Learning Agility is the tendency to be curious and have a “hungry mind”, quick to learn from experiences, and flexibly apply knowledge to overcome new challenges. This describes an individual who seeks out opportunities to learn and build their understanding, is eager to develop new skills and create novel approaches, adapt to new situations and quickly change course, and abandon behaviors that have worked in the past for new.
Learning Agility can be used as a secondary insight during recruitment. This will make sure your organization hires only the most flexible people that can quickly develop and grow. After comparing candidates on Match score, it is possible to see a candidate’s Learning Agility scores. Learning Agility scores are based on a combination of the MAP, measuring personality, and Match-V measuring values. All recruitment processes already include MAP, but for Match-V you may need to specifically indicate that you want to include the measure. This can also be done after a candidate has already completed the MAP assessment.
Candidates that score high on Learning Agility work to expand their understanding, are eager for new data, ideas, or methods, and enjoy stretching tasks and assignments. They are open to feedback and will change their approach if it doesn't work. Low scorers may seem closed to ideas or help from others, look for tried and true approaches, and avoid challenging or complex work. Some may seem self-satisfied and closed to feedback or cooperating.
There are five different dimensions within Learning Agility: Change Agility, Mental Agility, People Agility, Result Agility and Self-Awareness. Each of these dimensions displays a different way of learning. Some people will have a high agility for all of these dimensions but most people will have a high score on only one or two of these dimensions, indicating their preferred way of learning.
Change Agility
The tendency to be curious, flexible, and quick to change direction. High scoring individuals enjoy experimentation, new ways of thinking, and are open to new experiences. Low scorers prefer continuity over change, avoid novel approaches, and dislike breaks in routine.
High scorers in change agility are curious and adaptable, they thrive on experimentation, embracing new perspectives and open to diverse experiences. They exhibit a natural inclination to explore innovative approaches and welcome change. Low scorers in change agility tend to prioritize continuity and dislike disruptions to routine. They are resistant to novel ideas and often prefer the familiarity of established approaches, showing a limited appetite for change.
Mental Agility
The ability to identify patterns in data, reframe problems, and generate solutions. High scorers think fast, have an analytical mindset, and work well with complicated data. Low scorers prefer existing approaches, dislike uncertainty, and struggle to see connections in ambiguous data.
High scorers in mental agility are quick-thinking and analytically inclined, they excel at discerning patterns in data and reframing problems. They are comfortable working with complex information, demonstrating an adept ability to generate innovative solutions. Low scorers in mental agility tend to favor existing approaches, feeling uneasy in the face of uncertainty. They struggle to identify patterns in ambiguous data and may find it challenging to generate solutions outside of familiar frameworks.
People Agility
The tendency to be collaborative, trusting, and open to others' perspectives. High scorers are cooperative, open with information, and listen to others. Low scoring individuals prefer independence, stick to themselves, and can be skeptical or dismissive of others' ideas.
High scorers in people agility excel at collaboration, trust others readily, and actively seek out diverse perspectives. They are cooperative, share information openly, and demonstrate active listening, fostering positive interactions within teams. Low scorers in people agility tend to prefer independence and may keep to themselves. They can be skeptical or dismissive of others' ideas, leading to limited collaboration and a more individualistic approach to working with others.
Results agility
The tendency to be goal-driven, proactive, and persistent. High scorers set high goals, are ambitious for success, and push themselves to achieve. Low scorers prefer uncompetitive environments, dislike pressure, and are laidback.
High scorers in results agility are goal-driven and ambitious, they set challenging objectives, strive for success, and exhibit a proactive and persistent approach. They thrive in competitive environments, consistently pushing themselves to achieve high standards. Low scorers in results agility tend to prefer non-competitive environments and may feel uncomfortable with pressure. They adopt a laidback approach, avoiding high-stakes goals, and may not consistently push themselves to achieve ambitious outcomes.
Self-Awareness
The tendency to act with humility, remain open to feedback, and be prepared to admit gaps in knowledge. High scorers seek help if needed, aren't arrogant or overconfident, and like to learn from others. Low scorers resist feedback, may over- or under-estimate their abilities, and lack awareness of their gaps.
Individuals with high self-awareness actively demonstrate humility, remaining open to feedback and acknowledging gaps in their knowledge. They seek assistance when needed, avoid arrogance, and value learning from others. Low scorers in self-awareness may resist feedback, struggle to accurately assess their abilities, and lack awareness of their knowledge gaps. They may exhibit tendencies of overestimating or underestimating their capabilities.