Developing Learning Agility. Practical strategies for managers and leaders. 

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Practical strategies for managers and leaders

Assessing Learning Agility in Your Team. 1. Behavioral Interviews. 

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Explore past experiences, challenges overcome, and examples of rapid adaptation to new situations

Collate perspectives from managers, peers, reports, and clients to evaluate all five dimensions of agility

Use validated tools like the Burke LAI or Korn Ferry Assess to measure behavioral learning dimensions

Track how individuals perform in first-time assignments, cross-functional roles, and ambiguous projects

Four Steps to Build Learning Agility. Center for Creative Leadership framework. 

Seek out new and diverse experiences. Immerse yourself in unfamiliar situations that broaden your skills and perspectives.

Extract meaning from experiences by pausing to reflect. Ask what worked, what didn't, and why — before moving on.

Turn insights into personal principles. Connect the dots between experiences to build transferable mental models.

Test new approaches in unfamiliar situations. Transfer lessons learned to new roles, teams, and challenges.

Learning Agility Strategies in Practice. 1. Mindful Awareness. 

Shift from reactive (System 1) to deliberate (System 2) thinking. Know what you're feeling and why before acting.

Anticipate what new skills your team will need. Have members attend conferences, read books, and cross-train.

Challenge deeply ingrained mindsets. Ask "what if" questions and welcome perspectives that differ from your own.

Create regular feedback rituals. Ask for input on behaviors, not just outcomes, and act on what you hear.

Build time for after-action reviews. What worked? What didn't? What will we do differently next time?

Encourage stepping beyond comfort zones. Normalize intelligent failure as a source of organizational learning.