ActualidadInnovaciónLiderazgoTecnología

Entrevista a Antonio Rubio, director de I+D+i en Overlap.

Overlap ha destacado por su enfoque innovador en soluciones de aprendizaje. ¿Cómo la innovación se integra en el Plan Estratégico de Overlap y cómo contribuye a la fidelización de sus clientes?
La estrategia de Overlap se basa en la consecución de los objetivos de sus clientes. Estos clientes son en su mayoría Tier 1, lo cual implica que, debido al nivel de fidelización que ostenta Overlap -superior al 98% cada año-, debemos realizar una inversión en I+D+i considerable, acorde con sus exigencias. Así, durante 2024 invertimos en este concepto el 7% de nuestros ingresos. La función de I+D+i está íntimamente ligada a la actividad de la compañía en dos niveles:
1. Nivel corporativo: donde se crean las soluciones y productos que se han de poner a disposición de nuestros 242 clientes desde las distintas oficinas Overlap.
2 .Nivel incremental: la que realizan cada una de las personas responsables de los proyectos.


En el Informe de Tendencias 23-25 de Overlap, se mencionan varias tendencias clave
en Negocio, Aprendizaje y Liderazgo | Transformación. ¿Cuáles considera que han generado mayor interés entre las empresas y por qué?

Transcurridos dos años desde el lanzamiento de nuestro Informe de Tendencias 23-25, y realizando una revisión desde el momento en que se lanzaron, vemos que las que se han llevado a cabo con mayor potencia son la de incorporación de programas de sostenibilidad y regeneración en las organizaciones, la incorporación de nuevas formas de financiación -ya sea B2C o B2B- mediante el crecimiento de las criptomonedas y los Smart Contracts.
Por otro lado, ha habido un gran crecimiento de las aplicaciones no-code y la importancia de la captura de los datos del mercado para la toma de decisiones, así como el crecimiento de los proyectos dentro de la disciplina de Data Driven Learning Analytics.
El nuevo Informe de Tendencias Overlap 25-27, cuya presentación se avanzó el pasado mes de febrero en Barcelona, se presentará en Madrid en el mes de junio y, a continuación, en las oficinas Overlap en Latam.

La personalización de la experiencia de aprendizaje es una tendencia creciente. ¿Cómo está incorporando Overlap la inteligencia artificial y otras tecnologías para adaptar las metodologías de aprendizaje a las necesidades individuales de los empleados?
Overlap está incorporando herramientas de IA en la cadena de valor de los departamentos de Learning & Development (L&D o Aprendizaje y Desarrollo).
En la primera fase está la utilización de la IA para conocer con alta profundidad cómo es el usuario de la formación. Es decir, identificar al “learner persona”.
A partir de ahí, teniendo en cuenta está información clave y sabiendo cuál es su proceso de trabajo, y cuándo el usuario necesita un documento o una información en tiempo real, Overlap se basa en la IA dentro del entorno de Sales Enablement. Sales Enablement consiste en identificar y trasladar los contenidos en tiempo real a las distintas personas de cada equipo durante su desempeño diario, sobre todo en las áreas comerciales.
Overlap utiliza la IA, para conocer la necesidades de cada colaborador para realizar su actividad. Previamente a ello, la IA se ha utilizado para realizar un taggeado de los principales contenidos y herramientas necesarias en cada posición.


La cultura de aprendizaje continuo es esencial en las compañías. ¿Qué estrategias recomienda para fomentar esta cultura y asegurar que el aprendizaje se integre en la dinámica diaria de las empresas?
La primera estrategia de generación de una cultura de aprendizaje, se encuentra en la fase de reclutamiento y selección del talento.
Dentro de los perfiles que se incorporan en las compañías, una de las principales capacidades ha de ser la inquietud intelectual. Sin ella no podemos crear una cultura de aprendizaje, ya que es la que provoca que se desee mejorar y conocer los nuevos conceptos que aparecen en el día a día. Es la molécula a partir de la cual se puede generar una cultura de aprendizaje.
Por otro lado, para las personas que ya están trabajando en la compañía, el rol del responsable consiste en asegurar que se mantengan actualizados los contenidos y conocimientos necesarios para la operación.
Son los dos elementos críticos: una buena selección y un rol del líder que impulse y pregunte a sus equipos qué es lo nuevo que deberían

La analítica de datos está transformando la manera en que medimos el impacto de los programas de aprendizaje. ¿Cómo utiliza Overlap el ‘Learning Data Analytics’ para evaluar y mejorar sus proyectos de implantación?
El primer paso consiste en identificar el business problem que queremos solucionar con una acción de aprendizaje. Se trataría de evitar acciones genéricas, salvo que se traten temas relacionados con los valores, propósito o misión de la compañía. Pero en las áreas de negocio, cada acción formativa debe estar ligada a un business problem de la compañía que se debe resolver.
Con Data Analytics se obtiene la información cuantitativa interna y externa que existe sobre
ese business problem. Una vez tratada esa información, en la fase de diseño, se identifica lo
que necesitamos construir para trasladarlo a los equipos de una manera objetiva, basada en datos, para conocer cómo afecta a los indicadores de negocio.
Data Analytics, influye en el proceso de trabajo completo de las personas. Identifica el problema de negocio con sus datos, diseña basándose en ellos e implanta qué es lo que ha ocurrido con la acción que se ha realizado y cómo ha afectado a los indicadores de negocio del problema identificado.


Considerando la rápida evolución del mercado laboral, ¿Qué retos anticipa para el mundo del aprendizaje y desarrollo en los próximos meses, y cómo debería prepararse la industria para afrontarlos?
En nuestra opinión, las personas en las compañías van a estar organizados en proyectos
más que en posiciones.
Al trabajar por proyectos, podremos incorporar expertos externos. De ahí el crecimiento que se está dando a la Gig Economy. Trabajando de esta manera, participaremos en proyectos transversales a varias funciones.
El aprendizaje dejará de dirigirse a departamentos concretos, y evolucionará a lo que se necesita conocer en cada proyecto. Para ello, se crearán centros de excelencia.
La cantidad y la forma de trabajo en los equipos de L&D va a variar sustancialmente. En función del rol que cada individuo tenga en sus proyectos, accederá a unos elementos de aprendizaje diferentes.
La evolución del aprendizaje se dirige hacia las herramientas y los contenidos, metodologías y skills que necesita la persona cada día para ir avanzando. Como complemento a todo ello, existirá lo que se denomina la formación de desarrollo de una persona, con un carácter má
global, como cuando se habla de los valores corporativos, el propósito de la empresa y políticas globales.


Finalmente, en un entorno donde la tecnología y las metodologías de aprendizaje
evolucionan constantemente, ¿Cómo visualiza el futuro del rol de los equipos de L&D y el
valor que empresas como Overlap han de aportar?

Para la mayoría de las empresas, la tecnología es un habilitador para realizar su operación, no es su core business. Esto quiere decir que, añadido a que las herramientas evolucionan muy rápidamente, lo recomendable es que las compañías utilicen los equipos y aplicaciones como SaaS. Para ello, el apoyo tecnológico externo y coordinado por el CTO y su equipo es fundamental.

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