Course Objective & Scope
When roles, tools and market conditions shift, relying solely on past playbooks limits performance. This programme develops learning agility—the ability to learn quickly from experience when you do not yet know what to do—across mental agility, people agility, change agility, results agility and self-awareness.
Working on a real role, process or technology transition from their organisation, participants identify habits they need to unlearn and build a personal adaptation plan together with a measurable learning sprint.
Who Should Attend?
- Managers and team leads moving into new roles, units or technology transitions
- Specialists operating in environments with shifting scope and priorities
- Talent management, leadership development and corporate academy teams
- Participants in high-potential (HiPo) development tracks
Key Takeaways
- Diagnose strengths and blind spots across the dimensions of learning agility
- Spot and unlearn assumptions and work habits that no longer fit the context
- Use structured questioning and feedback loops to get up to speed in unfamiliar domains
- Run small experiments in ambiguous situations and extract actionable lessons
- Create a personal adaptation plan and a 30-day learning sprint
Curriculum
The Adaptability and Learning Agility Framework
- The expertise trap: how past success creates blind spots in a new context
- The five dimensions of learning agility and self-assessment
Unlearning and Mental Flexibility
- Surfacing current mental models and unspoken assumptions
- First-principles thinking and reframing problems from multiple angles
- Protocol for replacing outdated habits with new behaviours
Rapid Learning Loops from Experience
- Getting up to speed quickly in a new domain and learning from peers
- Micro-experiment design, after-action reviews (AAR) and reflection routines
People Agility and Non-Defensive Feedback
- Adapting to different working styles and actively seeking blind-spot feedback
- Turning mistakes and gaps into learning data
Personal Adaptation Plan and Learning Sprint
- Mapping adaptation on a real organisational change scenario
- Designing a learning sprint with target behaviours, experiments and checkpoints
Other Courses in This Category
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Cognitive reframing (ABCDE model), circle-of-control focus, energy management and team-level recovery routines for high-pressure periods; participants build a personal and team resilience action plan.
- Live Course
- 5 modules
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Understanding change resistance through Bridges' transition model, SCARF threat/reward triggers, the change curve and Immunity to Change mapping; managers build a team change map for a real transformation.
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Prioritising with incomplete data and shifting goals using Cynefin, Cost of Delay, ICE/RICE scoring, WIP limits and kill/pivot criteria; teams build a prioritisation and trade-off protocol for their own backlog.
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Translating Carol Dweck's growth mindset into team habits through hypothesis-driven experiments, safe-to-fail probes and blameless retrospectives; participants design a practical team learning sprint.
- Live Course
- 5 modules
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Stakeholder segmentation, change narrative (Why-What-How-WIIFM), two-way communication cadences and tough-Q&A preparation during transformations; participants leave with a complete change communication plan.
- Live Course
- 5 modules
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Addressing job-replacement anxiety, task-level job crafting, turning shadow AI into safe adoption and building an AI Champions network; participants design an employee-centric AI adoption roadmap.
- Live Course
- 5 modules
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