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

Creating Training That Fits Every Learner

A custom training program works best when it recognises that employees do not learn at the same speed or in the same way. Some people prefer a guided workshop, while others need time to test a new process, revisit a short lesson or apply concepts directly to their role.

For Australian organisations, this flexibility matters across dispersed teams, hybrid workplaces and highly varied job environments. A learner in a Sydney office may have a different schedule and support network from a regional employee, a FIFO worker or someone serving customers across multiple time zones.

The goal is not to create unlimited learning choices. It is to design a structured experience with enough flexibility to support learner pace, preference and capability while maintaining consistent standards. The strongest programs connect that experience to measurable changes in workplace performance.

Start With Learner And Business Needs

A useful design begins with two forms of discovery. The first identifies what employees must know and do; the second explores how they currently work, what prevents progress and which learning conditions help them perform. Interviews, surveys, workflow observations and manager discussions can reveal these differences.

Business needs should remain visible throughout the process. A sales program may need to improve conversion rates, while a safety program may focus on incident prevention and compliance. Learning objectives should describe observable behaviours, such as conducting a quality handover or using a system accurately, rather than simply completing modules.

Build A Flexible Learning Path

A flexible path can include a shared foundation followed by optional practice, additional support and role-specific challenges. Learners who already understand the basics can move quickly, while those who need reinforcement can access examples, coaching or extra exercises without being labelled as underperformers.

Pacing should be designed into the platform and the learning materials. Short learning bursts, downloadable resources, recorded demonstrations and workplace assignments allow employees to continue when their schedules permit. This is especially practical for Australian teams balancing shift work, travel between sites or long distances between metropolitan and regional locations.

Match Activities To Preferences

Preference should influence the learning experience, but it should not become a rigid label. A person who prefers reading may still benefit from a realistic conversation practice, while an experienced technical employee may need a brief explanation followed by hands-on application.

Offer variety with purpose: concise video for demonstration, written guides for reference, discussion for judgement-based topics and simulations for high-risk decisions. Accessibility also matters. Clear captions, keyboard-friendly materials, readable layouts and mobile access help more employees participate effectively.

Compare Delivery Options Carefully

Different formats support different outcomes. The right choice depends on task complexity, workforce distribution, available technology and the level of practice required.

Delivery approach	Works well for	Pace and preference support	Watch-outs
Instructor-led workshop	Discussion, coaching and complex judgement	Live interaction with guided flexibility	Scheduling and travel
Self-paced e-learning	Foundational knowledge and policy	Employees control timing and repetition	Limited practice without support
Learning bursts	Reinforcement and quick application	Short sessions fit busy workdays	May be too brief for complex skills
Blended pathway	Capability requiring knowledge and practice	Combines choice with structure	Requires careful coordination
Workplace coaching	Behaviour change and transfer	Personalised feedback at the point of work	Manager capability can vary

A blended pathway often offers the best balance. For example, learners could complete a short digital primer, attend a facilitated session, practise with a realistic scenario and receive manager feedback two weeks later. The sequence supports different preferences while keeping the required outcomes consistent.

Use Data Without Overcomplicating It

Participation data is useful, but completion is not proof of capability. Track indicators such as assessment performance, confidence shifts, manager observations, application rates and operational results. Segmenting this information by role, location or cohort can reveal where a pathway is too fast, too slow or poorly matched to working conditions.

Organisations can also use intention dashboards to examine whether learners intend to apply new skills. This helps identify adoption risks before they appear in business results and gives facilitators a chance to adjust reinforcement, manager involvement or practice activities.

Design For Australian Workplaces

Australian organisations operate under practical and regulatory conditions that should shape the program. Training records, personal information and learner feedback need careful handling under the Privacy Act 1988, particularly when data is collected through external platforms or shared across jurisdictions.

The Fair Work Act 2009 also sits within the wider employment context, so compulsory training should be scheduled fairly and accounted for within working arrangements. Programs for construction, mining, health care or transport may need to accommodate fatigue controls, site access, licensing requirements and geographically dispersed workforces.

Local habits can influence engagement as well. Mobile-friendly resources suit employees who move between worksites, while live sessions may need to consider the time difference between Perth, Brisbane, Adelaide, Melbourne and Sydney. Examples should reflect Australian customers, terminology and workplace situations rather than relying solely on overseas case studies.

Connect Flexibility With Business Results

Adaptation is valuable when it improves performance, not simply when it creates more options. Each learning activity should connect to a business measure, such as reduced rework, faster onboarding, stronger customer retention or improved compliance behaviour. Managers need simple ways to observe and reinforce the target behaviours after formal training ends.

A structured evaluation approach can help decision-makers assess training value across adoption, impact and return on investment. Reviewing these measures by learner group can show whether flexibility is producing better results or whether a particular pathway needs redesign.

A custom program should therefore provide a common destination with several sensible routes to reach it. The key is to remember that adapting to learner pace and preference means combining choice, accessibility and purposeful practice while keeping capability standards and business outcomes firmly in view.

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.