Coaching Methodology: Accelerate Growth with Learning Agility
You’ve tried every coaching methodology in the book, yet your coachee still seems stuck. As an Executive Coach, you may often find yourself facing this challenge.
How do you cut through the noise and truly help your coachees move from point A to point B—once and for all?
The answer might just be Learning Agility.
Why use Learning Agility as a Coaching Methodology?
At its core, Learning Agility is the ability to adapt, learn, and thrive in unfamiliar situations—faster and more effectively than others. It’s not just about gaining knowledge but about applying it flexibly in real-time.
In today’s fast-changing business world—where leaders must embrace AI, foster innovation, and manage complexity—Learning Agility is the ultimate competitive advantage.
In this post, you’ll discover how to use Learning Agility as a transformational tool to accelerate learning and drive meaningful behavioral change in your coachees.
Let’s dive in.
Step 1: Adopt a Learning Agility Framework
The Burke Learning Agility Framework, developed by Emeritus Professor Warner Burke at Columbia University, provides a structured way to assess and develop Learning Agility.
Unlike other models that use Learning Agility merely as a predictor of performance, Burke’s approach is far more inclusive and actionable, making it an ideal tool for leadership development at all levels.
The framework consists of nine key dimensions:
- Flexibility – Openness to new ideas and approaches
- Speed – Rapidly absorbing and applying new information
- Experimenting – Trying new methods, even with uncertainty
- Performance Risk Taking – Stepping outside comfort zones for growth
- Interpersonal Risk Taking – Engaging in difficult conversations
- Collaborating – Seeking input from diverse perspectives
- Feedback Seeking – Actively asking for and using feedback
- Information Gathering – Proactively acquiring relevant knowledge
- Reflecting – Learning from experience and refining strategies
By strengthening these dimensions, leaders can accelerate behavioral shifts and develop future-ready skills.
Step 2: Begin Your Own Learning Agility Journey
As a coach, you must embody Learning Agility before you can instill it in others. This starts with becoming certified in the Burke Learning Agility Assessment.
The certification process includes:
- An e-learning course covering the science behind Learning Agility
- Two live online sessions for deeper insights
- Your own assessment and personalized feedback from a Burke-certified coach
Once certified, you gain access to a Partner Portal where you can purchase assessments and use them with your clients.
Step 3: Measure Your Coachee’s Learning Agility
Next, introduce your coachee to the concept of Learning Agility and its growing relevance in today’s business landscape.
- Administer the Burke Learning Agility Assessment to gauge their current agility level.
- Provide a comprehensive feedback session, focusing on their strongest and weakest agility dimensions.
- Develop an Action Plan with clear steps for improvement.
- Structure 4-6 coaching sessions to guide their transformation.
By measuring and actively developing Learning Agility, coachees can shift from stagnation to accelerated growth—gaining the adaptability, curiosity, and resilience needed to thrive.
Step 4: Reflect and Refine
Finally, take time to reflect on your coaching experience with Learning Agility. Ask yourself:
- What worked well?
- What could have been improved?
- How will I refine my approach next time?
Coaching is an ongoing journey of learning and adaptation—and embracing Learning Agility will ensure that you, too, continue evolving alongside your coachees.