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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.

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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.

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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.

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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.

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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.

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Predictive Evaluation

Training portfolios that balance technical, soft, and leadership skills

Australian organisations face a stubborn skills equation. Automation and new regulations keep reshaping technical capability, while the soft skills that help teams collaborate and the leadership behaviours that align them get squeezed out of the learning calendar. A portfolio that balances all three streams gives a more resilient workforce, particularly in resources, financial services and healthcare where a capability gap shows up quickly on the bottom line. Learn more about How To Design Leadership Development For A Fully Remote Company.html.

For learning leaders based in Sydney, Melbourne or Perth, designing such a portfolio is less about picking the latest course and more about curating a deliberate mix that reflects how work actually happens. Australian workplaces carry their own quirks, from FIFO rosters in the Pilbara to hybrid teams split across east coast capitals, which change how learning should be delivered. Learn more about Davebasarab.com.

Why a balanced training portfolio matters in Australian workplaces

When a catalogue leans too heavily towards technical content, employees come away knowing how to operate a system but not how to challenge a poor decision. Soft skills fill that space, yet they are often the first cut when budgets get tight. Leadership development sits on top, shaping the environment in which technical and interpersonal skills actually get used.

Forward-looking learning functions are pushing for something different: a portfolio where every program has a clear line of sight to a business outcome, such as a safer mine site, faster customer onboarding or a tighter quarter-end close. For resource companies in Perth, balance also helps retention: FIFO workers who get technical refreshers alongside communication and frontline leadership training feel more invested in.

Defining the three skill streams

Technical skills are the easiest to pin down: the job-specific capabilities an employee needs to perform their role, from operating a piece of equipment to writing code to running a reconciliation in a finance system. They are concrete, measurable and tend to have a clear shelf life.

Soft skills cover how people work with others: communication, problem-solving, adaptability and the ability to navigate ambiguity. Employer pulse checks across Australia and New Zealand consistently rank them among the top three capability gaps. A look across the client portfolio of established consultancies confirms the same pattern in mining, banking, retail and the public sector.

Leadership skills sit further along, focused on setting direction, developing people and balancing short-term pressure with long-term health. In practice the three streams reinforce each other: a technically skilled employee who communicates clearly with regulators becomes a different kind of asset, and a leader who understands technical constraints can ask sharper questions.

Mapping skills to business outcomes

A training portfolio earns its keep when each program traces back to a measurable business result. In an ASX-listed retailer, the priority might be same-store conversion, pointing to product

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.

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