Stephen J. Meyer, CEO of the Rapid Learning Institute (RLI), was recently selected by Forbes to contribute a weekly online column. Appearing on the Entrepreneurs section of Forbes.com, Meyer will post insights into leadership, management and talent development.
Before co-founding RLI, Meyer worked in publishing, was an investigative journalist and spent several years as a writer for Advertising Age magazine. As an executive and business owner, the Forbes column provides Meyer with a forum to communicate with fellow entrepreneurs and offer wisdom from academic research, successful business executives and his own career experiences.
“It’s an honor to be selected as a Forbes contributor,” said Meyer. “I look forward to sharing thought-provoking ideas and practical advice with current and aspiring business leaders.”
Meyer also intends to impart successful talent development strategies collected over the years at RLI. “RLI has helped organizations develop leaders and employees for seven years now. Over that time, we’ve learned a lot about how to successfully train and develop people. I hope to inspire readers to prioritize workplace learning and to do it right.”
The column has resonated with Forbes readers, as Meyer’s two most recent posts have gained more than 33,000 views to date.
To follow Stephen Meyer on Forbes, please visit: http://www.forbes.com/sites/stevemeyer/
Rapid Learning Institute (RLI) provides online training and talent development tools for businesses, government agencies, nonprofits and educational institutions in the areas of sales, leadership and management, human resources, employment law compliance, and workplace safety. RLI’s approach is founded on three core principles: 1) Rapid Learning. Workplace training should be delivered in short bursts – just six to 10 minutes at a time. Today’s multi-tasking workforce has neither the time nor the attention span for traditional lengthy training formats. 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) Research-Based Learning. Training is most powerful when it’s grounded in verifiable research. When learners see training as credible, they’re more likely to translate the learning into on-the-job behavior. RLI’s signature six to 10 minute modules, called Quick Takes, incorporate these three ideas into unique training programs that get results.
Based in Greater Philadelphia, RLI is an operating division of Business 21 Publishing.
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