What is learning agility and why businesses should start focusing on it
As a result of covid -19, companies have realized it’s time to redefine the strategy to become more resilient, proactive, and adaptive. Companies bring in a better learning program that imparts the skills mentioned above.
In recent times, Learning agility has gained more popularity and is valued more in this ever-changing world. Learning agility is a set of complex skills that makes the employee more adaptive, proactive, and resilient. So an agile employee has a mindset that can navigate through disruptions in a better manner. If you are an HR or L&D manager, it’s time we start focusing on imparting these learning agility skills to our employees.
So before we plan on how to achieve enterprise agility, let’s understand the term and its advantages and how we can imbibe it in our existing learning process.
Learning agility is a set of multiple skills: mental, people, change, results, and self-awareness. Each skill considers the uncontrolled external factors and defines how we react to them successfully without affecting the people around us. Learning agility looks too fictional, but statistics have proved that agile employees create a better impact than regular skilled employees.
It has been researched that 25% higher profit margins were found where there were highly agile employees. (Source)
Below are the few advantages of having a highly agile workforce.
1. Assist in better decision making
Managers are solely responsible for the decision-making process, but times have changed. Companies require active employees who take strategic actions in their regular work and be more productive. Taking small decisions in their day-to-day work that would impact the process positively are few ways agile employees can be part of better decision making.
So many companies are innovating and bringing new solutions. It’s time we have executives along with CEOs and top managers become part of this innovation table. Having agile executives will help management innovate on solutions that matter the most and create a win-win situation for both organizations and customers.
3. Handle disruptions with ease
Robotics and other innovations are being built to face future uncertainties. Companies today require risk-takers who can handle disruptions and use the uncertainty to the company’s advantage. Agile workers are the risk-takers who can survive as well as thrive with a clear vision.
4. Creating better leaders
Agile workers are great leaders who motivate and handle the emotional and mental pressures of the team better. They are team players as well as leaders who can manage the team well.
5. Deal well with critics
Agile workers are emotionally equipped; stats have proved that high emotional IQ can be an excellent skill for handling disruptions.
Building a learning agility program can look impossible, thanks to multiple learning tools provided by enterprise learning solutions providers. We see many MNCs adopting these programs with ease.
a. Develop better training programs
To impart any skills, it’s essential to build a training program, but HRs and managers miss out on making it highly engaging and interactive.
Below are methods that can ensure we impart an active learning agility program.
Learning agility focuses on multiple skills that vary from person to person. It makes sense that L&D managers and HR concentrate on a personalized learning tool like LXP, where employees can develop their learning pathways based on their current skills.
LXP’s AI-based recommendation and blended learning concepts are great ways for employees to build an active learning program. It has been observed in many companies that post-LXP program, employees are more engaged and enjoying their learning program.
Developing brainstorming sessions
One of the main aspects of learning agility is people agility which concentrates on handling critics, being open to ideas, understanding other people's perspectives, and communicating with one another to develop innovative ideas.
These skills can be addressed if we have regular connections with team members. With tools like social learning, employees can connect through online open discussions and knowledge-sharing sessions by colleagues. These tools serve a great purpose in developing teamwork and collaboration to develop better ideas and solutions for the company.
Develop rewarding methods on completion of training programs
To ensure active participation, companies can develop rewards and recognitions programs. With gamified learning tools available in LXP, employees get a chance to be recognized and be more active and motivated in training. For example, Disprz Gamified has multiple features such as breakout rooms, live leaderboards, live polls, and roulette wheel, which have been great engagement-based tools to ensure active participation and collaborative learning methods.
Learning is not complete without assessment, and learning agility requires better and accurate assessment methods. Hence it’s essential to use advanced tools to ensure such results.
More than the regular general assessment
We are developing an agile workforce that requires regular tests. Still, unlike traditional assessment, we need feedback-based tests, risk assessments, and real-time comparisons, which are difficult to develop if we consider the age-old tools.
But with LXP, companies can develop engaging questionnaires, speed tests and collaborate with managers on learning issues. For instance, we can build a stress test through LXP’s mock calls feature involving managers who will assess the training and impact in real-time.
One of the added advantages of LXP is its AI-based evaluation which can gather data points such as measuring the soft skills, stress levels, speed analysis on completion of the training program, and assessment. It can also recognize employees' role-based skills as well as general skills required for the organization.
c. Monitor of training programs
Training programs such as these are continuous and require to be updated regularly with LXP analytical reports. We can develop overall employees’ performance and compare them with future roles. With LXP, managers can stay one step ahead and ensure learning agility programs are successfully implemented.
If we need to develop learning agility, it is crucial to provide intense training that matches the current technological advances that point towards AI-based LXP. LXP is an advanced tool that helps your employees be active learners and create a collaborative learning environment through its social learning and gamified tools. It also helps companies monitor and assess more accurately and ensure a successful learning program.
