Learning Agility report prompt overview
Generates a narrative that explains a person’s total learning agility and the five sub-agilities—Change, Mental, People, Results, and Self-Awareness. It describes how the person tends to learn, adapt, and apply new knowledge at work, and turns those tendencies into practical suggestions. The text uses LOW / MODERATE / HIGH levels only (no numbers) and reads like a local organizational-psychologist’s report.
What you provide
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Locale (language/market) for native wording.
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Total learning agility level (derived from the matchscore).
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Five sub-agility levels: LOW / MODERATE / HIGH for Change, Mental, People, Results, Self-Awareness.
How the prompt writes (rules it follows)
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Writes entirely in the chosen locale with a natural, consultant tone.
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No numeric scores or ranges—only LOW / MODERATE / HIGH.
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Uses work-relevant mini-examples (projects, handovers, client changes, deadlines).
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Embeds learning-style logic (how the person best learns) for each sub-agility.
What the levels mean (plain English)
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LOW → tendency shows less consistently than most people; prefers familiar approaches; development area.
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MODERATE → balanced; engages when context and interest fit; potential to lean up or down with support.
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HIGH → strong tendency; actively seeks challenge, feedback, and new methods; high potential—still benefits from focus.
Learning styles the prompt uses (built-in mappings)
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Change Agility: High → learns by experimentation; Low → prefers structure & stable routines.
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Mental Agility: High → thrives on abstract/complex ideas; Low → learns best via hands-on, concrete problems.
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People Agility: High → learns via collaboration & feedback; Low → prefers independent reflection.
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Results Agility: High → motivated by stretch goals & persistence; Low → needs calmer, predictable contexts.
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Self-Awareness: High → metacognitive (seeks feedback, reflects); Low → may avoid reflection and resist input.
Sections the prompt produces
1) Learning agility
Opens with the overall level and what that means day-to-day (curiosity, speed of learning, adaptability). Sets expectations and reminds that potential ≠ performance without context and practice. Tone is balanced: strengths and realistic risks.
2) Key Takeaways
Picks 1–2 strongest and 1–2 development sub-agilities. For each, explains the behavior and the learning style, with short, relatable examples (e.g., feedback loops, changing scope, onboarding tasks) and one practical tip.
3) Detailed Learning Agility Insights
Covers all five sub-agilities from highest to lowest. Each paragraph:
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Mentions the scale inline, e.g., “Further development in <learningAgility id="RESULTS_AGILITY"/>…”
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Describes behavior, learning preference, 1–2 brief work examples, and 1–2 tailored suggestions (behavioral habit, environment tweak, or skill to practice).
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Varies length and focus based on what matters most for the pattern.
4) Summary
Integrates the profile into a clear picture: where this person learns fastest, where support is needed, and which environment will help growth stick. Closes with a forward-looking recommendation.
Authoring safeguards (baked into the prompt)
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Gender-neutral language (“this candidate/this person”).
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Avoids technical jargon; keeps examples industry-agnostic.
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Keeps sentences purposeful; no filler; supportive but objective tone.
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Encourages Directional goals → Actions → Checks hand-off to development planning.
Practical tips for users
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Pick locale first—the model writes natively for that audience.
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Sense-check levels before generating; the narrative follows those signals.
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Add one line of role context to make examples feel “from your world.”
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Pair with Report Studio templates where growth is central (e.g., Learning Agility, Match with Agility).
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Convert key points straight into goals, actions, checks in the development module.