i. Definition: The ability and willingness to learn from experience. ii. Not everyone benefits equally from experience, there are difference in learning and adoption of new behaviour driven by learning agility. iii. It can either be screened for or developed in a workforce/selection process, especially if higher learning agility makes a difference in performance over time. iv. If screened, will limit your pool as it is thought only about 10% of the population naturally have high learning agility. v. The big 3 are Centre of Creative Leadership; Korn/Ferry and Hay Group - all have views on how to train it. Their models differ but have some overlaps. vi. In another model you can also separate out Willingness from Ability which need to combine to produce learning agility vii. There are a range of assessment types and tools to assess learning agility. viii. Most often applied to leadership roles and senior roles. Tools can be used for screening and then you can train for it in a structured way. ix. There are some key resources - some articles, papers and books are recommended by Neta.
Thanks Neta for a wonderfully concise and clear talk on LA. Looking foward to a state-of-the-LA-art keynote by you. Peter van der Bel Centre for Applied Product Personality Research
Dear SIOP Team, Love the video on (Learning Agility- th-cam.com/video/DcnapnW7zjk/w-d-xo.html), it’s a great way to explain Learning Agility. Thus would like to seek your permission to share this within our organization (Genpact) for internal training purpose only. As we don't allow TH-cam for employees in our organization is it possible that we download this video and share it via our LMS, we will make sure we cite / credit you as the creator of the video. Do share the name for the credit so that we can cite it properly. Thanks in advance for the prompt response Feel free to write us back in case of any clarity required. Regards, Rishi
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i. Definition: The ability and willingness to learn from experience.
ii. Not everyone benefits equally from experience, there are difference in learning and adoption of new behaviour driven by learning agility.
iii. It can either be screened for or developed in a workforce/selection process, especially if higher learning agility makes a difference in performance over time.
iv. If screened, will limit your pool as it is thought only about 10% of the population naturally have high learning agility.
v. The big 3 are Centre of Creative Leadership; Korn/Ferry and Hay Group - all have views on how to train it. Their models differ but have some overlaps.
vi. In another model you can also separate out Willingness from Ability which need to combine to produce learning agility
vii. There are a range of assessment types and tools to assess learning agility.
viii. Most often applied to leadership roles and senior roles. Tools can be used for screening and then you can train for it in a structured way.
ix. There are some key resources - some articles, papers and books are recommended by Neta.
Thanks Neta for a wonderfully concise and clear talk on LA. Looking foward to a state-of-the-LA-art keynote by you.
Peter van der Bel
Centre for Applied Product Personality Research
Excellent presentation! Thanks Neta.
Thank you for the feedback!
Please do a follow up.. where it stands now?, How advaced it has become in the last couple of years? Etc
Hi Nitheesh! Thanks for asking. I'll forward the request to the producing committees
Good one..
Dear SIOP Team,
Love the video on (Learning Agility- th-cam.com/video/DcnapnW7zjk/w-d-xo.html), it’s a great way to explain Learning Agility.
Thus would like to seek your permission to share this within our organization (Genpact) for internal training purpose only.
As we don't allow TH-cam for employees in our organization is it possible that we download this video and share it via our LMS, we will make sure we cite / credit you as the creator of the video. Do share the name for the credit so that we can cite it properly.
Thanks in advance for the prompt response
Feel free to write us back in case of any clarity required.
Regards,
Rishi
Thank you! We are glad it's helpful for you