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2. How long does it take to develop learning agility?This depends both on how much development needs to takeplace and how difficult a particular dimension is to develop. Ingeneral, learning agility is not something that is developed quicklyor easily, in part because experience itself plays a critical role.As a rule of thumb, allow nine months or so for a particular jobexperience to yield some substantive lessons and roughly anequal amount of time to gain experience with applying thoselessons to new challenges.There is not a “one bestexperience” for developinglearning agility overallor even for a particulardimension or factor.Generally, there are manyoptions to choose from,both part-time and full-timeexperiences.3. How much can I expect to develop my learning agility?This depends on where you are now in terms of your skill leveland how far you are looking to progress. If you were to giveyourself the equivalent of a letter grade in learning agility, it isreasonable that you might be able to move up one letter gradein skill over time. In general, the further advanced you already arein your learning agility, the better your prospects for continueddevelopment, in part because you show a strong tendencytowards growth and adaptability. Put another way, someonewho is a high performer but low in learning agility is not likelyto transform into a true high potential. It is better to emphasizecontinued growth in the areas where he or she alreadydemonstrates some comfort and expertise.4. What are the best experiences for developing learning agility?There is not a “one best experience” for developing learningagility overall or even for a particular dimension or factor.Generally, there are many options to choose from, both parttimeand full-time experiences. FYI for Learning Agilityhighlights a number of specific experiences that provide goodopportunities for development for each learning agility dimension.The determination of which experience might provide the bestopportunity should be a decision between the individual lookingto develop and his or her coach.14Getting the Most out of Learning Agility in Your OrganizationOur intent with this Usage Guide is to provide you with an informativeoverview of the tools available for identifying and developing learningagility in your organization. Applied correctly, they will help to unlockthe sources of potential in your organization and establish a strong andenduring pipeline of future leaders.
The key lies in having a clear purpose and plan for applying the toolsand being learning agile in your approach to applying them. Continuallyseek feedback on your efforts to incorporate the tools into your talentmanagement efforts, be open to the lessons learned, seize opportunitiesto apply them, and continually experiment with new and refinedapproaches.Finally, take steps to establish an organizational culture and environmentthat nurtures and reinforces learning. A learning culture encouragesemployees to share information, provide feedback to each other, andtry innovative solutions. The development of employees’ learning agilitydoesn’t happen coincidentally. Learning and development is less likely tooccur when the organization environment does not support it. A learningculture starts at the top with leaders who truly respect the value oflearning and are willing to demonstrate that respect and set an examplefor others through their actions.The key lies in having aclear purpose and planfor applying the tools andbeing learning agile in yourapproach to applying them.15
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