Training is often deployed as the default response to performance problems, even when the root causes are unclear expectations, broken processes, misaligned incentives, system constraints, or leadership barriers.

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.

The Five Essential Questions Performance System

The Five Essential Questions Performance System is Ethnopraxis’s proprietary, evidence-based approach for turning training requests into better performance decisions.

It is a diagnostic and measurement-driven performance system that helps organizations:

• Diagnose performance problems before prescribing solutions

• Design learning around observable job behaviors

• Link behavior change to business outcomes and operational metrics

• Demonstrate results leaders can see, measure, and trust

This system replaces guesswork with clarity—and positions learning as a strategic performance lever, not a reactive activity.

The Five Essential Questions

Every effective performance initiative must answer five questions—before design begins:

1. What specific behaviors should change?

2. How will behavioral change be measured?

3. What outcomes will this initiative improve?

4. What metrics will be used?

5. When should results be evaluated?

When these questions are answered clearly and early, organizations move from activity metrics to performance evidence.

Why This Works

Most training fails not because of poor content, but because the problem was never diagnosed, expectations were unclear, or evaluation was an afterthought.

The Five Essential Questions Performance System works because it:

• Starts with diagnosis, not assumptions

• Grounded learning in real job performance

• Builds measurement into design—not after delivery

• Uses metrics leaders already trust

• Establishes realistic 30-60-90 day evaluation timelines

The result is fewer wasted training investments and greater confidence in performance decisions.

How the System Is Applied

The Five Essential Questions Performance System is delivered through an applied experience supported by guided implementation.

Organizations receive:

• Structured performance diagnosis

• Behavior-based objective design

• Measurement and evaluation planning

• Metric selection aligned to business priorities

• Stakeholder-ready reporting

The system is applied to real organizational initiatives, not hypothetical case studies—ensuring insight turns into action.

What Organizations Gain

Organizations that adopt the Five Essential Questions Performance System gain:

• Reduced wasted training investment

• Faster resolution of non-training performance issues

• Stronger alignment between learning and business priorities

• Increased credibility for Learning & Development

• Clear visibility into what training actually changes

Training stops being an event and becomes a performance decision system.

Ready to Make Better Performance Decisions?

• Every training request is an opportunity to guess or to diagnose.

• Ethnopraxis helps organizations choose the latter.

Before you invest in training, confirm what’s actually driving performance.

Most organizations are told to “train” before the problem has been clearly defined. A Performance Diagnosis ensures you don’t waste time, budget, or credibility solving the wrong issue.

At Ethnopraxis, we begin every engagement with a structured diagnostic process that separates training problems from process, system, leadership, and environmental barriers—so your solution actually works.

What is a Performance Diagnosis?

A Performance Diagnosis is a focused, evidence-based analysis designed to answer one critical question:

Is training the right solution—or is something else getting in the way of performance?

Using our Five Essential Questions Performance System, we examine:

• What performance is expected

• What’s actually happening on the job

• Why the gap exists

• Whether training can realistically close it

• How success should be measured

Schedule a Diagnostic Conversation

Book a 30-minute working conversation to clarify the real performance problem, determine whether training is the right solution, and identify the most effective next steps. This is not a sales call—it’s a structured diagnostic discussion grounded in performance improvement and evaluation science.

What to expect:

• A focused conversation on your performance challenge

• Clear guidance on training vs. non-training solutions

• Directions on how success should be measured

• A recommendation you can act on immediately

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.