Abraham "Abe" Joseph

Title

Change Capability Manager

Organization

PwC

Location

Cleveland, Ohio

LinkedIn

linkedin.com/in/abe-joseph-b1587244

Education

Master's degree in positive organization development and change (Case Western Reserve University); master's degree in taxation (University of Akron); bachelor's degree in accounting (Case Western Reserve University)

Abe Joseph started as an accountant before he transitioned to the L&D field because it provided a "perfect" way to combine his interest in teaching with his client services background. In his current role, he's creating and improving PwC's L&D initiatives while serving as an adjunct professor at his alma mater. Joseph's work includes developing badge curriculums, writing how-to manuals, and offering his expertise to junior members through PwC's internship program.

What are the biggest learning-related challenges in your role?

Time is our most precious resource. Calibrating learning solutions that are long enough to address the topic but short enough to fit peoples' bandwidth is a never-ending challenge. Additionally, I serve on a multinational team that handles accommodating challenges (such as competing technologies, local compliance regulations, and language differences) due to the geographic diversity of teammates across the country.

What aspects of L&D work do you enjoy the most and why?

I find fulfillment in providing others with the tools necessary to overcome challenges and perform at their best. I also love mentoring junior staff and students—conveying lessons from my experience and ensuring that they sidestep mistakes I've committed. It's important for me to help people in the same way that so many others have supported my journey.

How do you lead by example to enhance company culture?

Everything begins and ends with relationships. Therefore, I have taken a personal interest in designing my team's onboarding program. I not only influence the curriculum that teammates complete, but I also spend time building rapport with each of our new joiners. I promote diagnostic tools that individuals can use to express their strengths, share their interests and backgrounds, and ultimately connect with others to develop rich working relationships.

In addition, I continually seek ways to incentivize learning in the organization. A human-centered culture requires more than traditional metrics and demands that we also consider growth of the individual—and that's where L&D fits in.

What career advice do you have for up-and-coming L&D professionals?

By far, the most important thing you can do is raise your hand and inquire. It can be intimidating to depart your existing professional discipline, but I've found that most people in L&D come from other careers. In the interim, until the opportunity presents itself, perform your existing role outside L&D to the best of your ability—what you'll gain in experience and allies may ultimately make the difference.

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