A BREAKTHROUGH

in Leadership Talent Development

The Rapid Learning Institute offers online platforms to help you train your managers and supervisors in a completely new way. Out with long classroom training. In with compelling 5- to 7-minute micro-learning videos anchored in research on the science of influence, persuasion and interpersonal communication. Sharpen tactical management skills and leadership strategies. Build coaching competencies.

 

Create the learning culture you’ve always dreamed of.


Short & Focused

5- to 7-minute, single-concept videos

Your people have packed schedules. RLI modules deliver a single behavior-changing insight in the time it takes to make a cup of coffee. That’s how you get training done with time-pressed professionals. Check it out:

Highly Credible

Driven by psychology research

Our micro-learning videos are based on studies from the world’s premier universities and scientific minds. Your team will discover compelling, often counterintuitive insights that will enhance their ability to communicate, influence, motivate, and get results through people.

  • harvard
  • ucla
  • insead
  • stanford
  • lse
  • berk

Two Critical Skill Sets

for Managers & Supervisors

To succeed, the leaders in your organization must master two discreet skill sets. They need to understand what it takes to get results through people. But just as important, they must learn how to navigate employment law situations
that can lead to legal trouble.

RLI gives you both with two micro-learning libraries

Leadership & Management

Employment Law Compliance

Leadership Credibility 1: The ‘Confidence Base’

Leadership Credibility 2: The Fallibility Paradox

Six Managerial Styles You Need to Lead Effectively

The Power of Predictability

The Power of Predictability

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Coaching: How to Turn Around a Struggling Team

Coaching: Your Mindset Makes All the Difference

How to Harness Peer Learning in Group Sessions

How to Help Employees Bounce Back After Failure

Framing Corrective Feedback in a Positive Way

Why Goal-Setting Often Doesn’t Lead to Goal Achievement

How to Give Negative Feedback: The C.H.A.N.G.E. Model

Talent Development: How to Use Failure to Achieve Success

The Curse of Knowledge: Why it Hurts Training and How to Overcome it

Why 80% of Training Doesn’t Stick – And What You Can Do About It

Performance Feedback: The Seek-First-to-Understand Approach

Framing Corrective Feedback in a Positive Way

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How to Get Buy-in for Change

Persuasion: Getting Employees, Bosses and Colleagues to See the Light

How to be an Idea Catalyst, Not an Idea Killer

The FACE Method: How to Ensure Crystal-Clear Communication

Handling Excruciatingly Difficult Conversations

How to Get Buy-in for Change

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When Your People Resist Change: Turning Objections into Objectives

Controlling Rumors: Filling the Vacuum

Handling Disruptive Star Performers: How to Tame a Tiger

Leading in a Crisis: How to Maintain Morale and Retain Your People

When Your People Resist Change: Turning Objections into Objectives

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Making Big Decisions: How to Uncover the Blind Spots that Can Sink Your Project

Fact-Based Decision-Making: The Five Whys Technique

Group Decision Making – The Early Consensus Trap

Making Big Decisions: How to Uncover the Blind Spots that Can Sink Your Project

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Employee Motivation: The Surprising Power of ‘Line of Sight’

Focus, Capability and Will

The Power of Validation

Tapping into Discretionary Effort

Leadership and Attachment – The Key to Employee Engagement and Productivity

Employee Motivation: The Surprising Power of 'Line of Sight'

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Employee Onboarding: Why Too Much Emphasis on ‘Fit’ Can Backfire

Onboarding: The Critical Importance of a New Hire’s First Assignment

The Three Teachable Moments: Helping New Hires Decode Your Company Culture

The C.A.R.E.E.R. Model: The Ultimate Retention Strategy for Managers

Employee Onboarding: Why Too Much Emphasis on 'Fit' Can Backfire

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Managing Workplace Stress: How to Stay Productive Under Pressure

Time Management: Why It’s Not About Time

Managing Distractions: The ‘Got a Minute’ Trap

New Manager Pitfalls: How to Avoid Them and Succeed in a Leadership Role

Managing Workplace Stress: How to Stay Productive Under Pressure

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Managing Difficult Projects: The Importance of Showing Early Progress

Dealing With Mistakes: What High-Performing Teams Do Differently

ABC Method: Handling a Bad Attitude

How to Drain the Drama and Emotion From Salary Reviews

Delegation: How to Get Results Through Other People

Empowerment and Accountability: How Much Rope Should You Give Your People?

Progressive Discipline: The “Career Advocate” Method for Salvaging Endangered Employees

Dealing With Mistakes: What High-Performing Teams Do Differently

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Changing Behavior: Why Rewards and Punishments Often Aren’t Enough

Unlocking the Power of Non-Monetary Rewards

Why Praise Can Backfire and How to Do It Right

Changing Behavior: Why Rewards and Punishments Often Aren’t Enough

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Situational Interviews: How They Can Improve Your Hiring Decisions

Reference Checks: How to Get Feedback That Predicts Future Performance

Hiring Interviews: The ‘Deep Conversations’ Method to Ensure You Hire the Right Person

Recruiting: The Reality Check Technique for Gaining Alignment

How to Smoke Out Impostors in Job Interviews

Reference Checks: How to Get Feedback That Predicts Future Performance

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High-Stakes Problem-Solving: How to Get Crystal-Clear Thinking When You Need It Most

Random Encounters: How They Promote Team Cohesion and Boost Productivity

Team Goals and Social Loafing

A 4-Point Model for Leading High-Performance Teams

How to Get More and Better Ideas from Brainstorming Sessions

Team Productivity: The Power of Brooks’ Law

Managing Team Conflict

Random Encounters: How They Promote Team Cohesion and Boost Productivity

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Intermittent FMLA Leave: Techniques to Manage and Control It

FMLA Certification: What Every Manager Must Know

Employees on Military Duty – What Every Supervisor Must Know

Employees on Military Duty – What Every Supervisor Must Know

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Employees With Mental Health Issues: What Every Supervisor Must Know

ADA Accommodation: Supervisors and the ‘Interactive Process’

Disability ‘Association’ Discrimination: What is It? And How to Avoid It

Drink, Drugs and Disability Discrimination: Handling Substance Abusers Without Violating the ADA

Performance and the ADA: Evaluating Disabled Employees

Employees With Mental Health Issues: What Every Supervisor Must Know

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The Limits of Religious Expression at Work: When Should Supervisors Step in?

The ‘Self-Check’ Technique for Revealing Unconscious Bias

How to Avoid Hiring Lawsuits: The Bias-Free Questioning Model

Language Discrimination in the Workplace

Family Responsibilities Discrimination: Balancing Work and Family

Pregnancy Discrimination: What Every Supervisor Must Know

English-Only Rules: What’s Legal and What’s Not

Racial and National Origin Discrimination: What Every Supervisor Must Know

Age Discrimination: What Every Manager Needs to Know

Religious Accommodation – What Every Supervisor Must Know

The Limits of Religious Expression at Work: When Should Supervisors Step in?

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Reference Checks: How to Respond to Requests for Information About Current or Former Employees

Employee Privacy: What Every Supervisor Must Know

Sexual Harassment for Supervisors: Not-So-Obvious Cases That Can Trip You Up

Workplace Violence: How to Spot and React to the Early Warning Signs

Employee Complaints: What Every Manager Must Know

Retaliation Claims: Four Key Mistakes That Supervisors Must Avoid

Employee Privacy: What Every Supervisor Must Know

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Jokes and Pranks in the Workplace: When to Humor Them, When to Squelch Them

Avoiding Social Media Slipups

Progressive Discipline: The ‘Career Advocate’ Method for Salvaging Endangered Employees

How to Terminate Poor Performers – Without Provoking a Lawsuit

How to Terminate an Insubordinate Employee Without Provoking a Lawsuit

Jokes and Pranks in the Workplace: When to Humor Them, When to Squelch Them

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Contractor or Employee? What HR Must Know to Make the Right Call
Equal Pay: The Five Questions HR Must Ask
Genetic Discrimination: You Can’t Blame Them for Their DNA
How to Conduct Effective Exit Interviews
HR Communication – How to Speak the Language of CEOs
Job Applicants with Criminal Records
Job Descriptions: Five Mistakes That Can Land You in Legal Trouble
Military FMLA Leave: Twists and Turns that Challenge HR
PTSD in the Workplace: What Every HR Professional Must Know
Return from FMLA Leave: Dealing with the ADA-FMLA-Workers Comp Tangle
Who Gets Overtime and Who Doesn’t?
Workers Comp Claims: Four techniques for keeping lawyers away, and costs down
Workers Compensation Fraud: Six Warning Signs that HR Should Watch For

PTSD in the Workplace: What Every HR Professional Must Know

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COACHING VS. TRAINING

The biggest trend in learning today is the shift from training to coaching, from formal to informal learning. Sales organizations are eager to create a culture of learning, but that can only happen if you have sales leaders
who know how to develop people.

Micro-learning makes it possible.

Want busy managers who find time to coach their people? Give them micro-learning tools that make it easy to conduct time-efficient group and one-to-one coaching sessions.

All the Tools You Need

...to be a stronger, more effective sales coach.

The RLI libraries give you access to:

1

A collection of 5- to 7-minute videos

containing more than 100 modules in 12 key areas of leadership and management, and five key areas of employment law

2

Support materials

to make training sessions quick and easy – includes trainer’s guides, quizzes, discussion guides, action plans and more

3

Powerful web-based technology

that lets you assign, deploy and track training for your entire team in just minutes

4

A proven system

to help you launch, sustain and demonstrate the impact of your training investment

why it works

Learning that’s packaged the way brains (and people) want it

Short-format

The brain can easily absorb micro-learning content.

Single-concept

Our approach is simple: One concept to change one behavior and achieve one desired outcome.

Based on research — not opinion

When learning is backed by proven research, learners see it as credible and are more likely to act on it.

The power of “why”

The brain wants the “what.” But it craves the “why.” That’s why studies on the psychology of influence, persuasion and negotiation are so powerful.

GET YOUR TEAM STARTED TODAY