Webinar Recap: Deep dive into learning agility

For the third session in CLARA’s Hidden Potential webinar series, which explores skills and traits to look for during the hiring process, our CEO, Natasha Nuytten, was joined by Kim Hosking, an HR and talent acquisition technology consultant at Optimize Recruitment Solutions. They focused on the skill of learning agility, and discussed what it means and why it’s a critical skill in today’s workplace. Throughout the conversation, Natasha and Kim provide examples of how organizations can cultivate an environment that strengthens the learning agility of its workforce. Let’s take a closer look at some key takeaways below!

What is learning agility?

When you’re running a business, errors are bound to happen, but you don’t want employees who keep making the same mistakes—that’s where learning agility comes into play. Natasha explains,“Learning agility is about taking in information, applying knowledge from past situations, and adapting in real time. It’s what helps individuals and organizations stay ahead in a rapidly changing world.”She broke it down into several key components:

Cognitive agility

The ability to process new information quickly and adjust thinking patterns.

People agility

Effectively navigating interpersonal dynamics and collaborating with diverse teams.

Change agility

Staying open to new approaches, technologies, and ways of working.

Results agility

Finding creative solutions and driving success even in unfamiliar situations.Having the ability to measure learning agility and valuing it as a skill is clearly beneficial if you want your organization to continue to evolve. That’s why tools like CLARA are so invaluable to hiring teams. They provide an equitable way to quantify and measure valuable metrics like learning agility.

Why learning agility matters in hiring and the workplace

Learning agility isn’t just a fancy new metric, it's a usable resource for hiring managers. Kim explains that,“Our workplaces are changing constantly. There is a new tool, a new technology, or a new process around every corner. The teams that can evolve with these changes are the ones that thrive.”Companies don’t have the luxury of hiring employees who can only perform one set of tasks that never change or evolve. Instead, they need agile learners—people who can pivot, problem-solve, and apply past experiences to new challenges. In the webinar we get to learn about real examples that show the value that workers with high levels of learning agility bring to the table.

Resilience in times of change

One of the biggest benefits of learning agility is resilience. Kim points out that uncertainty is the only certainty in the workplace, whether it’s due to new leadership, mergers, or even global disruptions like COVID-19. She explained that,“Companies that were able to quickly shift their processes, rethink their strategies, and embrace change were the ones that survived and even thrived. And it wasn’t just leadership—it was employees at all levels who had to adjust.”Employees with high learning agility don’t get stuck in old ways of working. Instead, they ask questions, remain open to feedback, and experiment with new solutions. This helps both them and your business stay ahead of the curve, no matter what challenges you may face.

Turning mistakes into learning opportunities

A workplace culture that values learning agility doesn’t punish mistakes; it learns from them. Kim highlights how fear-based cultures can stifle innovation, explaining,“I’ve worked with companies where people were afraid to make decisions because if they got it wrong, they would be reprimanded. That kind of environment kills progress. You need workplaces where people feel safe enough to try, fail, and improve.”Natasha reinforces this, explaining that when teams are encouraged to learn from setbacks rather than avoid them, they essential problem-solving skills,“Brainstorming isn’t just about throwing out the best ideas—it’s about creating a space where even ‘bad’ ideas can spark something new.”

Bringing fresh perspectives into hiring

If we focus on learning agility as a key skill in applicants, it means we are looking beyond what traditional hiring methods demand. This can bring a variety of different people with different backgrounds to your organization. Natasha shares that some of the best hires aren’t always the ones you would expect, saying:“Some of the most successful people I’ve worked with didn’t have the perfect résumé on paper. But what they did have was the ability to learn quickly, ask smart questions, and adapt to whatever was thrown at them.”And the research backs this up! Candidates without traditional degrees or linear career paths often demonstrate higher learning agility because they’ve had to navigate unconventional career routes, learn on the go, and apply skills in new contexts.Kim emphasizes the importance of assessing adaptability during the hiring process:“It’s not enough to ask about past experiences—you have to dig into how they approached challenges. Did they take initiative? Did they apply what they learned to future situations? Those are the people who will succeed in an evolving workplace.”

Learning agility in action

During the webinar, Kim shares real-world examples of how learning agility plays out in the workplace.One standout story involves a project manager with no prior experience leading teams. Despite her unconventional background, she applied problem-solving skills from past experiences to quickly adapt and excel in her new leadership role.On the flip side, Hosking notes,“I’ve seen managers with years of experience who struggle to lead because they’re stuck in old habits. The ability to learn, not just experience, is what sets great leaders apart.”

How to develop learning agility

The good news? Learning agility isn’t just something you're born with, it’s a skill that can be developed!Here are some strategies to strengthen this skill:

Take on new challenges:

Push yourself outside your comfort zone.Reflect on past experiences:Journaling or discussing past challenges with friends.

Seek feedback actively:

Implementing feedback is a way to show that you are always striving to be better.

Ask more questions, make fewer assumptions:

Curiosity fuels adaptability! Hosking mentions a popular “rejection challenge” on social media where people intentionally seek out situations where they’ll be turned down to build resilience, saying:“Putting yourself in situations where failure is possible—whether it’s leading a new project or trying a new skill—helps you develop the confidence to adapt.”

The future of learning agility in hiring

Nuytten closes the discussion with a powerful message, saying that,“We often overlook candidates with non-traditional backgrounds—those without a formal degree, older workers, or people returning to the workforce after a career break. But research shows these groups often have some of the highest Learning Agility because they’ve had to adapt throughout their careers.”By incorporating learning agility into hiring decisions, organizations open themselves to the possibility of finding hidden talent. This not only creates a more equitable environment but also builds more diverse and forward thinking teams. Learning agility is just one of the many critical skills reshaping the hiring landscape. If you’re ready to start integrating smarter metrics and skills into your hiring process, CLARA’s AI-driven platform can help.Request a demo today or explore the full Hidden Potential Series on-demand here.