We have a guest blog this week about a fascinating topic: Learning agility. Thanks for David Hoff, co-author of Learning Ability-The Key to Leader Potential.
Learning agility is finding yourself in a new situation and not knowing what to do – but then figuring it out.
Why would that be important? In an organizational context, if you are promoted from one function to another, or from an individual contributor to a manager role, how do I know you will be successful? The answer is that I don’t, because you’ve never done the job before. The research says if leaders make that decision without the help of an assessment process, the odds of the person being successful is 50-50 – essentially the flip of a coin.
What is the cost if the coin lands on the side of being unsuccessful? It depends; the range is anywhere from one to three times that person’s fully-loaded pay, including compensation and benefits. That’s an expensive coin toss!
Most organizations use a performance management system to give employees feedback on their performance and to equitably distribute merit increases. The output of this process is supposed to be a development plan, which describes the key objectives a person should achieve in the coming year and areas he or she should begin to improve.
Some companies put additional time, effort and money into critical jobs and/or high-potential employees. There are different definitions of high-potential employees; a common one is a person with the ability to be promoted two levels above his or her current level. An example would be a manager with the ability to be promoted to a vice president. You can’t spend significant additional dollars on everyone, so who gets this extra time and attention? That is the $64,000 question.
One answer is to spend the time on the most learning-agile person. But how do you determine learning agility? That question has stumped people in the talent management field for some time. My favorite response is, “Those who can learn on the fly.”
How do you operationalize that definition? What would I see a learning-agile person do? How would I teach someone to? Be more learning-agile? These questions are where learning agility becomes more complicated.
Researcher Scott DeRue, from the University of Michigan, established a model that identifies speed and flexibility as the two most important factors determining learning agility. Learning agility is about being able to digest a large amount of information quickly and figure out what is most important (speed). DeRue defines flexibility as the ability to change frameworks to help you understand how different things are related or connected.
DeRue also made a distinction between learning agility and learning ability. “Ability” means cognitive ability or “smarts.” Ability is important to a point, but then, smarter is not necessarily better. Earlier, I noted that learning agility is being in an unfamiliar situation, not knowing what to do and figuring it out. Ability takes you to a certain point. Then, agility becomes more important.
DeRue says there are both cognitive and behavioral components to learning agility. The cognitive ones – the “hard wiring,” if you will – are difficult, if not impossible, to change. The behavioral ones are more learnable, because if you do the things described by the behavior, then you are demonstrating that part of learning agility.
Another researcher, Dr. Warner Burke from Columbia University, confirmed what DeRue described and found seven additional dimensions of learning agility. He embraced speed and flexibility; his research also identified experimenting, performance risk-taking, interpersonal risk-taking, collaborating, information-gathering, feedback-seeking and reflecting. Burke also developed a test to measure learning agility; his work led to a valid and reliable tool with years of research to support its results. This is a huge step beyond the 50/50 coin flip to determine who we develop and promote.
Here are three tips for using learning agility in your work:
- In the future, people are more likely to be hired less for what they “know” and more for their ability to figure out what they “don’t know”. So get curious about what you don’t know as a way to make a difference in your career.
- To increase your flexibilty (one of the learning agility dimensions), take the opposing point of view (from your own position) during a discussion. Support that contrary position as strongly as you would your original position.
- When seeking feedback (a dimension of learning agility), seek to understand what the other person is saying by truly listening. Defensiveness gets in the way of learning agility.
Want to learn more about learning agility? Reach out here.