In the so-called VUCA world, those who do not ride the wave of change are destined to be left behind. Within this context, Learning Agility is an important skill to look for in managers and employees if you want to keep up and thrive.
In this article – a short pill – we at Apprendoo want to reveal to you what Learning Agility is and how it can be leveraged effectively in the business context. 👌
What is the Learning Agility?
The term Learning Agility refers to a person’s ability to learn effectively and adapt quickly to new situations or contexts. In other words, it indicates the ability to acquire new skills, adapt to change, and solve problems in complex and changing work environments.
Let’s make one thing clear right away: learning agility is not related to specific knowledge or technical skills. It is a mental predisposition, a self-awareness combined with a great cognitive ability, which is also and especially expressed in teamwork. 🧠
People with strong learning agility are able to deal with challenges and opportunities flexibly, learning quickly from experiences and adapting their behavior accordingly. This ability is especially important in dynamic and rapidly changing work environments, where the ability to continuously learn and adapt to change is crucial to professional success.
How to develop Learning Agility in the Company?
Agile Learning can transform the way companies deal with change and foster innovation. 🤖
A business that wants to look to the future by focusing on the skills of its employees tends to look for people who are more likely to drive innovation and successfully manage challenges in a rapidly changing environment.
A strategic approach to promote Agile Learning among employees
Developing Learning Agility in the company requires a strategic and focused approach. Here are some practices that can help promote Learning Agility among employees:
- Culture of continuous learning. Make the corporate culture promote the importance of continuous learning, valuing innovation and rewarding a willingness to try new ideas. ♾️
- Learning and Development. Offer cutting-edge training programs (here 8 tips on how to do it) that develop soft skills, such as creative problem solving and change management. 📚
- Role Rotation. Implement role rotation programs and encourage internal mobility to enable employees to gain different experiences within the company. 🔄
- Mentorship and Coaching. Mentorship programs connect employees with experienced individuals inside and outside the company, enabling them to develop specific skills and reflect on their own experiences.
- Constructive Feedback. Promote a culture of open and constructive feedback, because this is the only way to learn from mistakes and use them as an opportunity for growth. 👌
- Special Projects and Task Forces, within which to provide leadership opportunities for employees to develop their decision-making and management skills – involving them in the search for innovative solutions. 👩💻👨💻
- Networking events – internal and external – to gain new perspectives and learning opportunities. 🌐
- Use of Technologies and Digital Platforms to provide learning resources accessible at any time, even at a distance. 💻
- Promotion of Study Groups and Communities of Practice where employees can share knowledge and experiences. 🫂
- Exemplary Leadership, capable of positively influencing the entire company.
By implementing these practices, companies can create an environment that fosters Learning Agility, enabling employees to grow and adapt effectively to a constantly changing world of work.
All that glitters is not gold…
Okay, all good what we told you, but you know: theory always has to collide with reality. 😬
Even today, too many companies do not have a well-established learning and development culture within them: As a result, so many managers prefer to rely on numbers rather than take a risk by betting on potential – which thus remains untapped.
In fact, even if Agile Learners employees were identified, many of them may not be valued in the right way, precisely because of a general tendency toward inertia.
Indeed, CEOs who do not possess agile thinking tend to avoid people who use it, because they perceive them as individuals who wreak havoc, and therefore difficult to manage. And if Agile Learners are not coached during their careers, they are very likely to change companies.
Learning Agility is the ability to learn and adapt quickly in complex work environments. Unrelated to specific skills, it is a crucial mental disposition for dealing with challenges and opportunities in a flexible manner.
Fundamental to transforming the way companies deal with change, Learning Agility requires a corporate culture of continuous learning and targeted practices such as digital learning, role rotation, mentorship and constructive feedback.
Investing in this capability is essential for business success in an ever-changing world.