Throughout LRI'S website – the following terms are used interchangeably: Workforce readiness skills, workplace success skills, soft skills, employability skills, interpersonal skills, workplace behaviors, behavioral competencies, social skills, career readiness skills and behavioral effectiveness skills. Skills and competencies are also used as synonyms.
Soft Skills Training videos

Implementing Assessment Programs

LRI provides valid, criterion-referenced and nationally normed video-delivered programs to measure the soft skills required of most jobs and job-levels within an organization. These positions range from entry-level to highly skilled to managerial. The technology used is called AccuVision®.

The assessment process used by LRI identifies where individuals have effective workplace behaviors, where further development is needed and it provides strategies and resources to develop skill deficits. LRI programs compare individuals’ interpersonal competencies – their soft skills - to a national standard of effective workplace behaviors defined by employers. Over 4,000,000 applicants, incumbents and future workers have been assessed by LRI’s programs.

The value and limits of assessment

Good information about an individual is foundational to selection and hiring:

  • Knowing where people have or do not have the competencies required of a job does much to help organizations not hire their problems;
  • Alignment between a job’s soft and other skill requirements and the competencies of the individuals means that new hires will fit more smoothly into the job – and, experience shows, turnover is reduced.
  • Good information about new-hires’ or incumbents’ soft skill deficits identifies where training and development activities should focus.
  • Pre- and post-assessment documents the extent to which training has met its behavioral change objectives.

All of the above are important – but assessment that is not followed by development planning and training leaves the individual where they were. To support organizations using LRI’s soft skills assessment programs, implementation

Implementation Training and Development

The Implementation Training and Development (ITD) training program enables participants to take the results of an LRI soft skills assessment, along with performance observations and other information and create an ITD plan for those assessed. Staff training is provided in a 5- to 6-hour program during which managers learn to create, communicate and monitor the development of staff. ITD ensures that workers and their managers are in agreement as to developmental activities; managers receive practical, hands-on experience that enables them to help workers develop soft skills over time. A Sample Agenda appears here.

Because the integration of soft skills into current academic and technical courses and workshops is such an effective method of developing people’s soft skills, time is devoted to enable participants to experiment with LRI’s Discussion Guide and explore how this can be quickly accomplished.

Who Participates? The typical audience for this program is managers or supervisors of individuals who have been assessed by one of LRI's soft skills assessment programs, counselors, conductors of workshops and teachers/trainers who can integrate soft skills discussion into their programs.

Training Objectives: At the end of the training session, participants will:

  • Have taken the assessment program which is the subject of the training; assessment results - Feedback Reports - are returned to participants in confidence.
  • Understand and use Feedback Reports to identify skill(s) in need of development and corresponding developmental activities.
  • Understand and use planning forms to prepare for and conduct a developmental planning session with the participant.
  • Review: Steps for Conducting a Developmental Planning Session.
  • Conduct a developmental planning session with the participant using recommended strategies to ensure a successful meeting resulting in a mutually acceptable developmental plan.
  • Typically in small groups, lead soft skills discussion that might be integrated into courses, workshops, job clubs and other activities.
  • Review current curricula and training and development resources that may be appropriate for use within the community.
  • Identify and structure key next steps to begin to implement soft skills assessment in their organization.
  • Monitor and support assessed individuals' ongoing development.
Other training and development resources from LRI that
may be relevant include: