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:
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.
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.