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ELEVATE TALENT FORUM 2025: LEARNING RE-EVOLUTION ORGANIZED BY ODILO
- Experts from ODILO, Telefónica, Iberdrola, Allfunds, and MSD highlight the importance of making AI an ally in training programs, promoting critical thinking, and making decisions based on the results it offers.
- The success of training is no longer measured in hours of coursework completed, but in practical application in the workplace and the creation of daily learning habits.
Madrid, October 24, 2025.- In an era where AI can render a professional obsolete in six months, FOBO is the order of the day: 66% of employees fear being left behind, according to a report by EY. This data shows that Spanish companies are facing an unprecedented talent crisis. To combat this, experts and HR managers gathered yesterday at the ‘Elevate Talent Forum 2025: Learning ReEvolution’ pointed out that the only way out is to redefine corporate training. The keys to this revolution are continuous learning, the development of critical thinking skills for using AI, and a new leadership style focused on real influence to create habits in teams.
The meeting, organized by ODILO, a Spanish edtech company that transforms the way people and organizations learn in a unique digital environment, with AWS and Equipos & Talento, was held at the Nomad Immersive Museum in Madrid. The aim was to analyze the evolution of training and talent management among companies in our country.
“The World Economic Forum estimates that 44% of key professional skills will change in the next five years. It is clear that our training models, designed for the industrial age, have become obsolete,” said Sarah Harmon, CEO of ODILO, adding that “the speed of AI means that a professional can become outdated in six months; while they seek to retrain on unverified platforms such as YouTube or ChatGPT, we lose control of their development. The solution lies in going to the root: creating a culture and habit of learning. We must overcome the fear of change by integrating hyper-personalized training ‘micro-moments’ directly into the workflow, ensuring that technology adapts to the individual, and not the other way around, to encourage constant and effective retraining.”
Among the points to note from the event, it was revealed that 37% of workers in Spain will need to update their skills before 2030 and that a professional career is no longer defined by experience, but by skills and adaptability. According to Iván López, VP Global Sales Corporate at ODILO, “the answer to this challenge is not traditional learning, but ‘Intelligent Learning’: a model that uses AI as a co-pilot to deliver hyper-personalized, dynamic content in consumable formats, prioritizing practical application over certification and reaffirming that human value is the new great differentiator.”
Building a culture of learning: from individual interest to corporate value
Organizations have understood that learning cannot be imposed, but must inspire all employees. In today’s environment, a culture of learning has become a strategic factor for competitiveness and attracting talent. It is no longer enough to offer courses or training programs: companies seek to spark curiosity, encourage collaboration, and turn learning into a living experience.
Employees want to learn continuously, but without feeling that training competes with their workload or even their personal lives. That is why many companies are opting for more agile, personalized models that are connected to everyday life, in which learning is integrated into the culture rather than added to it.
At companies such as Telefónica, this change has started from within. The organization has incorporated learning into its cultural message and company values, with internal campaigns that encourage “sowing curiosity and a sense of urgency,” explains Lucía Crespo, Chief Learning Officer. Far from viewing training as a formality, the company has included it in its performance model, so that learning objectives are now one of the pillars of evaluation and professional growth.
This vision seeks to connect people’s development with the company’s strategic plan, promoting continuous and cross-cutting learning that reaches all levels of the organization. “At Iberdrola, learning is understood as a living process that goes beyond traditional training. Training is not the only way to learn: you also learn through experience, projects, or meetings with other teams,” summarizes Patricia Uchoa, Head of Development and Culture at Iberdrola.
This paradigm is adjusted according to the sector it serves. In the case of Allfunds, in the financial sector, the company has developed its own learning ecosystem that allows the entire organization to access relevant and applicable content, and where “the manager is the catalyst for this learning culture,” says Ofelia Nieto, HR Manager Talent & Development Corporate, highlighting their key role in channeling and promoting learning within teams. In a highly regulated sector, certifications remain a fundamental element, and their value is complemented by continuous training.
“At MSD, each person leads their own development. To foster a culture of continuous learning, leadership plays an essential role: it guides the construction of development plans aligned with the company’s strategy. Managers actively accompany their teams, adapting learning to their needs, styles, and objectives. Together, we promote a culture based on applicability, diversity, and professional growth,” says Pablo García, Learning Director for the brand.
All organizations agree on the same premise: learning only works when it ceases to be an obligation and becomes a valuable experience for employees.
AI, an ally in training and educational development
Likewise, those responsible agreed that Artificial Intelligence is key, not only in business efficiency, but also in the implementation of development plans, monitoring growth, and the continuous training of each professional: “For us, it is essential that the most technological team is constantly updated so as not to become obsolete,” says Ofelia Nieto, from Allfunds.
“AI allows us to create specific products for areas and roles with specific characteristics. It is also crucial for reducing biases in such a multinational and delocalized team. In this regard, ODILO has helped us a lot, as we have overseas managers who have embraced the tool that facilitates innovation,” said Patricia Uchoa of Iberdrola.
In the case of Telefónica, Lucía Crespo pointed out that “the adoption of AI goes far beyond the technical. The value does not lie in knowing how to write a ‘prompt’ or how to use the tool. The difference lies in finding the application in everyday life and making AI a reinforcement in the development of cross-cutting skills such as critical thinking.”
“We live and work in an AI ecosystem. For us, it is essential to rely on this technology to get the team involved in the corporate culture and, at the same time, receive personalized training, an individual training plan based on a predefined framework. In this way, we achieve a real impact on day-to-day life, encouraging employees to apply what they have learned,” said Pablo García (MSD).
They also concluded that the impact of continuous learning is measured through indicators that reflect its real value on a day-to-day basis: from recurrence, which shows that training adds value when employees return, to the application of knowledge in the workplace and engagement surveys, which capture how what has been learned is perceived and used. Metrics such as NPS and algorithms that combine different indicators are also used to analyze the return on training and its effect on team engagement.
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ABOUT ODILO
ODILO is a digital education company that allows any organization to create its own Learning Ecosystem, offering its users unlimited access to the world’s largest catalog of multi-format educational content and the possibility of creating all kinds of learning experiences without restrictions. More than a thousand platforms have already been created, allowing access to 170 million users on five continents.
ODILO, the world’s largest educational ecosystem, has content agreements with over 7,300 providers of digital educational content in all formats (courses, interactive applications, videos, podcasts, newspapers, magazines, audiobooks, books, etc.).