Learning and Development Terms You Need To Know

If you work in learning and development, you'll know it has a language all its own. The terms below are the ones you need to know: the models, frameworks and formats that come up again and again in L&D conversations, from onboarding through to leadership development. Whether you're a seasoned professional, an L&D newbie, or a curious learner, here's your guide to the terminology that matters.

The A to Z of Learning and Development Terms

70:20:10 Model: A learning and development model suggesting a proportion for how learning occurs: 70% from on-the-job experiences, 20% from interactions with others, and 10% from formal educational events.

Action Learning: A process involving working on real challenges, using knowledge and skills to solve real-life problems.

ADDIE Model: A framework for Analysis, Design, Development, Implementation, and Evaluation for creating educational and training programs.

Andragogy: The method and practice of teaching adult learners.

Asynchronous Learning: Learning that doesn't happen in real-time; participants access materials at their own pace.

Blended Learning: A mix of traditional face-to-face and online learning.

Bloom's Taxonomy: A framework for categorising educational goals into cognitive, affective, and psychomotor domains.

Competency-Based Learning: A learning approach where progress is based on demonstrating competency rather than spending a set amount of time on a topic.

Continuous Professional Development (CPD): Ongoing learning and development activities to enhance an individual's skills and knowledge — typically, this is accredited by organisations like CPD UK.

E-Learning: Learning that's conducted via electronic media, typically online.

Flipped Classroom: A blended learning model where traditional lecture and homework elements are reversed.

Formative Assessment: Assessments aimed at forming or shaping learning are often used to provide ongoing feedback rather than to grade learners.

Formative vs. Summative Evaluation: Formative evaluation improves the program during development, while summative evaluation assesses effectiveness after implementation.

Gagne's Nine Events of Instruction: Instructional steps providing a framework for designing and delivering effective teaching and learning.

Gamification: Using game design elements in non-game contexts like learning.

Generative AI: AI tools, such as ChatGPT, increasingly used to assist in the creation of learning design materials and personalised content.

Hard Skills: Teachable abilities or skill sets that are easy to quantify, like proficiency in a foreign language or computer programming.

Instructional Design: The practice of creating educational courses or materials.

Kirkpatrick's Four Levels of Training Evaluation: A framework evaluating training at different levels: Reaction, Learning, Behavior, and Results. Read more about the theory.

Learning Analytics: The measurement, collection, analysis, and reporting of data about learners and their contexts.

Learning Management System (LMS): Software for delivering, tracking, and managing training/education — examples of this include HowNow, Cornerstone and OpenSesame.

Learning Style Models: Previous theories suggested people had a preferred method of receiving and processing information that offered a learning advantage. This idea is now generally disproven by education research, though it remains a common misconception.

Microlearning: Short, focused learning units or activities — much like a PepTalk!

Mobile-first: A design strategy that prioritises the mobile version of a website or an application, including learning platforms or courses.

MOOC (Massive Open Online Course): An online course aimed at unlimited participation and open access via the web. For example, Coursera or FutureLearn.

Pedagogy: The art or science of teaching and educational methods.

Personalised Learning: Tailoring learning for each student's strengths, needs, and interests.

Return on Investment (ROI): A performance measure to evaluate the efficiency and effectiveness of an investment, often used to justify L&D budgets to leadership.

Self-Directed Learning: A process where individuals take initiative in diagnosing their learning needs and formulating learning goals.

Soft Skills: Non-technical skills that relate to how you work, such as communication, critical thinking, and teamwork.

Summative Assessment: Assessment of learning typically at the end of an educational program to measure the extent of learning.

Synchronous Learning: Real-time learning, often in a virtual environment.

Bring These Concepts to Life With an L&D Speaker

Definitions are a useful start, but these ideas land harder when they come from people who have built and run learning strategy at scale. Here are three PepTalk speakers worth booking for your next L&D session or conference.

Nelson Sivalingam, co-founder of learning platform HowNow and author of Learning at Speed, hosts the L&D Disrupt podcast and speaks on using AI to personalise employee learning and upskilling at scale.

Simon Brown led EY's worldwide learning strategy and speaks on building curiosity-driven learning cultures and AI-powered learning solutions.

Edmund Monk, CEO of the Learning and Performance Institute (LPI), works with major organisations on shifting from traditional training models to performance-driven skills strategy.

Frequently Asked Questions

What's the difference between learning and development?

"Learning" usually refers to acquiring a specific skill or piece of knowledge, while "development" is the broader, ongoing process of growing someone's capability over time. In practice, most teams use "L&D" to cover both.

What does an L&D speaker actually add to a training day?

A good L&D speaker brings real-world application to the frameworks above, showing an audience how a model like 70:20:10 or the ADDIE framework plays out in practice, rather than leaving it as theory on a slide.

How do I book an L&D speaker through PepTalk?

Get in touch with the details below and the team will help match a speaker to your topic, format and budget.

💡 Want to bring one of these speakers, or these ideas, into your next L&D session? Let us know, and we'll find the perfect PepTalk expert for your organisation. Email us at hello@getapeptalk.com or send us a message via the chat. You can also call us on +44 20 3835 2929 (UK) or +1 737 888 5112 (US). Remember, it's always a good time to get a PepTalk!