Learning Agility

Why This Matters

Leaders who prioritize learning and demonstrate learning agility create a positive ripple effect within their organizations.

The ability to adapt and innovate is paramount for any organization. The business landscape is constantly shifting, with new technologies, market trends, and customer demands always emerging. What I've learned in my career in business and after coaching leaders for almost 20 years is this constant shift in business demands requires that leaders be 𝙡𝙚𝙖𝙧𝙣𝙞𝙣𝙜 𝙖𝙜𝙞𝙡𝙚. Leaders with learning agility demonstrate some common characteristics and behaviors:

▶ They have high levels of intellectual curiosity. They push, explore, ask questions, and seek knowledge and insight.
▶ They’re energized by challenges. They don’t get overwhelmed; instead, they stay calm, get focused, work through obstacles, and challenge the status quo.
▶ They’re very resourceful. If one approach doesn’t work, they try another.
▶ They draw on past experiences and intuitively make connections from previous lessons learned.
▶ They’re self-aware enough to see limitations but not daunted by them.
▶ They’re works in progress, compelled to keep challenging themselves.

A study by the Center for Creative Leadership found that leaders who engage in continuous learning and are learning agile are more likely to report feeling highly effective in their roles. This often translates to making more informed decisions, implementing cutting-edge strategies, and ensuring their organizations remain competitive.

The ability to learn and adapt to change is a hallmark of successful leadership. Leaders who are constantly learning are better equipped to analyze new situations, identify solutions, and adjust their strategies as needed. A study published in the Journal of Management Development found that leaders who engaged in lifelong learning activities demonstrated greater problem-solving abilities and were more effective at leading their teams through periods of change.

Leaders who prioritize learning create a ripple effect within their organizations. By demonstrating a commitment to continuous development, they inspire their teams to do the same. This fosters a culture of knowledge-sharing, collaboration, and innovation. Additionally, this allows leaders better to understand the needs and perspectives of their team members, leading to stronger relationships and improved communication.

𝗥𝗲𝗳𝗲𝗿𝗲𝗻𝗰𝗲𝘀
➡ De Meuse, K. P., & Harvey, V. S. (2022). The science and application of learning agility: Introduction to the special issue. Consulting Psychology Journal, 74(3), 207–214.
➡ How to have a long career? Be an agile learner. (2020, November 16). CCL. https://lnkd.in/g2kp6Hjr
➡ Lopes, John V., et al. "Lifelong learning and leadership development success." Journal of Management Development 38.10 (2019): 1342-1355.