Discover how learning can become the driving force behind Sesé's transformation.
In a constantly changing world of work, learning has become a fundamental ally in facing future challenges. Learning goes beyond academic training. It is also an attitude towards life and its changes, a permanent curiosity. Now imagine a workplace where every day is a new opportunity to grow, share ideas and transform challenges into achievements.
A culture of continuous learning not only strengthens collaboration and commitment among team members, it also fosters innovation.
of professionals will need new skills by 2030
The majority of employers (63%) consider this current and future skills gap to be the most significant obstacle to business transformation.
In fact, the World Economic Forum estimates that 11% of professionals will never receive training to upgrade their skills.The world of work is facing a real revolution.
Un 72% de los encuestados a nivel global por Wunderman Thompson (2022) opina que no debemos “solucionar las discapacidades”, sino “solucionar el mundo para las personas con discapacidad”. La población usuaria lo demanda, y el contexto regulatorio acompaña. A partir del 28 de junio de 2025, la directiva UE2019/882 —también conocida como el Acta Europea de Accesibilidad— exigirá de forma terminante unos requisitos muy estrictos en todos los estados miembros.
La accesibilidad es una característica básica que deben cumplir los productos y servicios digitales para ser consumidos por todas las personas de manera autónoma, segura, confortable y equitativa. Hace referencia al acceso, al uso y a la experiencia que tiene la persona que utiliza ese servicio/producto.
Si tu producto o servicio se oferta en uno o varios estados miembros de la Unión Europea, la normativa te afecta. Tanto si eres fabricante como importador, distribuidor o prestador de servicios. Hay una excepción: las microempresas con menos de 10 empleados y cuyo balance total no sobrepasa los 2 millones de euros al año. Sin embargo, más allá de ser un requisito regulatorio, el diseño accesible puede aportar mucho valor a tu proyecto o negocio.
La norma europea busca armonizar los requisitos de accesibilidad exigibles a muchos productos y servicios: desde equipos como ordenadores, móviles o máquinas expendedoras hasta páginas web, aplicaciones o libros electrónicos. Para las webs, por ejemplo, el nivel AA del W3C pasa a ser obligatorio. Asegúrate de que tus proyectos y servicios cumplen con esta normativa, o pide ayuda a expertos en accesibilidad, usabilidad y diseño centrado en las personas para adaptarlos.
The 21st-century professional is a lifelong learner
Between 80 and 85 per cent of the jobs most in demand in 2030 do not yet exist.
In total, there will be 78 million new jobs within five years.
The forecasts are surprising. Almost 40% of the skills requiredin jobs are about to change. Technology, demographic changes, and economic pressures are just some of the variables that are transforming industries and professions.
Given this scenario, adaptability is one of the most important professional attributes in a person for 70% of 1,500 leaders from 90 countries surveyed by Harvard Business School. Continuous learning, therefore, is also evolving to adapt to the new context. These are the keys to keep in mind.
Juniors and seniors learn from each other.
Each generation brings different knowledge to the table. Young people bring new perspectives, familiarity with emerging technologies, and fresh approaches to problem solving, while seniors contribute their experience, judgment, and deep knowledge of the sector.
This two-way interaction enriches both groups, improves performance and productivity, and fosters a dynamic and enriching work environment. In the end, the company wins, as this exchange of knowledge increases its value, helps uncover hidden talent, and boosts performance.
The training of professionals and teams must be considered part of the job, and it requires time and physical and virtual spaces.
Work dynamics sometimes prevent us from looking beyond the immediate.Ideally, however, every professional should have specific time set aside for training activities, which should not be seen as an ‘extra’ but as an essential part of their job.
In addition to time, it is essential to have adequate spaces, both physical and virtual, that facilitate learning. These spaces should be designed to promote collaboration and the exchange of ideas. Developing talent requires time and resources, but it is part of a long-term investment that helps to meet corporate objectives.
Encouraging horizontal communication is essential for promoting cross-disciplinary and global learning.
This involves creating open channels of information that allow all employees, regardless of their position or hierarchical level, to have access to a global view of the company's activity. In this way, professionals have a deeper understanding of the organisation's objectives, challenges and opportunities. Furthermore, this cross-functional learning helps to strengthen teams and increase the sense of belonging. It is the ideal breeding ground for everyone at Sesé to feel valued, satisfied and predisposed to professional and personal growth.
It is essential to create a learning environment that encourages innovation and where there is no fear of making mistakes.
Innovation is only possible in environments where mistakes are seen as a natural part of the learning process. Asking questions, teaching, reflecting and experimenting are essential steps on the path to continuous improvement.
Companies must promote calculated risk-taking, encourage creativity and allow reasonable scope for mistakes, which should always be seen as opportunities to learn and grow.
What first steps can we take to build a strong learning culture?
This philosophy not only facilitates rapid and effective adaptation to new tools and processes, but also promotes the development of essential soft skills, such as effective communication, critical thinking and adaptability. These skills, among many others, strengthen business competitiveness and help to successfully manage the digital age.
Establish internal communication channels to raise awareness about the importance of continuous training, convey information, and strengthen the learning culture. Meetings, conferences, corporate events, internal social networks, regular newsletters, surveys... These are ways and channels that also facilitate cascade communication, which starts with clear leadership to make the entire workforce jointly responsible and ensure the accuracy and accessibility of messages.
FROM IDEA TO THE PRACTICE
Presentamos algunos métodos que enseñan o refuerzan habilidades blandas para una colaboración eficaz entre compañeros y un liderazgo efectivo.
Work with the People team
a.
Jointly prepare and update individualised development plans for your team members.
b.
Include specific training to improve their skills.
Create spaces for sharing knowledge
a.
Hold one-hour sessions each month.
b.
Bring together people from your team, other departments, or even experts.
c.
Let them share their experiences, success stories, or solutions they have found for specific problems...
Train your team
a.
Invest time in training your teams, especially new hires.
b.
Arrange meetings with other people in the company so that they can learn about different aspects of the organization or their daily work: this will give them a broader and more complete view of Sesé.
Encourage participation
a.
Communicate and encourage your team to participate in the training courses and sessions promoted by Sesé.
As a manager, you can be a catalyst for this culture and ensure that knowledge flows naturally and effectively among everyone at Sesé.
Promoting these actions strengthens the organisation and prepares it for any future challenges.
