Rapid Learning Institute releases Version 2.0 of its RLI-BCAT assessment tool

The Rapid Learning Institute (RLI) announces the release of Version 2.0 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, measure alignment between managers and their employees, and validate return on investment in training initiatives.

Six skill-gap assessments

The latest release contains three Sales and three Leadership assessments:

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

Multiple Reports

The RLI-BCAT tools provide these reports:

  • Benchmark reports for each of the six assessments listed above that allow organizations to compare the skill levels of their teams and individual employees to “All Companies” and the “Top Quartile” of all companies.
  • (NEW) Alignment Reports that show gaps between how employees perceive their performance and how managers perceive it. This is a valuable tool for triggering coaching dialogue.
  • (NEW) Checkpoint Reports give companies the ability to track skill-gap changes over time, also empowering them to track progress and to validate their ROI on training investment.

What’s next in Version 3.0?

In Q3 2018, RLI intends to give active RLI customers full control of their assessment activity. They will be able to log in to a password-protected portal, assign an unlimited number of assessments, and generate their own reports.




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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