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What happens when a rapidly growing company outgrows not one, but multiple learning platforms? For Mammoth Holdings, a premier US car wash group with 150+ locations and counting, the answer was a strategic, stakeholder-driven transformation — one that ultimately led to sky-high engagement and a scalable future with Thrive.
In a recent webinar, Destiny Baker (Leader in Talent Development at Mammoth Holdings) took us behind the scenes of that transformation. From LMS pain points to launch day prizes and platform-wide user content creation, her journey is packed with lessons for L&D pros navigating the journey of implementing a new LMS.
Here are the key takeaways.
When Mammoth Holdings first began expanding, their L&D infrastructure simply couldn’t keep pace. With acquisitions adding dozens of sites at a time, the company had a mix of legacy manuals, multiple systems, and one-size-fits-none platforms. The tipping point came at around 110 locations, and Destiny knew they needed a future-ready LMS that could scale to 500+ sites without falling apart.
Like a lot of scaling businesses, their early pain points consisted of disjointed learning delivery, manual processes, and crucially, a total lack of data. As Destiny put it, “You just need different things at 100 locations than you do at 10.”
That’s when the hunt for a new platform began.
If there’s one tip Destiny emphasised for other L&D leaders, it’s this: lead with data.
Mammoth Holdings’ stakeholders didn’t need convincing that learning mattered — but they did need to see how a modern LMS could finally connect the dots between development and business outcomes. Without clean data, demonstrating ROI was near impossible.
By zeroing in on data as the north star, Destiny secured early alignment across departments. Everyone wanted better reporting, clearer insights, and a tool that could grow with the business. Data became the shared language that moved the project forward.
Destiny began the search for an LMS by gathering demos, researching platforms at conferences, and even launching conversations with Thrive before final internal sign-off. But one move was particularly strategic: bringing in external consultancy ELB to support decision-making.
With ELB’s help, Mammoth outlined non-negotiables (like scalability and analytics), weighed “nice-to-haves”, and removed bias from the process. The result was a structured, transparent path to choosing Thrive, not just as the right fit today, but as a partner for the long haul.
After a year and a half of planning, Destiny wasn’t about to let implementation drag. “I said I was going to run, and I don’t think the Thrive team believed me until we started running,” she laughed.
The team launched to 1,600 users in just three months.
Here's how:
These strategies resulted in a tidal-wave of engagement, right from the start.
Since launch, Destiny’s team has seen:
An unexpected joy of going live with Thrive was watching unlikely content become the most loved. Culture pieces and even safety training have pulled huge engagement, proving that relevance and clarity matter more than flashiness.
“Where you would think shorter content would win, some of our longer pathways — on topics like history or safety — have surprised us,” Destiny noted.
With a strong foundation in place, Mammoth Holdings is now exploring how Thrive can support internal communications, streamline marketing messages, and drive even deeper learner personalisation.
That includes:
And longer-term? Destiny has her eye on Thrive’s AI-powered semantic search and chatbot capabilities. Why? Because making information instantly accessible to learners — especially front-line teams — isn’t just convenient, but critical for impact.
But Destiny’s vision goes beyond engagement stats, and is driven by the desire to empower learners with qualifications and skills they can take with them — whether they stay at Mammoth or not.
Her goal is to create a system that enables real, accredited development. As she put it: “It’s not just about a company’s training. I want people to be able to take something forward; something that lives beyond us.”
And that, perhaps, is the most powerful insight of all. When you give learners something meaningful — something that drives careers, not just compliance — the engagement will follow.
Want to hear the full story? Watch the on-demand webinar with Destiny Baker and Danny from Thrive for an in-depth look at Mammoth Holdings' journey.
Explore what impact Thrive could make for your team and your learners today.
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What happens when a rapidly growing company outgrows not one, but multiple learning platforms? For Mammoth Holdings, a premier US car wash group with 150+ locations and counting, the answer was a strategic, stakeholder-driven transformation — one that ultimately led to sky-high engagement and a scalable future with Thrive.
In a recent webinar, Destiny Baker (Leader in Talent Development at Mammoth Holdings) took us behind the scenes of that transformation. From LMS pain points to launch day prizes and platform-wide user content creation, her journey is packed with lessons for L&D pros navigating the journey of implementing a new LMS.
Here are the key takeaways.
When Mammoth Holdings first began expanding, their L&D infrastructure simply couldn’t keep pace. With acquisitions adding dozens of sites at a time, the company had a mix of legacy manuals, multiple systems, and one-size-fits-none platforms. The tipping point came at around 110 locations, and Destiny knew they needed a future-ready LMS that could scale to 500+ sites without falling apart.
Like a lot of scaling businesses, their early pain points consisted of disjointed learning delivery, manual processes, and crucially, a total lack of data. As Destiny put it, “You just need different things at 100 locations than you do at 10.”
That’s when the hunt for a new platform began.
If there’s one tip Destiny emphasised for other L&D leaders, it’s this: lead with data.
Mammoth Holdings’ stakeholders didn’t need convincing that learning mattered — but they did need to see how a modern LMS could finally connect the dots between development and business outcomes. Without clean data, demonstrating ROI was near impossible.
By zeroing in on data as the north star, Destiny secured early alignment across departments. Everyone wanted better reporting, clearer insights, and a tool that could grow with the business. Data became the shared language that moved the project forward.
Destiny began the search for an LMS by gathering demos, researching platforms at conferences, and even launching conversations with Thrive before final internal sign-off. But one move was particularly strategic: bringing in external consultancy ELB to support decision-making.
With ELB’s help, Mammoth outlined non-negotiables (like scalability and analytics), weighed “nice-to-haves”, and removed bias from the process. The result was a structured, transparent path to choosing Thrive, not just as the right fit today, but as a partner for the long haul.
After a year and a half of planning, Destiny wasn’t about to let implementation drag. “I said I was going to run, and I don’t think the Thrive team believed me until we started running,” she laughed.
The team launched to 1,600 users in just three months.
Here's how:
These strategies resulted in a tidal-wave of engagement, right from the start.
Since launch, Destiny’s team has seen:
An unexpected joy of going live with Thrive was watching unlikely content become the most loved. Culture pieces and even safety training have pulled huge engagement, proving that relevance and clarity matter more than flashiness.
“Where you would think shorter content would win, some of our longer pathways — on topics like history or safety — have surprised us,” Destiny noted.
With a strong foundation in place, Mammoth Holdings is now exploring how Thrive can support internal communications, streamline marketing messages, and drive even deeper learner personalisation.
That includes:
And longer-term? Destiny has her eye on Thrive’s AI-powered semantic search and chatbot capabilities. Why? Because making information instantly accessible to learners — especially front-line teams — isn’t just convenient, but critical for impact.
But Destiny’s vision goes beyond engagement stats, and is driven by the desire to empower learners with qualifications and skills they can take with them — whether they stay at Mammoth or not.
Her goal is to create a system that enables real, accredited development. As she put it: “It’s not just about a company’s training. I want people to be able to take something forward; something that lives beyond us.”
And that, perhaps, is the most powerful insight of all. When you give learners something meaningful — something that drives careers, not just compliance — the engagement will follow.
Want to hear the full story? Watch the on-demand webinar with Destiny Baker and Danny from Thrive for an in-depth look at Mammoth Holdings' journey.
Explore what impact Thrive could make for your team and your learners today.
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