This momend video is from August 29, 2025 session How to Create a Learning Tech Stack: Building a Data-Driven Ecosystem
This live discussion reminded talent development leaders that building a learning tech stack isn’t about more tools—it’s about integration, culture, and outcomes. The differentiator is connecting LMS, HRIS, LXP, and enterprise systems through a clear data strategy tied to business goals. Metrics must move beyond completions to outcomes like sales and retention. Just as important, culture and governance determine if data builds credibility—shifting from compliance tracking to coaching, recognition, and aligned taxonomies that link learning directly to impact.
As Yolanda Mangram emphasized, quoting Matt Donovan:
"If L&D doesn’t align its data strategy with the enterprise, it risks being left behind."
That urgency framed the discussion on why siloed systems and vanity metrics no longer cut it.
Marty Murrillo reminded us of the shift required:
"Business leaders don’t care about activity—they care about outcomes"
The challenge for L&D is to move beyond course completions and show how learning drives sales, retention, quality, and leadership pipelines.
🔑 5 Key Takeaways
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Integration is the differentiator – Connecting LMS, HRIS, LXP, and business systems unlocks impact.
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Metrics must evolve – Completions and attendance don’t prove value; performance and outcomes do.
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Culture enables data use – Governance and openness are as critical as the technology itself.
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Taxonomies are infrastructure – Shared skills and competency language is essential across HR and business.
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Start small, scale smart – Pilots tied to one or two business outcomes create early wins and credibility.
🛠️ 5 Practical Actions
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Audit your silos – Map where learning, HR, and business data live; identify overlaps and gaps.
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Anchor in business outcomes – Pick one high-stakes metric (e.g., sales performance, leadership pipeline) to prove impact.
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Align taxonomies – Ensure skills and competencies use the same “data language” across HR and L&D systems.
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Shift manager behavior – Train leaders to use data for coaching and recognition, not as a “gotcha” tool.
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Pilot → prove → scale – Integrate one system, show measurable ROI, then expand iteratively.
Why it matters
Talent development leaders who adopt this mindset will stop reporting activity and start telling outcome-driven stories that matter to the business. Integration isn’t a future vision—it’s the credibility test for L&D today.
