Organizations today face rapid changes, labor market shortages, and the need for flexible, learnable employees. In this context, one competency is gaining significant importance: Learning Agility. Cebir has developed a concrete testing approach to objectively and scientifically map this agility and learning potential.
Learning Agility is the ability to learn from one’s own experiences and the willingness to successfully apply those lessons in new and challenging situations. Individuals with high Learning Agility actively seek feedback, reflect on their behavior, experiment with new approaches, and adapt quickly.
Learning Agility is typically divided into five factors:
Mental Agility: the ability to switch quickly and think outside the box
People Agility: openness to others, constructive in collaboration
Change Agility: curiosity, innovation, and focus on renewal
Results Agility: result-oriented and resourceful, even in new situations
Self-awareness: self-insight, eagerness to learn, and willingness to adjust
Learning Agility is more than a buzzword. Research shows that this competency is strongly linked to leadership success, growth potential, and broad employability. In times of labor market tightness, it allows organizations to select not only based on experience but also on developable potential.
Additionally, Learning Agility helps to respond quickly to external changes, such as technological evolutions or crisis situations. Agile employees adapt faster and can be deployed broadly.
Cebir has assembled a concrete test battery that reliably measures all aspects of Learning Agility. This combination is built from existing and validated psychometric instruments, such as:
CBFT: personality questionnaire
FUTURFIT: measures motivation and development readiness
BCOM/LCQ: self-assessment of competencies (for employees/leaders)
SCV Coll/SCV Leader: social skills tests
LDS: leadership style
INTEL OL: reasoning ability
Each factor of Learning Agility is measurable through multiple dimensions in these tools. For a reliable assessment, Cebir advises basing each aspect on at least two underlying measurements.
Cebir advises using Learning Agility in two domains:
Recruitment and Selection
Using a test battery, total scores and subscores can be calculated, linked to job requirements. Employers can see where candidates have growth potential and which aspects best align with the team’s values or needs.
Personal Development
Learning Agility can be a tool to make employees aware of their development points. Through training or coaching, targeted work can be done on flexibility, learning ability, and leadership behavior.
The learning potential of employees only manifests in a supportive organizational culture. Feedback moments, autonomy, room for experimentation, and psychological safety are essential. Cebir also assists organizations in analyzing and improving these conditions.
Cebir combines 35 years of experience in psychometrics with a strong, scientifically grounded approach. Our tools are adaptive, multilingual, and modular. We work closely with our clients to make Learning Agility concrete and applicable within their specific context.
With 37 years of expertise in psychometric testing, Cebir provides trusted, scientifically validated solutions tailored to your needs:
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