Your Chief Virtual Learning Architect

Learning to Performance

Read More
Custom Design & Delivery

Read More
Predictive Evaluation

Read More
Enterprise Learning Strategy

Read More

› ‹

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.

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 Custom Instructional Design Model for Rapid Development

Organizations often need learning experiences developed quickly without sacrificing relevance, quality, or measurable business value. A custom instructional design model creates a repeatable path from business need to learner performance, giving teams enough structure to move fast while preserving room for judgment.

Rapid development does not mean skipping analysis, testing, or evaluation. It means focusing effort where it has the greatest effect: defining the right performance problem, selecting the simplest effective learning solution, and gathering useful feedback before a large investment is made.

A strong model can support digital courses, instructor-led training, learning bursts, job aids, coaching, and blended programs. It also gives internal learning teams and external partners a shared language for making decisions.

Start With The Business Result

The model should begin with the result the organization needs, rather than with a request for a course. A department may ask for training because sales are falling, managers are struggling with feedback, or employees are making avoidable process errors. Each situation requires a different response, and training may be only one part of the solution.

Define the desired business outcome in observable terms. Examples include shorter service resolution times, stronger compliance, faster onboarding, improved leadership behaviors, or higher adoption of a new system. Then identify the employee actions that influence that result and the evidence that will show whether those actions have changed.

An enterprise learning strategy can provide useful context for this work. Teams developing that foundation can use this enterprise learning strategy guide to connect individual learning initiatives with broader organizational priorities.

Map Performance Before Content

A rapid design model needs a short but disciplined performance analysis. Document what successful employees do, where breakdowns occur, which decisions matter, and what environmental factors support or prevent performance. This prevents designers from filling courses with information that employees already know or cannot apply.

Interviews, observation, existing metrics, customer feedback, and manager input can reveal the real performance gap. Separate knowledge deficiencies from issues involving tools, incentives, workload, unclear processes, or limited authority. A learning intervention should address the portion of the problem that learning can realistically influence.

The output can be a concise performance map containing target behaviors, critical moments, common errors, necessary resources, and measurement indicators. This becomes the design brief and keeps development focused when timelines are tight.

Create A Modular Design Architecture

Build the model around reusable stages rather than a rigid production sequence. A practical architecture may include diagnosis, learning design, prototype, development, deployment, reinforcement, and evaluation. Each stage should have a clear purpose, decision rule, owner, and deliverable.

Modularity makes it easier to scale the approach. A short learning burst may need a one-page performance map and a rapid prototype, while a leadership program may require stakeholder workshops, practice sessions, facilitator materials, and post-program reinforcement. Both can follow the same core logic without using identical tools.

Use templates for storyboards, practice specifications, review checklists, facilitator guides, and evaluation plans. Templates reduce administrative effort, but they should remain adaptable. The model is successful when it accelerates sound decisions, not when it forces every project into the same format.

Prototype The Learning Experience Early

A prototype turns abstract design decisions into something stakeholders and representative learners can examine. It might be a single scenario, a short video, a practice activity, a sample job aid, or a draft module. The goal is to test the learning experience before completing every screen, lesson, or resource.

Review prototypes for relevance, usability, cognitive load, accessibility, and transfer to the workplace. Ask reviewers to judge whether the activity reflects real decisions and whether learners receive enough practice to perform independently. Feedback should be gathered against agreed criteria, rather than based on personal preferences.

Design Decision	Rapid Development Option	Best Fit	Evidence To Check
Content delivery	Short digital modules or learning bursts	Time-sensitive knowledge and process updates	Completion, recall, early application
Skill development	Scenarios, simulations, and coached practice	Judgment, communication, and leadership	Demonstrated behavior and manager observation
Workplace support	Job aids, checklists, and workflow prompts	Tasks performed infrequently or under pressure	Reduced errors and faster execution
Sustained adoption	Reinforcement messages and peer discussion	New habits and system adoption	Usage, consistency, and business metrics

Build Measurement Into The Model

Evaluation should be designed at the same time as the learning experience. Identify what will be measured before launch: participation, confidence, knowledge, skill demonstration, application, operational results, or financial return. This makes data collection manageable and gives stakeholders a clear view of value.

Predictive Evaluation can help organizations forecast likely adoption, impact, and return on investment before a program is fully deployed. Early predictions create an opportunity to adjust the design, audience, reinforcement plan, or implementation conditions while changes are still affordable.

Use a small set of meaningful indicators instead of collecting every possible data point. A manager observation, workflow metric, customer outcome, or system adoption measure may offer more insight than a long satisfaction survey. Connect each indicator to a behavior and a business result so the evaluation tells a useful story.

Recommendations For A Faster, Stronger Model

A custom model works best when its principles are visible to everyone involved in design, review, delivery, and measurement. Establish governance that protects quality without creating unnecessary approval layers.

Keep the model practical by applying these recommendations:

Define a business outcome and target behavior before selecting a learning format.
Use a minimum viable analysis for small projects and a deeper diagnostic for complex performance problems.
Prototype one representative experience before producing the full program.
Design practice, manager support, and workplace reinforcement into the initial solution.
Select evaluation measures that can be collected consistently and connected to operational results.

Review the model after each major project. Capture which steps saved time, where decisions stalled, and which learning assets were reused successfully. Regular improvement keeps the framework responsive as technologies, audiences, and business priorities change.

Connect Design With Business Performance

Rapid instructional design becomes sustainable when learning teams treat development as part of a broader performance system. Enterprise learning strategy, custom development, leadership development, training delivery, and learning bursts can work together when they share outcome definitions and evaluation standards.

Organizations seeking a practical partner for this work can explore Dave Basarab Consulting for support with learning strategy, custom instructional design, leadership programs, and Predictive Evaluation. The right expertise can help teams move from isolated course production to measurable capability building.

Turn the model into a working practice by selecting an upcoming initiative, defining its performance outcome, and creating a small prototype within the first development cycle. Use the evidence from that project to refine the framework and establish a faster path to learning that employees can apply and leaders can measure.

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.