“The learning that occurs… [is] the main reason that Agile processes work so well-they are all about recognizing and responding to change. All Agile practices,…, consist of cycles that help the team learn fast ,,,,, and accelerate learning,….”-Amr Elssamadisy,

Under current conditions of continuous change, leaders can no longer rely on strategies that worked in the past, or even those that are working today. Leaders need to generate an organizational culture where a disposition to change is embedded in how the organization operates,

Leaders need to demonstrate ‘learning agility’.where they actively seek out and learn from unfamiliar experiences and then apply those lessons to create success in new initiatives. Learning agility is about the potential to understand the context, explore possibilities and accomplish new approaches when faced with challenges. Generally leaders should be able to navigate complex situations and manifest the following agilities:

• Mental Agility: an ability to recognize, digest and identify elements of complexity.
• People Agility: designing and delivering the to receive the appropriate message to the audience to achieve desired results.
• Change Agility: the motivation to explore, consider and generate ideas to stimulate change.
• Results Agility: the ability to recognize key objectives and pivot when necessary to accomplish goals.
• Self-Awareness: can the leader identify own strengths and weaknesses when building a team.

“Learning agility” produces creators, bridge builders, and transformations in an environment defined by an increasingly unpredictable landscape. These components of agility empower a leader and teams to adapt their strategies based on rapidly evolving circumstances and eventually allows agility to become a key driver of growth and sustainable success.