Why Learning Agility Key to Success & Competency

“Michael Lombardo & Robert Eichinger” published an article entitled, “High Potentials as High Learners.” It highlighted the concept of learning agility, and presented their findings on the relationship between learning agility and leadership potential. The authors theorized that potential cannot be fully detected from what an individual already demonstrates on the job. Rather, it requires the individual do something new or different. In their view, potential involves learning new skills to perform in novel, and, very often, first-time situations.The practical implication is that organizations should assess learning agility to identify individuals who have the potential required for future positions.

Imagine that you’re being promoted from a Hr training coordinator to a Hr training manager Or maybe you’re moving over to another career path entirely. How do you know that you’ll be good at your new job? Short answer: you don’t!

So, you’ll need to be able to think on your step and make the best in-the-moment decisions to perform well in unfamiliar situations. You’ll need to be an agile learner. But hang on! Isn’t that something that’s hardwired into a few lucky people from the get-go? Sure. The behavioral components of learning agility, though, can be learned. Here’s how.

thus refers to mental quickness and sharpness. Individuals who are mentally agile often display the following attributes:

1. They are comfortable with the uncomfortable.
2. Find ease in complexity.
3. Quickly, yet carefully, examine problems.
4. Explains complex issues in a simple way so others can understand.

Describes people who know themselves well, learn from experience, treat others constructively, and are open to people who have different backgrounds and opinions. They always seek to properly understand what others mean and take the opinions of others seriously. It is therefore easier for them to establish contact with others and they learn more from the input of others. Moreover, they can more easily adjust to people from different cultures, for example, and other people share more with them.

3- Change Agility

Describes people who are constantly curious, and this curiosity is stirred precisely by new and unfamiliar things. They like to experiment and try things out, and have a passion for new experiences. As a result, they experience more. They can learn more from their experiences because they are intrinsically motivated to investigate matters and enjoy dealing with issues that they are not yet familiar with.

4- Results Agility

Describes people who get results under tough conditions, inspires others to perform beyond normal, and exhibit the sort of presence that builds confidence in others.

5- Self-Awareness

Describe People whose aware of their own strengths and weaknesses. They are often critical of their own performance and conduct. They therefore focus more on how they can do things better and their general willingness to learn is greater.
Someone who is aware of the possibilities of improving a personal quality or becoming better at doing something will learn more effectively than someone who is easily satisfied with his or her own performance.

Key characteristics of highly agile learners

 

70 – 20 – 10 key of your development path

 – 70% of learning is experiential. It happens through daily tasks, challenges and practice.

 – 20% of learning is social. It happens with and through other people, like coworkers.

– 10% of learning is formal. It happens through structured training courses and programs.

We can all strive to be more flexible in learning as long as we allow ourselves to be creative and be brave about going out of the comfort zone , the smooth seas don’t make good sailors.