Rapid Learning®

Concise, targeted training that keeps people engaged

Rapid Learning® is bite-sized e-learning for today’s short-attention-span workforce. It’s a strategy for making workplace training more efficient and effective by presenting information in small, manageable bits. RLI’s Quick Take training modules are just 5 to 7 minutes long, making it easy for learners to digest and retain their training.

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Time: The Biggest Obstacle

“Not enough time” is the #1 reason soft-skills training doesn’t happen. RLI’s “rapid learning®” philosophy addresses this challenge head on. Even the busiest people can find time for professional development when they realize they can learn a valuable skill or concept in just 5 to 7 minutes. That’s the length of an RLI “Quick Take” rapid learning® module. And our “mobile-friendly” platform makes learning available online 24/7/365. “No time” is no excuse.

Reduce cognitive overload

Studies show the human brain can’t effectively assimilate large amounts of information. That’s why traditional “fire hose” training doesn’t work. People forget what they learned and never deploy it. This creates cynicism and resistance to future training. One way to avoid cognitive overload and increase knowledge retention is to break learning up into thin slices. People remember. They deploy learning on the job. They achieve desired outcomes. They’re eager to learn more.

Ideal for the modern learner

Research suggests that the Internet has rewired the human brain. When modern learners watch a learning module on a computer, tablet or smartphone, they no longer want a linear, logical, complete learning experience. They want learning delivered in short, disjointed, overlapping bursts. They want rapid learning® experiences. They want rapid learning®.

Single-Concept Learning

A proven approach that increases engagement and retention

Single-concept learning is a paradigm shift for training and developing people. The classic corporate training model emphasizes efficiency. It assembles a large group of people and teaches them multiple learning concepts at once. Single-concept learning emphasizes effectiveness. It teaches people just one concept at a time, which vastly increases the likelihood that the learning will be retained and deployed successfully.

We’ve all had “aha” moments in our careers, and in our private lives, where we hear an idea – could be a new idea, could be one we’ve heard many times before

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Thin slicing

“Thin slicing” in the world of psychology describes how the brain can perceive narrow windows of experience and with very limited information draw powerful, accurate conclusions. We’ve hi-jacked the term and applied it to learning. “Thin sliced” training is about isolating narrow windows of learning, and delivering powerful learning experiences from very limited information.

High utilization. High retention.

Learners are more likely to engage in training if they realize their learning journey will be brief and related to a single concept that’s developed deeply, in a focused, memorable way. And knowledge retention, the Holy Grail in training, is likely to be much higher when learning is designed to convey one concept, change one behavior, and achieve one desired outcome.

A game changer for managers

Most managers are motivated to develop their people. But many lack the ability, or the time, to do so. When talent development seems like an overwhelming task, it doesn’t get done. So here’s the key: Make it easy! When managers frame talent development through a narrow lens – “I’m just teaching people a single concept” – the task seems doable. Managers start training. They achieve success momentum as they accumulate small wins. They become successful developers of people.

Research-Based Content

Training that's seen as credible drives behavior change

Soft-skills training is usually about getting people to change behavior. But let’s face it, in areas such as leadership, management, interpersonal communication or sales we can’t count on frequent new discoveries that’ll help us get people to change old habits. So how can we get people to feel a sense of urgency to change? One way is through research.

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The power of an “aha”

We’ve all had “aha” moments in our careers, and in our private lives, where we hear an idea – could be a new idea, could be one we’ve heard many times before — and suddenly feel a tremendous sense of urgency to act on it. When it comes to soft skills training, often these “aha” moments are triggered when we get hard evidence that an idea has merit.

Research can trigger “aha’s”

Research – whether it’s from a Harvard or a Gallup or some expert we trust — provides authority and credibility, and it’s a great way to trigger an “aha” moment that can lead to behavior change and better outcomes. The best soft skills training lights a fire under people, gets them to change behavior and do difficult things. Research-based training concepts can light that fire.

A powerful ally for managers

Good managers constantly drill best practices into their people. It works, to a degree. But think how much more powerful it would be to present concepts that are validated by a credible third-party? When you’ve got a tool-kit full of research-based training modules, you vastly increase your own credibility as a leader, and you’re able to take your talent development efforts to a new level.

RLI is the most cost-effective part of our training program

Becky Helfter

Sr. HR Generalist, Pentec Health

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

Carter Benjamin

Executive VP, Wind-lock Corp
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