Learning agility training develops the ability to learn quickly from experience and apply those lessons in new, unfamiliar situations. Bodhih's program covers mental, people, change and results agility plus self-awareness, and builds practical habits: after-action reviews, feedback-seeking, safe experimentation, deliberate stretch assignments and structured learning plans.
- Recommended: 1.5 days in person, or 4 × 2.5-hour live virtual sessions, with 60 days of applied practice
- Level: Intermediate · In person · Live virtual · Blended
- Designed with the ADDIE model and customised to your context
- Offered by Bodhih since 2008 to 2,000+ organisations across 7 regions
Also known as: learning agility program, learning agility workshop, developing learning agility, learning agility for leaders
Where and how: learning agility training as an in-person workshop in Bengaluru, Mumbai, Delhi NCR, Gurugram, Hyderabad, Chennai, Pune, Kolkata, Ahmedabad and Jaipur; as a live online course; or delivered overseas in Dubai, Singapore and across the Middle East, Asia and Africa.
Why the ability to learn is the skill behind the skills
Specific technical skills now have a shorter shelf life, and many professionals will move through several quite different roles in their careers. What travels with them is the ability to learn quickly and apply it well.
Learning agility is also widely used to identify and develop future leaders, because every promotion is a step into the unknown. Learning agility training strengthens it deliberately, through habits, feedback and well-chosen experiences.
For every 100 workers, employers expect 29 to be upskilled in their current roles and 19 to be reskilled and redeployed by 2030.
What participants will be able to do
Know your learning profile
Assess your strengths and gaps across mental, people, change and results agility and self-awareness.
Learn faster from experience
Use structured reflection after key events to capture lessons you can reuse elsewhere.
Seek useful perspectives
Build the habit of asking for feedback and views from peers, customers and people outside your function.
Experiment with low risk
Design small, safe-to-fail experiments to test new approaches instead of waiting for certainty.
Transfer learning to new contexts
Use analogies and first principles to apply lessons from one situation to a very different one.
Own your development
Create a 60-day learning plan built around a stretch experience, not just courses.
Who should attend
- High-potential employees in leadership pipeline programs
- Managers taking on larger or unfamiliar roles
- Professionals reskilling for new technology, including AI
- Employees moving across functions, geographies or business units
- Leaders who need to adapt through repeated organisational change
Program outline
Recommended design, customised to your context after a short needs analysis.
01Understanding learning agilityModule 1 · 90 min+
- Definition: learning from experience and applying it to new situations
- Five dimensions: mental, people, change and results agility, plus self-awareness
- Pre-program self-assessment and profile debrief
02Learning from experienceModule 2 · 2 hours+
- The 70-20-10 principle and why experience alone is not enough
- Kolb's experiential learning cycle in everyday work
- After-action reviews and learning journals
03Feedback and perspective-seekingModule 3 · 90 min+
- Blind spots and the Johari window
- Feedback questions that get honest answers
- Building a personal board of advisors across functions and cultures
04Working with the unfamiliarModule 4 · 2 hours+
- Comfort, stretch and panic zones
- Designing small, safe-to-fail experiments
- Acting with incomplete information in ambiguous situations
05Learning fast in new domainsModule 5 · 90 min+
- Rapid skill acquisition: deconstruct, prioritise, practise, get feedback
- Using AI tools as a learning partner, with healthy scepticism
- Transfer through analogies and first principles
06Stretch assignments and learning plansModule 6 · 90 min+
- Choosing and negotiating a developmental stretch experience
- Building a 60-day learning plan with milestones
- Peer learning pairs for mutual accountability
How we deliver it
Assess, then develop
A learning agility self-assessment, with an optional 360° view on AssessAll, gives each participant a starting profile to work from.
Applied between sessions
Participants try tools on live work between sessions and bring back what happened, so the learning agility training itself models learning from experience.
Peer learning pairs
Pairs from different functions meet regularly to share reflections, challenge each other and widen perspectives.
Manager sponsorship
Managers help select stretch assignments and review learning plans, linking the program to real development opportunities.
Tailored versions
For high-potential and leadership pipeline programs
Integrates assessment, stretch assignments and coaching, and connects to readiness and succession discussions.
For teams reskilling for AI and new technology
Focuses on rapid skill acquisition, experimenting with new tools and sharing lessons across the team.
For managers moving into new roles
Supports transitions into new functions or geographies with a structured first-90-day learning plan.
How we measure impact
Measurement follows the ADDIE Evaluate stage: participants complete a learning agility assessment before the program and again after about 90 days, with optional 360° feedback on AssessAll for a multi-rater view. Managers review progress on the stretch assignment and 60-day learning plan in check-ins at 30, 60 and 90 days. For talent programs, we can help you connect results with readiness reviews and internal mobility data.
Pair this program with AssessAll, Bodhih’s AI assessment platform, for pre- and post-program skill measurement.
Frequently asked questions
What is learning agility?
Learning agility is the ability and willingness to learn from experience and then apply those lessons to perform well in new or unfamiliar situations. People with high learning agility reflect on what happened, seek feedback, try new approaches and adapt quickly. It is commonly described across dimensions such as mental, people, change and results agility, together with self-awareness.
Can learning agility be developed?
Yes. While people start from different points, learning agility improves with specific habits: structured reflection, active feedback-seeking, safe experimentation and deliberately taking on unfamiliar work. Our learning agility training builds these habits and supports them with a stretch assignment and a 60-day learning plan, so participants practise on real work rather than only discussing it.
Why is learning agility important for leaders?
Each step up in leadership brings problems the leader has not faced before, and what worked at the previous level may not work at the next. Leaders with high learning agility adjust faster, learn from mistakes and help their teams adapt. That is why many organisations consider learning agility when identifying and developing high-potential talent.
Can learning agility be measured?
Learning agility can be assessed through self-report instruments, multi-rater feedback and behavioural evidence, such as how people perform in new assignments. In this program, participants complete a self-assessment before and after, and can add a 360° view on AssessAll. We recommend using results for development conversations rather than as a single deciding factor in talent decisions.
How is learning agility different from a growth mindset?
A growth mindset is a belief that abilities can be developed, while learning agility is the practical capability to learn quickly from experience and apply it in new contexts. A growth mindset makes learning agility easier, but people can believe in growth without having the habits of reflection, feedback-seeking and experimentation. Bodhih offers separate programs for each.
How does learning agility relate to AI adoption?
As AI changes tasks and tools quickly, employees need to learn new ways of working repeatedly, not once. Learning agility gives them a method: breaking down a new skill, experimenting, getting feedback and sharing lessons. The program also covers using AI tools as a learning aid while checking their output carefully, which complements tool-specific AI training.