1. Becoming an Agile Leader
Material gathered from the book: ”becoming an Agile Leader”, by Victoria V. Swisher

2. Learning Objectives
The student will be able to define learning agility.
The student will be able to identify the difference between traditional learners and agile learners.
The student will be able to identify the five learning agility factors and why each is important in order to be learning agile.
The student will be able to identify the skills needed to become learning agile.
The student will be able to explain how becoming an agile leader will help them to deal effectively with ambiguity.

3. What do you do, when you don’t know what to do?
When you promote on Friday and find yourself in a new assignment on Saturday as the only supervisor?
AMBUGUITY anyone?

4. On the job training… Is dependent on who you know.

5. VUCA World
In a VUCA world we need to develop agile leaders.

6. You cant walk into a new role, knowing it all.
Unit Goal:
We will explore what it means to be a agile learner and the risks of sticking solely to what is familiar and how an agile learning orientation compares to being more focused on deep expertise.
Learning something new, pushing yourself, looking at things differently.
Seeking out the unfamiliar and figuring out how to get things done when the challenge is new.

7. Learning Agility Defined:
The willingness and the ability to learn from experience, and subsequently apply that learning to perform successfully under new or first time conditions.
EXAMPLES:
Agile learners embrace new strategies
Examine tough issues through broad angles
Readily change to meet shifting demands.
GREAT NEWS! It is a set of behaviors and can be developed!

8. Traditional vs Agile Traditional Learners Agile Learners
IQ/Intelligence
Grade Point AVG
Functional/technical Skills
Verbal Skills
Data Crunching
Straight Forward Problem Solving
Quick Thinkers
Take Initiative
Curious-Ask “Why "and “How”
Make Fresh Connections
Broad Thinkers
Know Personal Strengths and Weaknesses

9. Learning Agility Successful Careers Stalled Careers
Have twice the variety but same number of on the job challenges
Seek and get more feedback
Have many firsts and failures
Respond to newness by learning new skills
Tend to have the same types of assignments with no pattern of learning new things
Low self-awareness; imbalanced view of strengths and weaknesses
Don’t have a clear view of what they are not good at that, so don’t think to learn new skills
Fail when making transitions form known to unknown

10. 5 Learning Agility Factors
Self-Awareness
Mental Agility
People Agility
Change Agility
Results Agility
******* As we identify and move through these factors lets identify what colors are most associated with each. ************

11. Maya Angelou-American poet, author, and civil rights activist
“When you know better, you do better.”

12. Self-Awareness We have talked at length about others perception of us.
Group: What are some other things that help us to be more self-aware? What are some risks of not being self-aware? DISCUSS
One risk is that we accumulate blind spots! When not addressed can cause you to confidently strut into areas where you should be humble and cautious.
Damage relationships.
Get turned down for special assignments

13. Self-Awareness- How do we become more self-aware?
You identify both your strengths and weaknesses and actively address your weaknesses and then know how to leverage these personal strengths, weaknesses, opportunities and limits. By:
Seeking feedback
Gaining insight from mistakes
Being open to criticism
Not being defensive
Is receptive to talking about short comings
If you are at the higher end of the self-aware continuum you are likely to :
-know what you are good at and what you are not good at
-seldom be surprised by others feedback
-willingly admit and take accountability for mistakes
-view criticisms as helpful
-know what causes your feeling sand moods
-be candid abut your strengths and weaknesses
-solicit and welcome feedback
-gain insight from missteps

14. Self-Awareness
Lets think of leaders in our department that may not be self aware. We can do this without using names! DISCUSS
How does this hinder their ability to lead?

15. What are some examples of things a self –aware leader might say?
I have been reflecting on how I might have handles that situation differently…
Now your turn: Come up with three examples
Studies have shown that self-awareness is the single highest predictor of success.

16. Mental Agility and Why it Matters
Mental agility is the extent to which an individual embraces complexity, examines problems in unique and unusual ways, is inquisitive, and can make fresh connections between different concepts.
It is important because we live in a technological , complex, and connected world and this means that the problems we face are more complicated and opportunities can be more elusive.
We live in a technological , complex, and connected world and this means that the problems we face are more complicated and opportunities can be more elusive.

17. If you are on the higher end of the Mental Agility continuum:
You are likely to…
Be curious
Enjoy exploring new
Dive deeply into problems
Look for parallels and contrasts
Help others think things see
Identify both sides

18. Ways to sharpen Mental Agility:
Example..
An example of something a mentally agile leader might say:
Another way to look at this is…
Ways to sharpen:
Expose yourself to the unfamiliar
Purposefully look beyond the obvious
Ask why?
Dig for root problems

19. People Agility Nelson Mandela symbolizes triumph over adversity.
During his imprisonment he became known for striking a tone of mutual understanding with the opposition.
He knew the best way to move a persons opinion was by first understanding how that opinion was formed.
People Agility means factoring people into your priorities! What color is this?

20. People Agility Defined and Why it Matters
The degree to which one is open-minded toward others, enjoys interacting with a diversity of people, understands their unique strengths, interests and limitations and used them effectively to accomplish organizational goals.
I am a people person! You hear this all the time. What does it actually mean to be people agile?
It means truly being a student of people. How? By seeking to not just understand another’s perspective, but to understand what life experiences, motivations and values shaped that perspective.

21. If you are on the higher end of People Agility
Relate well to all kinds of people
Read situations quickly
Pay attention to what people have to say
Confront interpersonal conflict productively
Get things done effectively with and through different types of people
You might say things like.. Let me see if I understand your position…
How might you sharpen your people agility soft skills? Discuss

22. Change Agility- Exhilaration or Anxiety?
The extent to which an individual like change, continuously explores new options and solutions, and is interested in leading organizational change efforts.
What are you doing to create organizational change? If not currently involved in a project, what would you like to change and how would you do it?
DISCUSS?

23. Change Agility
Change is coming at us from all directions, the community has different expectations, technology has changed the way we do our job and this Chief has changed how we do things.
Those with Change Agility are better equipped to for this reality because they can embrace, own and lead change.  

24. CHANGE???“This is how we have always done it.”
What are some reasons we stick with what we know?
What are some reason to try something different?
What happens when we try and our efforts fail?
DISCUSS

25. Change Agility
They like to experiment and can deal with the discomfort of change; they have a passion or ideas and are highly interested continued improvement.
Able to vision the future, risking failure knowing that failure equals learning.
Be highly interested in continuous improvement
What are some things we as supervisors would like to see changed?
How can we make this change?

26. Results Agility
The degree to which an individual is motivated by challenge and can deliver results I first time and /or tough situations through resourcefulness and by inspiring others.
People high in results agility deliver results in first-time situations through resourcefulness and having a significant presence that inspires others.
Its about taking on the new (relishing it), the complex, the difficult.
Energized by challenge
Its about the influence or impact you have on others.
Setting goals, delegating, measuring, and celebrating with your people.

27. Why Results Agility Matters?
Results matter…. Driving for results increases output… but the key is in the way one drives for results that distinguishes them and allows them to have many successes across many diverse challenges. It’s about taking on the new, complex and difficult. You are energized by the challenge and relish the prospect of completion/implementation. It is just as much about the influence or impact you have on others as it is abut getting stuff done.

28. How do you think being an agile leader will help you to deal with ambiguity?
Self-awareness-Ability to leverage weakness and learn from failure
Mental Agility-Less fear of failure in solving complex problems
Change Agility-Willing to try new things
People Agility-Ability to motivate others to help solve the problems
Results Agility-Ability to create processes, correct problems, improve

29. Key take-a-ways for ways to improve?
Feedback is a gift
Self reflection is critical
Approach conflict as an opportunity for growth
Understand others perspective
Take risks, learn form failure
Tackle new challenges, solve problems, implement programs to better our processes, and our department.

30. Questions: