Many of us at this time of year turn to thinking about goals for ourselves and our careers in the coming 12 months.
It still surprises me how in many organizations the criteria used for identifying ‘high potential’ managers, leaders and future executives remain a ‘black hole’. Two parts of the equation are usually clear: Something associated with ‘past performance’ + ‘business competencies’. The third component is usually something loosely referred to like this; ‘you’ll know it when you see it’
The more time I spend on this topic the more I believe that ‘learning agility’ is key to unlocking the answers to that 3rd component. The attributes of being an agile learner can be studied, developed and honed.
In a rapidly changing environment, no one can have all the answers , however much experience they have– so fostering a “learner mindset” and being able to grow and innovate from our experiences is vital to realizing the full potential both of individuals and organizations .
In the short article below, published in HBR on 12.31.15 Monique Valcour lays out some of the primary qualities of being a better learner, namely: Seeking Feedback, on an ongoing basis. Reflecting on Experiences so that we glean important insights, and; Active Experimentation --trying on new approaches and looking for connections in unrelated events.
Learning Agility can help us use our everyday experiences in the quest to become our best selves,