“The feedback was brilliant… but nothing really changed.”
That’s what an L&D leader confessed to me after we reviewed the outcomes of a flagship programme. High scores. Happy participants. But no shift in business performance, behaviours, or capability.
It’s a common trap: measuring how training felt instead of what it achieved.
Good feedback is nice. But if it’s not leading to real results, you’re not getting the return your training deserves.
Here’s how to fix that – fast.
Why Happy Sheets Don’t Equal Impact
1. Participants rate the experience – not the outcome
Feedback forms often ask: Was the trainer engaging? Did you enjoy the session?
That tells you about delivery – but nothing about value.
Solution: We added one simple question to every feedback form:
What measurable difference will this make to your role in the next 30 days?
It reframed the learner’s mindset from satisfaction to application.
2. “Great course!” doesn’t move the business forward
Training that gets applause but not action is just a feel-good exercise. And L&D deserves better than that.
Solution: We made thinking part of the learning outcome. Using Go M.A.D. tools, learners left not just with notes – but with a plan. One Result. One Purpose. One Action. And one manager who knew to follow up on it.
3. Line managers aren’t in the loop
When the learning ends in the classroom, so does the impact. Without manager engagement, the best intentions fizzle out.
Solution: We gave managers a Go M.A.D. high quality question. It took 2 minutes to review with their team member post-course – and helped keep the learning alive, relevant, and focused.
4. L&D success isn’t owned – it’s passed off to providers
Great suppliers matter. But if they own the outcome more than your organisation does, you’ll never build internal capability.
Solution: We built internal ownership by aligning every programme with business-critical goals. L&D stopped being a support function – and became a performance enabler.
3 Ways to Move Beyond Feedback Scores and Prove Real Impact
1. Ask this before any training is commissioned:
What result are we seeking – and how will we know it’s been achieved?
2. Build feedback around behaviour, not just satisfaction
Include questions like:
What could you now possibly do differently? What possible support do you need to apply this?
3. Equip managers to lead post-course conversations
Give them Go M.A.D. Thinking prompts to follow up with:
What’s one thing you’ve changed in your approach since the session?
Final Thought
Good feedback scores might make the dashboard look green – but they don’t guarantee results.
Your training deserves to make a difference.
To shift mindsets. To fuel capability. To deliver measurable value in the real world.
That’s what the Go M.A.D.® Results Framework helps make happen.
Let’s make your learning count – for more than just a smile.
Let’s Go Make A Difference.
Interested in receiving all our learnings to create a triple impact of personal growth, team performance, and business improvement?
