Don’t just track change –
accelerate growth, awareness, and decision-making.
The Regis Company has created a unique set of instruments that uncover and help improve thinking, bias, and behavior. We assess learning before, during, and after learning, so you can finally tie training to outcomes and measure ROI.
Your people aren’t one dimensional. Your assessments shouldn’t be either.
By aiming assessments at three key levels that contribute to employee performance, we help you see your learners and your business more clearly.
Knowledge & Skills
Types of Assessments
These are different types of knowledge assessments, including confidence-based tools that assess accuracy and confidence.
- Has the learner mastered the skill(s) presented?
- Have learners retained and transferred knowledge into their roles?
Bias & Preference
This is a tool for surfacing how individuals think they will behave in situations with competing priorities. Participants read true-to-life scenarios and select the choice that best describes how they think they would behave.
- What natural mental and behavioral tendencies does the learner possess?
- How do these tendencies impact decisions and performance?
These assessments reveal the underlying thinking that drives behavior. Participants rate the relationship between key concepts, and these ratings are used to identify learner Mental Models.
- How aligned is the learner’s thinking to experts and ideal operating models?
- How have thinking patterns changed after the training experience?
Behavioral testing tracks how the participant behaves in the field and gives back valuable insight on the impact of learner decisions.
- How has behavior changed over the course of learning?
- How well aligned is the learner to expected behaviors?
Learners step through a series of scenarios that ask them to apply critical thinking, strategic planning, and social skills in order to achieve a business goal, such as revenue growth.
- Can the learner effectively lead a team while managing key factors like budget, human conflict, and growth planning?
- How quickly can the learner adapt thinking and behavior to new (often stressful) information?
ManageFirst InBasket Simulation
Assuming the role of manager, learners are presented with a set of emails describing tasks and issues a manager would often need to handle. The goal is to prioritize and tackle the assigned tasks in a limited amount of time.
- How well can the learner prioritize and perform under time pressure?
- Can the learner appropriately delegate tasks and manage their own time to ensure nothing falls through the cracks?
Learners are presented with a scenario that outlines a business problem, stakeholders, and desired outcomes. They must assess risk and anticipate consequences as they plan a strategy to meet the challenge.
- How well can the learner understand a complex situation?
- Can the learner engage in effective problem solving with limited resources and competing priorities?