Lynda.com (now offered as part of LinkedIn Learning) is an elearning course library acquired and now supported by LinkedIn in May 2015.
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LMS365
Score 8.9 out of 10
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ELEARNINGFORCE in Edgewater brings learning management to Office 365 and SharePoint. LMS365 blends with the Microsoft infrastructure and is designed to eliminate expensive integration, time-consuming development, and unwanted complexity. Learners access learning plans, courses, personal progress reports, and certificates from within the SharePoint business process.
I've learned hundreds of software applications over the last several decades, and trained teams in offices and one-on-one. At one point, books and trade magazines were a great way to get up to speed with an application, but they've become less and less effective for getting started. Video lessons have some strengths; you can get a rapid overview of a program's capabilities and watch an experienced user using its tools efficiently. On rare occasions they'll even point out bugs that could trip you up, but I wish instructors shared more of those issues. However, it takes a very self-motivated learner to sit through training sessions. Most people don't fit that category, and a subscription may end up gathering dust like a pandemic gym membership. My account is sometimes dormant for months, but then I'll be watching lessons continually the following month. I've often wondered if it was worth it for that reason. I have some friends that voraciously devoured class after Lynda.com class, and built successful careers on that training. But many others never use their account. It's helpful to consider whether you're a self-motivated learner. If not, it may not be the best format for you. More complicated software often can't be adequately introduced in a several-hour-long series of videos. I found Final Cut Pro (7) hard to learn online, also Logic Pro. Other somewhat complicated programs like DVD Pro were a snap to learn, and I learned a lot about PHP and Actionscript programming from Lynda.com. Some web and graphics software is exceptionally explained by real experts, such as Lynda's Photoshop classes, which are the best I've seen on that subject. Many of her web production courses will take you every step along the way to creating your own website, even if you haven't coded before. Adobe and Apple have both published similar project-based tutorial classes in book form, and I think they're a bit more polished, but the video instructor can help move you along through all the content more easily. Learning software seems to work better from an online video than a book these days; it's helpful to already be sitting at the computer where you're able to try everything out as it's explained. Most people don't seem to retain software principles unless they're trying them while learning. A bad instructor can make it difficult to sit through a video class. Lynda.com and others generally have a large variety of content creators, so you're not as limited with instructors as you might be at a University, where the same instructor may teach several related applications. Departmental faculty may have much more targeted and creative applications for your software though, while paid corporate software training can be mind-numbingly bad. Continuing ed classes that I've taken usually seemed to just focus on learning the tools in a software product. They often don't or even can't show you how to apply the software for your purposes as full time faculty at a University might. Some Lynda.com instructors weren't great, but most seemed a cut above the continuing ed and corporate software trainers I've learned from or contracted. The majority of the classes seemed to apply the software for an impressive final project. Redundancy is a real drawback among the online lessons. Often the advanced classes repeat many of the concepts from the introductory "Essentials" courses. If you know an earlier version of an application and just want to learn new features, a book may be a faster route to your goal. I originally suggested the "New Features" lessons that Lynda began to offer for updated releases, and I think they're especially helpful. It's much harder to skim through a video than a page of text, so I'd anticipate having to complement your Lynda.com lessons with other instructional materials. Lynda.com didn't have as many of the "fluff" courses that LinkedIn is now offering. These titles read like articles from Cosmo. They might be better served to offer "How to respond to a connection request from a recruiter who works in a field completely unrelated to you."
If a customer does not have SharePoint the entry in that kind of solution is a bit harder as the use of SharePoint can be so broad. It does not mean it is not the right solution as a company can use SharePoint LMS to start with and then expand to other functions and features. I strongly recommend to use SharePoint Standard or Enterprise and forgo the "free" SharePoint version as a) SharePoint's core functions and features are greatly enhanced in these two premium versions and b) more and more SharePoint LMS functions make use of these core Standard and Enterprise features in the future, like taxonomy, user profiles, etc. In general with all project it is as well recommended to have the full buy in by upper management and that the project initiative is fully supported. Adding such a solution (SharePoint LMS or any other LMS solution) will require the team not only to have a good plan on how the requirements can be achieved from a technical point of view, but how a training program can be rolled out to an organization of 5, 500, 5.000 or 50.000. The technical deployment of SharePoint LMS is measurable (I would say between 1-4 weeks based on the complexity, scale of the environment). 1-2 weeks of training (depending on the base knowledge of SharePoint in the company and the need to add knowledge of SharePoint LMS). That's it. Technically you are ready. If needed, any custom work, integration and development work comes on top. Where customer struggle is the availability and dedication of their own teams. Course content needs to be created, how should a course look like, what are the parameters, what are top ten things needed moving a course which was taught in a class room, but now to be delivered online. Buying the licenses is one thing, getting the solution up and running form a technical point of view is another, making it YOURS is the challenge!
Industry expert authors/instructors - you're learning from people with pedigree.
Breadth and depth of catalog - not only is there a wide range of topics and disciplines, but there are frequently several levels of depth within each (eg. Beginner, Intermediate, Advanced).
Time needed to complete each course AND each section of a course are included - you know what you're getting into from the first click.
It can help all employees learn to strengthen current skills or to learn new skills and then can learn to excel in their current department or they learn a new skills in a new department creating interconnection and cross-departmental value in a company.
Very user friendly, easy to copy and/or download notes offline, and follow up with your instructor is easy as pie. You can even LinkedIn with your instructor and follow up with questions/concerns online and in several forums. Very cool concept and easy to use.
The technical team behind LinkedIn Learning (or Lynda.com) knows their job, and they usually solve problems very quickly. While I haven't had many run-ins with them (thus the low rating), I do find that when we call them, the problem gets resolved in a reasonable amount of time. The flip-side of this comment is that we never have needed to call them with a high-priority issue.
The few times we actually needed support generally were during major upgrades of the system and getting a quick handle on how the configuration changed were the primary reasons.
By implementation we are able to achieve 1.Skill improvement 2.Reduced burden on training staff 3.Learning new market leading technologies like Generative AI.
Our organization has used different webinars, including ones on LinkedIn, to provide similar insight. But it's a totally different ballgame. Lynda.com offers in-depth tutorials rather than just a 2-hour video broadcast. With lynda.com there are more information and experts, as well as so many different courses fit for every need/want. There is also a lot more flexibility with lynda. You can take it on the go, watch on mobile and at anytime, rather than being tied to a certain time slot.
Throughout my career I came across many different solutions for Knowledge and Collaboration and LMS systems. This includes Lotus Notes, Documentum, Live Link, LMS solutions from Oracle, ADP, another SharePoint based solution. Many years back, with the intro of Microsoft SharePoint, I was drawn to that product and solutions based on SharePoint. SharePoint is very powerful and in it current version, 2013, it is the without a doubt the most feature rich and broad solution platform out there. SharePoint LMS is in my eyes a killer application and if a company, institution or educational entity looks to create, expand, change up their training efforts for employees, customer, partners, students, SharePoint LMS is the tool to look at. If you have SharePoint already installed, it is a must look at, period. SharePoint LMS became the tool of choice, I recommended when I was a consultant, when I worked as a Director for Learning Management Systems at a local University. I am now part of a team which not only sells, but as well consults around SharePoint LMS.
I can't think of a negative impact that Lynda.com has when it relates to the extensive library of training software that is available to subscribers. I'm lucky that my job provides a free subscription for instructors. I use Lynda.com to hone in on my technical skills.
