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Behaviour Change – Tracked, Visible, Verified

Capture stories of new behaviour, tag them to competencies, and watch real‑time ROI heat‑maps grow.

Overview

Ripples Velocity is a post-training engagement and impact platform that turns classroom excitement into boardroom evidence. In many organizations, employees leave a training session energized, but weeks later it’s unclear what (if anything) really changed. Velocity closes that gap. It continuously nudges people to apply new skills on the job, captures their success stories and feedback, and measures the real business impact – all in one easy-to-use, browser-based platform. As your L&D solutions partner, we deploy Ripples Velocity to ensure every skill taught becomes a skill used, and every learning investment translates into visible results. The platform essentially extends the learning journey beyond the classroom, creating a sustained cycle of action and insight.

Key Features

Post-Training Action Plans

Easily set up follow-through “events” or action plans for any learning intervention – be it a workshop, webinar, or coaching program. Within minutes, you can configure a series of post-training tasks or reflective questions for participants. This guides learners on what to do next with their new knowledge, making learning transfer intentional.

Automated Skill Nudges

Ripples Velocity sends timely reminders and prompts to participants, encouraging them to practice specific skills or behaviors they learned. For example, a week after a leadership training, it might prompt a manager: “Try holding a feedback conversation this week using the SBI model. How did it go?” These nudges combat the forgetting curve and keep motivation high.

Action Sharing & Social Learning

Participants use the platform to share their “success stories” or experiences after applying the learning. They can post brief narratives or examples of how they implemented a concept at work. Everyone in the cohort – including peers, facilitators, and managers – can see these updates. This social feed turns individual application into a group learning opportunity: colleagues can learn new ideas from each other, comment, congratulate, and discuss challenges, fostering a supportive community.

Manager Involvement

Line managers are looped into the process with their own dashboard. Managers can monitor how each team member is applying their training (e.g., see who has submitted stories or completed actions). They can also add comments or feedback, reinforcing positive behaviors and coaching where someone might be struggling. By actively involving supervisors, Velocity creates accountability that drives real behavior change on the job.

Real-Time Analytics & Impact Reports

All those action inputs and engagements roll up into rich analytics. L&D leaders get intuitive dashboards showing metrics like participation rates (who is engaging with follow-ups), completion of action items, the frequency of skill use stories, and qualitative themes from responses. Over time, you can see patterns: which trainings lead to the most application, which skills are most (or least) adopted, and even correlations with performance metrics. This data provides concrete evidence of training effectiveness. You can literally show stakeholders “Here are 50 examples of how our sales team used the new negotiation technique, and the uptick in quarterly sales in regions that embraced it.”

Continuous Feedback Loop

Velocity isn’t a one-off tool – it’s designed for continuous improvement. Based on the data, you can tweak your L&D strategy. Perhaps you discover that one module of a course isn’t being applied at all – indicating it might need better explanation or isn’t relevant. Or you might find one group lagging in engagement – prompting additional coaching or follow-up. By identifying what’s working and what’s not, you can optimize future training initiatives and even justify budget decisions with confidence.

Why Ripples Velocity?

Drives True Behavior Change

Many training tools promise results; Velocity actually makes it happen by guiding and tracking the “action” phase of learning. It systematically tackles the notorious knowing-doing gap. Learners are gently pushed to use what they learned, repeatedly, until new behaviors become habits. This means your training dollars genuinely lead to changed behaviors on the job.

Demonstrates ROI to Stakeholders

With Velocity, L&D departments can finally provide the boardroom with hard evidence of impact. Instead of just saying “we trained 100 people on topic X,” you can show precisely how that training influenced work practices and outcomes. This ability to tie learning to business results elevates the credibility of L&D as a strategic function.

Engaging, Social, Fun

The platform leverages social learning and gamification principles to keep participants engaged. Sharing a success story and getting kudos from peers or a nod from one’s boss is intrinsically rewarding. Likewise, seeing others’ posts can spark friendly competition (“If they tried that technique, I can too!”) and inspiration. Velocity makes post-training follow-up something people want to take part in, rather than a chore.

Flexible Integration

Ripples Velocity can stand alone or easily integrate into your existing learning ecosystem. Whether you want to use it alongside an LMS or after a one-time seminar, it’s adaptable. Our team works with you to tailor the prompts and success criteria to fit each program’s objectives. In other words, we’re not just dropping off a tool – we partner with you to weave it into your unique L&D process for maximum effectiveness.

Continuous Learning Culture

Over time, using Velocity helps instill a mindset that learning is not an event but a cycle. Employees come to expect that after training, there will be a period of practice and reflection. This normalizes the idea that learning is part of everyday work. Organizations that embrace this approach see higher knowledge retention and a stronger culture of continuous improvement.

Who It’s For

Corporate L&D Teams

 who need to ensure that the training programs they design actually result in applied skills and measurable outcomes. Velocity provides them a powerful backend to follow up and data to prove success (or highlight needed improvements).

Training Providers & Consultants

If you’re delivering training to clients, offering Ripples Velocity as a post-training add-on can significantly boost your value proposition. It helps your clients see sustained impact from the sessions you run, and sets you apart as a provider who guarantees results, not just workshops.

 

Team Leaders & Functional Managers

That want their teams to get the most out of training. Instead of hoping people will apply what they learned, managers can actively see and support that application. It’s a tool for coaching in the flow of work – managers can address obstacles or reinforce successes as they happen, rather than waiting for the next review cycle.

Executives & Stakeholders

(e.g., HR Directors, Business Unit Heads) who invest in talent development and want accountability. They gain visibility into how learning initiatives are playing out on the ground and confidence that strategic skill gaps are truly being addressed. For them, Velocity turns learning into a performance lever they can monitor.

Ready to turn learning into action?

Inquire about implementing Ripples Velocity in your organization, or Learn More on the Ripples Velocity site to see success stories and a live demo.

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