Pushing the boundaries of Learning innovation at PwC

by | Jul 29, 2014 | Case Studies

PwC is a network of nearly 170,000 employees in 80 member firms across 158 countries and territories. They focus on audit, assurance, tax and advisory services.

Some say, only partly in jest, that they ‘stomp out risk for a living.’ Yet as an organisation, they continue to push the boundaries of learning innovation with their approach illustrating why their approach acts as a benchmark for us all.

As one of the original top learning companies in the Towards Maturity Benchmark, PwC continue to demonstrate why they are leading the way in learning innovation ten years on with two Gold wins at the 2013 eLearning Awards.

This case study explores their recent successes.

Creating sparks

Spark, PwC’s social media and collaboration platform, was viewed by some as a potentially risky new way of working. The team were not only tasked to support the adoption and training needs for a global rollout they were also asked to make ‘social media for learning’ experts out of their (often equally sceptical) learning and development professionals across the globe.

They approached the project from a ‘No Training’ Strategy, relying instead on community and support. Download the case study for more detailon the PARTS model – a guide for L&D leaders on how to embed social media in learning and find out why this project won Gold for the best use of social media in learning.

Pushing the boundaries of learning design

PwC’s commitment to driving innovative blended learning also came through in their 2nd Gold eLearning Award for excellence in content production in suport of a significant change process. This involved a shift in the way  staff interact with clients, how they speak, how they write and how they represent the PwC brand. In this programme, PwC took story telling to new heights as they engaged a global workforce in an environment of intrigue and sleuthing to change behaviour.

Leading the way for 10 years and more

The work at PwC under the influence of Sarah Lindsell has never stood still. Ten years ago we reported on the way that their approach helped set the standards for aligning learning to business needs, engageing stakeholders, harnessing technology appropriately and equipping L&D champions around the globe. Their two gold wins for their work ten years later shows the importance of using those foundations for delivering continual innovation and business success.

Tips from PwC for becoming a top performing L&D organisation

Defining need:

  • At the earliest stages of design – get agreement from business leaders on the required tangible outcomes

Learner Context

  • Understand your learners, what engages and motivates them
  • Help them apply learning

Work Context

  • Harness existing technology platforms for learning advantage
  • Build learning into the recruitment and onboarding process

Building capability

  • Build L&D confidence:Train up your L&D staff in the use of social media – provide guidance and model great practice
  • Go beyond the course, use social media to support application of learning, collaboration and community
  • Use media and assets to sustain interest ( without becoming corny!)

Ensuring Engagement

  • Manage change – use media to communicate and encourage engagement
  • Ensure your design is globally applicable to connect with a diverse audience

Demonstrating value

  • Identified the desired tangible value outcomes and measure accordingly
  • Take a “Like, Learn, Leverage” approach to understanding value
  • capture anecdotal evidence on video to quickly stimulate interest

Click on the case study below to discover the full story of how they succeeded and further tips from the PwC Learning Technology and Transformation team.

Download this case study (PDF)

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