Categories:
- Employee-tailored learning paths foster autonomy, commitment, and motivation, making training a strategic asset for retaining and developing talent.
- AI will play a fundamental role in offering the right knowledge for each profile, integrating it into the workflow, and focusing learning on its practical application.
- Evaluating training for its real contribution to strategic objectives and the skills applied daily, consolidating learning as a driver of business growth.
Madrid, January 13, 2026.- In today’s world of work, skills quickly become obsolete, and
professionals are forced to reinvent themselves constantly. According to the World Economic Forum’s ‘Future of Jobs Report 2025’, 40% of the skills considered essential today will be obsolete by 2030. This complex challenge makes corporate training a critical factor for business competitiveness and scalability.
To address this scenario, ODILO, a Spanish edtech company that transforms the way people and organizations learn in a unique digital environment, has identified the five trends that will shape corporate learning this year to combat obsolescence, activate talent, and align it with business strategy.
1. Personalization of itineraries to activate talent and combat FOBO
FOBO, or the fear of becoming obsolete, has become the biggest concern among employees, driven by the acceleration of innovation in the workplace and the emergence of new business models. Faced with this challenge, personalized training is the most effective tool for transforming fear into greater proactivity, motivation, and constant learning.
Pathways tailored to each professional’s starting point, pace, and interests reinforce autonomy and commitment, while ensuring alignment with the organization’s needs. A more flexible approach to training, which makes the employee the sole protagonist of their development, reinforces the feeling of control over their growth, and training is a strategic resource for retaining and enhancing internal talent.
2. AI as a springboard for adaptive, data-driven learning
Linked to the personalization of training itineraries, artificial intelligence is redefining organizations’ upskilling and reskilling strategies by promoting data-driven learning models
aligned with strategic business objectives. Its ability to analyze large volumes of information— related to performance, professional roles, or the future needs of the organization—makes it possible to anticipate talent gaps and prioritize the development of key competencies.
From this perspective, ODILO promotes a model of continuous learning in which technology facilitates relevant, scalable, and results-oriented training experiences. The use of artificial intelligence allows us to offer the right content to the right person at the right time, integrating learning naturally into the workflow. This approach reinforces data-driven decision-making and positions talent development as a strategic driver of competitiveness.
3. Measuring learning by its impact on people and results
The success of corporate training is no longer measured solely by the hours spent or courses completed. Organizations want learning to have a tangible impact on both people and business results. As a result, there is an increasing adoption of metrics that evaluate engagement, usefulness, recurrence, knowledge application, and the contribution of training to the achievement of strategic objectives.
This approach allows decisions about training investments to be made with greater clarity about their return and reinforces the perception of learning as a driver of strategic value. By measuring what each professional is capable of doing and contributing, and not just what they have studied, learning is consolidated as a true driver of innovation, professional development, and sustainable growth.
4. Fostering a culture of experimentation and collective learning
To achieve the maximum impact of continuous learning, it is necessary to integrate it into the culture of the organization, which means experiencing it collectively. In this section, spaces for experimentation, reverse mentoring between team members, collaboration between generations, and cross-functional projects allow knowledge to flow in all directions, be shared, and be applied in a practical way.
These collective learning initiatives create an environment in which employees are more motivated and open to trying, making mistakes, and learning together, which also helps transform FOBO and skill gaps into resilience, curiosity, and creativity. Encouraging proactivity and knowledge transfer helps strengthen internal talent development and build more cohesive, agile teams that are prepared for the future.
In the words of Iván López, Global VP Corporate Sales at ODILO: “In a world where skills quickly become obsolete, the ability to learn continuously, in a personalized way, and with a real impact on business activity is the true differentiating factor. The adoption of AI will enable a shift from static models to living learning ecosystems, where knowledge flows and adapts to the pace of the business and its people.”
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ABOUT ODILO
ODILO is a digital education company that enables 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 ability to create all kinds of learning experiences without restrictions. More than a
thousand platforms have already been created, providing 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, e-books, etc.).
ODILO is a multi-vertical company that promotes learning in private companies, public and private schools, public and private universities, certified
vocational training, public administration, and government.