The (very) First Time you encountered a Walkthrough... and why my manager at PwC told me I did a “Talkthrough” instead!

Ah, the memories of my very first HR and Payroll review, it is funny how some moments in your career become etched in your memory, even when they happened several years ago. One of those moments for me? The first time I ever encountered a walkthrough during an HR and Payroll internal audit at a client site while I was at PwC.

So there I was, in front of my manager, armed with a confident smile, and an eagerness to prove myself. As I began, I started describing the payroll process: "First, we collect the attendance data, then we calculate deductions, followed by tax calculations, and finally, we process the salary disbursements."

It was all going smoothly... until my manager stopped me mid-sentence. He looked up from his notes, smiled gently, and said, “What you’re doing is more of a ‘talkthrough’ than a walkthrough.”

Wait, what? Talkthrough? Was I being graded on my performance in some new HR game show?

The moment of clarity struck me harder than a misplaced payroll slip: a walkthrough is all about walking your audience through the process, letting them see each step in action. Not just narrating it like a textbook.

He continued, “You’re just talking about the steps. You need to show me the steps. A walkthrough isn’t just an explanation, it’s a demonstration.”

For those who’ve been through it, you know the drill — a walkthrough is your chance to guide someone through a process step-by-step, explaining how things work and identifying key areas of focus. Easy, right? Well, that’s what I thought too. But I quickly learned, there’s a big difference between talking about a process and actually walking someone through it.

To my embarrassment, I had spent so much time focusing on what I knew about the process that I’d forgotten the essence of a walkthrough — to demonstrate. And that, folks, is where the magic happens. A good walkthrough isn’t just about delivering information; it’s about engaging your audience by showing them the process in real time.

Lessons learned from that HR and Payroll review:

1. A good walkthrough isn’t about talking; it’s about doing. My manager was right. As I learned that day, a walkthrough isn’t just about explaining the process; it’s about showing how it’s executed, step by step. It’s interactive, it’s engaging, and most importantly, it’s visual. Instead of just telling them about payroll deductions, I should have demonstrated how they calculate them in real time.
2. Engage your audience. A walkthrough is meant to make someone understand the process fully. So, don’t just explain the theory; take them through the steps with examples, data, and even the occasional human error. It’s the real-world context that makes the learning stick.
3. Constructive Feedback. At first, I was embarrassed by my manager’s feedback, but looking back, that moment was pivotal. It shaped how I approached audits and client interactions going forward. Criticism, especially constructive feedback, is how we grow. I learned to embrace it and to use it to sharpen my skills.
4. I’ll never forget my first “walkthrough” lesson. That moment was one of my most memorable experiences in HR. I still chuckle when I remember my talkthrough” days, but it taught me a lesson that stays with me today: it’s not just what you know; it’s how you show it.

Looking back now, that moment at PwC was one of the most valuable learning experiences of my career. It was the first time I truly understood the difference between explaining something and demonstrating it. And that understanding has stayed with me throughout my career in audit.

To all the young auditors out there: When you do your next walkthrough, remember: It’s not just about talking; it’s about showing and engaging. And most importantly, embrace feedback — it’s the only way to keep improving.