Over $100 billion is spent annually in the United States on training.
At Ethnopraxis, we help organizations transform training from a cost center into a strategic asset. With over 30 years of experience across Fortune 500 companies, government agencies, and nonprofits, we specialize in aligning learning strategies with performance goals, ensuring that every training initiative drives measurable and lasting results.
Core Services
Training Evaluation, Impact, & ROI Strategy
We measure beyond attendance and satisfaction. Using frameworks such as Kirkpatrick, Phillips ROI, and LTEM, we evaluate whether training changes behavior, improves performance, and generates return on investment. Thus, providing leaders with credible, data-backed insights.
Instructional Design & Performance Alignment
We created training designed for impact. From front-end analysis to content development, we ensure that programs target the right behaviors and are grounded in adult learning principles and business needs.
Learning Transfer Systems
We implement the Dynamic Transfer Model (DTM), a five-step framework that ensures that learners apply their skills over time. Our system includes pre-training planning, structured application, performance feedback, and ongoing measurements for 1, 3, 6, and 12 months.
Employee Engagement Through Learning
We design programs that build skills and enhance motivation, connection, and retention by aligning training with personal and organizational goals.
Signature Offering—The Five Questions Workshop
The Five Essential Questions Workshop equips your organization with proven frameworks to design, measure, and report learning that drives real behavior change and business results. Partner with us to apply the Five Essential Questions and start proving the measurable impact of every training investment.
Value
Prevents wasted training
By ensuring there is an actual skills gap.
Creates direct alignment
Between training, behavior, and business results.
Ensures behavioral reinforcement
Long-term transformation, and reliable business impact.
Positions training
As a strategic asset instead of a cost center.
Ensures that learning and development
Are a strategic partner.
Goals
Align learning with business performance
By ensuring every training initiative directly supports measurable organizational outcomes.
Optimize resource allocation
By reducing wasted time and budget spent on training that does not address the root causes of performance issues.
Implement evidence-based decision-making
By establishing the Five Essential Questions as a standard diagnostic and evaluation framework.
Demonstrate training value
By integrating evaluation tools that connect learning tools to business metrics.
Workshop
Duration
Four hours, divided into two sessions
Location
Online or in-person
Follow-Up
Five hours over ten weeks post-training
Diagnose First, Train Second
By utilizing the diagnostic model to determine if training is the right solution.
Apply the Five Essential Questions Framework
To design training that has a measurable impact.
Build evaluation and accountability
Loops into the evaluation timeline.
Audience
Learning & Development professionals, supervisors, managers, and directors.