The emergence of artificial intelligence (AI) in the working world has made it possible for some tasks that previously required human intervention, now are carried out more automatically. According to the International Monetary Fund (IMF), AI will affect 40% of jobs worldwide. It will replace some (argument of the misgivings of this technology), but will complement or create new ones. In addition, as this same international organism warns, compared to other previous automation processes, the AI era also comes to transform high preparation or qualification jobs (High Skilled Jobs). In advanced economies, up to 6 out of 10 jobs will be conditioned by that. The constant adaptation and reinvention capacity are imposed, both in the various sectors of activity and in people. And, it has been proven, there is a certain disconnection between the rhythm of the world and the speed at which the human being learns, one of the great challenges of our time for the coming generations. On that scenario, the Odilo company allows companies, governments and institutions to create their own learning environments. It is presented as an agent of change with a clear purpose: democratize access to quality education and facilitate traffic towards a culture of Lifelong Learning (permanent learning), in which people can learn throughout their lives, with motivation and autonomy.
People are formed with new platforms, with referents that inspire them, and that is also the continuasarah formation, general director of Odilo
In the corporate and institutional field, Odilo has established itself as a key ally to boost a continuous learning culture. Its technology allows any type of organization to design 100% personalized educational experiences, aligned with its strategic objectives and adapted to the real needs of each team. Odilo bets on an approach that places the person in the center of the learning process: flexible, scalable and adapted to the skills required by the future of work.
Strategic training for companies and institutions
Odilo offers a unique and integrated environment in which all contents and formats (courses, videos, books, podcasts, immersive experiences) accessible from the same intuitive and easy -to -use platform live together. In addition to offering access to high quality third parties, Odilo develops their own content and makes tools available to create their own personalized learning experiences, adapted to their strategic objectives and the needs of their equipment. This combination makes the platform a complete and flexible ecosystem, designed to facilitate continuous, relevant and aligned training with the challenges of each organization. The platform facilitates user experience, as well as a more efficient management of training. Thanks to its advanced analytics capabilities, it offers key data on what you learn, how you learn and with what level of depth and involvement, allowing organizations to make data -based strategic decisions, identify knowledge gaps and design training plans with real impact on productivity and innovation.According to the International Monetary Fund (IMF), AI will affect 40% of jobs worldwide. It should be taken into account that the engagement of an apprentice can even be more relevant than technology or content for themselves, according to Sarah Harmon, general director of Odilo. In this sense, the company not only responds to the current training needs. It also anticipates the future: one where to learn is as fluid and natural as consuming content on entertainment platforms, but with real impact on employability, productivity and innovation.
Learn as motivating experience
«Where do the Learners go today?» Sarah Harmon wonders. Content creation, according to her, is no longer an exclusive territory of the editorial or classroom. “Education is not immunized in the face of this revolution: it no longer dominates it only the figure of the teacher, but new voices arise: experts, disseminators, digital communities, which are marking the learning agenda. Our task as Edtech [tecnología educativa] It is to know how to incorporate these voices and those contents to quality training experiences. ”In their opinion, knowledge creation has been democratized, and it is not possible to ignore the conversations that occur outside of traditional environments.“ People are formed with new platforms, with references that inspire them, and that is also continuous training. From Odilo we understand it as an opportunity: integrate the best of that emerging content into an ecosystem that guarantees structure, validation and educational purpose, ”he says.
It is about promoting a constant learning mentality, without biases and without fear of changes.
The true value of the odyl model goes beyond technology. His proposal promotes a cultural change towards Lifelong Learning: Learning will be a motivating, continuous and contextualized experience. In an ecosystem in which skills must be constantly renewed, the platform not only facilitates the acquisition of new knowledge. An organizational culture focused on curiosity, adaptability and growth is also created. Because the future of work will not be defined only by data or AI, but our ability to continue learning together. «It is about promoting a constant learning mentality, without biases and without fear of change. Creativity, critical thinking and the ability to question everything are the new essential skills,» explains Harmon. One of the key axes is the redefinition of the educational purpose. «It is not just what content we offer, but how we accompany our users in their learning path. The content is not destiny, the goal is the way. Education must evolve at market speed. And odilo is in the best position to be that engine of change,» concludes Harmon.
The new company strategy
Since its foundation, Odilo has created more than a thousand learning ecosystems on the five continents and has become one of the most recognized edtech worldwide. With the arrival of Sarah Harmon as general director, last April, an important turning point has been marked in the organization. Harmon has an outstanding trajectory in companies such as Microsoft or LinkedIn, and represents an integrative vision between technology and people. He has the ambition to consolidate odyl as a change actor to facilitate a higher speed and adaptability of education. The new address is added the appointments of Carlos Segovia as financial director, Mercedes Macpherson as director of Human Resources, and María Martín as legal director. With them, Odilo reinforces his commitment to a culture based on agility, co -responsibility and transparent communication. «Our culture is based on shared accusability, on a less hierarchical and more participatory organization, where each person has space to grow and contribute,» concludes Harmon. To do this, the company has taken the pulse to its own internal culture and has promised to manage it proactively, agility adapting to this new stage. «We want to be a company that empowers its workers, which is committed to internal talent and builds mutual trust from collaboration and transparency,» they point out from Odilo.
