Learning agility is the key to success in the ladder of leadership. This is said because it is very important for a leader to be flexible, resilient, adaptable, and also open to out of the box thinking especially if they want to succeed in the complicated corporate world. In the current scenario, the leaders cannot really depend on the strategies which might have proved beneficial in the past or even the ones that the still working currently.
The best-performing companies have the leaders who basically dwell on the changing environment and can make out the best out the uncertain situations. This is only possible if these individuals possess a trait called as “learning agility” -the candidates who display the traits of the highest level of agility to learn from certain experiences, which are usually unfamiliar to them. They then use those lessons to attain success in similar or new situations that arise in future. This is where the learning agility helps them a great deal to identify and find out what needs to be done when they don’t know what exactly needs to be done.
Therefore, it can concur that learning agility is the one and the only best predictor of success on an executive level which is very much above their education and intelligence. There are surely no absolutes as the agile learners have a tendency to achieve results faster and eventually get good promotions quickly. Out of all the leaders, only about 15% leaders are robust agile learners.
The executives who have been overly dependent on the past resolutions and have underdeveloped competencies or are blind towards their own flaws and cannot surrender control just plainly quit learning. That is the reason their initially successful careers fail and they do not find a place for themselves in the market. It is because everyone expects the most executives to be effective, restless and hungry.
The concept of Learning agility is not about what people have achieved but also about the potential that they possess to accomplish mostly the time when they are faced with new trials. Getting hold of these traits in candidates expand the rational thinking of traditional Hiring managers.
There are five major features that must be assessed in order to find out the learning agility of the candidate. These are listed as under:
- Mental Agility — wherein it their comfort-ability level in dealing with complex situations can be assessed.
- People Agility— wherein it is assessed whether they are skilled communicators and can also work with people of diverse backgrounds.
- Change Agility— assessing if they like to experiment and are not scared of change or be at the forefront to face the change.
- Results Agility— assessing how quickly they can deliver perfect results in situations which arise for the first time.
- Self-Awareness— this is primarily important and it involves their assessment of how they recognized their own weaknesses and strengths and also what they are doing to bring about more and more cohesive changes to their personality.