FAQs & Glossary

Agile learning is a flexible and self-organized form of learning based on agile principles such as iteration, feedback, and adaptability. Learning objectives and content are developed step by step, regularly reviewed, and adjusted as needed. This creates a dynamic learning process that promotes continuous development and active participation.

In asynchronen Lernformaten lernt der Lernende selbstgesteuert. This enables time-independent learning—content can be accessed flexibly and worked through at your own pace. Typical formats include videos, podcasts, e-learning modules, and digital learning texts. Communication with other learners or learning facilitators takes place asynchronously, for example via forums or comment functions.

Blended learning combines digital learning formats with face-to-face or live elements. This links self-directed learning, which is independent of time and place, with synchronous, social learning phases. The aim is to combine the advantages of both forms of learning and create a diversified, effective learning experience. You can find out more about blended learning in the troodi blog.

Coaching is a goal-oriented process in which one person (the coach) supports another (the coachee) in developing their own solutions to professional or personal issues. The focus is on activating existing resources and potential through targeted questions, reflection, and feedback.

Competence development refers to the process in which people build and expand their knowledge, skills, and attitudes in a targeted manner. It is a continuous learning process that helps people effectively cope with current and future demands in their jobs and fully exploit their potential.

Digital transformation describes the profound change in processes, business models, and working methods through the targeted use of digital technologies. It is changing how companies work, communicate, and create value – and thus opening up new opportunities for innovation and efficiency.

E-learning refers to learning with digital media and technologies – regardless of location and often regardless of time. It encompasses various formats such as online courses, interactive learning modules, webinars, and learning apps, and enables individualized and flexible learning.

Feedback culture describes the way in which feedback is handled within an organization – both in terms of giving and receiving feedback. A healthy feedback culture promotes openness, trust, and continuous development by enabling constructive exchange on an equal footing and establishing it as an essential part of collaboration.

Future skills are competencies and abilities that are becoming increasingly important in a rapidly changing world of work. These include digital skills, creativity, problem-solving abilities, self-organization, and social skills such as teamwork and communication. They enable people to respond flexibly and successfully to new challenges and to actively shape the future.

The term gamification describes playful content that can be found in many areas of everyday life and is designed to increase or maintain user motivation. In e-learning, it increases learner motivation and engagement by making learning more interactive and entertaining. Examples include interactive exercises, points, levels, or rewards in the learning process. You can read more about gamification in e-learning in our blog article.

Zielorientiertes Lernen bezeichnet einen Lernprozess, bei dem Lernende bewusst auf konkrete Lernziele hinarbeiten. Es umfasst die Planung, Auswahl geeigneter Methoden und die kontinuierliche Reflexion des Fortschritts, um Fähigkeiten oder Kompetenzen effizient zu entwickeln und die gewünschten Ergebnisse messbar zu erreichen.

Inclusion in a corporate context means creating a working environment in which all employees – regardless of individual differences such as origin, disability, gender, age, or sexual orientation – can participate equally, feel a sense of belonging, and develop their potential. It aims to break down barriers, value diversity, and design structures in such a way that everyone can contribute equally. Trainings on inclusion raise awareness of unconscious thought patterns, promote inclusive leadership, and provide practical ideas for discrimination-sensitive cooperation in everyday working life.

A kick-off marks the start of a learning program or training course. It involves presenting content and procedures, setting learning objectives, clarifying expectations, and getting participants in the right frame of mind for learning together. The kick-off provides clear guidance and boosts learners’ motivation.

Leadership development encompasses targeted measures and programs that empower leaders to fulfill their roles effectively. The focus is on developing leadership, social, and methodological skills – through training, coaching, mentoring, or other learning formats – in order to successfully lead teams and contribute to the long-term success of the company.

Learning culture describes the shared values, attitudes, and behaviors surrounding learning in an organization or group. It shapes how learning is perceived and practiced and whether further development is actively promoted. A positive learning culture encourages employees to share knowledge, try new things, learn from mistakes, and continuously develop themselves.

A learning culture analysis is a structured process for assessing and evaluating the existing learning culture within an organization. It reveals how learning currently takes place, which attitudes and conditions promote or inhibit it, and where potential for development lies. The aim is to derive targeted measures to strengthen a culture that promotes learning.

A learning program is a structured compilation of learning content, methods, and formats on a specific topic or goal. It can be digital, analog, or blended, and supports learners in systematically building and applying knowledge.

A live-session is a synchronous learning or exchange format that enables the consolidation of learning content and practical transfer – usually online or on-site. In blended learning, they complement digital self-study phases and promote direct interaction, questions, and joint reflection in real time.

A learning management system (LMS) is a digital platform for organizing, delivering, and managing learning content and processes. It enables organizations to structure and deliver e-learning courses and learning paths, while also offering functions for tracking and evaluating learning progress.

A Learning Record Store (LRS) is a database in which learning activities are stored and evaluated, regardless of where and how they take place. It is usually based on the xAPI standard and enables comprehensive tracking of formal and informal learning processes across different platforms.

A learning experience platform (LXP) is a user-centered learning platform that offers personalized learning experiences. Unlike traditional LMSs, it focuses on individual recommendations, interactive content, and social learning formats – often AI-supported and with a focus on self-directed, informal learning.

Learning & Development refers to all measures aimed at specifically promoting the knowledge, skills, and competencies of employees and managers. The goal is to support individual growth and organizational development in order to strengthen productivity, teamwork, and long-term corporate success.

The L&D Trend Report by troodi analyzes the most important developments, challenges, and opportunities in the field of learning and development on an annual basis. Numerous experts from the field of people development were interviewed for the report. Based on these findings, the report provides data-driven insights into topics such as future skills, AI in continuing education, learning culture, and learning analytics – and highlights which skills and strategies will become more relevant in the future.

Microlearning is a form of learning in which content is conveyed in small, easily digestible units – usually digitally. These short learning prompts, such as videos, quizzes, or interactive modules, can be flexibly integrated into everyday life and promote targeted, needs-based learning.

New Work describes new forms of collaboration and work design that focus on freedom, self-determination, and flexibility. The aim is to make work more meaningful while better responding to individual needs and the digital world of work. You can find more information about New Work and new forms of work in our blog article.

A peer-session is a collaborative learning format in which participants engage in dialogue on an equal footing, share experiences, and give each other feedback. In blended learning journeys, peer-sessions complement the digital self-study phases and live-sessions with a trainer. The aim is to deepen knowledge, gain new perspectives, and promote the transfer of what has been learned into practice through dialogue and reflection within the group.

People development encompasses all measures aimed at promoting the technical, methodological, social, and personal skills of employees. This includes a wide range of formats such as training, coaching, mentoring, e-learning, blended learning journeys, workshops, and learning communities. People development supports both individual development and the strategic goals of the organization by systematically designing and accompanying learning and development processes.

Self-directed learning refers to a learning process in which learners decide for themselves what, how, when, and where they learn. This allows them to learn flexibly and in a way that is tailored to their individual needs, taking responsibility for their learning goals – supported by an environment that promotes learning and, where necessary, accompanying incentives. In our blog, you will find some tips on how to make self-directed learning a success.

A serious game is a game-based learning format that pursues specific learning objectives. It uses playful elements such as storytelling, challenges, or rewards to impart knowledge, train behavior, or promote problem-solving skills. In blended learning journeys, serious games are used to convey learning content in an interactive and practical way, increase motivation, and promote the transfer of what has been learned into realistic application situations.

SCORM is an international standard for e-learning content that specifies how digital learning modules are structured, packaged, and exchanged with a learning management system (LMS). It ensures that learning content is compatible, reusable, and trackable across platforms.

A sparring-session is a goal-oriented exchange between learners or with experts, in which ideas, strategies, or decisions are jointly reflected upon and refined. In blended learning, they promote reflection, practical transfer, and the implementation of newly acquired skills in everyday working life.

Synchronous learning formats are learning opportunities in which all participants learn and interact online or on-site at the same time. Examples include live webinars, online workshops, and face-to-face seminars. They enable direct exchange, immediate feedback, and joint discussions in real time, promoting interactivity and networking.

Trainers are specialists who provide targeted support for learning processes, impart knowledge, promote skills, and assist participants in applying what they have learned. They design learning environments, provide feedback, moderate interactions, and adapt methods to the needs of the group or individuals in order to enable sustainable learning success. In Blended Learning Journey, trainers accompany learners in both face-to-face and digital learning phases.

Transfer design describes the targeted planning and design of learning opportunities so that what has been learned can be successfully applied in everyday work. It encompasses methods, support services, and reflection phases that promote the sustainable transfer of knowledge into practice.

Transformation processes are profound, systematic changes in an organization that affect structures, processes, technologies, mindsets, and culture. They aim to make the organization fit for the future, enable innovation, and secure competitive advantages by questioning existing patterns and establishing new approaches.

Upskilling refers to the targeted acquisition of new skills and competencies or the expansion of existing ones. The aim is to enable employees to perform their tasks more efficiently and prepare them for current and future challenges.

xAPI is a modern standard for recording and evaluating learning experiences, both online and offline. Unlike traditional standards, xAPI collects detailed data on various learning activities in order to better understand and improve learning processes.