Know about learning agility

The uses of learning agility tests have been in operation in order to screen various applicants for jobs across various sectors. It is termed as a standard practice. You could say that it is a vital cog in the wheel as part of an interview process. In modern times, any job vacancy is likely to attract thousands of candidates. If a module of pre-screening is adopted, it can trim the candidates to a more manageable size. Then you can take them over to a more rigorous process of screening. It replicates of finding yourself in a situation where you are not aware on what to do, but you figure out a way to come out of the crises. Organizations have a performance management system where feedback to employees is provided and equal distribution of merit increases. The output which emerges is part of the development plan that clearly specifies what a person is likely to achieve in the coming years.

learning agility

What is learning agility after all? It is the ability and willingness to learn something new or something from past experience and then applying it in proper way. An employee should learn how to apply it successfully in a completely new situation. Well, it is a process of finding a new you in a completely new situation. It is all about figuring out oneself and this will happen only in an office. If you are in the technical field you have to know yourself all the more. Every organisation these days use a performance management system only to give feedback to the employees on the basis of their performance. Most of the employees expect a feedback from their managers, especially those who want to grow in the office. These employees always take feedback positively. When they get a negative feedback they try to work on it. They try their best to give 100% towards the production. Their aim is not the salary only but they look for a hike and a promotion also.

Now let us know the main strands of learning agility. They are:-

•       Mental or cognitive - it is the capacity to deal with the complex issues and to make the correct connections.
•       People or authenticity - the personal insights of the employee and also the conviction of all the requirements and needs.
•      Change or ambiguity - the tolerance of ambiguity and also the willingness to explore and also develop new opportunities.
•       Result or the impact - it is the delivery focused, achieving personal impact and also motivating other employees.

As a hiring team member, let the candidates know about this particular round, so that they can come mentally ready. Do not keep them in the dark. Obviously all the candidates know that they will be judged on their knowledge, but they should also know that the recruiters will see how much they can take from the training sessions. As a candidate, do not think that everything depends on your academic result. Academic results have got nothing to do with an interview. Interview rounds are a different ball game altogether. Be smart enough to impress the hiring team members. Show them that you have the willingness to learn something new. You are ready to learn new things from the office and you will be the best amongst all other employees. Much like personality there is no profile which is good or bad than others. Each employee has his own combination of strengths, weakness and developmental needs.

How does a corporate house identify high potentials in an employee?

Different offices use different approaches. There are many tests that can provide various competencies that will make employees successful. There are many competencies which every employee needs to see and then translate their vision into a strategy. Employees should have the competencies to communicate and also to inspire the stakeholders to buy their projects. Each employee should know how to work together as a team and execute a plan. To execute a plan successfully, it is required for employees to be agile learners. They should know how to learn from their past experience. Not only failure you can also learn from your success also. Be a risk taker in work. Success goes to those people who are learning agile.

Mentality agile- these are the people who can work very well in emergencies. They can see the pattern in their data and can take the necessary steps. They are really comfortable with playing in complex ideas and can explain complex situations to other employees in a simple manner that will help their subordinates to work properly. Mentally agile people are those who are much needed in a company. They can learn quickly and can apply various thoughts and ideas in their work.

Ability to deal with change- You should be always curious to know things in office or follow new technology then you are the one who the hiring team is looking for. When a new tool comes up in the office you should be the first one to show interest, let your managers know that you are willing to work with it. Try to be as much flexible as possible, do not be rigid. Do not keep nagging that the old tools were better. In fact, these days’ employees try to embrace an opportunity to change their office status.

Employees who have the hunger to learn something new always grow in an office. In your interview rounds, try to show this particular quality. Let them know how much you power you have in you to learn something new. May be you do not know about a technology but let your recruiter know that you are willing to learn about it. Hiring team members try to look for candidates who are eager to go far beyond their comfort zones and they try to take up assignments on their own. Show our ownership quality and take up new technology for work.