Diagnose First, Train Second,
Measure What Matter
Start With The Right Decision
Before we design anything, we help organizations determine whether training is truly the right solution.
A lack of knowledge or skill does not cause many performance issues. They stem from:
Unclear performance expectations
Inefficient or broken processes
Misaligned incentives or consequences
Insufficient manager or environmental support
Launching training in these conditions rarely produces results—and often undermines L&D credibility.
That is why every engagement begins with a performance diagnosis. This diagnostic process:
Identifies the actual root causes of performance gaps
Distinguishes training needs from non-training solutions
Ensures learning investments are targeted where they can make a difference
Training is recommended only when evidence supports it.
When Training is the Right Solution
When a diagnosis confirms a proper knowledge or skill gap, Ethnopraxis designs performance-aligned learning solutions that focus on what people must do differently on the job.
Our instructional design approach emphasizes:
Clear, observable performance expectations
Learning aligned to real work conditions and decisions
Practice that mirrors job tasks, not abstractions
Feedback and reinforcement from managers and systems
Minimal but sufficient training—no unnecessary content
Instructional design is treated as a business solution, not a content exercise.
What We Design
Our instructional design services include:
Performance-aligned training design (in-person, virtual, blended)
End-to-end development, from analysis through evaluation
Scenario-based and simulation-driven learning
Microlearning and digital learning assets, including videos, toolkits, and job aids
Learning experience strategy, including reinforcement plans, manager toolkits, and transfer supports
All learning is designed using real job data, defined performance outcomes, and organizational goals.
The Five Essential Questions Guide Every Design
The Five Essential Questions Performance System guides every instructional design decision:
What business outcome must improve?
What behaviors must change on the job?
What knowledge, skills, or tools enable those behaviors?
What support and environment will reinforce the change?
How will success and impact be measured?
These questions ensure learning remains aligned to performance requirements—not stakeholder assumptions or content preferences.
Evaluation Is Designed From the Start
Evaluation is not an afterthought at Ethnopraxis. It is embedded from day one and evolves throughout the learning lifecycle.
Our Dynamic Evaluation Model supports:
Measurement of behavior change (Performance)
Tracking of business outcomes (Impact)
ROI analysis is credible and appropriate
Continuous feedback to inform design improvements
Evaluation data is used to guide decisions, refine solutions, and demonstrate value—so organizations know what is working, what is not, and why.
What This Produces
Organizations that partner with Ethnopraxis experience:
Demonstrated behavior change tied to job performance
Reduced time-to-competency for critical roles
Clear evidence of learning transfer and impact
Stronger alignment between L&D and business strategy
Increased confidence and credibility for L&D leaders
Let’s Confirm Whether Training Is The Right Solution
If instructional design is part of the answer, we will design learning that performs.
If it is not, we will say so.
Primary Action:
Start with a Performance Diagnosis
No obligation. No generic solutions. Just clarity.