A common obstacle is the over-reliance on “smile sheets” and participation data—sure, they count who showed up, but old-fashioned feedback forms fail to capture the true impact of learning on performance. Plus, many organizations struggle to get access to performance-related data because it’s scattered everywhere, making training feel separate from actual work. According to McKinsey research, L&D managers often spend a disproportionate amount of time—nearly one full day a week—on administrative tasks, leaving little room for strategic initiatives. These challenges weaken the link between L&D activities and strategic business outcomes, making it difficult to demonstrate learning ROI and secure stakeholder buy-in. The Case for Linking Learning to Business StrategyOur findings reveal that only 43 percent of organizations report a strong alignment between learning and business goals. That’s a pretty big gap! However, when learning is linked to business strategy, L&D teams gain:Better stakeholder buy-in: Stakeholders who see a clear connection between learning programs and critical business objectives are more likely to champion L&D’s efforts and provide the necessary support.Increased investment in L&D: Companies that recognize learning as a strategic driver of success are more willing to allocate budget and resources to adopt innovative technologies, high-quality content, and a talent development strategy that helps employees thrive.More meaningful learning initiatives: By understanding the specific knowledge and skills that employees need to reach business targets, L&D can create programs that actually hit the mark. This means tackling those skill gaps head-on, boosting how well people perform, and ultimately getting the results the company’s aiming for. Strategic alignment isn’t just about planning; it’s about demonstrating measurable impact and showing how your learning initiatives contribute directly to KPIs. If learning is tied to the company’s goals, L&D goes from being a support team to a key player in making the organization successful. What High-Performing L&D Teams Do DifferentlyProficient organizations, as defined by the ATD 2025 research report, are all about using data. They don’t just look at training feedback but also track performance and business results from at least four different sources. This helps them see how training makes things like productivity, quality, customer happiness, and sales better.These companies are also great at communicating data effectively to stakeholders. They use dashboards and charts to make it easy for leaders to see how training pays off. Plus, they tell stories with the data, showing wins and areas to improve, which gets everyone on board with training.What they do best is start with the company’s goals. They work backward to figure out what skills people need to hit business KPIs, then design training to match. This way, training becomes a key part of making the business succeed and staying ahead of the game.Embedding Learning Where Work HappensSolutions like Learn365 LMS are emerging to help L&D teams close the gap by embedding learning directly into Microsoft 365 tools like Teams, Outlook, and Power BI. This strategic embedding fundamentally shifts the paradigm of workplace training. Instead of isolated, scheduled events, learning evolves into an organic process that’s a natural, trackable part of employees’ workday. Using AI-powered personalized learning pathways and incorporating sophisticated built-in analytics, these platforms enable smarter measurement and a tighter alignment of learning initiatives with strategic business goals. Ultimately, this maximizes learning ROI and fosters a culture of continuous growth within your organization.Is Your Learning Strategy Aligned?It’s time to rethink how your organization measures learning impact and identify opportunities for improvement. Is your learning strategy truly connected to your business strategy? Explore how tools like Learn365 are empowering L&D professionals to translate insights into outcomes, creating learning that transforms rather than just informs. 

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Ericka Elliott is a Sr. Solution Manager with AchieveGlobal. Her primary role is to work with client organizations to manage and implement strategic solutions, blended workflow learning solutions and global learning initiatives. Ericka's role as a solution manager blends her expertise in project management, training solution implementation and strategic sustainment planning. She has more than 10 years in project management experience and has spent the last 8 years performing not only as a strategic project manager, but also as consultant for successful training implementations and behavior change initiatives. Ericka has partnered with a diverse group of organizations including Wal-Mart, Samsung, Morgan Stanley, and American Airlines to ensure that their multi-million dollar learning and development projects were planned and executed in a way that maximized learning effectiveness and had an impact business results. As a Sr. Solution Manager Ericka has demonstrated the analytical and organizational skills required to plan and organize multiple facets of complex performance improvement project; including outlining the training solution, defining goals and objectives, delegating tasks, coordinating resources and managing budgets and timelines. Her area of expertise extends from the facilitation of strategic project management to designing customized sustainment plans to maximize learning effectiveness. Ericka has extensive experience managing large, global implementations and specializes in blended learning solutions. Ericka's professional experience includes a wide-ranging employment background where she has held project management, business analyst and sales roles at Mellon Financial Corporation, Johnson & Johnson, and Hewlett-Packard. Before joining AchieveGlobal in 2005 she held the position of Field Sales Analyst with American Express. Ericka began her undergraduate studies at Bryn Mawr College and holds a Bachelor of Arts degree in Business Management from Chatham College. She also holds a Microsoft Project Specialist certificate and is a Certified Associate in Project Management (CAPM).

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