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    Growth Performance

    Learning Agility Assessment

    Measure your organisation's capacity to learn, adapt, and grow, the meta-capability that predicts performance in the AI age more reliably than any specific skill set.

    Purpose: Learning agility, the ability to learn from experience and apply that learning in new situations, is now identified by Deloitte (2026) as a top strategic priority for 70% of executives. Research consistently shows that learning-agile people are promoted faster, perform better under pressure, and adapt more successfully to disruption. This assessment measures learning agility across five research-validated dimensions.

    Instructions: Rate each statement from 1 (Strongly Disagree) to 5 (Strongly Agree). Answer for yourself or adapt to assess your team. Be honest, the assessment is most useful when it reflects reality.

    Progress0 of 25 items completed

    1.Mental Agility

    The ability to think critically, question assumptions, and be comfortable with complexity and ambiguity.

    -
    out of 25

    I regularly question assumptions, including my own, rather than accepting the conventional view

    I am comfortable sitting with ambiguity without rushing to premature conclusions

    I actively seek out perspectives that challenge my thinking, even when they're uncomfortable

    I can hold multiple, contradictory viewpoints simultaneously while I gather more information

    I look for patterns and connections that others tend to miss

    2.People Agility

    The ability to read others accurately and work effectively with a diverse range of individuals and styles.

    -
    out of 25

    I can quickly adapt how I communicate and relate to different people and situations

    I genuinely seek to understand people who think and work differently from me

    I am skilled at reading the emotional dynamics in a room and responding effectively

    I build trust quickly with new people across different backgrounds and functions

    I can bring together people with different working styles to collaborate effectively

    3.Change Agility

    Comfort with experimentation, change, and actively seeking new approaches over the familiar.

    -
    out of 25

    I am energised by change and new challenges rather than threatened by them

    I actively experiment with new approaches, even when the outcome is uncertain

    I recover quickly from setbacks and use them to fuel future learning rather than retreat

    I seek out new experiences deliberately to stretch my capability and perspective

    I can identify and let go of outdated approaches, even when they have worked well in the past

    4.Results Agility

    The ability to deliver results in first-time or challenging situations through resourcefulness and drive.

    -
    out of 25

    I find ways to deliver results even in situations I have not encountered before

    I can inspire and focus others when conditions are difficult or unclear

    I am resourceful, I find ways around obstacles that stop others

    I take on challenges that stretch me beyond my current capability

    I maintain performance standards even when the context around me is changing rapidly

    5.Self-Awareness

    The foundation dimension, understanding your own strengths, blind spots, and patterns of behaviour.

    -
    out of 25

    I have a clear, honest understanding of my own strengths and development areas

    I actively seek feedback, and genuinely use it, even when it is uncomfortable

    I notice my emotional reactions in real time and can adjust my behaviour accordingly

    I can identify specific patterns in my behaviour that may be limiting my effectiveness

    I regularly reflect on what I am learning and how I need to grow