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 Training Roadmap for Digital Transformation

Australian organisations are entering a new wave of digital change, with finance teams in Sydney replacing legacy ledgers, mining operators in Perth piloting autonomous fleets, and public sector agencies in Canberra modernising citizen services. Each of these shifts demands a deliberate plan for how people will build the skills to use new tools, not just a budget for software licences.

A training roadmap bridges that gap. It sequences capability building alongside technology rollouts, so adoption does not stall when employees hit unfamiliar workflows. For learning leaders navigating competing priorities, the roadmap becomes the artefact that keeps business outcomes, learning design and change management in alignment.

Assessing Capability Gaps Before Technology Lands

The starting point is a clear picture of where the workforce stands. This goes beyond listing current courses and involves mapping the tasks that will change once automation, AI or new platforms arrive. Teams in Melbourne banks, for example, may need data literacy as dashboards replace manual reporting, while Brisbane retail headquarters might focus on digital customer experience skills.

To make this rigorous, many organisations turn to structured diagnostic tools. Well-designed assessment centres can surface behavioural and technical gaps that surveys miss, giving leaders evidence rather than guesswork.

Diagnostic Method	Speed	Depth of Insight	Cost	Best For
Skills surveys	Fast	Surface	Low	Large, distributed workforces
Manager interviews	Medium	Moderate	Medium	Mid-tier teams and leadership
Assessment centres	Slow	Deep	High	Critical roles and pilots
Work sampling	Medium	High	Medium	Operational and frontline roles

Connecting Learning Outcomes to Business Results

A roadmap fails when it lists topics instead of outcomes. Each module should map to a measurable business result, whether that is reduced error rates in claims processing, faster onboarding for new clinicians in regional hospitals, or improved safety reporting on Pilbara mine sites.

When learning objectives are written this way, executives can see the path from a training session to a P&L line. Predictive Evaluation methodologies strengthen this link by forecasting adoption and impact before rollout, allowing finance and operations leaders to sign off with confidence rather than hope.

Sequencing Skills Development Across the Rollout

Technology rarely arrives all at once, and neither should training. Pilots in Adelaide manufacturing plants or Hobart tourism operators show the value of phased delivery: foundational digital confidence first, role-specific workflows second, advanced optimisation third.

This sequencing respects how adults learn under change. Workers need time to absorb new mental models before tackling specialised software. Building in reflection points, refresher boosters and peer practice sessions prevents the common failure mode where training ends on Friday and is forgotten by Monday.

Choosing Delivery Methods That Fit Local Conditions

Geography shapes delivery. A single workshop model suits a concentrated CBD workforce in Sydney or Melbourne but falls apart across distributed teams in Western Australia or the Northern Territory. Blended approaches that mix short live virtual sessions, self-paced modules and on-site coaching travel better.

Organisations exploring custom options can review proven design and delivery methods to see how multimodal pathways are built around real work rhythms rather than classroom convenience. The right blend reduces travel costs, respects family and roster commitments, and improves completion rates.

Embedding Measurement and Feedback Loops

A roadmap without measurement is a wish list. Each phase needs adoption metrics (who completed what), proficiency metrics (can they apply it), and business metrics (is the outcome moving). Quarterly business reviews in ASX-listed companies often surface these numbers, while smaller firms may track them through simpler dashboards.

Feedback loops matter just as much. Post-session pulse checks, manager observations and customer impact signals should flow back into the learning team quickly, so content can be revised before habits calcify around outdated processes.

Securing Executive and Frontline Support

Roadmaps succeed when senior leaders sponsor them visibly and frontline workers feel ownership. In highly unionised sectors such as construction or transport, early engagement with employee representatives reduces resistance and surfaces practical concerns about workload and job design.

Australian workplaces also operate under the Fair Work Act and modern award frameworks, which influence how training time is scheduled, paid and recorded. A roadmap that accounts for these obligations from the start avoids industrial disputes and keeps compliance with WHS training requirements intact.

Sustaining Capability Beyond the Initial Rollout

Digital change is iterative, and the roadmap must be too. Capability refreshers every six to twelve months keep skills current as platforms evolve, and communities of practice in larger organisations like the Big Four banks or major telcos help embed knowledge long after formal training ends.

For ongoing guidance, partnering with an experienced learning consultancy such as Dave Basarab Consulting gives internal teams access to specialists who have guided transformations across multiple industries. The goal is not a one-off programme but a learning engine that powers every subsequent wave of change.

The practical takeaway is simple: treat the roadmap as a living document tied to business metrics, sequenced with the technology rollout, and refreshed as the workforce proves what it has learned.

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.