Fast-Paced Online Learning That Sticks

Concise, easy-to-use tools to help you develop your people.

Sales Skills Training

A training solution that respects your selling time.

Energize Your Sales Meetings

Engaging 6- to 10-minute learning programs that fire up even your most veteran reps.

Coach In the Moment of Need

Access to a library of laser-focused programs you can deploy exactly when needed.

Leadership & Management Training

Transform your managers into impactful leaders.

Inspire & Motivate Your People

Formal leadership training that increases retention and enhances the bottom line.

Help Your Managers Thrive

Real-world guidance enables managers to get results through their people.

Employment Law Compliance Training

Deploy, track and follow-up on compliance training in minutes

Improve Decision Making

Practical advice helps managers respect workers rights and avoid legal trouble spots.

Reduce Your Legal Risks

Automated tracking documents training to protect your company.

Human Resources Training

Keep up with changing regulations and developing business trends.

Stay in Legal Compliance

Continuous updates keep you in the know and out of trouble.

Simplify HR Administration

Customizable forms, sample letters and more save you time and effort.

Workplace Safety Training

Build a workplace safety culture.

Assign, Train & Track

State-of-the art technology allows you to deploy and monitor safety training.

Engage Your Workforce

A toolbox of training materials perfect for group or individual safety training.

What current RLI customers are saying

Carter Benjamin

Carter Benjamin

Executive VP, Wind-lock

RLI offers training that addresses the real-world challenges we face

David Dillman

David Dillman

E-learning Mgr, Smiths Medical

RLI is all about high engagement, efficiency and exceptional value

Bill Owen

Bill Owen

Intl. Biz Dev, OPEX Corp.

RLI is like having a ready-to-use lesson plan in your pocket.

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Rapid Learning Centers

Rapid Learning Institute: The Problem We Solve

Stephen J. Meyer

CEO, Rapid Learning® Institute

In most organizations, training and talent development gets a shockingly low return on investment. Why? Because front line managers, who play a key role in making training impactful, aren't getting it done in a way that benefits the organization.

But it's not the managers' fault

We usually promote people into management because they excel at a technical skill — e.g., selling, accounting, etc. Then we say, “Go replicate in others the knowledge, skills, attitudes and behaviors that made you successful.” Problem is, we rarely teach managers how to assess needs, develop curricula, deliver curricula and follow up to make learning stick. So managers, out of their comfort zone and overwhelmed by their talent development role, either do nothing or train people in a half-baked way that fails to deliver results.

The magic of single-concept learning

The solution lies in recent research on adult learning. Psychologists have proven that adults learn far better when learning is delivered one thin slice at a time.

Adults have trouble processing large amounts of new learning and quickly forget it. But adults CAN absorb and retain narrowly defined learning concepts.

A game changer for managers

“Single concept learning” has tremendous value for adult learners but it's an absolute game changer for managers. It also allows managers to reframe their talent development role. Before they viewed it through a wide lens, and it seemed overwhelming. A single-concept approach allows them to view training through a narrow lens — “I'm conveying a single idea in a very short event.” Training seems doable, and it starts getting done.

Small victories

The single-concept learning tools provided by RLI help managers achieve “small victories.” Our approach to training and talent development is built around laser-focused six- to 10-minute programs. Armed with these tools, managers see their staff development responsibilities as something they have both the time and skill to accomplish, so it rises on their priority list. They start teaching people discrete concepts, one at a time. They see knowledge transfer happening. They see behavior changes. As managers accumulate more and more of these small victories, they gain success momentum and a core competency as talent developers.

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