Ask the candidate why he or she is the ideal person for the job. Best practices for assessing learning agility, Use a relevant dedicated learning agility assessment, Consider the relationship between cognitive ability and learning agility, Ask interview questions focused on learning agility and the candidate’s ability to adapt, best predictor of an executive leader’s success. The eight questions refer to cultural styles that are related to motivational values. Remove a resource, reduce their budget or time, and ask them how they would reach the same outcome in these different circumstances.Â. In your structured interview process, ask open-ended questions such as: ‘Tell me about a time when you asked for feedback from your boss or a colleague. Doing so helps them in devising strategies that make products better, … It’s our ability to learn, adapt, unlearn, and relearn to keep up with constantly changing conditions. It’s important for organizations to have employees who are learning agile because 1) otherwise the organization can’t change 2) learning agility is a predictor for long-term success and boosts profit margins 3) to keep up with the competition. How did they react to the news?’, ‘Tell me about a time when you had to do something you’d never done before. When selecting candidates with high learning agility for your organization, you’re also making sure they have the right potential to develop. Learning Agility – 5 Factors. Learning agility is complex and it cannot be assessed with just one interview question such as “tell me how you have skilled yourself”.. What did you learn from it and in what areas can you utilize that knowledge in the future? So if you’re hoping to develop future leaders and changemakers, make sure you assess your candidates for this skill in your recruitment process. Develop innovative solutions based on their ability to unlearn old solutions that no longer work. However, also pay attention to developing this skill among your employees once you’ve hired them. Candidate should be able to able to acquire knowledge from errors as well as triumphs. If organizations want to succeed, they need to have leaders who possess learning agility because it’s a reliable indicator of a person’s leadership potential. Answer Guide: Candidate should display a level of adaptability and be able to apply learning in a resourceful and innovative manner. Here are interview questions on organizational agility, the ability of an individual to see ahead clearly and the capability to rapidly change or adapt in response to changes in the market. As we mentioned above – 50% of hired leaders will fail at their job because they lack this precise skill. Being able to work with different working styles demonstrates empathy and a low ego – it means you’ll do whatever it takes to successfully achieve results for the organization. If you want to determine where gaps are in learning agility among your existing employees, provide them with training on Burke’s 9 dimensions of learning agility. But what exactly is learning agility? Learning agility refers to a person’s ability and orientation to learn new things. Alexandra Johnson is a seasoned writer specializing in HR, recruitment and tech topics. Aligned To what extent is there shared commitment to the long-term vision and mission of the organisation? In a nutshell, learning agility is a set of complex skills that enable us to learn something new in one place and then apply what we learned elsewhere, in a wholly different situation. With temporary talent, you’ll want to find the right fit; someone who’s going to add value right away. But it’s not just those at the top who need to be agile, the real organisational benefits are seen when all employees are learning agile. The best applicants are able to actively demonstrate their learning agility directly within the interview process — adapting to the questions asked, reflecting upon their own performance [many times within the interview itself] and offering ways to make changes the next time they proceed with a … The interview process was with a group panel. Once employees understand what it means to be an agile learner, they can identify which dimension they are lacking, or where they have been underperforming in order to improve. Learning agility is an extremely important competency for leaders. While there are no definite numbers, Korn Ferry research shows that people with high learning agility are. The basic interview consists of behavorial and situational questions. Once feedback has been received, you have to be able to reflect on the feedback, both positive and negative, act on it, and adjust behavior. Cognitive ability is an important aspect in relation to learning agility. Learning agility is widely deemed to have four components: Results agility – achieves results under arduous conditions; has presence and competence to galvanise others to perform; Mental agility – deliberates difficult problems to discover solutions; comfortable with complexity and ambiguity; People agility – has extensive self-awareness; able to flex to diversity of conjectures and styles; … Smarter does not necessarily mean more learning agile. An agile learner has the mindset that allows them to continually develop their understanding, to grow and use new strategies that they’ve learned along the way, in order to ready themselves to successfully navigate any future problems. Connect the dots and make better, faster decisions even without compelling or complete data to work from. – Discussing differences with others in ways that lead to learning and change. Successful leaders manage disruption, they roll with the punches and adapt their strategies accordingly, in order to deliver success for the company. According to the Korn Ferry Institute, learning agility should be considered the single best predictor of an executive leader’s success, ranking it above intelligence and education. What are the best interview questions for assessing ... Tell me about a time you sought out feedback from a boss or coworker. It’s unlikely your candidate has experience in your industry - and that’s OK. A Learning and Development professional relies on Subject Matter Experts (SMEs) for content knowledge. When all people in the organisation display learning agility, enterprise agility follows. But it’s different for each person. Korn Ferry CEO Gary Burnison defines learning agility as “people’s willingness to grow, to learn, to have insatiable curiosity”. I interviewed at Agility in February 2015. What was the mistake you made and what did you learn? 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