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Article No.: 16-3, March 1, 2016
Article Title: Learning Agility Self-Assessment
Author: Linda Gravett, Ph.D., SHRM-SCP, CEQC
As a preview for my upcoming book with Sheri Caldwell,
Agility: The Impact on Recruiting and Retention, below is an
excerpt from our Learning Agility Self-Assessment developed and
validated over a 5-year period. To be placed on the email list
to be notified when the book is released (March 2016), please email
me at Linda@gravett.com.
Learning Agility Self-Assessment
For each item, place the most accurate response to the left of each number.
Rarely Occasionally Sometimes Usually Always
1 2 3 4 5
___1. If I hear an unfamiliar word in a conversation, I look up the meaning.
___2. I enjoy working with others to try to solve problems.
___3. I’m comfortable when circumstances that affect my work change.
___4. New experiences are not learning opportunities for me. RS
___5. I can deliver results amidst changing circumstances.
___6. I’m optimistic that I can learn new information.
___7. I don’t make an effort to learn from my mistakes. RS
___8. I enjoy a change of pace in the way I do things.
___9. I understand the best approach for me to learn something new.
___10. I seek out feedback on my skills and abilities.
___11. I don't accept others’ information at face value.
___12. I can put aside a project and switch to another when necessary.
Learning agility has four dimensions: mental agility; people agility; change agility; and results agility. Mental agility is one’s ability to learn and retain information of all types. People agility is the capacity to understand and relate to others. Change agility is the skill one has in handling change. Results agility is the capacity to achieve during the distractions and challenges of everyday life.
If you have any questions or need more information about this article, please complete our Contact Form, or contact Dr. Gravett by telephone at 513-753-8870.