The 2 certainties of the pandemic: teletraining and teleworking

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The 2 certainties of the pandemic: teletraining and teleworking
The 2 certainties of the pandemic: teletraining and teleworking

In the professional world, concepts such as VUCA (Volatility, uncertainty, complexity, ambiguity); the curve of change; Resilience and others of the kind. All good in theory, but difficult to assimilate in practice. From the beginning we have anxiously tried to find a solid ground that will help us to overcome the economic-existential crisis between pajamas with jackets, faulty joints, massive layoffs and the loss of loved ones. There was chaos.

Change curve / Source: The Persuasion Institute of The Americas

Nothing has really changed since then, but our minds are more used to the VUCA: the neocortex is no longer bound by the amygdala, reason is gradually returning and on the curve of change we are already in the decision-making phase (see figure above)). Now, with a greater likelihood of success, we may ask ourselves again how we can be more resilient.

The answer lies in the two certainties that COVID 19 leaves us: Telework and the Teletraining.

Teletraining is aimed in a very “Darwinian” way at those who adapt best to the environment. Part of that reality is the lack of time and the desire to take courses.

Let’s review two testimonials on these topics and what they think.

The Netflix of corporate training

Martha Forero is the founder of UBITS, a startup of the corporate training that is part of Y Combinator, the accelerator that promoted companies like Airbnb and Dropbox. Martha and her organization rely on a new generation of people who need flexibility and variety:

“UBITS is the Netflix of corporate training, a micro-learning system through short online courses (Bits). When we started UBITS, we realized that there is a very large gap in training in companies: 30% of the budget is allocated to training managers and 70% to the rest of the employees who make up 97% of the organization. This money is allocated by the HR manager or director according to the funds deemed important. We wonder what would happen if the HR manager provided higher quality options that are tailored to each person’s needs and widely available. “

“The UBITS catalog contains more than 460 courses whose subjects enable the development of soft, strong and technical skills. It is much more attractive for the user to see a display of possibilities that adapt to their tastes and needs, as is the case with Netflix with film genres rather than just being presented by pure Stars: Company presidents, consultants and experts in every field. All courses are completely practical and without theory. We are the university of small courses. “

The economic crisis caused by the pandemic resulted in the resources of many companies being reduced in several areas. Such is the case with corporate training, where 44.6% of organizations surveyed by UBITS in November cut their budgets. Likewise, the future seems to be determined by skills that were not so important before, but the situation gave them new impetus. The study “The Future of Work in Latin America 2020” found that more than half of the companies surveyed (54.5%) stated that they expect to train their employees Soft skillsas well as leadership, decision-making and assertive communication.


Michael Porter, the great strategy guru, talks about three generic strategies that should be considered in any business: differentiation, focus, and price leadership. UBITS represents the different types of teletraining, but what if you add a focus to teletraining? Soft skills?

It would also be wise to look at the stark reality that is definitely a certainty in this new age, teleworking and, if we get even more realistic, layoffs. Who is your hero in the business? Branson, Musk, Gates, Jobs … or it could be something more national like Slim or Aramburuzabala: what is the basic advice any of them would give you?

Follow your passion. If you’re good at it, work on it or get started. “

Who works with a strategy of focus and passion to venture on topics from Soft skills?

The factory of passionate entrepreneurs

Alvaro Gordoa is the Rector of the College of Public Image, author of the book The H.A.B.L.A., famous Influencer Invited in social networks and in various media as an expert on the topic of public image (including Martha Debayle, La Academia). The institution that Alvaro heads celebrated its 20th anniversary this year.

“The College of Public Image is aimed at entrepreneurs who follow their passion and work on it. Of course, a Bachelor, Master or PhD degree in this fascinating field of knowledge can be very useful in any profession, but we consider school to be a factory for entrepreneurs. of consultants working on what they are really passionate about. There are many opportunities to create your own jobs in this area. You can advise from a politician to a leader or even an artist on various communication issues such as public speaking, the right way to express the essence in dressing, and the effective way to behave in different work environments. In addition, our graduates successfully advise companies on their ecological, audiovisual and visual image in order to provoke what we call technical one positive unified collective response”.

“As what we design ecologically and pedagogically university most beautiful in MexicoWe also saw it as teletraining on our global campus from the start. We were without a doubt the first university to have systems that allowed us to teach live remotely: we used Zoom long before it got famous. Ten years before the pandemic, our professors were ready for it, and since then, students from all over the world have learned to be entrepreneurs focused on their passion. “

“If you want, you can also be a public image advisor from home. There is a vast blue ocean of teleworking opportunities to serve countless customers. “

Teleworking remains intact in the corporate environment as well as in self-employment and entrepreneurship. According to UBITS research, 66.2% of companies are considering implementing remote working in their company. Of this group, 49% would do this in a mixed manner (with personal office work a few days a week); 40.4% would use the coworking modality (the employee only goes to the office on the days he deems necessary). And only 10.6% would 100% implement remote work.

The reality has changed. Volatility, uncertainty, complexity, and ambiguity are less when you are leading the change curve (see figure above). Build your differentiation strategy or approach based on these two certainties: teleworking and teletraining. You are part of the solid ground you have been waiting for to make smart decisions and succeed.

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