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Agile L&D Hub

Most L&D teams are operating in reactive mode—scrambling to respond to the latest urgent request while budgets shrink and expectations soar. With 61% of L&D budgets stagnating or decreasing, yet with upskilling now the top priority, something has to change. 
 
The traditional model where L&D implement their annual training plan, await training requests and measures success by completion rates no longer works.  
 
Modern organisations need agile L&D teams that can pivot strategy quickly, adapt plans and build capabilities before they become critical gaps. Our hub equips you with the frameworks, guides and insights to make this transformation happen.

Understanding L&D Agility

When we define learning agility, we're talking about the ability to quickly learn from experiences, adapt to new situations, and effectively apply insights in unfamiliar contexts. This applies both to individuals and to workforces collectively.  

People with high learning agility actively seek feedback, experiment with new approaches, and excel at transferring knowledge across different situations—making them particularly effective at navigating uncertainty and leading others through change. 

However, learning agility works alongside two related concepts. These three elements address different but complementary aspects of organisational learning capability: 

Features:
Learning Agility
Agile Learning
Agile L&D
What it is
Individual and workforce capability
Learning methodology and approach
Organisational approach to L&D operations
Focus
Ability to learn from experiences and adapt (personal or collective)
How learning happens - iterative, adaptive, flexible
How L&D functions operate and deliver value
Application
Identifying high-potential employees and building organisational learning capacity
Designing responsive learning experiences with rapid iteration
Making L&D responsive, collaborative, and outcome-focused
Example
"Sarah has high learning agility" or "Our workforce demonstrates strong collective learning agility"
"We use agile learning principles - short modules, rapid feedback, continuous iteration based on learner needs"
"Our agile L&D team uses sprints to develop and deploy training rapidly"
Measures
Individual adaptability, growth potential, and organisational learning speed
Learning effectiveness, engagement, and adaptability of content
Speed to capability, stakeholder collaboration, business impact
Development
Built through experience, feedback, self-reflection, and supportive organisational culture
Implemented through iterative design, continuous feedback loops, and flexible content frameworks
Implemented through agile methodologies, cross-functional teams, and responsive processes

Organisations achieve optimal results when they integrate all three elements:  

  • learning-agile individuals and workforces (people and cultures that can adapt) 
  • agile learning methodologies (responsive learning experiences) 
  • agile L&D functions (teams that rapidly respond to business needs) 

This creates a comprehensive learning ecosystem rather than isolated improvements. 

Learning agility is the ability to quickly learn from experiences, adapt to new situations, and effectively apply insights in unfamiliar contexts.

The five key dimensions of learning agility 

Research from Columbia University and Korn Ferry identifies five key dimensions: 

• Mental Agility: Comfort with complexity and curiosity about new ideas 

• People Agility: Valuing diverse perspectives and emotional intelligence 

• Change Agility: Seeking new experiences and comfort with experimentation 

• Results Agility: Performing effectively in unfamiliar situations 

• Self-Awareness: Recognising personal strengths and development gaps 

Understanding these five dimensions helps L&D teams cultivate these capabilities within their own functions and apply them strategically across the organisation.

Here's how each dimension might manifest in L&D practice:

Building Agile L&D Capability 

These five dimensions enable L&D professionals to convert organisational challenges into strategic opportunities. When combined with agile learning methodologies and agile L&D operations, organisations create a powerful capability model - people and cultures that adapt quickly, learning experiences that evolve with changing needs, and L&D teams that respond strategically to business requirements. This integrated approach transforms L&D from a reactive training function into a proactive driver of organisational capability and competitive advantage. 

Read some of our other articles on L&D agility

From Reactive to Ready: 7 Steps to Build Learning Agility in the workplace

Read the article

Design a future-ready Learning and Development strategy: A practical guide

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