Ripples Journey Velocity — training impact measurement for enterprise cohorts

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See capability clearly—at
individual and team level.

Discovery helps you capture self and 360° feedback, spot strengths and blind
spots, and turn insights into focused development priorities—without guesswork.

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When 360° Assessment
Becomes A priority

  • You’re investing in development, but don’t have a clear baseline
  • Managers give feedback inconsistently, and growth conversations feel subjective
  • High-potentials need sharper development priorities, not generic plans
  • Teams have collaboration or culture issues, but you can’t see the patterns clearly
  • You want insight that is actionable, not a “report that sits in PDFs

What Good Looks Like

  • Individuals can clearly see strengths, gaps, and the biggest growth levers
  • Leaders can spot team strengths, misalignments, and development focus areas
  • Development plans become focused and consistent—across roles and cohorts
  • The organisation has a repeatable way to baseline capability before building programs

A Simple Pathway From Learning
HR Capability Current

Baseline

capture self and 360° input

Clarify gaps

see perception gaps and themes

Prioritise

identify the few behaviours that matter most

Act

convert insights into practical actions

Re-check

re-run to see progress over time (if desired)

Reinforce Skill Use After Training

1
2
3

Module 1 — Establish a reliable baseline (self + 360)

Creates a clear starting point with self-assessment and multi-rater feedback.

  • Start with self; add 360° feedback when ready

  • 360° is built-in, including unlimited raters (no extra per-rater billing)

Includes: (Discovery)

Module 2 — Convert feedback into clear insight (individual + team)

Makes results easy to understand for participants and leaders.

  • Individual reports with radar charts, perception gaps, and practical strategies (50+ pages)

  • Team/cohort reports showing strengths, misalignments, and improvement roadmaps

Includes: (DIscovery)

Module 3 — Turn insight into action (themes, paths, roadmaps)

Helps people move from “awareness” to development priorities and action

  • Actionable roadmaps with reflection prompts and development tips

  • Themes · Quests · Paths” to quickly map strengths and gaps

Includes: (Discovery + applied programs if needed)

Where To Start

Discovery pilot (self + 360 + cohort report).

If you need a baseline for a cohort fast

Explore

Individual + team reports and action roadmaps.

individual + team reports and action roadmaps. 

Explore

Discovery (baseline) with Velocity (adoption + impact measurement).

Ig you also need to prove post-program change

Explore

Evidence You Can Review

Individual report: Radar + gaps + strategies (50 + pages)

Behaviour adoption view: Strengths, misalignments, roadmap

360° summary view: Self vs others comparison

Themes/paths map: Strengths & gaps in minutes

Development roadmap: Prompts + next steps

User Reviews and Feedback

Velocity helped us prove behaviour change after training

I love that it provides me with the ability to keep my learners engaged and connected to the learning even when they are out of the classroom. Additionally it is a great tool for both learners to track their progress and for L&D to identify areas requiring further interventions. I would totally recommend it. It provides learning managers/consultants with actual quantifiable data to help strengthen the learning effectiveness measurement process.

Reethika Shetty

Director, Learning and Development, Altisource

I would strongly recommend Resultslab to all programs that are interested in sustaining learning retention & measuring learning effectiveness among training-attendees. The tool removes the leakage of time and energy Training departments and supervisors have to invest in following-up with individuals' learning efforts. In fact, this tool takes care of the need of capturing the learning in such a fashion that the supervisors/trainers can focus on higher value addition to the learners.

Srinivas Ghanagam

Vice President, Human Resources, Freudenberg India

It was good to see participants put their learnings/experience into words, application of their learnings. It gave us an insight about how it had touched every participant in his professional and personal life and more importantly the success of the program. We have been able to use Resultslab with a higher degree of confidence in our successive training modules. Ever since identifying training programs was on my agenda, I was always concerned about gauging the effectiveness of the training modules. My question got answered with introduction of Resultslab. I do recommend Resultslab.

Prabha K

Senior Manager HR, Interra Systems

I engaged Ripples learning to create a customised interviewer training program for Walmart. We were very happy with the result that Abhishek and his team delivered in building and delivering the course. Their experience in learning design and BEI training helped ensure that the program was very well received as indicated in a very high participant feedback. In addition to the classroom training Ripple was also able to help us swiftly take the program online, relying on their strong experience in distributed learning. We wish to engage with ripples in future as well and wish them all the best.

Ritvik Sudhakar

Walmart, India

Frequently Asked Questions

Is Discovery for development, performance evaluation, or both?

Discovery is positioned as a development-first tool—built to help people and teams improve through clear insight and practical strategies. You can use aggregated insights for talent decisions, but the core value is building self-awareness and focused growth.

Each participant completes a self-assessment first. Then you can invite peers/managers (and others) to provide 360° feedback when you’re ready—so you get both perspectives and can spot perception gaps.

Discovery’s positioning is “self + 360° always included,” and it explicitly notes you can invite unlimited raters without paying extra per rater.

Discovery describes:

  • A detailed individual report (noted as 50+ pages) with visual summaries (e.g., radar charts), perception gaps, and practical strategies.

  • A team/cohort report for leaders highlighting strengths, misalignments, and improvement roadmaps.

Yes. Discovery explicitly supports individual and team reports, and the cohort view is intended to help leaders see patterns across the group.

A good practice is to position it as development-first, keep communication clear (“this is for growth”), and use cohort reporting thoughtfully (patterns over personal judgments). Discovery’s own language emphasises converting feedback into focused growth and action, which supports a safe framing.

Discovery includes actionable elements (strategies, reflection cues, tips/roadmaps). The best implementation is to pair the report with:

  • a short debrief/coaching conversation,

  • 2–3 focused development priorities,

  • and follow-through (micro-goals).

Most organisations run Discovery before training to establish a baseline and choose targeted pathways. If you want to prove change afterwards, pair baseline (Discovery) with post-program measurement (Velocity).

Want an always-on development engine for HR?

 Book a meeting to review the right plan, onboarding approach, and what engagement reporting could look like for your HR team.
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