Exploring the Many Faces of Learning Agility

When it comes to learning agility, one size does not fit all. In fact, recent research conducted by Lominger International has revealed that there are seven frequently occuring profiles amongst high learning agile people, each with its own unique mix of strengths and development needs.

Which profile a high potential fits the closest with has implications for determining what settings that individual's strengths can be most effectively put to work in and what situations can provide the best opportunities for development. Now organizations can make more precise decisions about deploying and developing their learning agile talent and can learn to view high potentials through a more differentiated lens.

To learn more, check out the information on our site:

http://store.lominger.com/store/lominger/en_US/pd/productID.193021300

I look forward to a dialogue with followers of this blog regarding the many faces of learning agility and their implications for managing talent strategically and effectively.

New Experience, New Perspective

A core tenet of Korn/Ferry's approach to talent management is that on-the-job experiences are the key driver of employee growth. The greater the challenge, the more potential upside there is for learning and development. That being said, I hope to be living proof of that principle in the next few years, as I will be soon be undertaking an extended assignment to relocate to Singapore.

I look forward to the new experiences, the fresh challenges, the enhanced skills, and, ultimately, the broader perspective and deeper wisdom this opportunity will bring. My hope is that the benefits of these learnings will find their way into this blog.

Stay tuned.

Step 3 - Action

Declare your intention and take action. You have reflected on feedback related to your performance and working style. You have thought about your goals and long-term aspirations. You have considered what leadership characteristics are most important for your current role and your career goals. You are ready to commit to action. First, state your intention. Out loud. In front of other people - your colleagues, direct reports, spouse. They will not only hold you accountable but they can also provide support. Now, do something. Build momentum. Experiment. Practice. Get feedback. Practice some more. Get more feedback. Continuing practice with feedback is a key to building your skills and reaching your potential.

Step 2 - Acceptance

Acknowledge what’s missing and why it’s important. No doubt you are accomplished in many areas. What you’ve been doing has worked to some degree, but what is not working? Unless the need to change is clear to you, no amount of coaching, nagging, or feedback will convince you to do something about it. It’s your life, your career, your choice. You decide what to view as inconsequential and what to view as limiting. And you live with the consequences. The question is – what if what is missing is really important? And, what would change for you if the issue were resolved? If you can project significant and immediate benefits, you’re likely to have the will to do something about it.

Step 1 - Awareness

At the end of last year I offered some tips for those looking to undertake some professional development in the new year. Whether it is a personal resolution or part of your formal development plan, certain principles apply to successful development. In a series of posts, I will highlight some of the key steps necessary to begin and sustain your developmental journey. I'll begin today with the first critical step - building awareness.

The essence here is to look both outside yourself and inside yourself. What does it take to wake up to the truth? Awareness can come from the outside in or the inside out. A clue on the outside provides a reality check and signals to you that something is amiss. Ideally, you get feedback from others - your boss, peers, significant other, friends, even enemies. Perhaps, you have the results from a 360 degree assessment. In other cases, you take the cue from personal reflection and introspection. What does your gut tell you? What patterns of thought get in the way and keep you from being effective? A blend of outside input, inside reflection, and a chance to test your discoveries will create a perpetual feedback loop of ever increasing awareness.

Before You Make That Resolution...

As the year draws to a close, you are hopefully thinking about some resolutions for the new year. While most are of a personal nature, also consider some that may impact your professional life. But before you go too far down that road, consider the fact that many of us are not very self-aware. The things we resolve to work on might not be perceived by others to be an issue. Likewise, we may not be fully aware of the critical areas where we don't have the needed skills and where problems might be brewing. In other words, we all have blind spots that need to be addressed.

So first, make sure that you are self-aware and that the things you are choosing to work on really are areas where some skill improvement is both needed and adds value to the work you do. Of course, the best way to improve your self-awareness is to get some feedback from others. More on that in my next blog.

In the meantime, have a Happy New Year!

Looking Back, Looking Forward

This time of year inevitably sparks the inner need for reflection. Not only have we reached the end of another year, but also the end of a decade. While I have seen many year-end lists start to pop up just about everywhere, fewer decade-end lists seem to have appeared. Perhaps it is a bit too soon to put an entire decade into perspective. Nonetheless, I encourage you to think about the 00's in terms of the events and trends that we have seen in talent management and the impact they have had on your business. What rises to the top? Emotional intelligence? Engagement? The search for high potentials? ROI? Also, what are the new ideas just starting to take root today that might have an impact leading into the next decade? Share your thoughts. I look forward to the dialogue.