Skill Assessments
Skill scores.
Not satisfaction surveys.
Stop reporting completion rates and satisfaction scores. Start reporting which skills improved, by how much, and for whom.
Skill Assessment Results
Manager — 12-week journey complete
Every budget cycle, someone asks what L&D achieved. You don’t have a good answer.
“What did we get for last year’s L&D spend?” The honest answer is completion rates and satisfaction surveys. Nobody asks the follow-up: did anyone actually get better at anything? Because there’s no data. Traditional L&D measures activity, not outcome.
Q4 L&D Impact Report
Leadership Development Program
Outcome metrics unavailable. No measurement system in place.
Before and after. For every skill. For every person.
Each of Risely’s 83 skills has a dedicated assessment. Take it before coaching starts. Coach with Merlin over weeks. Take it again. The difference between the two scores is the measurement.
Baseline assessment
Self-evaluation + team feedback scores the skill. 5 minutes.
Coach with Merlin
Daily nudges + coaching conversations build the skill over weeks.
Reassess
Same assessment runs again. The score changed — or it didn't.
See growth
Individual + team data. Exportable. Real skill improvement.
Instead of “we trained 200 managers on delegation,” you say “delegation scores improved by 26% across the management team in 12 weeks.”
83 skills. Each scored individually.
The delegation assessment doesn’t ask general leadership questions. It measures behaviors directly related to how someone delegates: clarity of expectations, appropriate level of oversight, follow-up practices. The specificity is what makes the scores meaningful.
Self-evaluation
Rate your own behaviors on the specific skill. Honest reflection in 2 minutes.
Peer & manager feedback
Peers and managers rate you independently. Multiple perspectives reduce self-report bias.
Team feedback
Colleagues rate you independently. Reduces self-report bias. Runs in the background.
Composite skill score
Scale: 1 (developing) to 5 (expert)
3.2
Your baseline. The coaching starts here.
Most platforms stop at the snapshot: run a 360, get a report, hope someone acts on it. In Risely, the score is the starting point. Merlin coaches on it daily. The reassessment measures whether it closed.
Skills for managers and ICs. Each with a dedicated assessment.
Managers and leaders
Delegation without micromanaging. Giving feedback that doesn't blow up. Running 1:1s that actually help. These aren't abstract concepts — they're the situations your managers face this week.
Individual contributors
Communicating clearly across teams. Speaking up in meetings. Navigating workplace dynamics. There's a silent career ceiling for ICs who are technically excellent but struggle with the human side of work.
The score tells you where you are. I help you move it. Someone scores low on receiving feedback? I coach them through real situations where feedback is coming. The number changes because the behavior changes.
Merlin — AI Coach What your team members actually experience.
Each person sees their own scores, their improvement over time, and daily nudges tied to the skill they’re working on. That personal feedback loop drives the 82% engagement rate at day 30. People keep coaching because they can see themselves getting better.
Sarah Chen
Engineering Manager · Week 8 of 12
Before your 1:1 with Alex today, try asking one open question before sharing your perspective. Notice what you learn.
Team-level data that proves L&D is working.
Individual scores roll up into team and organization views. Reports are exportable. When the quarterly review comes around, you show before-and-after skill data across every team. The conversation with the C-suite shifts from “we invested in development programs” to “here’s what changed.”
What you report now
Activity metrics
Completion rate
Finished the course
Satisfaction score
Liked the content
Hours of training
Time invested
Behavior change
No data
What you'll report with Risely
Outcome metrics
Skill improvement
Measured before and after
Behavior application rate
Practicing skills daily in real work
Cost per point of improvement
vs $500/hr for executive coaching
Team-level growth
Trends by skill, team, quarter
Assessments don’t stand alone. They drive the entire system.
The assessment identifies the gap. Merlin builds a learning journey around it. Coaching conversations apply those behaviors to real situations. The reassessment measures whether the gap closed. Not three separate tools stitched together — one system.
Assessment
Finds the gap
Learning Journey
Builds the skill
AI Coaching
Applies to real work
Reassessment
Measures the change
Measured. Not surveyed.
Every number comes from the same assessments, before and after coaching. Self-evaluation plus team feedback. The daily practice model prevents the decay that makes workshop training worthless within a month.
83
skills with dedicated assessments
1,000+
86%
say they'd continue coaching with Merlin
~30
messages per coaching conversation
Trusted by teams at
"I have had 1-1 coaching before, and Risely was so much different. I could pace the guidance as per my preference and customize the challenges I face. The practical advice during my workday helps me easily navigate challenging situations."
Garima Mathur
Director, Strategic Marketing, Micron Technology
"Risely is the smartest way I've seen to support leaders in building, developing, and managing cohesive teams."
Pedro Alvarez
Innovation Director, The AES Corporation
Frequently asked questions
What do Risely's skill assessments measure?
How long does an assessment take?
What's the difference between skill assessments and personality assessments?
Can managers see their team's assessment data?
How often should assessments be taken?
Are assessments self-reported?
Can't I just use ChatGPT to assess my team's skills?
See where you stand. Pick a skill and take five minutes.
Every Risely plan includes skill assessments. Start a free trial, take an assessment on any skill, and see your baseline score.