{"id":6773,"date":"2021-11-10T08:00:00","date_gmt":"2021-11-10T08:00:00","guid":{"rendered":"https:\/\/mig-prisma.com\/empresas-o-empleados-quien-se-transformara-primero\/"},"modified":"2026-05-21T08:05:20","modified_gmt":"2026-05-21T08:05:20","slug":"companies-or-employees-who-will-transform-first","status":"publish","type":"post","link":"https:\/\/mig-prisma.com\/en\/thinking\/observatorio\/empresas-o-empleados-quien-se-transformara-primero\/","title":{"rendered":"Companies or employees: who will transform first?"},"content":{"rendered":"

We've been talking for a while about Digital transformation<\/strong> and, with it, countless related concepts \u2013 Data, open innovation, machine learning, customer experience\u2026 \u2013 but many companies get lost in the terminological noise and forget to answer the main question: should I digitally transform? And if I do, will my employees?  <\/p>\n\n\n\n

We mustn't beat ourselves up if we're not Netflix<\/strong> o IBM<\/strong>.Not all companies can be, but we can certainly be a highly innovative and competitive company in our sector if we focus on three areas: the customer, the employee, and the corporate culture.  <\/p>\n\n\n\n

The problem is connecting it all. Data intelligence allows us to have ever-increasing knowledge of our customers, who they are, how they think, and how they relate to us. But their engagement becomes inefficient or deficient if the organisation as a whole is not oriented towards them. The same happens with our employees. We can invest in Technology<\/strong>, but if our organisation doesn't acquire new skills that allow us to use those resources to generate a more positive customer experience, more efficient processes, or more innovative ideas, the path is cut short. Or the culture, because if we don't change from the very depths of our DNA, we will neither give customers the experience they demand nor retain the talent that our organisation has been able to cultivate \u2013 nobody wants to work for a company that is digitally and technologically outdated these days.  <\/p>\n\n\n\n

Serve one figure to understand the magnitude of the problem: theWorld Economic Forum<\/strong>It is predicted that in the next four years, we will see 85 million jobs displaced and 97 million new ones created as a consequence of the impact of technology and changes in people's consumption habits. Many of these new professional roles will require completely new skills. This means that in order to succeed, organisations must focus, starting now with no further delay, on developing new skills that their employees will be able to channel towards the overall development of the organisation. <\/p>\n\n\n\n

Why not a technology that combines everything?<\/strong> <\/p>\n\n\n\n

The answer to these common transformation needs, for companies and employees alike, lies in continuous training. However, not conventional training, but agile, compact, experiential, and enjoyable training. This can be found in new platforms called LXP<\/strong> (Learning Experience Platform<\/strong>), corporate learning platforms very different from classic models LMS<\/strong>.  <\/p>\n\n\n\n

One LXP<\/strong> (Learning Experience Platform<\/strong>) is a platform where the focus is placed on the user experience, concentrating on simplicity and ease of use, on the friendliness of interactions, making it easier to find content so that people (employees and\/or clients) can build their own list of interests and receive suggestions; this makes them the protagonists of the content they want to assimilate, in almost the same way that HBO<\/strong> o Netflix<\/strong> They suggest new series based on our interests. And we're giving these examples because the content is fundamentally audiovisual \u2013 15 to 20-minute training modules that come with dynamic tests and supplementary materials, allowing employees to learn while being entertained, much like an on-demand platform.  <\/p>\n\n\n\n

Big Data, machine learning and user feedback are at the core of everything. It's the way we can continue to grow and improve training through content, personalisation or usability. Platforms LXP<\/strong> they analyse everything: viewing times, interaction with tests, the user's relationship with other content, comments, etc. and constantly redefine the training offer to meet the user's needs.  <\/p>\n\n\n\n

MIG Embryonic<\/strong> is the owner of OGMIOS LXP<\/strong>, technology LXP<\/strong> the most innovative on the market, a solution already present in 35 countries and used daily by over 300,000 professionals from different industries to acquire new skills. With this technology, the company provides its employees with a radically experiential tool through which they develop corporate training programmes that are permanently fuelled by employee feedback, all through a multi-platform APP that integrates not only on-demand training programmes, regulated pathways or webinars, but also constant gamification that stimulates the training experience, a private social network that allows interaction within the organisation and the possibility of developing combined experiences with clients for greater understanding of them. <\/p>\n\n\n\n

If you want to discover our technology, you can visit our website www.mig-embryonic.com<\/a> o www.ogmioslxp.com<\/a> and request a no-obligation demonstration.  <\/p>","protected":false},"excerpt":{"rendered":"

Llevamos tiempo hablando de transformaci\u00f3n digital y, con ello, de innumerables conceptos relacionados -Data, open innovation, machine learning, customer experience\u2026-, pero muchas compa\u00f1\u00edas se pierden en el ruido terminol\u00f3gico y olvidan dar respuesta a la pregunta principal: \u00bfdebo transformarme digitalmente? Y si lo hago, \u00bflo har\u00e1n mis empleados?   No debemos fustigarnos si no somos Netflix o IBM. No todas las empresas podemos serlo, pero s\u00ed podemos ser […]<\/p>\n","protected":false},"author":2,"featured_media":6774,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[12],"tags":[],"class_list":["post-6773","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-observatorio"],"acf":{"alt_intro_image_active":false,"alt_intro_image_hidden":true,"alt_intro_image":null},"_links":{"self":[{"href":"https:\/\/mig-prisma.com\/en\/wp-json\/wp\/v2\/posts\/6773","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/mig-prisma.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/mig-prisma.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/mig-prisma.com\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/mig-prisma.com\/en\/wp-json\/wp\/v2\/comments?post=6773"}],"version-history":[{"count":1,"href":"https:\/\/mig-prisma.com\/en\/wp-json\/wp\/v2\/posts\/6773\/revisions"}],"predecessor-version":[{"id":9315,"href":"https:\/\/mig-prisma.com\/en\/wp-json\/wp\/v2\/posts\/6773\/revisions\/9315"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/mig-prisma.com\/en\/wp-json\/wp\/v2\/media\/6774"}],"wp:attachment":[{"href":"https:\/\/mig-prisma.com\/en\/wp-json\/wp\/v2\/media?parent=6773"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/mig-prisma.com\/en\/wp-json\/wp\/v2\/categories?post=6773"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/mig-prisma.com\/en\/wp-json\/wp\/v2\/tags?post=6773"}],"curies":[{"name":"WP","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}