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 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
This system equips organizations with the tools and processes necessary to identify genuine performance gaps, define the specific behaviors that must change, link those behaviors to measurable business outcomes, and establish 30–60–90-day evaluation cycles that leaders can trust. It shifts L&D from delivering courses to improving performance, supported by evidence.
Goals
Align learning with business performance.
This ensures every training initiative directly supports strategic goals, operational priorities, and measurable business outcomes.
Implement a repeatable impact evaluation system.
The organization gains a consistent 30–60–90-day cycle to track behavior change, assess results, and demonstrate the impact of training.
Build a culture of evidence-based decision-making.
Teams adopt data-driven processes to diagnose performance gaps and select the most effective solutions.
Improve operational efficiencies.
Resources are allocated to interventions that address validated needs—eliminating unnecessary training and accelerating results.
Increase manager engagement in performance development.
Managers play an active role in reinforcing skills, coaching employees, and supporting on-the-job application.
• Transform Learning and Development into a strategic performance partner.
L&D shifts from content delivery to driving performance outcomes, strengthening organizational credibility and influence.
• Strengthen organizational agility and continuous improvement.
The system enables organizations to respond quickly to performance needs with accurate diagnostics, targeted solutions, and transparent metrics.
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 four-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 Tool. 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.
Apply the Five Essential Questions Framework
After a true skill gap is validated, the Five Essential Questions ensure training is designed for performance and aligned with measurable outcomes.
Build evaluation and accountability
Establish evaluation timing (30–60–90 days)
Audience
Learning & Development professionals, supervisors, managers, and directors.