Learning agility : the impact on recruitment and retention /

Learning agility : the impact on recruitment and retention /

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Bibliographic Details
Author / Creator:Gravett, Linda, author.
Imprint:New York : Palgrave Macillan, 2016.
Description:1 online resource
Language:English
Subject:
Employees -- Recruiting.
Employee retention.
Employee retention.
Employees -- Recruiting.
Electronic books.
Format: E-Resource Book
URL for this record:http://pi.lib.uchicago.edu/1001/cat/bib/11255085
Hidden Bibliographic Details
Other authors / contributors:Caldwell, Sheri A., 1966- author.
ISBN:9781137599650
1137599650
1137599642
9781137599643
9781137599643
Digital file characteristics:text file PDF
Notes:Includes bibliographical references and index.
Online resource; title from PDF title page (EBSCO, viewed May 9, 2016).
Summary:This book concretely defines the concept of learning agility and offers a business case for why organizations of all types should concentrate on building and sustaining this approach. It provides readers with a holistic approach towards the topic, and helps leaders leverage the learning agility of individual employees to sustain a learning-agile workplace culture. Synthesizing academic research and practical approaches, this book takes leaders through ways to interview and assess potential employees for learning agility, develop and foster an environment for learning agility, and measure the results of a learning agile workplace. The authors present an innovative learning agility assessment which has been developed, tested, and implemented by clients and outline metrics which can measure the results of a learning agile workforce. This little-understood but highly advantageous approach is crucial for leaders to understand if they wish to deliver results and impact their organizations' bottom line.
Standard no.:9781137599643
10.1057/978-1-137-59965-0
Table of Contents:
  • Acknowledgments; Contents; Chapter 1: What is Learning Agility?; References; Chapter 2: Why Organizations Should Concentrate on Learning Agility; References; Chapter 3: Interviewing and Testing for Learning Agility; Interview Questions for Learning Agility; Testing for Learning Agility; Learning Agility Self-Assessment; Scoring Interpretation for Column Scores; Reference; Chapter 4: Developing and Fostering an Environment for Learning Agility; Ways to Enhance Verbal Abilities; Enhancing Your Visual/Spatial Abilities; Enhancing Intrapersonal Skills; Enhancing Interpersonal Skills.
  • Competency MappingProcess Maps for Job Functions; Objectives; Goals; Tactics; References; Chapter 5: Metrics and R.O.I. of Learning Agility; Why Metrics?; Benefits of Metrics; Four Steps to Implement Effective Metrics; State Metrics; Obtain Buy-In; Design, Measure, and Communicate; Review and Revise; A Practical Example; Chapter 6: Applying Learning Agility: Some Case Studies and Role-Plays; Case Studies; Reference; Chapter 7: How to Sustain a Culture of Learning Agility; Implications for Practice; Align Succession Plan with Strategic Objectives; Leadership Development.
  • Identify Critical PositionsIdentify Core Leadership Competencies; Succession Planning Set as Goals for Senior Managers; Differentiate Between High Potentials and High Performers; Create Position Profiles; Conduct an Integrated Key Talent Review Session; Conduct Multi-Rater Feedback; Determine Individual Leadership Gaps; Develop List of Potential Directed Assignments; Create Leadership Development Curriculum; Create Individual Development Plans; Implement IDPs; Set Quarterly Checkpoint Meetings; Schedule Annual Talent Review Discussion; Review HR for Alignment.
  • Determine Outcomes, Communication Method, and Metrics of the Succession-Planning ProcessMeasure Results; Advantages to the 360-Degree Process; Pitfalls in the 360-Degree Process; References; Chapter 8: The Future of Learning Agility; Steps to identify the important causes using simple rule (80/20) Pareto analysis[2][edit]; References; Appendix A: Sample Career Matrix; Appendix B: Pareto Analysis Description; Appendix C: PACE of Change Model; Appendix D: Change Management Style Self-Assessment; Appendix E: Change Readiness Checklist; Appendix F: Learning-Agility Self-Assessment.
  • Scoring Interpretation for Column ScoresAppendix G: Learning-Agility Assessment; Interpretation of Results; Appendix H; Appendix I: Preparing for Difficult Conversations; Preparing for Difficult Conversations; How would you describe the person with whom you'll be talking?; How do you think this person would describe you?; Describe specifically the behavior you're dissatisfied with.; What evidence do you have of this behavior?; Describe specifically the behavior you want.; What are the consequences/impact if the person doesn't change?

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