About Learning Agility
Knowing the learning agility of your candidates and employees provides clear guidance on how to navigate a constantly changing reality. When you are unsure of which skills will be needed in the future, it becomes more important to know the individual’s potential to learn new things. With Learning Agility, organisations can identify who has the most difficulty managing change, who needs more stimulation and where efforts are needed to reduce staff turnover and create the conditions for success.
What makes us different from others?
Data-driven
Data collection to support and guide decisions. Collect and reuse data to find your top candidate.
Research-based
Evidence-based methods and solutions based on the latest the latest research in personality science and work psychology.
Simple
A user-friendly platform that simplifies complicated processes and decisions.
Comprehensive
A comprehensive assessment platform that provides decision support for in the recruitment and development of employees, leaders and organizations.
“When change is part of our everyday lives, it places new demands on both leaders and employees. Your company’s competitiveness is based on continuous learning and the ability to adapt quickly. Learning Agility measures the ability to quickly develop and apply new effective behaviours from previous experiences.”
Pär Cederholm, Senior Advisor at Assessio
Why is Learning agility needed?
Job roles and functions within an organisation are continuously developing as the need for labour is constantly changing. This can mean changed ways of working which require a mindset to be flexible, to be able to learn new skills and to be able to apply them in an effective way. Learning agility gives you the opportunity to identify your employees’ strengths and challenges so that you can identify which efforts are needed so that you and your organization are well equipped for the future.
Learning agility – an indication of potential
Learning agility identifies the ability and willingness to be curious, learn from one’s experiences and apply new knowledge in different situations. For example, taking advantage of the opportunity to learn new things, developing new skills, being able to quickly change direction and adapt to new situations when necessary.
Individuals with high learning agility seek out situations and environments where they can grow, they have the drive to acquire new skills and can deal with challenges in a successful way. The insights into an individual’s learning agility are based on the results from the assessment test Match-V and the personality test MAP. This results in a five dimension learning agility insight as well as a comparison of one’s learning agility.
5 dimensions: How to measure Learning Agility
To measure an individual’s learning agility we look at five different components:
- Mental agility – interest in analysing and processing information in different ways
- Change agility – the degree to which a person appreciates change and doing things in new ways
- People agility – ability to listen and learn from others, willingness to see others’ perspective
- Results agility – ability to see difficult tasks as a challenge and deliver results despite tough circumstances
- Self-awareness – awareness of strengths and weaknesses Self-awareness is the most central part of an individual’s learning agility. The greater the self-awareness – the greater the ability to change and develop. A high degree of self-awareness also has a positive impact on the other four dimensions and increases them.
