Ever Heard of Machine Teaching?

 

This article is part of our new Learning research and innovation series, offered by Coorpacademy in association with the EPFL’s (Federal Institute of Technology of Lausanne, Switzerland) LEARN Center. The author is Prof. Pierre Dillenbourg, Professor at the EPFL, Head of the CHILI Lab (Computer-Human Interaction for Learning & Instruction) and Director of the Swiss EdTech Collider.

The terms Machine Learning, Deep Learning, and Artificial Intelligence are on everyone’s lips. But what if we extended this list to something we call ‘Machine Teaching’ – and then speculate on what it might mean for education?

Towards ‘Machine Teaching’

Let’s imagine an algorithm that needs to learn how to identify elephants in pictures. In supervised Machine Learning, it gets an example – e.g. picture-3465 – and a label, such as ‘elephant’ or ‘non-elephant’. Picture-3465 may just be the next in a set of thousands of labelled pictures. But if the 3,464 previous pictures were all of African elephants, the system would learn less from yet another African elephant picture, than if an Asian elephant picture was introduced for the first time.

Similarly, if all the previous pictures showed mostly mature elephants, it would be better for the algorithm’s training to select a younger one. Again, if most of them were side on pictures, a frontal view would improve the knowledge acquired by the algorithm.

In other words, if the examples were not fed to the learning algorithm randomly, but strategically selected, one could optimize the machine’s overall learning performance. In a classroom setting, selecting examples is the role of the teacher: she knows that if all examples of squares given to learners are in a horizontal position, learners will logically infer that a square with a 45 degree rotation is not a square.

Any algorithm that determines the optimal sequence of examples such that they are diverse and sufficiently dissimilar from what has been shown previously to a Machine Learning system can be called a Machine Teaching algorithm.

Why Should We Care about Machine Teaching?

If an algorithm receives random examples as inputs, with no strategic consideration of the type of example and what the algorithm will go on to learn from exposure to this example, then clearly problems will arise. First, we should not confuse the size of the sample data with its intrinsic usefulness: merely feeding big data to a Machine Learning algorithm is not enough to guarantee the AI has learnt well and will perform well in its tasks. Secondly, the algorithm could tend towards taking wrong or biased decisions. Let’s reuse the above example of the identification of elephants from pictures: if the only pictures labeled as “non-elephant” are pictures of white animals, the algorithm might infer that only white animals are to be categorised as non-elephants. Sounds silly, but this kind of biases creep in, and matter. Biased algorithms can reinforce gender stereotypes (as was the case in Google’s translation service), or might suggest wrong decisions about humans (as, for example, decision support systems for judges which over-estimated the probability of recidivism for African-American people).

How Does All This Apply to Education?

The impact of AI on education spreads over three layers: (1) Method: AI may enhance the effectiveness of learning technologies where it is expected to enable a fine adaptation of instruction to individual learner needs: over time, a system may learn which learning activity is optimal for a certain learner profile. (2) Content: AI is changing what students should learn or should not learn and is also accelerating the production of learning material, for instance generating questions from Wikipedia. (3) Management: AI and especially data sciences offer new ways to manage education systems (e.g. predicting students’ failure).

Machine Teaching turns out to be relevant in all of those applications. Personalised learning, based on recommender systems, can only be well adapted to the personal needs of a learner if the data set on which the recommendation is based on is large and equilibrated enough. That means we need non-random data selection in any machine learning, i.e. the algorithm needs to be fed with data on what is effective for all types of learners.

In terms of content, when learning about data science and machine learning, learners need to also learn how to design the optimal dataset that the algorithm will learn from. Engineers are becoming teachers of algorithms by default, because you cannot simply program a Machine Learning algorithm. We need to better facilitate the correct decision-making of the algorithm – the same way a good teacher helps her students to develop problem-solving and critical thinking skills.

Innovation in Learning Science and Educational Technologies are top of our agenda at Coorpacademy, as we see them as critical to our mission to continuously improve the learning experience on our platform, making it even more personalized, flexible and enjoyable for learners.

The author Pierre Dillenbourg

How Manor’s top executives and managers train on soft skills and digital culture: exclusive interview of Graziella Ribic

 

Manor is the largest department store chain in Switzerland. It has its own online shop. With a market share of 60%, it is the market leader. The company employs around 9,750 people in its 60 department stores, 28 Manora restaurants, 31 Manor Food supermarkets, 4 distribution centres and in its headquarters in Basel. Tradition and innovation come together in this company; since its founding in 1902, it has reinvented itself time and again. After all, change is – and will remain – a great constant. As the dynamic, fast-paced and innovative company that it is, Manor began working with Coorpacademy in October 2018, mainly to help its employees adapt to digitalisation.

The partnership with Coorpacademy is based on the following premises: no content generated, but the desire to train Manor employees on topics related to digital culture, the future of retail, management and leadership skills. On the occasion of the beginning of this partnership, we met with Graziella Ribic, Head of Executive Development, who is leading the project.

How does Manor implement its innovation strategy in everyday life, particularly in the areas of human resources and employees’ personal development? What does the company do in real terms?

We offer a range of professional development courses in these four areas: Digital Basics, Sales, Leadership and Purchasing. These courses are tailored to the future needs of the company and of the market, which we continually adjust in the face of emerging changes. For example, we are currently offering our managers the ‘Leading Change’ training course, which is made of 2 parts: digital courses with Coorpacademy and a subsequent classroom training component. In addition, our managers have free access to all Coorpacademy course offerings. This allows them to engage in continuous training in an independent manner on a whim.

You already have a process for designing training content. What were the requirements and what did you like so much about Coorpacademy and its catalogue that you wanted to add it to your existing content catalogue?

Since we were primarily looking for content and methods that would help us in the areas of digitalisation and leadership, Coorpacademy suited us immediately. The playful approach also appealed to us, as we already make sure our self-made e-learning courses have content that is as easy to understand as possible and that the knowledge is tested using short quizzes. The option of doing a five-minute learning session on a break or on the go is something that really goes down well with us, as our days usually have too few hours. Such short learning nuggets always fit in somewhere in the day!

Why do you think having a proper digital culture and learning soft skills are a key 21st century challenge?

Digitalisation has brought with it – and continues to bring with it – so many innovations that directly or indirectly change our daily lives. Who can imagine life without smartphones today? And we must know about all these innovations and learn how to use them. People who cannot keep up will one day – sooner rather than later – be left standing puzzled in front of a machine, helplessly looking around for staff that will no longer be available. But in my opinion, the question will not be one of ‘humans or machines‘ but rather of ‘both humans and machines‘. There will be areas where machines will dominate, but there will also be areas where humans will prevail. In order to find our way in daily life, we need to engage with the digital world. After all, digitalisation has come to stay.

Thank you very much.

Thank you.

Discover Graziella Ribic’s interview in video! (in German).

When Struggle Helps You Learn: The Mechanisms Behind Productive Failure

 

Here is the first in our new series of articles focused on learning research and innovation, in association with the EPFL’s (Federal Institute of Technology of Lausanne, Switzerland) LEARN Center.

The author of this contribution is Dr Jessica Dehler Zufferey, Executive Director at the Center for Learning Sciences (LEARN) at the EPFL, and a former R&D director at Coorpacademy.

Innovation in Learning Science and Educational Technologies are at the top of our agenda at Coorpacademy – as we see them as critical to our mission to continuously improve the learning experience on our platform, making it even more personalized, flexible and enjoyable for learners.


Can the best learning only happen in a culture where errors are not just accepted but are seen as valuable occasions to improve skills?

When learning a new topic on the Coorpacademy platform, learners always have the choice to engage with questions first or to see the learning material first.

Intuitively one would expect that someone with high prior knowledge on the topic should start with questions, while someone with no or low prior knowledge should start with the instructional content before going on to answering questions. But is this actually true? Research on a method called ‘Productive Failure’ arrives at the opposite conclusion.

How does it work?

Initially developed in Singapore by Manu Kapur, now professor at ETH Zurich, and now established worldwide, Productive Failure emphasises the positive nature of the learner challenge. When learning new content, learners benefit from an initial phase of creative and conceptual brainstorming before turning towards the content, information, and explanation. If you want to learn something about data science, for example, you should first play with some data, invent some measures you could apply, and experiment with what you can come up with. The quality of the ideas you generate is not that important since even wrong ideas can create the productive failure effect. For Kapur, productive failure ‘is the preparation for learning’, not the learning per se.

What impact does it have?

Literature on the approach shows that not only will your conceptual understanding be better if you ‘fail first’, but your interest and motivation for the topic will be increased. A valuable side effect is also to train persistence. The number of ideas generated is also higher when failing first, so the method also stimulates creativity.

Why does it work?

The cognitive learning mechanisms behind the productive failure effect are actually quite well understood. First, any cognitive activation is beneficial for learning as it puts the brain in ‘active mode’. Second, all learning is situated and by developing their own ideas learners are creating the context in which to situate any upcoming learning. Third, by developing ideas before the instructional part, learners create a feeling for the types of problems that are similar so they are more likely to apply the to be learned content in future situations, and so improve performance as a result of learning.

What does it mean for you as a lifelong learner?

Whenever you start learning a new subject, do not go straight towards the instructional content in the belief that you need to begin by getting some basic understanding. Rather, profit from this initial ‘naïve’ phase and develop various ideas, right or wrong – and only then, once engaged, turn towards the content and enjoy learning.

Author first article Learning Research and Innovation

Coorpacademy in the Global EdTech Landscape 3.0 by Navitas Ventures!

 

Coorpacademy is proud to have been recognized in the Global EdTech Landscape 3.0 by Navitas Ventures, the venturing arm of Navitas, a leading global education provider.

This mapping defines 8 steps in the next-generation learner cycles, divided into 26 clusters that are shaping the evolution of education. Coorpacademy can be found at the “Learn” step of the cycle, in the “Open Online” cluster, where “old and new learning methods collide to meet the needs of demanding global learners and changing workforce priorities.”

Mapping Coorpacademy Navitas Ventures

We are proud of this new recognition!

You can download the full report here.

If you want to discover other Coorpacademy’s recognitions, it’s here: Find out about 6 of the best latest news and awards for Coorpacademy’s Learning Experience & Upskilling Platform!

Coorpacademy in the Top 5 hottest startups in Switzerland

 

Coorpacademy has been selected by The Next Web in the Top 5 hottest startups in Switzerland! TNW showcases the hottest young scale-ups in all European countries and Israel based on their performance, growth, and potential, which will all be represented at the TNW Conference in Amsterdam on May 9th 2019.

As Switzerland has been named the most innovative country in the world for eight years in a row by the Global Innovation Index, and ranked the second best startup ecosystem by the Global Entrepreneurship Index, Coorpacademy is proud to thrive in this startup heaven!

The Next Web describes Coorpacademy: “Coorpacademy is one of the fastest growing Edtech companies in Europe. The platform allows companies to train their employees through fun and interactive online courses on soft skills available off the shelf. The start-up is at the heart of research into new learning methods and is an expert in adapting its customers’ training content to new learning methodologies. Since its founding, they’ve raised €14 million, provided their services to over 150 enterprise clients and signed partnerships with more than 40 content partners. They are currently expanding internationally into the UK market and are growing their presence in France and Switzerland.

Discover the full article on The Next Web website!

Behind the scenes… Changing your life successfully: interview with Jean-Marc Tassetto, co-founder of Coorpacademy, on BFM Business (French TV)

 

 

BFM Business (French Television Channel dedicated to business news) was interviewing Jean-Marc Tassetto, co-founder of Coorpacademy and former Managing Director of Google France on Tuesday February 26th. The show was anchored by Stéphanie Coleau, journalist for BFM Business.

The video is in French but you can find the transcript in English below:

Stéphanie Coleau: “Every night, in After Business, we discover the personality of a CEO and how they became entrepreneurs. Where did they get their inspiration? What gives them the desire to make a difference. Tonight, I’m with Jean-Marc Tassetto. Good evening!

Jean-Marc Tassetto: “Good evening!”

Stéphanie Coleau: “You’re the former CEO of SFR, more recently the former Managing Director for Google in France, and you decided a few years ago to leave everything to create your own startup, a corporate digital learning startup called Coorpacademy. Why this change? It’s pretty rare to see a big boss leave everything for a small structure…

Jean-Marc Tassetto: “I left everything for a small company but for a major project. The major project is the transformation of education; in this case continuous training and learning. In this end, it’s taking part in the skills revolution. We’re now facing the 4th Industrial Revolution which transforms all organizations – such as this beautiful TV studio which is completely digitalized for example. The revolution impacts all organizations but also individuals who are facing new stakes and new skills. So I wanted, with my two business partners Arnauld Mitre and Frédérick Bénichou, to launch a digital training platform project.”

Stéphanie Coleau: “How do you decide to leave Google for example? What happens inside your head at this moment?”

Jean-Marc Tassetto: “A lot of recklessness, a lot of envy, meetings like always. With this feeling that, deep down, everything converges. The teacher’s son that I am, the former teacher, the manager facing the mediocre skills of the bad understanding of what’s really going on, a meeting in California with a Stanford professor, Peter Norvig, who told me that he gave a lecture to more than 165,000 students – so the discovery of massive open online courses – and a lot of discussions with Arnauld and Frédérick on what we could do to impact and transform continuous training and learning. Everything happened at the same time. I had this feeling that I had to do it. A real impulse.”

Stéphanie Coleau: “I welcomed here a few days ago Guillaume Poitrinal, former CEO of Unibail-Rodamco who left to create Woodeum. He told me: “There was a moment where I was not learning anything, where everything became too comfortable, there were no contradictions anymore, no challenges. Is this what you felt?”

Jean-Marc Tassetto: “Theres’s indeed this rush of adrenalin. In large corporations, I thought to myself that too many people had the power to say no. Sometimes, it takes 4 month or 6 month cycles to just take a decision, with a lot of people that need to be involved in the process. It’s a bit of a mood killer when you want to make a difference, when you want to be an intrapreneur or an entrepreneur. When you launch your own project, you have this adrenalin rush – I have to admit that I was also panicking a bit on the first day. You’re facing your laptop, your Powerpoint, your smartphone, and it’s on!

Stéphanie Coleau: “How did that first day go?”

Jean-Marc Tassetto: “I panicked. It never happened to me before. I was more than 50, I had two business partners extremely excited about the project – we’re very complementary. Despite all that, you’re all alone on the first day. On the second day, you have your first taste of freedom. On the third, the adrenalin rush, and nothing will make you look back because you’re creating a real project with people you love supporting you. And then it was on!”

Stéphanie Coleau“And you’re the only one in charge.”

Jean-Marc Tassetto: “Well, the only one, with business partners, with coworkers, with bankers, with clients. But yes, you’re becoming an entrepreneur, with an autonomy level that is probably higher than the one I had in large corporations.”

Stéphanie Coleau: “What made you start Coorpacademy? You’re the son of a teacher, is this a return to your roots in the end?”

Jean-Marc Tassetto: “It’s not really a return to my roots, it’s more a projection into the future. The 4th Industrial Revolution is transforming organizations, so we need to rethink training. We need to rethink everything. We need to rethink pedagogical processes, tools, integrated experiences between contents and platforms. We need to massify and scale fast. So no, it’s more a projection into the future, with the certainty that, facing the uncertainties, training and learning will remain critical factors of personal evolution, personal fulfillment and employability. It’s more the need to lead an impactful project.”

Stéphanie Coleau: “Is it the meeting with a Stanford professor that triggered this desire?

Jean-Marc Tassetto: “It was a triggering factor that made me think to myself: “it’s possible.” But it was particularly the meeting with Arnauld and Frédérick that made me want to do it. We met in a small office in January 2013 and we told ourselves: “do we take the plunge?” Frédérick a serial web-entrepreneur, Arnauld was working with me at Google, and we told to ourselves: “if we take the leap, it’s to do something ambitious. This is the Google mentality with the moon shots, the big bets: if we do something, we might as well do something ambitious and impactful. Then we decided to jump in, and I don’t think any of us had any regrets for the past 6 years.” 

Stéphanie Coleau: “What does Coorpacademy represent today?”

Jean-Marc Tassetto: “Coorpacademy, it’s now more than 800 000 learners, including 40% outside Europe. It represents 71 coworkers and we’re very proud of the quality of our team, of these young people who wanted to participate in this adventure, these people who wanted to give meaning to their professional projects and who decided to get involved with us. But Coorpacademy also represents more that 40 content partners, more than 1,000 courses on the platform, and is acquiring a European leadership in the workplace, which is our playground. All this create even more ambition for the future.”

Stéphanie Coleau: “Speaking of which, what is your ambition today? You worked in large corporations, you’ve created your own company, what do you want today? What is your ambition?

Jean-Marc Tassetto: “Our ambition is to become the European leader of Corporate Digital Learning. There’s a big move in the US, with major players such as LinkedIn Learning – it’s something, it’s Microsoft. Jack Ma, in China, said he was leaving Alibaba’s operations to focus on – guess what – education. We think there’s a geo-strategical space to take. Are there any European giants? We would like to be the European giant of Corporate Digital Training. 

Stéphanie Coleau: “What do you like the most about being an entrepreneur? To be free?”

Jean-Marc Tassetto : “I come from Marketing, and I learn my job at Danon. I’ve always wanted to put the customer – in this case the learner – first, at the heart of everything. I’ve also always loved going from the strategic vision to the operations. Just thinking is not really interesting. At Coorpacademy we have a vision that we share, we feed ourselves with the field, with our contradictions, with our complementarities, and then we apply all this, we do the work. And seeing that customers take part in this project, partner with us, seeing that there’s a high engagement rate within our learners, that they finish and pass the courses: this is a tremendous delight!”

Stéphanie Coleau: “Thank you so much, Jean-Marc Tassetto!”

Jean-Marc Tassetto: “Thank you!”

Is LXP the new LMS?

 

Coorpacademy co-founder and former head of Google France Jean-Marc Tassetto explains why a new breed of e-learning solutions are making the learner, not the training booker, the focus.

Jean-Marc Tassetto, co-founder of Coorpacademy, wrote this new piece published in Enterprise Times, a British online business technology magazine website.

Discover the full article here!

Here are some extracts from the article:

“Learning Management Systems (LMS) have been the central and most talked-about technology in the e-learning and corporate Learning & Development (L&D) space for the last 20 years. The problem: they are really there for course bookers, not the road warriors who actually need the training. A gap that has led to the rise of a new, more learner-centric, class of e-learning software, the ‘LXP’.

Influential L&D sector analyst Josh Bersin coined the term a few years ago. However, the idea was really properly sanctioned when Gartner gave it the seal of approval earlier this year.

[…]

“Companies that only use an LMS typically have an administrative team managing the software and deciding what courses and training modules will be made available, with content choices made by Learning & Development managers and executives. The vast majority of employees cannot directly influence their learning experiences or content offerings.

Instead, learning needs to be embedded into the learner’s daily activities or the applications on which learners spend the most time, and we need new content creation models. Most likely in the form of e-learning that is smart, consumer-like and properly integrated into the flow of everyday activity.

An LXP, then, should reflect how we all behave in our day-to-day lives – how we look for content on our smartphones and address any knowledge shortfall as soon as it is identified.”

[…]

“Instead of privileging the administrator, however, LXPs are designed to cater to the learner’s immediate and future needs and be adjustable to their level, employing a range of tools to do so. Asking them questions before any teaching takes place (the flipped pedagogy model) is a great way to pinpoint learning levels. It means users only get offered the lessons they need.

This is the foundation of a move towards adaptive learning, in which content and teaching frameworks are customised to the individual. Such learner-centric platforms work and can secure high user engagement levels. Take the example of one of our users, Schneider Electric, which places user centricity at the heart of its training: “Individuals are able to self-pace their learning, and we are experimenting with mobile learning as the next frontier in this journey. Digital learning is now a way of life here.”

To read the article in its original form, it’s here!

Here are other articles from Jean-Marc Tassetto, co-founder of Coorpacademy:

Computational Thinking: a key skill in the 21st century – TrainingZone

Learner Engagement: why any corporate learning has to have the learner at its centre – TrainingZone

Computational Thinking will be vital for the future job market – Enterprise Times

 

Corporate Digital Learning trends for 2019, by Josh Bersin

 

What is a Program Delivery Platform?

Josh Bersin recently edited his “HR Technology Market 2019: Disruption Ahead report, in which he analyzes the latest trends shaping the HR technologies market.

Who’s Josh Bersin?

Josh Bersin is an analyst, author, educator, and thought leader focusing on the global talent market and the challenges and trends impacting business workforces around the world. He studies the world of work, HR and leadership practices, and the broad talent technology market. He is often cited as one of the leading HR and workplace industry analysts in the world. He founded Bersin™ by Deloitte and is frequently featured in talent and business publications such as Forbes, Harvard Business Review, HR Executive, FastCompany, The Wall Street Journal, and CLO Magazine.  He is a regular keynote speaker at industry events and a popular blogger with more than 700,000 followers on LinkedIn.

Josh Bersin was speaking at the HRD Summit in Birmingham on February 5-6th. The Coorpacademy Team also attended this prestigious event.

Among the “HR Technology Market 2019: Disruption Ahead insights, we wanted to dwell on the future disruptions identified by Josh Bersin in the Learning Technologies market.

A few context elements: according to the World Economic Forum’s “Future of Jobs” report, to face the ongoing job revolution due to Artificial Intelligence and automation, each and every employee needs to have an additional 101 days of training by 2022 to remain competitive. This simply can’t happen with legacy learning technologies.

Josh Bersin identified 8 categories of players giving companies the opportunity to have fully integrated training programs with a 360° approach to corporate learning. The possibilities for companies to implement a Corporate Digital Learning complete suite have never been so numerous.

Learning Management Systems (LMS) are in the “basement” of this approach to Corporate Learning. Josh Bersin states: “While companies have purchased more than $8 billion of LMS technology over the last decade, the LMS is no longer the center of corporate learning. As I like to explain, the LMS went the way of the mainframe. It has not disappeared, but it’s now in the basement doing the things it does well. […] In other words, it’s like a learning and training ERP system.”

While LMS technologies focus on piloting corporate training, Josh Bersin identifies 3 user-centered and user-facing categories of players, providing a complete learning experience. Learning Experience Platforms (LEP/LXP), Program Delivery Platforms and Micro-Learning Platforms. It is interesting to note that in the coming years, providing a learning experience won’t be enough anymore. The “YouTube of Learning” model reaches its limitations, “as companies now realize that just “finding content” is not enough. We also need to deliver an integrated learning experience.” A consistent experience, personalized for each learners according to the way he/she learns, the time he/she has, with curated content created for the learner.

Program Delivery Platforms are delivering this. “While we’d all like to have a YouTube system at work, there are times when we need a MOOC-like platform for learning. A MOOC, unlike a single video course, steps you through an entire curriculum and actually delivers you at a point where you have truly learned a new body of knowledge. Sales training, leadership development, onboarding, supervisory training, and engineering are such domains.”

Coorpacademy is recognized as a “Hot Vendor” in this Program Delivery Platforms space. These players provide a complete learning experience with differentiating content giving access to full bodies of knowledge; while also providing a personalized learning path for each and every learner. They also include content creation and curation and are supported by data for learning paths’ personalization. Josh Bersin is convinced that companies will be more and more looking for these types of solutions for their employees.

In the short Corporate Digital Learning life which started at the beginning of the 1990s, Josh Bersin thinks we’re entering a new phase: the “Learning in the Flow of Work” one. This is the phase where learning must be available at anytime in a workday. No more long training sessions requiring to spend days, even sometimes weeks away from work. Companies must give their employees platforms made for them, able to answer individual needs. Which are Program Delivery Platforms.

Coorpacademy will be attending the HRD Summit UK in Birmingham on February 5-6th 2019!

 

On February 5-6th 2019, the Coorpacademy Team will be attending the HRD Summit UK which will take place at the International Convention Center of Birmingham.

The HRD Summit hosts the most senior gathering of HR Directors on the globe. The 2019 Summit will welcome over 1,000 attendees, over 150 speakers across 8 content streams, over 80 Exhibitors, over 250 Match Meetings and 11+ hours of networking spread across 2 days.

Let’s meet at the Stand T16 during those 2 days. To discover the full programme, it’s here!

 

Coorpacademy number 2 of the top Learning Experience Platforms for 2019!

The American expert on digital learning Craig Weiss ranked Coorpacademy 2nd in the top Learning Experience Platforms for 2019!

Who is Craig Weiss?

Craig Weiss is the CEO of The Craig Weiss Group, an American research and advisory company. He was recently named the most influential person in the world for the digital learning space.

Last June, he was already speaking about Coorpacademy: « This LXP (Coorpacademy) is definitely a fast riser. UI/UX is excellent. Analytical data is quite good. Gamification battles – are very cool. Admin is good and learning environment is strong. Mobile plays well. Video management is superb. » 

What is the full ranking?

  1. Learn Amp (UK)
  2. Coorpacademy (CH-FR)
  3. Degreed (US)
  4. EdCast LXP (US)
  5. Percipio by Skillsoft (US)
  6. 360Learning (FR)
  7. Looop (UK)
  8. TILE by Toolwire (US)
  9. magpipe by Filtered (UK)
  10. me:time by Lumesse (racheté par Saba) (UK)

Discover here Craig Weiss’s newsletter which announced the ranking.

A good way to start off 2019 right!

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