Learning Agility: What is It And How to Measure It?

In the year 2004, two academics–Miachael Lombardo and Robert Eichinger–coined the term ‘learning agility’ and described it as one of the key metrics to measure leadership potential. Since then, this term has become the cornerstone of human resource processes worldwide. 

Simply put, learning agility is a blend of curiosity, self-awareness, and a growth mindset. It has often been called the secret sauce for success in fast-paced industries. This blog post will explore the concept of learning agility, its importance, and strategies to foster it within tech teams. 

According to Warner Burke, Professor of Psychology and Education at Teachers College, Columbia University, half of all leaders fail in their roles. The reason? A lack of learning agility. 

Source: Harver.com

To grasp the importance of learning agility in leadership, let’s first clarify what this concept entails.

What is learning agility?

Learning agility isn’t a singular skill but rather a collection of abilities that enable individuals to quickly learn, adapt, and apply knowledge in new and unfamiliar situations. It’s about taking what you’ve learned in one context and using it effectively in another.

At its core, learning agility encompasses:

• Learning, unlearning, and relearning to stay relevant in evolving environments.
• Adapting and innovating by applying new skills and knowledge to shifting workplace demands.
• Using feedback effectively to grow and improve continuously.

Learning agility in action

In the workplace, learning agility helps individuals navigate uncertain situations by drawing from past and present experiences to make informed decisions. It’s the mindset of being open to change, willing to experiment with new ideas, and comfortable in challenging situations.

Agile learners actively seek feedback, reflect on their experiences, and embrace discomfort as an opportunity for growth. They are forward-thinking, constantly developing new strategies to handle future challenges with confidence and creativity.

Why learning agility matters in leadership

Organizations thrive when leaders possess learning agility because it’s a key predictor of leadership potential. In fact, studies show that 50% of leaders fail in their roles because they lack this critical skill. Agile leaders are adaptable, resilient, and innovative—traits essential for managing disruptions and driving success.

According to the Korn Ferry Institute, learning agility surpasses intelligence and education as the most reliable indicator of an executive’s success. Companies led by highly agile executives see 25% higher profit margins compared to their peers.

Source: Korn Ferry Institute

Characteristics of agile learners

In the workplace, individuals with strong learning agility tend to:

• Make confident, high-quality decisions even with incomplete data.
• Develop innovative solutions by unlearning outdated practices.
• See the bigger picture, connecting seemingly unrelated information.
• Adapt quickly to change, showing flexibility in complex situations.
• Embrace uncertainty and tackle unfamiliar challenges with confidence.

Leaders who exhibit learning agility excel in navigating diverse business scenarios, such as adapting to remote work, managing cross-cultural teams, and taking on unfamiliar assignments without hesitation. Korn Ferry research shows that agile learners are promoted twice as fast as those with lower agility.

If we had to break down the key components of learning agility, here’s how we would rank them:

Component 1: Self-awareness

A cornerstone of learning agility, self-awareness involves understanding one’s strengths, weaknesses, and learning style. It’s about knowing what you know, what you don’t know, and how you learn best. By recognizing their strengths and weaknesses, individuals can identify areas for improvement and tailor their learning strategies accordingly.

Component 2: Curiosity and open-mindedness

Curious individuals are always eager to learn and explore new ideas. They approach challenges with a sense of wonder and a willingness to experiment. Open-mindedness allows individuals to embrace different perspectives, challenge assumptions, and consider alternative solutions. As Albert Einstein famously said, “The important thing is not to stop questioning.”

Component 3: Metacognition

Metacognition is the ability to think about one’s own thinking. By reflecting on their learning process, individuals can identify effective strategies and areas for improvement. It involves asking questions like, “What am I learning? How am I learning it? How can I learn it better?” 

Component 4: Risk-taking

Learning often involves stepping outside of one’s comfort zone. Risk-taking is essential for personal and professional growth. By embracing challenges and taking calculated risks, individuals can acquire new skills and experiences. 

Can learning agility be developed?

Yes. Like a muscle, learning agility can be strengthened through practice and intentional effort. It’s not about past achievements but about the potential to grow, innovate, and succeed in future challenges.

Traits like openness to experience, conscientiousness, and agreeableness often correlate with learning agility, while emotional instability and a belief in uncontrollable external factors tend to hinder it. Assessing a candidate’s personality alongside their learning agility provides a complete picture of their potential.

Exceptional leaders don’t just manage disruptions—they leverage them as opportunities to innovate and grow. Understanding the components of learning agility can help leaders (and other employees) build this muscle and train themselves to be more agile.

Measuring learning agility in tech teams with HackerEarth

Learning agility is a critical skill for tech professionals, enabling them to adapt to the ever-evolving tech landscape. HackerEarth, as a leading tech assessment platform, offers several tools to measure and foster learning agility within organizations.

Here’s how HackerEarth can help:

1. Continuous skill assessments

• By regularly assessing technical skills, HackerEarth can identify areas where individuals are growing and where they may need additional development.
• HackerEarth’s custom assessments platform cab help in pinpointing skill gaps so that organizations can tailor training programs and development opportunities.
• Our platform helps tech teams track how quickly individuals acquire new skills and apply them to real-world problems, and assess their learning agility.

2. Coding challenges

• Coding challenges can help tech leaders evaluate a candidate’s ability to think critically, solve problems, and adapt to new situations.
• By providing detailed feedback on code quality and performance, HackerEarth can help individuals learn from their mistakes and improve their skills.

3. Technical interviews

• Our interview platform FaceCode can help engineering managers assess how candidates communicate technical concepts clearly and work effectively with others.
• FaceCode is also a great tool to evaluate a candidate’s ability to adapt and collaborate through challenges like Pair Programming and code reviews etc.

4. HackerEarth Upskilling Platform

• Our platform can be integrated with the continuous assessments pathway and helps engineering teams curate tailored learning paths based on individual skill gaps and career goals.
• The platform also provides practical exercises and coding challenges to reinforce hands-on learning

HackerEarth’s comprehensive suite of tools can help organizations effectively measure and foster learning agility within their teams. This will enable them to build a workforce that is adaptable, innovative, and ready to meet the challenges of the future.

Remember, learning agility is a journey, not a destination. By continuously assessing, developing, and nurturing this skill, organizations can unlock the full potential of their workforce. To know more, write to us at contact@hackerearth.com.