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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.

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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.

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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.

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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.

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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.

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Predictive Evaluation

Aligning External Training With Your Learning Strategy

Vendor-provided training can expand your organization’s capabilities quickly, bring specialist expertise into the business, and reduce pressure on internal learning teams. It can also create fragmented experiences when each supplier uses different terminology, technologies, delivery methods, and measures of success.

Aligning vendor-provided training with your internal learning strategy requires more than selecting a credible provider. The program must support business priorities, fit your existing capability framework, integrate with your learning ecosystem, and produce evidence of changed performance.

A disciplined approach helps learning leaders preserve consistency while still benefiting from external expertise. It also creates a clearer connection between employee development, operational improvement, and measurable business outcomes.

Start With Business Outcomes

Before reviewing providers, define the organizational result the training should support. This might involve reducing safety incidents, improving sales conversion, shortening onboarding time, increasing manager effectiveness, or preparing employees for a new technology rollout.

Translate that result into observable behaviors and capability requirements. A strong vendor brief should explain what participants need to do differently after training, which audiences require support, and how managers will reinforce the new practices. This gives suppliers a useful design boundary instead of allowing content volume to become the main measure of value.

The distinction between activity and impact is critical. A program can achieve high attendance and positive evaluations while producing little operational change. This discussion of training outcomes helps learning teams separate training output from meaningful business outcome.

Evaluate Strategic And Cultural Fit

A vendor should complement your organization’s learning principles. Review its approach to accessibility, inclusion, learner practice, feedback, assessment, manager involvement, and post-training reinforcement. A provider that delivers polished presentations but ignores workplace application may be poorly suited to a performance-focused learning strategy.

Examine whether the content can reflect your terminology, systems, policies, customer expectations, and leadership model. Customization does not mean replacing every part of a proven curriculum. It means adapting examples, scenarios, tools, and performance standards so learners can transfer the experience into their real work.

Cultural fit matters as much as technical quality. Facilitators should understand how decisions are made, how teams collaborate, and what support employees receive after a course. For leadership programs, engaging specialist coaching expertise can strengthen the connection between formal learning and day-to-day behavior change.

Compare Providers Against Shared Criteria

Use a consistent evaluation model so procurement decisions do not rely on brand recognition or presentation quality alone. Weight each criterion according to the importance of the initiative and require evidence, such as sample materials, pilot results, facilitator profiles, references, or measurement plans.

Evaluation area What to examine Evidence to request
Strategic alignment Connection to business priorities and capability needs Outcome map and success measures
Instructional quality Practice, feedback, relevance, accessibility, and assessment Sample modules or pilot session
Customization Ability to reflect internal language, tools, and scenarios Design process and revision examples
Delivery capability Facilitator consistency, scalability, and global reach Faculty profiles and delivery model
Technology fit Compatibility with the LMS, virtual platforms, and reporting needs Integration specifications
Reinforcement Manager tools, learning bursts, coaching, and job aids Follow-up journey and resources
Measurement Adoption, behavior change, performance, and ROI evidence Evaluation framework and reporting sample
Commercial value Total cost, reuse rights, support, and implementation effort Transparent pricing and assumptions

This comparison should include the hidden work required from internal teams. A low purchase price may become expensive if your staff must rewrite content, coordinate multiple platforms, manage attendance manually, or build all reinforcement resources themselves.

Integrate The Learning Experience

External content should sit inside an intentional learning journey rather than operate as a one-time event. Connect vendor courses with internal onboarding, role pathways, communities of practice, manager briefings, performance support, and follow-up learning bursts.

Create a common learner experience across formats. Use consistent enrollment rules, naming conventions, completion standards, accessibility expectations, and communication patterns. When possible, place resources in the organization’s learning platform or provide a clear access path that preserves reporting and learner support.

Instructional design teams should also review duplication. A vendor module may overlap with existing compliance training or internal leadership content. Consolidating repeated topics creates room for application, practice, and role-specific development.

Establish Governance Before Launch

Assign clear ownership for content decisions, learner communications, data privacy, vendor performance, and ongoing updates. A steering group with representatives from learning, business operations, technology, human resources, and procurement can resolve issues before they affect delivery.

Set review points at design approval, pilot completion, launch, and post-program evaluation. Include service-level expectations for response times, facilitator quality, accessibility corrections, data handling, and content updates. Contracts should clarify who owns customized materials and how the organization can reuse them.

Governance should protect consistency without making the process slow. A short design standard, approved measurement template, and documented intake process can help teams engage vendors efficiently while maintaining strategic control.

Measure Adoption And Business Impact

Evaluation should begin before delivery. Establish a baseline for relevant performance indicators, identify the behaviors the program is expected to influence, and decide how evidence will be collected from learners, managers, operational systems, and customers.

Predictive Evaluation can help forecast likely adoption, impact, and return on investment before significant resources are committed. After launch, combine participation and satisfaction data with evidence of application, manager observations, productivity, quality, retention, revenue, or risk reduction.

Use the findings to improve the learning ecosystem. A vendor whose program performs well may become part of a broader capability pathway. A program with strong attendance but weak application may need better manager reinforcement, more realistic practice, or a different delivery format.

Recommendations For Stronger Alignment

  • Write every vendor brief around business outcomes and observable workplace behaviors.
  • Score providers against strategic fit, instructional quality, integration, reinforcement, and measurement.
  • Pilot high-impact programs with representative learners and managers before scaling.
  • Build vendor content into existing pathways, learning bursts, coaching, and performance support.
  • Review adoption and business evidence regularly, then adjust the program or supplier relationship.

When external training is governed as part of the wider learning portfolio, it becomes easier to scale expertise without diluting organizational priorities. Dave Basarab Consulting can help connect enterprise learning strategy, custom development, leadership development, delivery, and Predictive Evaluation so vendor investments contribute to measurable capability and business results. Contact the team to design a learning approach that makes every training partnership more purposeful.

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.

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