Helping organizations determine if their training is effective.
Ph.D. Learning Design & Technology—2024
MSEd. Learning Design & Technology
Masters of Social Work
Over $103 billion is spent annually on training.
How do you calculate the impact of your training and the return on investment?
I am here to help you answer that question.
In November 2024, I earned my Ph.D. in Learning Design and Technology from the University of Hawaii. My dissertation examines how training transfers to on-the-job behavior and explores the learner, training, and organizational factors that influence employee performance and knowledge retention. I also hold a Master’s in Learning Design and Technology from Purdue University and a Master’s in Social Work from the University of Washington.
For thirteen years, I have collaborated with senior leaders and key stakeholders to:
Foster an organizational learning culture that drives performance.
Conduct needs assessments to identify performance gaps and define success.
Estimate training costs, budgets, business impact, and return on investment.
Measure training effectiveness and business impact.
As a training leader, I have led instructional design teams in developing leader-led and online training that ensures learning transfer and performance improvement. To create training that sticks, I:
Conduct needs assessments to bridge performance gaps.
Analyze learner skills, prior knowledge, and workplace challenges.
Identify organizational barriers to training transfer.
Create training that meets the needs of the organization.
Develop evaluation frameworks to measure on-the-job performance.
Assess training’s impact on business metrics and ROI.
My expertise lies in aligning learning strategies with business objectives and ensuring training drives measurable improvements in employee performance and organizational success.
Areas of Practice
My goal is to understand the causes, motivations, and mechanisms behind why organizations do or do not evaluate the impact of training. Beyond working with organizations, I can contribute to advancing the transfer of training field by gaining insights and increasing my knowledge.
Training and development enhance employees’ knowledge, skills, competencies, and on-the-job performance. Through training and development, organizations can cultivate a workforce capable of delivering outstanding technical excellence and meaningful customer and employee experiences that foster diversity, equality, and inclusion, increasing organizational effectiveness and commitment to innovation and social responsibility.
Program evaluation is a systematic assessment and analysis of program effectiveness. By evaluating programs, organizations are empowered to make data-driven decisions, identify what is working and areas for improvement, encourage organizational learning, strengthen accountability, and foster long-term sustainability.
Instructional design is the practice of creating learning experiences to support learning. It is a systems approach to analyzing, designing, developing, implementing, and evaluating any instructional experience based on the belief that training is most effective when it gives learners a clear statement of what they must be able to do after training and how their performance will be evaluated.
Contact Information
mike@ethnopraxis.com
206.930.5641