› ‹
  • 1
  • 2
  • 3
  • 4

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.

More...

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.

More...

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.

More...

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.

More...

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.

More...

Predictive Evaluation

Build a business glossary that keeps training language consistent

A business glossary for training content that ensures consistent terminology gives courses, policies and performance conversations one shared vocabulary. It does more than define acronyms: it identifies preferred language, resolves ambiguity and records how key concepts should be used across the organisation.

Clear terminology helps Australian teams translate enterprise learning strategy into practical capability without creating a separate language for each audience.

Why terminology breaks across learning

Terminology drifts when a term has several meanings or when a synonym becomes more familiar in one team than another. “Onboarding”, “induction” and “ramp-up” may all describe the first weeks of employment, yet a manager may expect something different from each. If content does not settle the distinction, learners acquire inconsistent expectations.

Duplication compounds the problem. Managers may describe the same capability as leadership, coaching or people management, while performance systems use a different label. A controlled vocabulary connects these expressions to one concept, giving facilitators, learning management system content and performance conversations a dependable reference point.

Define the glossary’s purpose and scope

Start with the decisions the glossary needs to support, rather than trying to define every word. A useful scope covers capabilities, roles, customer segments, project stages, compliance concepts and the behaviours taught in leadership development. Include terms that appear across courses, job aids and manager conversations.

Set ownership and approval rules at the same time. Name a business owner for meaning and a learning owner for implementation, then record which team approves changes. The research on remote manager challenges reinforces why terms such as feedback, coaching and escalation need explicit boundaries: remote leaders cannot rely on informal context to resolve ambiguity.

Build entries with the people who use them

Build the first entries through cross-functional workshops, not a solitary terminology sprint. Subject matter experts supply definitions and exceptions; instructional designers test whether each definition can become a clear learning objective; facilitators reveal the language learners actually hear on the job.

At Dave Basarab Consulting, that cross-functional input keeps enterprise learning strategy, custom instructional design and training delivery aligned. Reviewing examples of client work shows how client-specific language shapes content requirements.

Each entry should include the preferred term, a plain-English definition, approved synonyms, prohibited alternatives, an example and any applicable context. For instance, “manager” might mean a people manager in one module and an accountable project owner in another. The glossary should state the distinction instead of forcing a misleading shared label.

Compare the documents that support consistency

A business glossary is one part of a wider content-governance system. It works alongside a style guide, taxonomy, knowledge base and capability framework, but each answers a different question. Keeping those artefacts separate reduces duplication and makes ownership clearer.

Different governance documents solve different problems.

Artefact Main question answered Training example
Business glossary What does this term mean here? “Capability” means the demonstrated ability to apply defined skills and behaviours.
Style guide How should we write it? Use Australian English and write “organisation”, not “organization”.
Taxonomy How are concepts related? Groups customer, product and learning concepts into a controlled hierarchy.
Capability framework What should people be able to do? Defines proficiency levels for customer service and leadership.
Knowledge base Where does authoritative information live? Stores policies, FAQs and subject matter expert answers.

The comparison is practical: the glossary settles meaning, while the style guide settles presentation. Neither replaces the capability framework, which connects terminology to observable performance, nor the knowledge base, which holds authoritative detail and source documents.

Set the local language and workplace context

Local context changes which definitions matter. Australian English commonly uses spellings such as “organisation”, “behaviour” and “prioritise”, and teams in Sydney, Melbourne and Brisbane may work across hybrid locations and distributed delivery. The glossary can make those house conventions explicit without becoming a general writing manual.

Regulated and vocational language needs particular care. In Australia, “award” can mean formal recognition in a sales program or a Fair Work award in employment matters. An entry should identify which meaning applies and reference the relevant source. Likewise, apprenticeship and traineeship classifications should not be treated as interchangeable, especially in content used by Australian training providers.

Measure adoption and business impact

Adoption shows whether the agreed language has entered everyday work. Check whether facilitators use the terms, whether managers recognise them in performance discussions and whether learners can apply them to realistic scenarios. These checks can be built into the learning journey rather than treated as an afterthought.

Use operational evidence to refine the definitions over time. Teams can refine learning strategy as behavioural data, learner feedback and business results accumulate. Predictive Evaluation can forecast adoption of the behaviours described in each entry, measure impact and estimate return on investment, connecting consistent terminology to workforce outcomes.

Keep the glossary active in the learning cycle

Keep the glossary alive by placing it alongside the content it governs. Authors should see approved terms while drafting, facilitators should have the same definitions in their learning bursts and workbooks, and leaders should use them in capability discussions. Version control, review dates and a straightforward process for requesting changes prevent the reference from becoming another outdated policy.

The practical takeaway is to begin with one controlled vocabulary, one accountable owner and one source of truth, then check its fit before each learning release.

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.

More...