# Learning Agility Training Program > Learning agility training that helps employees learn fast from experience, adapt to new roles and thrive through change. Customised by Bodhih. Enquire today. - Source: https://bodhih.com/learning-agility-training/ - Publisher: Bodhih Training (Bengaluru, India; since 2008) - Last updated: 2026-10-15 - Contact: solutions@bodhih.com · +91 99000 11601 --- Learning agility training for people who keep being asked to do things they have never done before. Participants learn to extract lessons from experience quickly, seek diverse perspectives, experiment safely and transfer what they learn to new situations, a capability that matters in every role now being reshaped by AI. ## At a glance - **Duration:** Recommended: 1.5 days in person, or 4 × 2.5-hour live virtual sessions, with 60 days of applied practice - **Who it’s for:** High-potential employees, managers and professionals moving into new roles - **Level:** Intermediate - **Format:** In person · Live virtual · Blended - **Track record:** Since 2008 · 2,000+ companies Learning agility training develops the ability to learn quickly from experience and apply those lessons in new, unfamiliar situations. It covers mental, people, change and results agility plus self-awareness, through after-action reviews, feedback-seeking, safe experimentation and stretch assignments. Bodhih runs it over 1.5 days or four 2.5-hour virtual sessions, with 60 days of applied practice. - 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](https://bodhih.com/corporate-training-in-bangalore/), [Mumbai](https://bodhih.com/corporate-training-in-mumbai/), [Delhi NCR](https://bodhih.com/corporate-training-in-new-delhi/), [Gurugram](https://bodhih.com/corporate-training-in-gurugram/), [Hyderabad](https://bodhih.com/corporate-training-in-hyderabad/), [Chennai](https://bodhih.com/corporate-training-in-chennai/), [Pune](https://bodhih.com/corporate-training-in-pune/), [Kolkata](https://bodhih.com/corporate-training-in-kolkata/), [Ahmedabad](https://bodhih.com/corporate-training-in-ahmedabad/) and [Jaipur](https://bodhih.com/corporate-training-in-jaipur/); as a live online course; or delivered overseas in [Dubai](https://bodhih.com/corporate-training-in-dubai/), [Singapore](https://bodhih.com/corporate-training-in-singapore/) and across the Middle East, Asia and Africa. Last reviewed 15 Oct 2026 by [Siddharthan VGJ](https://bodhih.com/siddharthan-vgj/), Founder · Bodhih Training, Bengaluru ## 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. Source: [World Economic Forum, Future of Jobs Report 2025](https://www.weforum.org/publications/the-future-of-jobs-report-2025/in-full/3-skills-outlook/) ## 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](https://bodhih.com/high-potential-leadership-program/) 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. ### **Understanding learning agility**Module 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 ### **Learning from experience**Module 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 ### **Feedback and perspective-seeking**Module 3 · 90 min - Blind spots: what others see in you that you do not - Feedback questions that get honest answers - Building a personal board of advisors across functions and cultures ### **Working with the unfamiliar**Module 4 · 2 hours - Comfort, stretch and panic zones - Designing small, safe-to-fail experiments - Acting with incomplete information in ambiguous situations ### **Learning fast in new domains**Module 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 ### **Stretch assignments and learning plans**Module 6 · 90 min - Choosing and negotiating a developmental stretch experience - Building a 60-day learning plan with milestones - Peer learning pairs for mutual [accountability](https://bodhih.com/accountability-at-work-training/) ## Sample training plan: 1.5-day hands-on design This one-and-a-half-day program builds the capability to learn fast in unfamiliar territory. Participants debrief a pre-program learning agility profile, mine a past stretch experience for reusable lessons, ask sharper feedback questions, design safe-to-fail experiments and tackle a skill they have never tried in a 90-minute rapid-learning sprint. On the half day they transfer lessons across contexts in an unfamiliar-role simulation and negotiate a real stretch assignment. Everyone leaves with a 60-day learning plan and a peer learning partner. 78% hands-on practice · 10 contact hours · Cohort: 12–20 participants · In person · Live virtual ### Day 1: Learning from experience and the unfamiliar Participants can read their agility profile, extract lessons from experience, seek useful perspectives and learn a new skill quickly. 1. 09:30–10:00 · Learn it in five (Energiser) 2. 10:00–11:00 · My agility profile (Diagnostic) 3. 11:15–12:15 · Mining the stretch story (Peer coaching) 4. 12:15–13:00 · Questions that get honest answers (Skill drill) 5. 13:45–14:30 · Comfort, stretch, panic (Group challenge) 6. 14:30–15:30 · Safe-to-fail experiments (Build sprint) 7. 15:45–16:45 · Rapid-learning sprint (Hands-on lab) 8. 16:45–17:30 · What I learned about how I learn (Reflection) ### Day 2 (half day): Transfer and stretch Participants can transfer lessons to a very different context and commit to a stretch experience with a 60-day learning plan. 1. 09:30–10:00 · Overnight feedback (Feedback round) 2. 10:00–11:00 · The unfamiliar role (Simulation) 3. 11:15–12:15 · Negotiating a stretch (Role-play) 4. 12:15–13:00 · My 60-day learning plan (Action planning) Recommended: 1.5 days in person (day 1 09:30–17:30, day 2 09:30–13:00), or 4 × 2.5-hour live virtual sessions, with 60 days of applied practice and peer learning pairs. A sample design: every Bodhih program is customised after a short needs analysis. ### How long is learning agility training? The recommended design is one and a half days in person, followed by 60 days of applied practice with peer learning pairs. It also runs as four live virtual sessions of 2.5 hours each over about three weeks, with experiments run between sessions. ### What activities are included in learning agility training? Participants debrief their learning agility profile, mine a past stretch experience for portable lessons, design safe-to-fail experiments for a real challenge, learn a brand-new skill in a rapid-learning sprint and take an unfamiliar-role simulation that tests how they transfer lessons under ambiguity. ## 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](https://bodhih.com/360-degree-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. AA Pair this program with [AssessAll](https://assessall.com), 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](https://bodhih.com/growth-mindset-training/) 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.