If you have completed a Learning Agility assessment, then you have a clear picture of the extent to which you are ready for the inevitable changes within roles, functions and organisations. These tips and tricks are designed to help you develop the “skill” of Learning Agility further.
Defining Learning Agility
Learning Agility is the ability to quickly develop new effective behaviour based on new experiences. Those individuals who are high on Learning Agility are likely to be more open to learning in general. This makes them likely to learn more from new situations, seek out new challenges, look for feedback to learn from, recognize patterns in unfamiliar situations and effectively engage others in understanding experiences.
Self-awareness and Learning Agility
Development tips per Learning Agility dimension
Change Agility:
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From time to time, pick up a project where you can not fall back on your existing knowledge and experience.
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When you have to pick up new work and you feel unclear or stuck, think about your reasons for this.
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Try to work with colleagues who are more inclined to take risks.
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Identify three advantages and three disadvantages with each change. You can profit from the benefits and you can use the disadvantages to analyse the situation.
Mental Agility:
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Ask questions if things are unclear and make sure that you always have a clear picture of what has been discussed.
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Make a list of questions for each discussion that you want answered on the subject.
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Plan moments to think about your own approach and what can be improved.
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Make a SWOT analysis of your own department.
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Take the time to puzzle out problems that may seem ambiguous or complex at first glance. Breaking the problem into smaller pieces usually makes this process easier.
People Agility:
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Consider what you can learn from each of your team members, and make a point to try and do so. You can approach this formally (asking them to teach you) or informally (observing their actions and behaviour).
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Try not to give counter-arguments for one day. Instead, only ask counter-questions and find out which new insights you have come up with.
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Identify which information you are missing and which questions you could ask colleagues.
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Organize a (short) session to share knowledge and experience about a set topic.
Results Agility:
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Consider how you experience pressure and how you are most affected when changes occur in the organisation/in your role.
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Set yourself a list of short and medium-term objectives. Work towards these objectives, and involve your supervisor and team where necessary.
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Keep track of the results of the projects you are part of.
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If your attention becomes fragmented by less important secondary goals, ask for help from your supervisor.
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