How is learning agility defined?
What makes Versatile Mind Training better than any other Learning Agility training out there?
What are the 9 measurable dimensions of Learning Agility?
How is learning agility defined?
“The ability to glean numerous, rich, memorable lessons from experiences and apply them in future situations is known as Learning Agility.”- Lombardo, M. M., & Eichinger, R. W. (2000). High potentials as high learners. Human Resource Management, 39(4), 321-330
What makes Versatile Mind Training better than any other Learning Agility training out there?
1. First of all, we have not identified any other publicly available training program specifically targeted for improving Learning Agility. (as of July 2019)
2. The books and consulting firms who do focus on Learning Agility are either not incorporating personal interaction (just knowing about something isn’t really knowing it – i.e. practice makes perfect), or they require a steep consultation fee.
3. Those (above) who try to help you with learning agility are focusing on behaviors at work, while we at Learning Agility Partners are helping you to completely override the hard-wiring of your whole brain! This means your training impacts not only your work relationships and performance, but all of your friendships and family interactions and personal hopes and dreams will improve too!
4. Our training is hands down the single most impactful opportunity any potential leadership superstar could possibly use in preparing for the future, and yet it is appropriate for persons in all corporate levels. We recommend it for teams, and especially for unifying groups with diverse backgrounds and education levels. Our training has superior effectiveness in improving not only the speed of self-awareness but the ability to tune in to most of the signals offered by others in any environment – and then the courage to respond with haste and gradually improve results. The days of missed opportunities are dwindling.
What are the 9 measurable dimensions of Learning Agility?
Dr. W. Warner Burke, PhD, a lead researcher at Teachers College Columbia University, has identified the following components of Learning Agility :
Flexibility – Being open to new ideas and proposing new solutions
Speed – Acting on ideas quickly so that those not working are discarded and other possibilities are accelerated
Experimenting – Trying out new behaviors (i.e. approaches, ideas) to determine what is effective
Performance Risk Taking – Seeking new activities (i.e. tasks, assignments, roles) that provide opportunities to be challenged
Interpersonal Risk Taking – Discussing differences with others in ways that lead to learning and change
Collaborating – Finding ways to work with others that generate unique opportunities for learning
Information Gathering – Using various methods to remain current in one’s area of expertise
Feedback Seeking – Asking others for feedback on one’s ideas and overall performance
Reflecting – Slowing down to evaluate one’s own performance in order to be more effective
How can we claim that Learning Agility skills are the single most important skill set for today’s leaders?
Actually, we discovered that other thought leaders are making that statement, so we don’t have to.
“Distinct from intelligence — Learning Agility is the single, best predictor of high potential.” – Korn Ferry, a management consulting firm headquartered in Los Angeles, California.
“In his book True North, Bill George interviewed 125 exceptional leaders and could not find a single common skill or attribute that explained their success. The one common factor that did emerge is that they all sought out and were changed by life experiences.”- J. Evelyn Orr, in Becoming an Agile Leader