“The training was great. But six weeks later, not much has changed.”
That’s the feedback we hear all too often from L&D and Talent leaders. Despite high-quality content, well-rated sessions, and enthusiastic attendees… real-world impact remains elusive.
The problem? Most learning stops at the classroom. It doesn’t travel far enough into the capability.
If you want to deliver visible results in 60 days, you need more than training – you need a structured thinking framework that bridges learning and doing.
That’s where the Go M.A.D.® Results Framework comes in.
Why L&D Needs a Rethink (If You Want Real Results)
1. Learning doesn’t equal Behaviour Change
People can leave a workshop feeling inspired – but if the thinking doesn’t shift, the behaviour won’t either.
Solution: We introduce Go M.A.D. tools during the learning, not just afterwards. Learners applied Go M.A.D.® Results Framework to real challenges/projects. It moves insight into implementation – fast.
2. Too much focus on input, not enough on outcomes
Attendance is tracked. Completion rates are logged. But what difference did the learning make?
Solution: We ask a better question:
What result are we seeking from this development activity – and how will we measure progress in 60 days?
This makes every programme purpose-led, not just content-led.
3. Line managers aren’t equipped to sustain learning
The most powerful learning reinforcement happens after the session – on the job. But too often, managers aren’t part of the process.
Solution: We give leaders simple Go M.A.D. coaching questions to use in 1:1s. It turns “Did you enjoy the course?” into:
What are you now thinking differently – and how are you applying that in your role?
4. Talent development feels generic, not business-specific
Off-the-shelf training often fails to connect to the real work, real people, and real challenges that matter most.
Solution: We anchor development around live Exec-sponsored improvement projects. Learners apply Go M.A.D. thinking to business-critical issues – building capability and delivering results.
3 Moves to Shift from Learning to Lasting Capability
1. Define the “result behind the request”
When scoping any development need, ask:
What measurable business outcome are we seeking from this?
Design backwards from there.
2. Embed thinking tools, not just learning content
Equip participants with practical Go M.A.D. tools they can use the next day – in meetings, planning, coaching, and decision-making.
3. Engage managers early
Provide them with the tools to ask high quality questions, and get them asking:
What might you possibly do differently as a result of this learning? How will you know it’s working?
Final Thought
Training alone doesn’t drive capability.
But better thinking does.
With the Go M.A.D.® Results Framework, your L&D programmes become more than events – they become catalysts for measurable, 60-day performance shifts.
If you’re seeking to equip people to think, act, and lead differently—let’s make it happen.
Let’s Go Make A Difference.
