RLI Releases RLI-BCAT – an assessment tool to help organizations find and fix skill gaps

The Rapid Learning® Institute (RLI) announces the release of Version 1.0 of its groundbreaking “RLI Behavior Change Assessment Tool” (RLI-BCAT), a suite of assessments to help companies evaluate the baseline skill levels of their managers and salespeople, map content to skill gaps, and track progress on closing skill gaps.

RLI-BCAT Version 1.0

Version 1.0 contains two Sales assessments and two Leadership assessments:

  • Sales Manager Assessment of Team Skill Gaps
  • Individual Salesperson Self-Assessment of Skill Gaps
  • Senior Manager Assessment of Team Skill Gaps
  • Manager/Supervisor Self-Assessment of Skill Gaps

The tools will provide a baseline skill-gap assessment that allows organizations to compare their performance against “all companies” and the “top quartile.” Version 1.0 is primarily for establishing this comparative baseline and mapping content to critical skill gaps.

RLI-BCAT Version 2.0

Version 2.0, to be released in January 2018, will allow companies to:

  1. Assess alignment between managers and direct reports. Version 2.0 will include two new assessments – a “Sales Manager Assessment of Salesperson” and a “Senior Manager Assessment of Manager/Supervisor.” These reports will be used primarily as a coaching tool, allowing managers to generate an “Alignment Summary,” which shows how much the manager’s assessment differs from the self-assessments of their direct reports.
  2. Validate ROI. The “checkpoint” feature will allow companies to re-assess skill gaps at spaced intervals after the initial baseline is established. Checkpoint reports indicate the extent to which training efforts have changed behavior and narrowed skill gaps, thereby validating return on investment.


About the Rapid Learning Institute

RLI’s approach is driven by three core principles, called the “Three Pillars”: 1) Research-Based Learning. Training is most powerful when it’s grounded in verifiable research. That’s because when learners see training as credible, they’re more likely to translate the learning into on-the-job behavior; 2) Single-Concept Learning. People learn best when training is focused on a narrow concept where learning goals are clearly defined. When training is delivered in small packets, the brain can easily absorb, remember and apply what it learns. 3) Rapid Learning. Workplace training comes in short bursts – just five to seven minutes at a time. Today’s multi-tasking workforce has neither the time nor the attention span for traditional lengthy training formats.

RLI is based in Greater Philadelphia, PA.

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