⚡AXIS360 Instrument

Learning Agility Assessment

Learning agility across five dimensions, a widely discussed signal of leadership potential

Built on Lombardo & Eichinger's (2000) five-dimension model — Mental, People, Change and Results Agility, plus Self-Awareness — this assessment measures the capacity to learn from experience and apply it to new, unfamiliar situations, the specific construct Korn Ferry's viaEDGE and similar commercial tools were built to license.

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40
Items
~10 min
Completion time
5
Agility dimensions
HiPo band
Core output
What

What's included

✓40-item Likert survey scoring five distinct agility dimensions
✓Mental, People, Change and Results Agility, plus Self-Awareness as a cross-cutting fifth dimension
✓Overall Learning Agility score with High-Potential (HiPo) banding
✓Profile type classification identifying dominant and developing dimensions
✓Development priorities report targeting the specific dimension most limiting future readiness
Why

Why this matters

!
Technical competence and past performance predict current-role success but poorly predict readiness for bigger, unfamiliar roles. Lombardo & Eichinger's (2000) research at the Center for Creative Leadership identified learning agility as a key indicator of executive potential, because it measures how well someone learns from new, first-time, tough experiences rather than what they already know.
Ideal For
High-potential identification programmes, graduate and early-career talent pipelines, and future-leader succession planning where readiness for unfamiliar challenges matters more than current-role performance.
How

How it works

1
Candidate completes the 40-item Learning Agility survey
2
AXIS360 scores all five dimensions and computes an overall agility band
3
Report identifies HiPo status and the specific development priority dimension

More leadership & development and where they are used

Situational Leadership AssessmentFirst-Time Manager Transition AssessmentLeadership Derailers AssessmentManagement SJTLeadership Development SolutionSuccession Planning SolutionManager Selection SolutionSample reports for every assessment
Using results responsibly. Assessment results describe tendencies and preferences at the time of testing; they are one input to a decision, not a verdict. Use them alongside a structured interview, work samples and references, tell candidates how their results will be used, and avoid treating any single score as a pass or fail line unless it has been validated for that purpose in your own setting.

Frequently asked questions

Isn't past performance the best predictor of future potential?
Lombardo & Eichinger's (2000) research specifically found the opposite for roles requiring significantly different skills — past performance predicts success in similar future roles well, but learning agility is the stronger predictor when the next role is meaningfully different from the current one, which is exactly the situation most high-potential promotions involve.
How is this different from Korn Ferry's viaEDGE?
Both are built on the same underlying five-dimension agility construct originated by Lombardo & Eichinger (2000) at the Center for Creative Leadership. This assessment applies the same open research foundation without the per-seat commercial licensing cost.

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AXIS360 by NonVerbals Consulting · assess.nonverbals.com · nizam@nonverbals.com · +91 76767 09796