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The concept of agility is near ubiquitous within the business sector. It can be applied to working
structures, a profession, an aspiration, or a set of behaviours. Most leaders have recognised the need for
greater agility within their organisations. While agile processes can help with more efficient systems
and structures, one of the biggest pain points business leaders come up against is encouraging
greater agility in their people. Individuals and teams often struggle to fully embrace the changing
environments and challenges brought on by the new world of work.
It's no secret; people drive the pace at which organisations can grow. Culture and leadership play a key role in the success of organisations. Therefore, agility is needed in the behaviour of those who shape and drive strategy in organisations.
The Agility Model, which identifies the pace at which potential can be unlocked, is based on our talent management model, t.Frame.
We define agility as "the ability to work with vision, flexibility and confidence when circumstances are challenging and changing".
Our Agility Model takes into account three dimensions: Agility with people, Agility in performance and Agility to grow.
Do you know yourself well enough to self-regulate, leveraging your own strengths and managing your weaknesses?
It's about being aware of your own capabilities and the moods of others, and acting with empathy and understanding to achieve through them.
Do you behavein difficult situations with resilience, confidence and positivity?
It's about dealing with pressure, being resilient and flexible. Being able to adapt plans to meet objectives and sustain performance under pressure, while delivering results.
Are you opento learning from experiences and finding waysto improve?
It's about turning challenges into learning opportunities and not being afraid of mistakes. It's thinking with enthusiasm, perspective and curiosity driving personal and organisational change, while progressing with a fail-safe mindset.
The new world of work demands a different set of skills. People must respond proactively and effectively to external market factors. Agility is a broader attribute that significantly shapes your talent strategy and organisational success in an ever-changing world. The Agility Model allows you to assess and measure people agility in order to implement development initiatives such as team workshops and coaching programmes.
Agilit. selection report
Agilit. development report
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