Unlocking Talent Innovation with Learning Agility
In the wake of a global pandemic, we find ourselves grappling with ideas for talent innovation: How might job candidates act in situations no one has ever experienced before? Traditional approaches to hiring might not be enough. At Burke Assessments, we’ve found the answer: it’s all about Learning Agility.
What is Learning Agility?
In the early 2010s, Dr. Warner Burke, emeritus professor at Teachers College, Columbia University, set out to define and measure Learning Agility. He brought together a group of researchers to discuss talent innovation. Their work led to the development of the Burke Learning Agility Inventory. This assessment identifies 38 observable behaviors clustered into 9 key dimensions, all of which are crucial for adapting to new, unprecedented situations.
Why Learning Agility Matters in Talent Innovation
In today’s fast-changing world, the ability to adapt and learn quickly is more valuable than ever. While traditional interviews focus on past performance, they may not predict how a candidate will handle new challenges. This is where Learning Agility comes in. It helps organizations select candidates who are not just competent but capable of thriving in uncertainty.
Learning Agility: A Game Changer
In 2017, Dr. Burke and I co-authored Learning Agility: The Key to Leader Potential. With decades of experience in talent management, I firmly believe that Learning Agility is a game changer. The good news? Even individuals who score low on Learning Agility can develop these skills, provided they have the motivation to do so.
How to Use Learning Agility in Your Hiring Process
Imagine being able to gauge a candidate’s potential before they even step into an interview. The Burke Learning Agility Inventory allows you to do just that. Whether you set a minimum Learning Agility score or focus on specific dimensions, this assessment provides a data-driven approach to talent selection.
The Evolution of Interviewing Techniques
Years ago, I worked with American psychologist David McClelland, who developed the Behavioral Event Interviewing (BEI) methodology. BEI has been widely adopted because it effectively identifies skills or competencies based on past behavior. However, BEI and similar competency models have limitations—they rely on existing benchmarks. But what happens when no one has faced a situation before? This is where Learning Agility offers a solution. It equips candidates to navigate the unknown, making it a powerful tool for modern talent selection.
The 9 Dimensions of Learning Agility
Dr. Burke and his team identified 9 dimensions that drive Learning Agility:
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- Flexibility: Ability to adapt to new perspectives and abandon outdated mindsets.
- Speed: Quickly understanding new situations and correcting course when needed.
- Experimenting: Testing new ideas and approaches to find what works best.
- Performance Risk-Taking: Embracing challenging tasks with a willingness to fail.
- Interpersonal Risk-Taking: Engaging in difficult conversations and asking for help.
- Collaborating: Working with others to gain diverse perspectives.
- Information Gathering: Continuously learning through courses, publications, and networking.
- Feedback Seeking: Actively asking for input to improve performance.
- Reflecting: Taking time to analyze past actions and learn from them.
Why It Matters for Your Organization
In industries like banking, healthcare, tourism, retail, pharma, and manufacturing, the rapid pace of technological change is constant. Companies that hire and develop talent with high Learning Agility will lead the way in innovation. Those that don’t will be left behind.
Contact us to learn more and take the next step in transforming your hiring strategy.