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

Building a business case for enterprise learning strategy consulting

Organizations often invest in leadership programs, technical training, onboarding, and digital learning without a clear line between those activities and business performance. A strong enterprise learning strategy changes that pattern by treating capability building as a business system rather than a collection of disconnected courses.

The business case must therefore address more than training volume or learner satisfaction. It should show how consulting can improve workforce capability, accelerate strategic priorities, reduce performance gaps, and produce measurable financial or operational value.

Enterprise learning strategy consulting gives decision-makers a structured way to connect learning objectives with workforce needs and organizational outcomes. It also creates a credible basis for deciding where external expertise, custom development, and evaluation methods can deliver the greatest return.

Start with the business problem

A compelling proposal begins with a business challenge, not a catalog of learning services. The challenge might involve inconsistent leadership decisions, slow adoption of new technology, weak customer experience, compliance exposure, or a shortage of critical skills.

Translate that challenge into measurable consequences. If poor onboarding delays productivity, estimate the cost of extended ramp-up time. If managers struggle to retain employees, examine turnover, vacancy duration, and replacement costs. This framing helps executives see learning as an intervention connected to performance rather than an isolated human resources expense.

The case should also identify the strategic priorities affected by the capability gap. A learning initiative becomes more valuable when it supports transformation, operational efficiency, revenue growth, risk management, or employee retention.

Define the value of outside expertise

Internal learning teams may understand the organization deeply but lack the capacity, specialized methods, or neutral perspective required for enterprise-wide change. A consulting partner can assess the current learning ecosystem, identify duplication, clarify priorities, and create a roadmap for governance, technology, content, and measurement.

The scope of work should be specific. It may include an enterprise learning needs analysis, an operating model, curriculum architecture, leadership development, custom instructional design, learning bursts, or training delivery. Clear scope makes projected fees easier to compare with expected benefits.

Decision-makers can also review post-pandemic learning strategy considerations, including hybrid work, distributed teams, shorter learning experiences, and the need to reinforce behavior after formal training.

Build a financial and operational case

A business case should combine hard and soft benefits without overstating certainty. Hard benefits may include reduced time to proficiency, fewer errors, lower support costs, improved productivity, reduced turnover, or stronger sales conversion. Soft benefits can include greater confidence, improved collaboration, and stronger leadership consistency.

Use a simple value model that separates assumptions from evidence. Estimate the population affected, the expected adoption rate, the performance change, and the financial value of that change. Then subtract consulting, design, technology, delivery, and internal implementation costs.

Business case element	Evidence to gather	Possible measure
Capability gap	Interviews, performance data, manager observations	Skill or behavior baseline
Reach	Workforce size, role groups, locations	Participation and completion
Adoption	Manager reinforcement, workflow integration	Application after training
Business impact	Operational and financial metrics	Productivity, quality, revenue, retention
Investment	Consulting, design, delivery, technology	Total cost and cost per learner
Risk	Adoption barriers and implementation dependencies	Sensitivity or scenario analysis

A scenario model can make the proposal more credible. Show conservative, expected, and ambitious outcomes rather than presenting one precise forecast. This demonstrates financial discipline and helps sponsors understand which assumptions require validation.

Measure adoption and business impact

Completion rates are useful for tracking reach, but they rarely prove that learning changed workplace performance. An enterprise learning strategy should specify how learners will apply knowledge, how managers will reinforce it, and which indicators will reveal whether behavior has changed.

Predictive Evaluation provides a useful framework for forecasting and measuring training adoption, impact, and return on investment. By defining expected outcomes before launch, organizations can establish baselines, identify leading indicators, and determine whether a program is on course before the full investment is spent.

Measurement should be designed with business owners, not left entirely to the learning function. A sales leader may care about pipeline progression, while an operations leader may prioritize cycle time, defects, or safety. Shared ownership increases the likelihood that findings will influence decisions.

Address implementation and adoption risk

Executives may reject a learning proposal when they expect low participation, weak manager support, or poor transfer to the job. Address these concerns directly with an implementation plan that includes communications, stakeholder alignment, manager tools, practice opportunities, reinforcement, and feedback loops.

A phased approach can lower risk. Begin with a priority audience or business unit, establish baseline measures, test the learning experience, and use early evidence to refine the wider rollout. This also creates a tangible proof point for sponsors who need to see progress before approving additional investment.

Learning design should match the work environment. Short learning bursts, guided practice, performance support, workshops, coaching, and formal programs can work together when each serves a defined purpose. The goal is reliable capability transfer, not simply greater content volume.

Present a decision-ready proposal

A strong proposal gives leaders enough information to make a decision without burying them in instructional terminology. Begin with the business issue, explain the cost of inaction, present the recommended consulting scope, and show how progress and value will be measured.

Use concise evidence from workforce data, stakeholder interviews, operational metrics, and prior program results. Include dependencies such as executive sponsorship, subject-matter expert availability, technology access, and manager participation. Explicitly state what the organization receives, when major deliverables will arrive, and how success will be reviewed.

Dave Basarab Consulting supports organizations with Dave Basarab Consulting enterprise learning strategy, instructional design, leadership development, learning bursts, training delivery, and Predictive Evaluation. This combination helps connect learning investments with the business outcomes leaders need to see.

Recommendations for a stronger business case

Tie every learning objective to a specific operational or strategic priority.
Establish baseline performance measures before selecting solutions.
Model conservative, expected, and ambitious value scenarios.
Include adoption, reinforcement, and manager enablement in the implementation plan.
Define evaluation responsibilities, review dates, and decision points in advance.

When learning is positioned as a measurable response to business needs, consulting becomes easier to evaluate and fund. A well-structured case gives executives a clear view of the opportunity, the investment, the risks, and the evidence required to scale.

Build the case around the capability gaps that matter most, connect the proposed work to financial and operational outcomes, and establish measurement before delivery begins. Engage Dave Basarab Consulting to shape an enterprise learning strategy that turns workforce development into visible business value.

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.