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ETU - Interview with Eric Dingler, Deloitte

Deloitte Learning and Development: Learning Leaders Interview

Do you want to know how Deloitte is innovating in learning and development? 

Deloitte now trains employees in more immersive, more adaptive, and more personalized ways. In this learning leaders interview, Eric Dingler, CLO at Deloitte US, shares his views on how L&D is evolving and what this means for skills-based organizations of the future.

The Deloitte learning culture is innovative, skills led and technology-enabled. Its purpose is to deliver what Eric Dingler calls “precision development at scale”. It is part of the Deloitte process to evolve how it designs, develops, and delivers adaptive learning, making it more tailored and relevant to the individual.

Deloitte is employing the use of various different, technology platforms that allows it to mix immersive learning experiences and adaptive techniques. And in that process, not only is Deloitte able to then deliver more tailored and relevant training, it gathers skills-based data on its professionals, which then enables the Deloitte L&D function to assess where to focus, what should it do more of, what it should do less of to enable the business opportunities.

Some of the key takeaways on learning and development at Deloitte are:

  • Immersive learning for human skills leads to better learning and business outcomes.
  • Combining digital immersive learning with objective skills assessment enables precision development at scale.
  • Personalized adaptive learning optimizes seat time and engagement while improving organizational performance and agility.
  • Human skills data allows Deloitte to serve emerging market opportunities more effectively and target training resources to where its needed most.

Eric continued the interview and outlined the next phase of innovation and investment in learning. Deloitte’s Project 120 is about a $1.4 billion investment to transform what it's doing in L&D to be more skills-based, adaptive, and deliver more learning and in the flow of work. It's doing that by focusing on three pillars in terms of those investments. 

  • First is a big focus on technology and developing a rapid skilling and re-skilling technology development engine that focuses on the key skills that matter in the future of work in a tech-enabled world. 
  • The second is to really double down in the area of leadership, particularly around the concept of human potential. Deloitte knows to enable its professionals to thrive in the future of work, there are some enduring human skills that are critical, and it believes it needs to do more on that. 
  • The third then is to change how Deloitte designs, develops, and delivers learning across its entire business, and that's where it will employ immersive learning type techniques, where it will employ the greater use of adaptive techniques and technologies so that the learning is tailored and relevant to them as an individual. And the benefit to the individual is they get just what they need when they need it. 

Deloitte is also preparing its people to thrive in the future in a tech-driven world. And as an organization, its creating greater organizational agility because it can now more rapidly target and scale its training and its professionals based on what its clients need.


Eric Dingler also discusses where leadership is today and where it is heading. We know that there's a rapid pace of technology change and Deloitte needs to equip its professionals to lead more effectively in the future.

We've got the advent of hybrid as a result of the pandemic in a way that we probably never would've envisioned.  The conclusion that Deloitte has reached is that, at its core, there are some key enduring human capability skills that will enable someone to more effectively be able to pivot across knowledge domains over the course of their career.

As part of Deloitte's learning culture, it believes that key enduring skills can enable leaders to achieve their full potential, and it crosses the physical, psychological, and emotional domains. And so, it's about us focusing on these enduring human capabilities from a holistic person and going bigger on those in a way it never has before.

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