In this issue, we are pleased to spotlight Mike Saunderson, Ph.D., owner and director of Ethnopraxis, Inc. With over 14 years of experience supporting Fortune 500 organizations in training needs assessment, instructional design and evaluation, Mike’s work has earned recognition for driving impact through ROI-focused, evidence-based learning solutions.

Read on to learn about Mike’s career journey.

How did you get started in learning and development?

I transitioned from social work to instructional design, combining my background in behavior change with graduate training in learning design and technology. My early projects in designing compliance and onboarding programs confirmed my passion for aligning learning with measurable performance outcomes.

What’s your most memorable training experience, good or bad?

Redesigning onboarding for a Fortune 500 health care company is a standout example. By integrating structured leadership check-ins and coaching, we reduced turnover by 25%. This experience reinforced my conviction that learning should be tied to organizational performance rather than just course completion.

Who would you consider your most valuable role model? What were some qualities that made them great?

My doctoral advisor modeled rigor, humility and persistence. His ability to balance scholarship with practical application inspired me to connect research with real-world outcomes in every project I undertook.

What are the most pressing issues on your professional plate right now?

Helping organizations move beyond tracking completions to measuring accurate transfer and ROI. My focus is on developing evaluation systems and technologies that demonstrate how learning translates into sustained performance improvement and business value.

What’s the most challenging aspect of your job?

Convincing stakeholders to invest in rigorous evaluation when they are accustomed to surface-level metrics like satisfaction or attendance. Changing this mindset requires both data and consistent communication.

What’s the most rewarding aspect of your job?

Seeing measurable improvements — reduced injuries, fewer patient complaints or higher retention — and knowing that learning solutions directly improved people’s work and organizational results.

What’s your preferred training methodology?

I employ a blended approach, grounded in ADDIE, rapid prototyping and supported by adult learning theory. My preferred designs combine scenario-based learning, coaching and evaluation loops to ensure transfer and sustainability.

How do you find the time to continue your own professional development?

I integrate professional development into my work by conducting research, presenting at conferences such as ISPI, ATD and AECT, publishing articles and staying active in professional communities. Learning is both a responsibility and a passion.

Any recommendations for folks out there: books, partners, resources, etc.?

I recommend Baldwin and Ford on training transfer, Thalheimer’s Learning Transfer Evaluation Model (LTEM) and Phillips’ ROI methodology. Engage with ISPI and ATD for research-based insights and L&D publications for practical strategies.

“If someone wants to follow in my professional footsteps, I’d tell them to be sure to …”

Diagnose before you design. Align learning with KPIs, rigorously measure outcomes and communicate results in business language. Stay curious, publish and engage with the professional community to bridge the gap between research and practice.