"The illiterate of the 21st Century are not those who cannot read and write but those who cannot learn, unlearn and relearn.” - Alvin Toffler
Like Toffler explained, Learning Agile individuals are enthusiastic about gaining knowledge and aren't closed-minded. They realize information is consistently changing and needs to be re-learned. Individuals who are Learning Agile are more social, creative, resilient, and rarely worry about what others think of them.
There are 5 key characteristics to a Learning Agile Person:
Innovating: They are currently thinking of new, fresh ideas.
Performing: They can remain calm and composed in stressful situations.
Reflecting: They take the time to reflect on their experiences.
Risking: They take chances and challenge themselves.
Defending: They are constantly open to learning and resist the temptation to become defensive in the face of adversity.
Learning Agility is a key trait to being a good leader in a workplace. Why? They are more likely to take constructive feedback and implement changes to make themselves better performers, they lack the need to constantly defend themselves, they are flexible, and they are able to handle stressful scenarios.
Learning Agility is calculated from the following profile:
General Cognitive Ability
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Learning Agility Questions: A few interview questions that will be helpful for you during your interview.
What new skills have you learned in your previous work?
How do you keep yourself updated about advancements in your field?
Describe a time when you had to do something for the first time in the workplace. What were your feelings? What did you learn by doing it?
Describe how you would approach a new task. What steps would you follow to get started on it?
Describe a time when you asked for feedback. Who did you ask the feedback from? Explain the reasons for asking for feedback.
Describe a time you made a mistake at work. What did you learn from that?
Describe your biggest work failure. What did you learn from this experience?
How do you follow the developments/trends in your field?
Lombardo and Eichinger (2000)
De Meuse, Dai, & Hallenbeck, 2010
Kanfer & Ackerman, 1989