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Emerging technologies, automation, and artificial intelligence are radically transforming the labor market, business models, and everyday life. ODILO ‘paves the way’ for the vital process of adaptation to this new scenario for individuals, companies, and institutions.
Article published by EL PAÍS
J.L.G.
The emergence of artificial intelligence (AI) in the workplace has enabled some tasks that previously required human intervention to be performed more automatically. According to the International Monetary Fund (IMF), AI will affect 40% of jobs worldwide. It will replace some (according to those wary of this technology), but it will complement or create new ones. Furthermore, as this same international organization warns, unlike previous automation processes, the AI era will also transform highly skilled jobs. In advanced economies, up to 6 out of 10 jobs will be impacted by it.
Constant adaptation and the ability to reinvent oneself are essential, both across sectors and for individuals. And, as has been proven, there is a certain disconnect between the pace of the world and the speed at which humans learn, one of the significant challenges of our time for future generations.
In this scenario, ODILO enables companies, governments, and institutions to create their own learning environments. It presents itself as an agent of change with a clear purpose: to democratize access to quality education and facilitate the transition to a culture of lifelong learning, in which people can learn throughout their lives, with motivation and autonomy.
In the corporate and institutional sphere, ODILO has established itself as a key ally in promoting a culture of continuous learning. Its technology enables any organization to design 100% personalized educational experiences aligned with their strategic objectives and adapted to the real needs of each team. ODILO is committed to an approach that places the individual at the center of the learning process: flexible, scalable, and aligned with the skills required for the future of work.
Strategic training for companies and institutions.
ODILO offers a unique, integrated environment that brings together all types of content and formats (courses, videos, books, podcasts, immersive experiences) accessible through a single, intuitive, easy-to-use platform. In addition to providing access to high-quality third-party content, ODILO develops its own content and offers organizations tools to create personalized learning experiences tailored to their strategic objectives and team needs. This combination makes the platform a comprehensive, flexible ecosystem designed to deliver continuous, relevant training aligned with each organization’s challenges.
The platform facilitates the user experience and more efficient training management. Thanks to its advanced analytics capabilities, it provides key data on what is being learned, how it is being discovered, and the depth and involvement. This enables organizations to make data-driven strategic decisions, identify knowledge gaps, and design training plans that have a real impact on productivity and innovation.
In addition, the platform adapts to each person’s pace and proposes dynamic learning paths based on their interests, professional profile, or development goals, thus fostering greater motivation and engagement. Learner engagement can be more important than the technology or content itself, according to Sarah Harmon, CEO of ODILO.
In this sense, the company not only responds to current training needs. It also anticipates a future in which learning is as fluid and natural as consuming content on entertainment platforms, with real impact on employability, productivity, and innovation.
Learning as a motivating experience.
“Where are learners going today?” asks Sarah Harmon. According to her, content creation is no longer the exclusive domain of the publishing world or the classroom. “Education is not immune to this revolution: it is no longer dominated solely by teachers, but new voices are emerging—experts, communicators, digital communities—who are setting the agenda for learning. Our task as edtech [educational technology] is to know how to incorporate those voices and that content into quality learning experiences.“ In her view, knowledge creation has been democratized, and conversations outside traditional environments cannot be ignored. ”People learn with new platforms, with role models who inspire them, and that is also continuous learning. At ODILO, we see this as an opportunity: to integrate the best of this emerging content into an ecosystem that guarantees structure, validation, and educational purpose,” he notes.
The actual value of the ODILO model goes beyond technology. Its proposal promotes a cultural shift towards lifelong learning: learning will be a motivating, continuous, and contextualized experience. In an ecosystem where skills must be constantly renewed, the platform not only facilitates the acquisition of new knowledge. It also creates an organizational culture focused on curiosity, adaptability, and growth. Because the future of work will not be defined solely by data or AI, but by our ability to continue learning together. “It’s about fostering a mindset of constant learning, without bias 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 pillars is redefining the purpose of education. “It’s not just about what content we offer, but how we accompany our users on their learning journey. Content is not the destination; the goal is the journey. Education must evolve at the speed of the market. And ODILO is in the best position to be that engine of change,” concludes Harmon.
The company’s new strategy.
Since its founding, ODILO has created more than a thousand learning ecosystems across five continents and has become one of the most recognized edtech companies worldwide. With Sarah Harmon’s appointment as CEO last April, the organization has reached an important turning point. Harmon has a distinguished track record at companies such as Microsoft and LinkedIn, and represents an integrative vision between technology and people. She aims to consolidate ODILO as an agent of change, enabling greater speed and adaptability in education.
The new management team includes Carlos Segovia as Chief Financial Officer, Mercedes MacPherson as Director of Human Resources, and María Martín as General Counsel. With these appointments, ODILO reinforces its commitment to a culture based on agility, shared responsibility, and transparent communication. “Our culture is based on shared accountability, in a less hierarchical and more participatory organization, where each person has space to grow and contribute,” concludes Harmon. To this end, the company has assessed its internal culture and is committed to proactively managing it, adapting with agility to this new stage. “We want to be a company that empowers its employees, that is committed to internal talent and builds mutual trust through collaboration and transparency,” says ODILO.