Over $100 billion is spent annually on training.
Most organizations invest heavily in training without knowing whether it truly improves performance. Ethnopraxis helps organizations diagnose performance problems before prescribing training, design learning around observable job behaviors, and measure impact using business-relevant data—so learning decisions are intentional, credible, and results-driven.
Core Services
Training Evaluation, Impact, & ROI Strategy
We measure beyond attendance and satisfaction. Using frameworks such as Kirkpatrick, Phillips ROI, and LTEM, we assess whether training alters behavior, enhances performance, and generates a 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 Essential Questions Performance System
Organizations invest heavily in training—yet many struggle to prove whether those investments actually improve performance or business results. Too often, training is used as the default solution when the real issues lie in systems, processes, incentives, or leadership.
From Diagnose First to Demonstrate Impact
The Five Essential Questions Performance System helps organizations make better decisions about when to train, how to design for performance, and how to measure what actually changes.
Rather than starting with content, the system begins with diagnosis. It guides leaders and Learning & Development teams to identify true performance gaps, define observable job behaviors, link those behaviors to business outcomes, and measure results using metrics leaders trust.
This is not a one-off workshop.
It is a holistic, repeatable performance system that integrates diagnosis, behavior-based design, evaluation, and impact reporting—supported by guided application to real organizational initiatives.
The result:
Less wasted training
Clearer performance expectations
More substantial alignment between learning and business priorities
Credible evidence of impact
Diagnose first. Train only when it makes sense. Demonstrate impact.
Five Essential Questions Performance System – Overview
Organizations invest heavily in employee training, yet many remain uncertain whether these initiatives measurably improve performance or achieve business results. Too often, training is deployed as a default solution for problems that actually originate from unclear expectations, broken systems, misaligned incentives, or leadership barriers. At the same time, L&D teams struggle to evaluate beyond basic levels of reaction and learning, leaving leaders without reliable evidence of impact.
The Five Essential Questions Performance System was developed to address these challenges by adopting a holistic, system-wide approach to performance improvement. Rather than beginning with content design, the system starts with diagnosis, ensuring that training is only used when it is the right solution. When training is the answer, the Five Essential Questions provide a structured process for designing, measuring, and demonstrating real-world impact.
Performance System
Duration
A eight-hour facilitated session (virtual or in-person) applying both frameworks to real scenarios
Location
Virtual or in-person
Follow-Up
Ten weeks of guided follow-up, helping participants use the framework on active projects
Diagnose First, Train Second
The system begins with the Step-by-Step Performance Diagnostic Framework. This structured process determines whether a performance challenge stems from an actual skill gap or from environmental, systemic, or leadership factors that training cannot fix.
When You are Told to Train Anyway
A credibility-preserving approach for compliance-driven or politically mandated training
The Five Essential Questions Framework
A structured method for linking behavior change to business outcomes
Audience
Learning & Development professionals, supervisors, managers, and directors.