Source | www.employeeconnect.com
HR managers are key resources in spotting and developing learning agility in any organisation. Research from many respected human resources authorities has shown that the ability to learn from experience is one of the key characteristics of people with high potential. High potential employees usually have learning agility but not always. Those who respond flexibly to new processes and institutional changes perform even more effectively than high potential employees.
What Is Learning Agility?
Learning agility is the ability to incorporate new material quickly, and the concept developed in the business world where it was found that the ability to learn quickly and use that information in business was the strongest predictor of success. Those with agility show strong leadership qualities. Only about one-third of high-potential employees live up to their promise, but those with various dimensions of learning agility perform at the highest rate. These skills can be developed and improved. Those with various agilities learn quickly from information and experience, take risks, strive for growth and exhibit resiliency. These people absorb information through books and classes, peer learning, direct experience and reflections on past performances. Even failure can prove valuable to those with agility because they grow from their unsuccessful experiences.
The Five Dimensions Of Learning Agility
Learning agility isn’t a single skill but a broad area that includes at least five aspects of learning. Each person is likely to have relative skills and shortcomings in different categories, so it’s critical to determine how each employee ranks in five categories. These categories, which were identified by Korn/Ferry Lominger after extensive research, include: