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

Post-Training Reinforcement That Extends Learning Retention

Training rarely changes performance by itself. People may leave a workshop motivated, then return to competing priorities, unfamiliar systems and established habits. A well-designed post-training reinforcement plan keeps key ideas visible and helps employees apply them when the work becomes busy.

For Australian organisations, this might mean supporting a frontline team in Brisbane, a hybrid workforce across Sydney and Melbourne, or employees moving between metropolitan offices and regional or FIFO sites. The most effective approach connects learning to real tasks, manager conversations and measurable business outcomes rather than treating the course as a one-off event.

Approach	Typical result	Stronger alternative
Single follow-up email	Brief awareness	A sequence of prompts, practice and feedback
Generic knowledge quiz	Limited recall data	Scenario-based checks linked to job tasks
Manager receives course summary	Inconsistent support	Manager coaching built into the learning journey
Attendance as the main measure	Completion reporting	Evidence of adoption, capability and business impact
Same reinforcement for everyone	Low relevance	Role-based and risk-based support

Why Retention Needs Design

Memory fades when new information is not retrieved or used. Reinforcement gives learners repeated opportunities to recall a concept, practise a behaviour and receive feedback. Short learning bursts, job aids, peer discussion and manager check-ins can make those opportunities part of normal work.

The plan should begin before the course finishes. Identify the two or three behaviours that matter most, define what good performance looks like and decide where employees will use the skill. Reviewing sample courses can help learning teams see how content might be structured for practical application rather than passive consumption.

Map Learning to Work

Start with a simple transfer map: learning objective, workplace behaviour, supporting resource, responsible manager and evidence of progress. For example, a customer service programme could connect questioning techniques with call quality, complaint resolution time and customer feedback.

Australian workplaces often include shift workers, contractors and geographically dispersed teams. A reinforcement plan may therefore need mobile-friendly prompts for employees in the field, printed checklists for operational settings and recorded briefings for people who cannot attend a live session. “No worries” is a useful tone for accessibility, but the expectations still need to be clear.

Executive sponsorship also matters when reinforcement requires time, system changes or changes to performance conversations. Guidance on building executive sponsorship shows why senior leaders should connect learning priorities with business strategy and visibly support the follow-through.

Build a Reinforcement Rhythm

A practical rhythm might include a same-day commitment, a one-week application prompt, a two-week scenario, a thirty-day manager conversation and a sixty-day review. Each touchpoint should be brief and purposeful. Repeating the whole course is rarely necessary; asking learners to retrieve and apply one important idea is usually more effective.

Use different channels to suit the audience. An intranet prompt may work for office-based teams, while a toolbox talk can suit a warehouse, construction or utilities environment. A short SMS reminder may help mobile workers, provided it meets organisational privacy and communication policies.

Practical Reinforcement Recommendations

A useful plan can include the following actions:

Ask each learner to nominate one workplace behaviour to practise.
Give managers three coaching questions tied to the course objectives.
Schedule short retrieval quizzes at spaced intervals.
Provide checklists, templates or decision aids inside the workflow.
Use peer demonstrations to make successful behaviour visible.
Recognise early examples of application in team meetings.
Escalate barriers that require process, technology or policy changes.

These actions work best when ownership is assigned. Learning teams can coordinate the experience, managers can create opportunities to apply it, and operational leaders can remove obstacles. The arrangement should be documented in a simple reinforcement calendar so that follow-up does not depend on someone remembering it after the course.

Measure Transfer and Impact

Evaluation should distinguish between participation, learning, application and results. A completion report may show who attended, but it cannot show whether employees changed their behaviour. Useful indicators could include system usage, quality scores, safety observations, sales conversion, rework, customer complaints or manager ratings.

Pre-training and post-training assessments can establish a baseline and reveal whether knowledge has improved. The value of training assessments becomes stronger when assessment results are combined with operational data and follow-up conversations.

Dave Basarab Consulting’s Predictive Evaluation methodology provides a way to forecast and measure adoption, impact and return on investment. This helps organisations decide which reinforcement activities deserve more attention and which should be adjusted or retired.

Make the Plan Stick

Reinforcement becomes sustainable when it is embedded in existing routines. Add coaching prompts to one-to-ones, include relevant behaviours in team huddles and place job aids where decisions are made. In Australia’s large and varied labour market, the plan should also account for public holidays, seasonal workload, industrial settings and the practical realities of regional travel.

Review the evidence after thirty, sixty and ninety days. Look for patterns by role, location, manager and work environment. If a Sydney office adopts a process quickly while a regional site struggles, the answer may involve access, workflow or local leadership rather than learner motivation.

The practical takeaway is to select a small set of critical behaviours, schedule repeated opportunities to use them and measure evidence of transfer in the workplace. That turns post-training reinforcement from a reminder exercise into a managed pathway from learning to performance.

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.