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

Build a learning resource centre for training and performance tools

A learning resource centre gives employees one reliable place to find the training, knowledge and tools needed for their work. It can bring together e-learning, facilitator-led materials, role profiles, job aids, assessments and performance resources while preserving links to the learning management system, intranet and wider business platforms.

For Australian organisations, the centre must do more than store files. It should turn a fragmented catalogue into clear capability pathways, make content easy to search and govern, and show which learning is being used and improving performance. That makes learning discoverable, repeatable and accountable across business units.

Set a clear purpose and scope

Start with a defined remit: accelerate capability, support performance and provide a dependable home for priority learning resources. Identify the employees, managers and subject-matter experts who will use the centre, then distinguish what belongs there from day-to-end systems such as payroll, workflow and formal performance management.

Assign a centre owner and resource owners for each domain. Ownership should cover accuracy, review dates, accessibility, licences and retirement of outdated material. A lightweight approval workflow will prevent local teams from creating duplicate versions while still giving them room to adapt material for specific roles or locations.

Build a governed content architecture

Build the catalogue around search, roles and outcomes rather than file types. Use consistent metadata for topic, audience, capability, format, duration and business priority. Curated pathways can then join required compliance modules with practical learning, while recommended links connect a policy, coaching guide, assessment and relevant job aid.

For Australian workforces, include the Australian Qualifications Framework, TAFE or RTO pathways, and workplace health and safety requirements where they apply. Managers can see how vocational qualifications relate to internal role profiles and refresher learning, making the catalogue useful for capability conversations rather than an academic record.

Connect learning to daily performance

Centralisation should preserve context. A learner may need a short explainer, a live session, a conversation guide and a measurable workplace action; a performance tool may need coaching notes and an evaluation rubric. Pairing these elements in pathways reduces the gap between completing content and changing behaviour.

Dimension	Scattered approach	Centralised learning resource centre
Finding resources	Search across shared drives and inboxes	Search by role, capability and outcome
Content control	Local copies drift quickly	Named owners set review dates
Learning pathways	Courses sit apart from job aids	Learning and tools are bundled by task
Performance support	Templates are rarely linked to skills	Rubrics, coaching and evidence sit together
Measurement	Views are mistaken for impact	Use, adoption and business outcomes are connected

Experience from examples of client work can inform the balance between standard content and local adaptation. A business-facing catalogue also gives leaders a common view of available interventions, while employees retain one route to approved resources and support.

Design for Australian work contexts

Australian teams may span Sydney and Melbourne offices, regional sites and remote workers, including frontline and field crews with intermittent connectivity. Make the centre mobile-friendly, support downloadable and offline options, and avoid assuming everyone can join a live session at the same hour. Filter recommendations by location, time zone, device and delivery mode where useful.

Use plain, practical language. Australian workplaces commonly value direct instructions, peer examples and concise job aids over dense learning jargon. Co-design with Aboriginal and Torres Strait Islander employees where cultural protocols, imagery or local content matter, and apply accessible formats such as captions, transcripts and readable documents.

Measure adoption and business value

Track more than views. Useful measures include search success, resource starts, completion, repeat use, manager participation and the application of learning on the job. The relationship between training adoption and engagement can reveal whether people are merely accessing content or embedding it in normal work routines.

Predictive Evaluation adds a forward-looking view by estimating likely adoption and impact, then testing those assumptions against actual results. Link each intervention to a business measure such as cycle time, quality, retention, conversion or safety, and review trends by role and location. This connects learning investment with return on investment rather than activity counts alone.

Launch through a focused pilot

Launch with a narrow pilot that includes high-value content and a realistic user group. Publish a simple index, test search terms with employees, brief managers on how to recommend resources, and record feedback at the point of use. Expand only when ownership, navigation and measurement are working consistently.

The immediate next step is to appoint a centre sponsor and owner, then complete a two-week audit of the current learning catalogue and performance tools, flag duplicate or outdated resources, and publish an agreed index page containing the twelve most-used priority resources.

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.