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

Building a Learning Burst Library for Modern Australian Workplaces

A learning burst library gives employees short, focused resources they can use when a task, risk or performance need arises. Instead of treating training as a once-a-year event, organisations can provide brief learning experiences that reinforce compliance, build interpersonal capability and support changing technology.

For Australian businesses, this approach suits distributed teams, hybrid work and time-poor operational environments. A bank in Sydney, a resources company supporting FIFO workers in Western Australia and a healthcare provider in Melbourne may need different examples, but all benefit from learning that is accessible, relevant and connected to measurable business outcomes.

Start With Business And Risk Priorities

The strongest library begins with a clear inventory of business requirements. Review regulatory obligations, recurring performance problems, strategic priorities and technology changes before deciding which bursts to produce. This prevents the catalogue from becoming a random collection of videos and job aids.

Compliance topics may include work health and safety, privacy, anti-bribery expectations, modern slavery awareness and obligations under the Fair Work framework. The content should reflect Australian terminology and workplace conditions, including consultation practices, incident reporting and responsibilities across offices, warehouses, client sites and remote locations.

Stakeholder alignment is equally important. Leaders, subject-matter experts, risk teams and frontline employees should agree on what must change and how success will be recognised. A practical approach to stakeholder consensus helps secure support for a library that develops over time rather than a short-lived training campaign.

Organise Content Around Employee Moments

Employees rarely think in terms of course categories. They need help before a difficult conversation, when approving an unusual transaction, after a software update or while managing a safety concern. Organising bursts around these moments makes the library easier to navigate and more likely to be used.

A useful structure can include three connected streams:

Compliance and risk

Safe manual handling, hazard reporting and emergency response
Privacy, cyber security and responsible information sharing
Fair Work responsibilities, respectful conduct and psychosocial safety
Ethical decision-making and conflicts of interest

Capability and technology

Giving feedback, resolving conflict and influencing without authority
Inclusive leadership and culturally safe workplace behaviour
Microsoft 365, CRM, data visualisation and workflow automation
Using artificial intelligence securely and responsibly

Each item should have one defined outcome. “Recognise a phishing attempt”, “prepare for a performance conversation” or “complete a customer record correctly” is more useful than a broad objective such as “understand cyber security”.

Design Bursts For Attention And Application

A burst may take three to eight minutes, although duration should follow the task rather than an arbitrary rule. A concise scenario, a decision point, a worked example and a short practice activity can create a stronger experience than a forty-minute presentation.

Use varied formats across the collection: interactive scenarios for compliance, audio reflections for leaders, screen demonstrations for software and downloadable checklists for field workers. Include captions, transcripts, mobile access and plain English so that the resources work for employees with different access needs and language backgrounds.

Local context improves credibility. A safety scenario could involve a construction site in Brisbane during extreme heat, while a customer-service example might reflect a busy Melbourne contact centre. For teams in regional Queensland or Western Australia, offline access and low-bandwidth options may be essential.

Connect The Library To Performance Systems

A learning burst should sit close to the workflow where possible. Link it from an intranet page, learning management system, mobile platform, help desk, onboarding pathway or software prompt. Search tags should identify the audience, skill, role, risk category and related procedure.

The library also needs ownership. Assign a business sponsor, content owner and review date to every resource. Compliance content may require formal review annually or when legislation changes, while a technology demonstration may need updating whenever the interface or process changes.

The relationship between training activity and operational performance deserves deliberate attention. A sound learning-business connection links each burst to indicators such as fewer incidents, faster system adoption, improved quality scores or stronger manager capability.

Measure Adoption And Business Impact

Completion data is useful, but it does not prove that employees applied the learning. Track whether people access the resource at the right moment, pass a short knowledge check, use the associated job aid or demonstrate the target behaviour later.

Predictive Evaluation can help organisations forecast likely adoption, impact and return on investment before expanding a learning programme. Combine platform data with manager observations, employee feedback, operational metrics and risk measures. For example, a cyber burst might be assessed through reporting rates and simulated phishing results, while a leadership burst could be linked to retention, engagement or quality of one-to-one conversations.

Library stream	Typical burst format	Useful evidence
Compliance	Scenario and decision check	Fewer errors, incidents or policy breaches
Soft skills	Practice activity and reflection	Manager observation, feedback quality and engagement
Technology	Guided demonstration and job aid	Adoption, task completion time and support requests

Keep the library current through quarterly usage reviews and a formal annual refresh. Retire low-value items, revise resources affected by policy or system changes and prioritise new bursts where performance data shows a clear need. The practical takeaway is simple: build each resource around a real workplace moment, give it a measurable outcome and review its business value as carefully as its completion rate.

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.