Demystifying L&D Buzzwords, part 2
- Irina Ketkin
- 12 hours ago
- 8 min read
In this series of articles, we’re decoding some of the more popular L&D buzzwords. In part 1, we talked about ADDIE, adult learning principles, agile learning design, blended learning, and competency frameworks. Now, we’re looking at 5 more terms you need to know:
eLearning
What is it?
As you might have assumed, the “e” in eLearning stands for “electronic learning”. Speaking broadly, this is any learning delivered through digital devices like laptops, tablets, or phones. It can be self-paced or instructor-led, and it comes in many shapes: interactive modules, videos, quizzes, scenario-based simulations, even gamified courses.
It’s not so much about what you’re teaching—it’s about how you’re delivering it: digitally.
Why it matters?
There is a good reason eLearning is everywhere: it scales easily, reaches remote or global teams, and offers learners the flexibility to learn at their own pace, in their own time.
For L&D teams, it’s often more cost-effective than traditional training, especially for topics that don’t change often (think: compliance, systems training, onboarding basics, etc.). It also gives you data—who completed it, what they struggled with, and what needs to be improved.
But here’s the catch: eLearning only works well if it’s well-designed. A series of dry slides with a “Next” button isn’t going to teach anyone anything. That’s why understanding how to make eLearning engaging, interactive, and relevant is a key skill for modern L&D professionals.
Example
Imagine you’re rolling out a new performance management system across the entire organization that spans multiple countries and time zones.
Instead of flying trainers to every office, you create a self-paced eLearning module that walks employees through the new process. It includes:
A short intro video explaining why the new system matters
Step-by-step walkthroughs of key features using screen recordings
Mini-scenarios where learners choose the best way to give feedback
A short knowledge check at the end to reinforce key points
You host it on your company’s Learning Management System (LMS), track completion, and follow up with a live Q&A session for managers. That’s eLearning in action—cost-effective, scalable, and available when people actually need it.
Gamification
What is it?
Just like some of the other buzzwords we’re looking at in this series, gamification has been around for at least 10 years. Simply put, gamification means adding game-like elements to non-game experiences (like learning) to make them more engaging. These could be points, badges, leaderboards, progress bars, challenges, or even levels.
It’s worth noting that it’s not about turning learning into a video game. It’s about borrowing the things that make games addictive—like goals, feedback, and rewards—and using them to boost motivation and keep learners coming back for more.
Why it matters?
As much as we hate to admit it, not every topic in L&D is naturally exciting (hello, compliance training!). Gamification helps inject energy, fun, and a little friendly competition into the learning experience.
When done right (and this is super important!), it can increase participation, improve retention, and keep learners engaged over time. It also taps into people’s natural desire to progress, compete, and achieve something—even if it’s just a virtual badge.
That being said, gamification isn’t a magic fix. It has to be tied to clear learning outcomes and used thoughtfully—otherwise, it becomes fluff with no substance.
Example
Imagine you’re running a cybersecurity awareness program for employees. “Yay! Another compliance training!”, though no one ever!
Instead of a standard eLearning module, you can design a gamified experience:
Learners complete short challenges on topics like phishing, password safety, and secure browsing.
They earn points for each correct answer and unlock new levels as they go.
There’s a leaderboard showing top scores by department (with optional prizes for bragging rights).
You even throw in some “bonus rounds” with real-life scenarios they need to solve under time pressure.
If done right, engagement levels should spike. This would mean people are talking about it, sharing scores, and — more importantly — actually remembering how to avoid that suspicious email. That’s the power of gamification: same content, but different energy.
Instructional Design
What is it?
This is one of the big ones! Instructional design is the process of designin instructions. If you want to get more technical – it is the process of planning, structuring, and creating learning experiences that actually help people learn and apply new skills or knowledge back on the job. It’s where creativity meets strategy.
At its core, instructional design is about understanding the real needs of the organization and the learners and then designing learning experiences that help bridge any existing gaps in knowledge, skills, or attitudes.
They could be asking: What do people need to learn, why do they need it, and what’s the best way to help them get there? After finding out, instructional design is also about choosing the right content, delivery method, activities, and assessments — and making sure everything ties back to clear learning objectives.
Why it matters?
Almost anyone can throw together a presentation or a few slides (thank you, AI, for making this easier than ever before!). But good instructional design is what turns content into a meaningful, effective learning experience that centers on the needs of the learners and the organization.
It also ensures your training isn’t just interesting—it’s also impactful for both the learner and the business. It helps learners not only understand a concept but also apply it in their real-world context. When done well, it saves time, increases engagement, and improves performance.
For L&D professionals, this is one of the most foundational skills you’ll need—whether you’re designing a full-blown course or just a quick lunch-and-learn.
Example
Let’s say the business wants a training session on “how to run better meetings.”
An instructional designer wouldn’t just jump into slide creation (that’s what amateurs do!). They’d start by asking:
What does “better” mean? (to understand the desired outcomes)
Who’s struggling—and why? (to learn who the learners are)
What needs to change? (to figure out how to bridge the gap between what’s happening now and what needs to be happening)
From there, they might:
Define a learning objective, like “Meeting facilitators will be able to structure a 30-minute meeting with a clear outcome.”
Design a short blended course with a 10-minute video on the basics of a meeting structure, a downloadable meeting template for creating a meeting agenda and taking notes, and a live role-play session.
Add a follow-up activity: learners apply the tips in a real meeting and reflect on what worked and what didn’t in a private Slack channel.
Kirkpatrick Model
What is it?
The Kirkpatrick Model is one of the most well-known frameworks for evaluating the effectiveness of training programs. It tells us that in order to evaluate any learning experience, we should be looking into 4 things (or 4 levels):
Reaction – Did learners like the training?
Learning – Did they actually learn something?
Behavior – Are they applying what they learned back on the job?
Results – Did it make a measurable impact on the business?
If you want to learn more, check out our article “How to Use Kirkpatrick's 4 Levels of Evaluation”.
Why it matters?
Let’s say that you only collect simple feedback after each training that simply asks if participants enjoyed the session. This kind of feedback isn’t going to tell you much (apart from the ego booster that the comment “The facilitator was awesome!” can give you). It won’t show you whether the material is actually learned, if it is being applied back on the job, and if the investment in the training was actually worth it. This is why you need the rest of the levels. Learning isn’t just about feeling good, it’s about doing things differently and driving business impact.
Potentially even more importantly, it also helps you prove the value of your work to stakeholders. When you can show that your program not only landed well but also changed behavior and improved performance, that’s powerful.
Example
You’ve just rolled out a customer service training program. Here’s how you might evaluate it using the Kirkpatrick Model:
Level 1 – Reaction: You run a post-session survey. Most participants say the content was useful and the facilitator was engaging. Great start!
Level 2 – Learning: You include a short quiz or skills check to confirm they understood key concepts—like how to handle difficult customers.
Level 3 – Behavior: A few weeks later, you check in with managers. Are the agents actually using the new techniques in real csutomer interactions? You might review call recordings or gather peer feedback.
Level 4 – Results: Over time, you track metrics like customer satisfaction scores, complaint resolution times, or repeat call rates. If those improve, you know your training had a real business impact.
Learning Experience Design (LxD)
What is it?
In recent years, classical instructional design was replaced by it’s younger (and possibly more creative) cousin – Learning Experience Design. LxD is still about helping people learn, but it goes a step further by focusing on designing engaging, meaningful, and learner-centered experiences from start to finish.
LxD usually blends learning science with disciplines like design thinking, storytelling, and user experience (UX) principles. It’s not no longer just about what learners need to know—it’s about how they feel, interact, and engage with the content along the way. That is, the full experience!
Why it matters?
We’re surrounded by digital distractions – TikTok, YouTube, any meme website… In such a world, traditional “click-next” learning just doesn’t cut it anymore. Learners need more than just information that they can easily Google. While it may certainly save them time, they also need relevance, choice, and a sense of connection. LxD helps you design learning that people actually want to be part of. It puts the learner at the center, considers their context and emotions, and creates a journey rather than a content dump.
The main principles can be used in both online and hybrid learning, where experience matters just as much as content.
Example
Imagine you’re designing a course on conflict resolution for first-time managers. Instead of starting with a long theory slide deck (let’s be honest, that would be the easiest way to go!), an LxD approach might look like this:
Open with a relatable story, maybe a short video of two colleagues having a tense moment during a project meeting.
Open up a group discussion by asking “What would you do in this situation?”
Let them choose their path through the module—whether they want to explore strategies, practice responses in a scenario, or reflect on their own experiences first.
Include real voices—maybe short clips of managers sharing what worked (and didn’t) for them.
Build in moments of reflection and peer sharing to keep the experience human and authentic before, during, and after a live session.
Wrap up
That’s a wrap on part 2! Whether you’re brand new to the field or trying to sound a little less confused in your next team meeting, understanding these terms will give you a solid foundation (and probably a bit more confidence, too!).
L&D is full of jargon, but once you break it down, it all starts to make sense—and become fun to play with.
In Part 3, we’ll keep going with more terms you’re bound to hear, like learning journeys, LMS, learning objectives, and Return on Investment. Stay curious and keep learning.
