Your Chief Virtual Learning Architect

Learning to Performance

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Custom Design & Delivery

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Predictive Evaluation

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Enterprise Learning Strategy

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Dave Basarab Consulting has elevated the training experience, offering an end-to-end comprehensive approach that includes training strategy, instructional design, development, delivery , post program training transfer, and evaluation (via the unique Predictive Evaluation methodology). Virtual Chief Architect Dave Basarab has combined all of these individual training elements with his user-friendly, comprehensive Learning to Performance approach, which significantly increases companies' training ROI.

Why we are different

Innovation: Our primary focus is creating learning programs using a Learning to Performance approach.
Expertise: Dave offers the depth and breadth of his experience, including working internally at prestigious companies (Motorola, Ingersoll Rand and Pitney Bowes) as well as his knowledge and expertise as a highly-respected, sought-after consultant.
Partnership: Basarab collaborates with companies, serving as their own Chief Learning Officer whenever they need to plan, strategize, or implement training initiatives.

Training Services

Enterprise Learning Strategy

Enterprise Learning Strategy

At Dave Basarab Consulting, we're experts in creating Enterprise Learning Plans. We work with you to develop your company's learning strategy and direction.

Custom Design, Development, & Delivery

Custom Design, Development, & Delivery

Custom training is an effective way of developing the capability required to execute your strategy. We are a custom design house that creates programs specific to your business.

Learning Burst Development

Learning Burst Development

We can create and deliver your courses via our unique Learning Burst Method - keeping your employees at their jobs while receiving world-class training.

Predictive Evaluation

Predictive Evaluation

We predict the ROI for your courses and establish success gates. We then evaluate the course against the success gates to show value realized and continually improve results.

Leadership Development

Leadership Development

Turn-key virtual custom leadership development program that combines world-class leadership speakers/educators with post-event personalized coaching to provide you with a cadre of highly skilled leaders.

Predictive Evaluation

Aligning Learning Bursts With Your Company's Quarterly Goals

Quarterly goals give organizations a practical planning horizon. They translate annual strategy into measurable priorities such as improving customer retention, reducing operational errors, accelerating sales cycles, or strengthening manager performance. Learning bursts can support those priorities when they are designed around business needs rather than delivered as isolated content.

A learning burst is a focused, short-form development experience that targets one capability, behavior, or decision. Its compact format makes it easier to place learning close to the moment of need, reinforce it through practice, and connect it to performance data.

The strongest approach begins with the result the business wants and works backward to the knowledge, skills, and actions employees need. This creates a clear line between enterprise learning strategy, employee capability, and quarterly execution.

Start With Business Outcomes

Begin each planning cycle by identifying two or three outcomes that matter most to the organization. These may include faster onboarding, higher proposal conversion, fewer safety incidents, improved forecast accuracy, or stronger employee retention. A learning burst should have a credible relationship to at least one of these outcomes.

Next, identify the behaviors that influence the result. If the goal is improved customer retention, employees may need to conduct better renewal conversations, recognize early warning signs, or use account data more effectively. Reviewing a provider’s client experience can help learning leaders see how varied organizations connect capability building with operational priorities.

Translate Goals Into Learning Bursts

A quarterly objective is usually too broad to become a single learning activity. Break it into a sequence of small performance needs. Each burst should answer one practical question, such as how to handle a difficult customer objection, coach a low-performing employee, or apply a new compliance procedure.

Keep the learning experience focused. A useful burst might include a brief explanation, a realistic scenario, a decision exercise, and a workplace action. Follow-up prompts, manager conversations, and job aids can extend its value without turning a short intervention into a lengthy course.

Custom instructional design is especially useful when the organization needs examples, language, or tools that reflect its own operating environment. Relevance increases the likelihood that employees will use the new behavior during the quarter.

Create A Quarterly Measurement Framework

Measurement should be designed before delivery. Define what participants should know, what they should do differently, and which business indicators may move if adoption is successful. This prevents the evaluation process from relying only on completion rates or satisfaction scores.

Quarterly priority	Target behavior	Learning burst example	Evidence of progress
Improve sales conversion	Qualify opportunities consistently	Discovery-question practice	Conversion rate and pipeline quality
Reduce service escalations	Resolve issues using a defined method	De-escalation scenario	Escalation volume and resolution time
Strengthen manager capability	Hold regular coaching conversations	Coaching conversation simulation	Coaching frequency and team performance
Increase process compliance	Apply the updated workflow correctly	Step-by-step decision exercise	Audit accuracy and rework levels

Use leading and lagging indicators together. Early signals might include practice quality, manager observations, tool usage, or employee confidence. Later evidence could include revenue, retention, productivity, quality, or risk metrics. This combination provides a more balanced view of learning adoption and impact.

Build A Practical Quarterly Rhythm

A consistent cadence helps learning bursts become part of work rather than an interruption to it. A four- to twelve-week cycle can include an initial launch, short reinforcement activities, manager involvement, and a review of early performance data.

A practical rhythm may include:

Define the business outcome and target behavior before the quarter begins.
Deliver the first burst when employees can immediately apply the skill.
Reinforce the behavior through reminders, peer practice, or manager coaching.
Review adoption data midway through the quarter and adjust the support.
Compare performance indicators at the end of the cycle and document lessons.

The schedule should reflect operational realities. Sales teams may benefit from bursts before pipeline reviews, while frontline teams may need mobile activities during shift transitions. Timing, access, and manager participation are essential parts of the learning design.

Address Stakeholder Confidence

Stakeholders may question whether a short learning intervention can influence a significant business result. That concern is reasonable when the connection between training and performance has not been made explicit. Address it by showing the chain from business goal to behavior, learning activity, adoption measure, and expected outcome.

A clear evaluation plan also gives leaders a way to discuss uncertainty without dismissing the value of learning. Resources on stakeholder skepticism can support conversations about evidence, assumptions, and the conditions required for training to produce results.

Involve business sponsors early. They can validate the target behavior, help select meaningful metrics, and reinforce expectations with managers. Their participation signals that the burst is part of business execution, not a separate learning initiative.

Forecast Impact And Refine

Predictive evaluation can strengthen quarterly planning by estimating likely adoption, impact, and return before significant resources are committed. Forecasting encourages teams to examine factors such as learner readiness, manager support, workflow alignment, practice opportunities, and access to performance tools.

A predictive analytics approach can help learning teams prioritize the bursts most likely to support strategic outcomes. It also highlights risks early, allowing designers to add coaching, simplify content, improve communications, or adjust the target audience.

At the end of the quarter, compare the forecast with actual evidence. Record which assumptions held, where adoption weakened, and which business conditions affected results. Those findings improve the next quarter’s learning strategy and make future investment decisions more precise.

Aligning learning bursts with your company's quarterly goals requires disciplined translation: convert strategy into behaviors, behaviors into focused experiences, and experiences into measurable workplace action. Build the next cycle around one important outcome, establish its evidence plan, and involve the leaders who can reinforce adoption. Dave Basarab Consulting can help connect learning design, delivery, and predictive evaluation to the results your organization needs.

Learning to Performance

Learning to Performance, a complete training approach, gives companies world-class training to drive significant return. This approach includes upfront work (Impact Mapping, design), training (for staff and company executives), and post-training efforts to ensure training transfer. This unique recipe - the key for successful training and adoption - is changing the way companies implement training. This methodology could work with any content for organizations in any industry.