AGILE AND ORGANIZATIONAL LEARNING
Hala Kabbara (CIPD)??
Mother | Stanford LEAD GSB 25 | Top 200 Voices in LinkedIn UAE | Key Note Speaker |Organizational Design |HBR Advisory Council | Talent Management | Change Management | Business Transformation
We live in an era of possibly the most accelerated change in human history. A critical mass in technology is driving the evolution of digital solutions that are completely redefining what it means to conduct business operations.
In the age of AI and Machine Learning, the emphasis will instead be on Continuous Learning because machines can assist us to process data differently.
Learning to keep up in an ever-changing world of emerging technologies has become an utmost priority for employees and organizations. Learning Agility is the new concept of learning in the new era, we need to empower L&D to deliver real value.
In as simple word, we can define Learning Agility as:
Is the ability to learn, unlearn, and relearn mental models and practices from a variety of experiences, people, and sources, and to apply that learning in new and changing contexts to achieve desired results continually and rapidly.
People who employ learning agile mindset are:
Learning-agile individuals are more likely to be resilient, creative, and social. They don’t shy away from challenging the norms. A learning-agile individual is characterized by his /her high tolerance for ambiguity and propensity for curiosity, socializing, and innovation. It’s also indicating a person’s adaptability and willingness to embrace the unknown.
Much like personality types, there are seven profiles created to identify people with high learning agility, listed below is a summary of these learning agility profiles:
Troubleshooters
Troubleshooters (or problem solvers), take a new approach to a complex problem and work to sort it out with utmost precision and zeal. They can work independently, but they can also seek contribution from others to achieve their goals.
Trailblazers
They love entering uncharted territory and venturing into the unknown. Trailblazers are innovative and self-assertive individuals who are resolute in their determination to achieve their goals, come what may.
Thought leaders
They’re the ones who ask and answer difficult questions, striving to get at the truth by any means necessary. They are progressive, knowledgeable, and insightful.
Pillars
Pillars are those creative individuals who need not reinvent the wheel but can enhance the wheel's performance. They believe that there’s always a scope for improvement and can prove that with the help of unique solutions. They’re highly focused and insightful individuals.
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Diplomats
These individuals have mastered the art of conversation. They can have a smooth, effortless conversation in all their social interactions as they can fine-tune their communication style following the situation.
Champions
Champions address conflicts and deal with confusing situations with optimism. They believe in righting the wrong, and inspiring their teams, sharing their success with everyone.
Energizers
Energizers are known for their go-getting attitude, who know that anything is possible with perseverance and a good company. They leave no stones unturned when it comes to getting the right things done.?
What is the learning ability test?
Learning ability assessments have become a critical part of many organizations’ recruitment processes. They are designed to assess the learning abilities of candidates. Learning ability is an essential trait in the workplace because individuals are expected to become familiar, possibly on their own, with the systems, responsibilities and procedures associated with a role.?
Leadership agility?
Agile leadership is synonymous with traits such as forward-thinking, flexibility, ability to navigate new business challenges, team building, and leading organizational change.
In Conclusion, an individual’s cognitive ability and behavioral predisposition can speak volumes about his/her potential. Analysis of learning agility assessment results enables candidates to smoothly transition between different roles as per the role/company requirement, helping them showcase their potential for career advancements and perform better due to the constant expansion of new skills and knowledge.
HOW WOULD CULTIVATE LEARNING AGILITY IN YOUR ORGANISATION?
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Banker || ACAMS - Certified Anti-Money Laundering Specialist. (USA)
2 年As we always say learning is two way process. Self awareness, self acceptance is very important. One must know what qualities one possess and lack in. We have to also normalize the fact that “it is completely ok to not know something & it is completely ok to learn something from someone who’s probably appointed an hour back. Learning is life long process and for this self acceptance and self awareness is very very important.
Growth-Driven Tech Sales Leader | Data & AI Expert | Building High-Performing Teams
2 年Indeed! I would add growth mindset and Innovation are essential for corporate growth and competitive edge. Thanks for the reminder!
General Manager-Marketing & Sales at National Car Company(Mazda & Hyundai)
2 年Very useful
Dad | General Manager | Director | National Sales & Marketing |Transformation | Strategy | Automotive Expert | People Engagement | Brand Acquisition & Growth
2 年Hi Hala and thanks for sharing - This is great read. My take ; Besides collaborating, knowing the strengths of people around us is vital for us to learn from each other. Also open mindedness about the whole concept of Learning goes a long way. I still come across folks who are sort of shy !
Hi Hala - a very well written piece. A key enabler for agile learning leaders could also be their ability to surround themselves with smart(er) people whose inputs are highly valued by the leader. Together they can do more than perhaps any one individual — and this way, agile learning is learned, taught and becomes a key trait of the organization. Thanks again for sparking additional thoughts via your posting.