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

Create an LMS content strategy for multiple audiences

A learning management system often has to support employees, contractors, managers and specialists with very different needs. Creating a content strategy for a learning management system with multiple audiences requires more than uploading a shared course library. It means connecting each audience to relevant work, choosing an appropriate delivery format and defining what successful learning looks like.

Australian organisations add operational complexity through large metropolitan workforces, regional sites, shift-based teams and hybrid work. A solution designed for Sydney office workers may fail for crews working FIFO in Western Australia, while content built for experienced specialists can overwhelm new starters. The strategy must accommodate these differences without creating an unmanageable catalogue.

A strong strategy links audience evidence, instructional design, delivery and measurement. It also assigns ownership so content can evolve as roles, technology and business priorities change.

Audience	Primary need	Preferred content	Evidence of value
New starters and contractors	Reach proficiency quickly	Onboarding bursts, checklists, demonstrations	Time to proficiency, compliance
Frontline employees	Perform tasks safely and consistently	Mobile modules, simulations, job aids	Observed behaviour, fewer errors
People managers	Lead and coach effectively	Scenarios, workshops, coaching prompts	Team performance, retention
Technical specialists	Solve complex problems	Case studies, specialist references, peer content	Quality, productivity, cycle time

Segment audiences by work reality

Begin with the tasks each group performs, the decisions they make and the barriers they encounter. Demographics can be useful, but a more effective segmentation combines job role, location, experience, device access and language confidence. This prevents broad labels such as “frontline” from concealing workers with different literacy, accessibility or scheduling needs.

Australian workplace culture generally values directness and practicality. Learning teams often use plain language, first names and familiar workplace examples, while managers may ask for material their teams can “have a go” with. Phrases such as “no worries” can make instructions feel approachable, but the operational message still needs to be precise. Local examples should reflect how teams actually speak, work and make decisions.

Build a reusable content architecture

Organise the catalogue around shared foundations, role-specific pathways and searchable resources. Compliance and induction modules can form the foundations, while technical courses, leadership development and role-based simulations extend them. Clear tags for audience, topic, job level and format help managers find relevant material and prevent duplicate content from accumulating.

Design modules around specific actions rather than broad subjects. A short learning burst on preparing a client handover, for example, can include a demonstration, a decision checklist and a scenario. Custom instructional design should connect each activity to an observable workplace behaviour, giving learners a clear reason to engage and giving managers evidence they can discuss later.

Design delivery around Australian conditions

Delivery must suit the working day as well as the learning objective. Teams in Sydney and Melbourne may attend live sessions across different time zones, while employees in the Pilbara or remote parts of Western Australia may have intermittent connectivity. Brisbane operations with rotating shifts need mobile access and opportunities to complete learning during handover or downtime.

A blended model usually serves these groups better than a single course format. Use instructor-led sessions for discussion and complex leadership scenarios, mobile microlearning for reinforcement, and searchable job aids for daily application. Dashboards based on real-time learning metrics can reveal where access barriers appear and which formats earn repeat use.

Accessibility should shape the core design, including captions, transcripts, keyboard navigation, readable graphics and accessible documents. Australian English, local currency, relevant regulations and recognisable workplace settings should appear naturally throughout examples. Materials that feel removed from the learner’s environment can be technically correct while still failing to support practical application.

Measure adoption and business outcomes

Learning analytics need to distinguish activity from meaningful change. Completion and click-through rates indicate whether people can find and use the platform, but they do not prove that behaviour has improved. Leaders should combine platform signals with manager observations, quality measures, productivity indicators and employee feedback. The learning strategy metrics framework provides a useful basis for this balanced measurement.

Predictive Evaluation can help forecast adoption, identify likely drop-off points and estimate whether a program is likely to produce a return. It allows learning teams to test assumptions before full-scale delivery and adjust content, timing or manager support. For example, a low completion rate following a long shift may indicate a scheduling problem rather than weak learner motivation.

Tie each priority program to a business measure that already matters, such as safety incidents, onboarding time, customer resolution or leadership effectiveness. Establish a baseline before launch and agree on review dates. This prevents learning data from becoming an isolated scorecard disconnected from operational performance.

Establish a governed learning cycle

Assign a content owner for each significant pathway and make responsibility for accuracy explicit. Subject-matter experts validate technical content, instructional designers check learning quality, and business leaders confirm relevance to current priorities. Review dates should account for regulatory changes, equipment updates and shifts in workforce structure rather than relying on an annual blanket refresh.

Use feedback and performance evidence to prioritise revisions. Remove duplicated material, translate high-value resources into more accessible formats and retire content that no longer supports a current task. Learning bursts can reinforce priority behaviours between formal sessions, while targeted coaching helps managers translate new skills into team routines.

The practical takeaway is to define one priority behaviour, one reliable delivery route and one agreed evidence measure for each audience, then govern the catalogue around those outcomes.

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.