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    Interactive assessment

    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.

    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-informed dimensions.

    Questions or items
    25 questions or items
    Completion time
    Around 12 minutes
    Dimensions
    Mental Agility, People Agility, Change Agility, Results Agility, Self-Awareness
    What you receive
    Personalised results with result bands, section scores and development guidance.

    What it covers

    • Mental Agility
    • People Agility
    • Change Agility
    • Results Agility
    • Self-Awareness

    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.

    Results: Personalised results with result bands, section scores and development guidance.

    How this interactive diagnostic works

    Read what it covers here first. Nothing is saved or sent until you continue. Your result is calculated once every required item is answered.

    If it asks for your first name and work email, you enter them in the diagnostic itself. This page sends nothing.

    Statements in this diagnostic

    Statements are grouped by section. Answer each one for the situation named in the instructions, using the scale shown.

    Mental Agility

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

    1. I regularly question assumptions, including my own, rather than accepting the conventional view
    2. I am comfortable sitting with ambiguity without rushing to premature conclusions
    3. I actively seek out perspectives that challenge my thinking, even when they're uncomfortable
    4. I can hold multiple, contradictory viewpoints simultaneously while I gather more information
    5. I look for patterns and connections that others tend to miss

    People Agility

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

    1. I can quickly adapt how I communicate and relate to different people and situations
    2. I genuinely seek to understand people who think and work differently from me
    3. I am skilled at reading the emotional dynamics in a room and responding effectively
    4. I build trust quickly with new people across different backgrounds and functions
    5. I can bring together people with different working styles to collaborate effectively

    Change Agility

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

    1. I am energised by change and new challenges rather than threatened by them
    2. I actively experiment with new approaches, even when the outcome is uncertain
    3. I recover quickly from setbacks and use them to fuel future learning rather than retreat
    4. I seek out new experiences deliberately to stretch my capability and perspective
    5. I can identify and let go of outdated approaches, even when they have worked well in the past

    Results Agility

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

    1. I find ways to deliver results even in situations I have not encountered before
    2. I can inspire and focus others when conditions are difficult or unclear
    3. I am resourceful, I find ways around obstacles that stop others
    4. I take on challenges that stretch me beyond my current capability
    5. I maintain performance standards even when the context around me is changing rapidly

    Self-Awareness

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

    1. I have a clear, honest understanding of my own strengths and development areas
    2. I actively seek feedback, and genuinely use it, even when it is uncomfortable
    3. I notice my emotional reactions in real time and can adjust my behaviour accordingly
    4. I can identify specific patterns in my behaviour that may be limiting my effectiveness
    5. I regularly reflect on what I am learning and how I need to grow

    How the result is read

    Your answers are totalled for each section and overall. Each total falls into one of the bands below.

    • Developing, 20 to 45: Your learning agility profile suggests significant opportunities for development across multiple dimensions. This is not a fixed state, learning agility can be deliberately built. Your lowest-scoring section is your most important development priority. Start there with focused practice, coaching, and intentional stretch experiences.
    • Emerging, 46 to 65: You have some real learning agility foundations, with uneven development across the five dimensions. Identify your two lowest-scoring areas and build deliberate development plans around them. The research suggests that even a one-point improvement in your weakest dimension will have more performance impact than improvements in areas that are already strong.
    • Capable, 66 to 82: You demonstrate solid learning agility across most dimensions, you are in the top third of most organisational populations. The development opportunity is to deepen your lowest-scoring areas and to make your learning agility more deliberate and consistent, particularly under pressure when instincts default to the familiar.
    • High, 83 to 100: You demonstrate strong learning agility across all five dimensions, a genuine competitive advantage in the AI age. Research suggests people with profiles like yours are significantly more likely to be identified as high-potential leaders and to thrive through disruption. Your focus now is developing this capability in others.

    Sources named in this diagnostic

    • Deloitte (2026) Global Human Capital Trends 2026: The AI-Human Partnership. London: Deloitte Insights.
    • Josh Bersin Company (2026) The Disruption of the HR Technology Market. Oakland, CA: Josh Bersin Company.
    • Korn Ferry (2024) Learning agility: Unlock the lessons of experience. Los Angeles, CA: Korn Ferry.
    • McLean & Company (2026) HR Trends Report 2026. Toronto: McLean & Company.
    • World Economic Forum (2026) The Human Advantage: Stronger Brains in the Age of AI. Geneva: WEF.

    Where to take the next step

    Our coaching skills programmes build the capability to develop others for managers, leaders and L&D professionals.

    Explore Coaching Skills Training

    Frequently asked questions

    What does the Learning Agility Assessment measure?

    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-informed dimensions.

    How many questions are in the Learning Agility Assessment?

    It contains 25 questions grouped into 5 dimensions: Mental Agility, People Agility, Change Agility, Results Agility, Self-Awareness.

    How is the Learning Agility Assessment scored?

    Responses are totalled within each section and across the diagnostic, and each total falls into a result band.

    What happens after I complete the Learning Agility Assessment?

    Once the required items are answered, you enter your first name and email to see your results: an overall interpretation, section scores and development guidance.