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7 Attributes of Learning Agile Employees

Learning Agility is the ability to quickly develop new effective behaviour based on new experiences. This ability has a direct impact on an individual’s performance and behaviour at work. Below are seven important attributes, some or all of which are typically shown by learning agile employees.

1. They are Self-Aware

Self-awareness is the cornerstone of Learning Agility. An individual who is highly self-aware is cognisant of his/her own strengths and weaknesses, whereas individuals with low Self-awareness may have trouble recognising where they fall short. In fact, individuals who are aware of their own shortcomings are far more willing to admit their mistakes and recognise the need to develop further skills and abilities.

2. They are Willing to Invest Energy into their own Development

Your talent management strategy may set aside the budget for assessments and development plans, but ultimately no changes will take place unless an employee (1) buys into the process, (2) accepts his/her results and (3) is willing to put in the energy to develop further. A learning agile employee is proactive and flexible in the face of changing demands, as well as being self-aware about his/her development needs. This means that your training initiatives are far more likely to be met with acceptance, success and, ultimately, concrete results.

3. They are Able to Grow into Leaders

Learning agile employees are key to your succession planning strategy. An individual’s level of Learning Agility can be compared to their stretchability and willingness to grow within the company, whereas traditional personality, cognitive and competency assessments inform the current picture of behaviours, skills and abilities. Those individuals with high Learning Agility can grow into more senior roles, and can model agile behaviours and values to their team members.

4. They Listen to Feedback

A big part of Learning Agility is always trying to do better. That’s why these employees appreciate both positive and negative performance-based feedback. Not only do they actively listen to this advice, but they consciously use this information to improve themselves.

HR managers and recruiters hearing about the value of Learning Agile Employees in recruitment and development

5. They Value the Contributions of Others

Effective teamwork is a crucial element of performance. Agile team members are open to people from different backgrounds and with different opinions. They encourage others to share their own contributions, without dismissing any ideas. They are also willing to let go of their own opinions when they see that they are wrong, and instead learn from the advice of other people.

6. They take the Initiative

With a strong need to achieve and be successful, learning agile employees are likely to take initiative in starting new projects. Even without a formalised development plan, these individuals may take the initiative to develop themselves further.


7. They are change agents

Learning Agility implies being able to deal effectively with change, and instill those values in others. Ensuring that these learning agile change agents occupy key management and leadership roles will assist your organisation in being more change ready. After all, being successful in a competitive marketplace means proactively embracing change, not reactively managing the consequences of change.


Measuring the Learning Agility of your Employees

Lumenii offers staffing assessments that measure the five distinct areas of Learning Agility: Change Agility, Mental Agility, People Agility, Results Agility and Self-Awareness. Learning Agility can be measured for selection, development, succession planning and more. 

An HR manager having a 30-minute meeting with Lumenii to discuss psychometric assessments



Lumenii Talent Partners

Lumenii's team of expert psychologists regularly collaborate to share their ideas and knowledge. The latest case studies, thought leadership, and research.


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