Learning Agility is the ability to rapidly develop new effective behaviour, based on new experiences, and then to apply this behaviour successfully.

It is a form of learning ability and thereby gives an indication of your potential. Because roles and positions are changing more quickly, it is important to effectively respond to the reality of the day and continuously learn. Learning Agility isn't a static fact , but depends on how you look at situations and what you do with it.  This means  you can improve your Learning Agility. 

Learning Agility is measured in four dimensions (Change Agility, Mental Agility, People Agility en Results Agility) and one transcending factor: Self-awareness, which influences the scores on all dimensions. The tips mentioned below, subdiveded  into the different dimensions, are meant to help you work on your own Learning Agility on a daily basis.

• From time to time, pick up a project where you cannot fall back on your existing knowledge and experience.
• When you have to pick up new work and you feel unclear or stuck, think about your reasons for this.
• Try to work with colleagues who are more inclined to take risks.

• Ask questions if things are unclear and make sure that you always have a clear picture of what has been discussed.
• Make a list of questions for each discussion that you want answered on the subject.
• Plan moments to think about your own approach and what can be improved.

• Consider what you can learn from each of your team members, and make a point to try and do so.
• Try not to give counter-arguments for one day. Instead, only ask counter-questions and find out which new insights you have come up with.
• Identify what information you are missing and which questions you could ask colleagues.

• Set yourself a list of short and mediumterm objectives, for your team and for yourself.
• Keep track of the results of the projects that you are part of and determine your own goals in them.
• If your attention becomes fragmented by less important secondary goals, ask for help from your manager.

• Try to get feedback from various perspectives in order to learn how you can optimally use your strengths to develop further.
• Ask others and colleagues on which topics they would like your help and what they appreciate about you.
• Investigate which situations and which roles challenge you the most and from which ones you can probably learn the most.