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 Training Calendar That Adapts To Business Cycles

A training calendar works best when it follows the organisation’s operating rhythm rather than treating every month as interchangeable. Sales peaks, budget reviews, product launches, regulatory deadlines and workforce availability all affect when employees can learn, practise and apply new skills.

For Australian organisations, timing also reflects local realities such as the end-of-financial-year rush in June, summer holidays across Sydney and Melbourne, seasonal retail demand and fly-in fly-out rosters in Western Australia and Queensland. A responsive calendar connects these conditions with capability priorities and measurable business outcomes.

Planning approach	Best use	Main risk	Useful adjustment
Fixed annual schedule	Compliance and recurring programs	Becomes outdated quickly	Review each quarter
Quarterly planning	Changing priorities and budgets	Short planning horizon	Keep a rolling 12-month view
Event-based learning	Launches, restructures and campaigns	Reactive delivery	Link events to capability pathways
Adaptive portfolio	Complex, fast-moving organisations	Requires stronger governance	Reallocate resources using evidence

Map Business Rhythms Before Dates

Begin with a business-cycle map that shows revenue patterns, operational pressure, strategic milestones and workforce capacity. A construction firm in Brisbane may need supervisor development before major project mobilisation, while a retailer in Melbourne may have little room for workshops before Christmas. These realities should shape the learning sequence.

Speak with finance, operations, sales, human resources and frontline leaders before reserving delivery dates. Their input reveals when people can attend, when managers can coach and when newly learned behaviours can be tested in real work.

Signals Worth Tracking

Budget cycles, including the Australian EOFY period
Seasonal demand, trading peaks and customer service pressure
Product launches, technology changes and restructures
Safety, compliance and industrial relations deadlines
Leave patterns, school holidays and FIFO workforce rotations

Choose A Flexible Calendar Architecture

A useful calendar contains fixed, flexible and triggered learning. Fixed elements may include mandatory safety refreshers or leadership programs already supported by executive sponsors. Flexible elements can move within a quarter, while triggered learning is activated by a new system, market shift or performance signal.

Use a rolling 12-month view for strategic planning, then convert the next 90 days into confirmed activity. This prevents the common problem of publishing a detailed annual schedule that becomes irrelevant after a major change in Sydney, Perth or the wider Asia-Pacific market.

Learning pathways should also contain different delivery formats. A cohort workshop might launch a capability, followed by virtual practice, manager coaching and short reinforcement activities. This approach protects learning continuity when operational demands make a full-day session impractical.

Prioritise Based On Business Value

Training demand should be ranked by the business result it supports, the urgency of the capability gap and the organisation’s ability to implement new behaviour. A request for presentation skills may be worthwhile, but a program that reduces customer complaints or improves project margin may deserve earlier capacity.

Predictive Evaluation can help estimate adoption, impact and return before significant resources are committed. Instead of judging a program by attendance alone, planners can examine the conditions required for transfer, such as manager support, system access, job aids and time to practise.

Pilot uncertain initiatives before expanding them across multiple locations. A pilot framework helps test content, delivery assumptions and measurement methods with a defined group before the calendar is filled with larger commitments.

Design For Adoption During Busy Periods

When business activity intensifies, learning must become easier to access and apply. Short digital modules, manager-led huddles, guided practice and targeted performance support can maintain momentum without removing people from critical operations for long periods.

Learning bursts are especially useful for dispersed Australian teams, including regional branches and employees working across mining, health, logistics or public services. However, brief content should still connect to a clear performance need. The discussion of learning bursts is valuable when deciding whether short-form delivery can replace, complement or prepare people for formal training.

Practical Design Choices

Schedule short activities before peak shifts, not during them
Give managers conversation guides for reinforcement
Pair digital content with realistic workplace practice
Provide offline or low-bandwidth options for remote locations

Coordinate Leaders And Subject Experts

A calendar gains credibility when leaders see how each learning activity supports current priorities. Executive sponsors should understand the expected business result, while line managers need clarity about attendance, follow-up and the behaviours they must reinforce.

Subject matter experts can strengthen relevance, though their availability often follows operational cycles. Engage them early, define their contribution and protect instructional quality. For programs involving workplace tension, negotiation or collaboration, insights from conflict to collaboration can help teams build learning around real organisational relationships rather than generic examples.

Keep a change log for calendar decisions. When a program moves because of a tender deadline, cyclone disruption in northern Queensland or an unexpected production issue, record the reason, owner and revised success measure. This makes adaptation deliberate rather than chaotic.

Measure Results And Rebalance Regularly

Review the calendar at least quarterly, with a closer monthly check for high-change environments. Compare planned attendance with actual participation, then examine whether employees used the capability and whether operational indicators moved in the expected direction.

Useful measures may include time to proficiency, quality scores, sales conversion, safety events, employee retention or customer resolution time. Select measures that reflect the original business case, and avoid treating completion rates as proof of impact.

A strong review asks what should continue, pause, combine or move. It may reveal that a workshop belongs after a system launch, that a manager reinforcement cycle needs more time, or that a low-cost learning burst can replace a session with weak transfer.

The most effective training calendar is therefore a living portfolio: anchored to business priorities, flexible around Australian operating conditions and reviewed through evidence. What readers should remember is simple: schedule learning when the organisation can apply it, measure whether that application creates value, and keep enough flexibility to respond when the business cycle changes.

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.