Your Chief Virtual Learning Architect

Learning to Performance

Read More
Custom Design & Delivery

Read More
Predictive Evaluation

Read More
Enterprise Learning Strategy

Read More

› ‹

1
2
3
4

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 Microlearning Campaigns That Replace Full-Day Workshops

Full-day workshops can create a concentrated learning experience, yet they often compete with operational demands, travel costs, and limited attention spans. When participants return to their roles, much of the content may remain theoretical unless it is reinforced through practice and manager support.

A microlearning campaign offers a different model. Short, purposeful learning bursts are distributed over time and connected to real work. Instead of asking employees to absorb an entire curriculum in one sitting, the campaign guides them through a sequence of concepts, decisions, activities, and follow-up moments.

Replacing a workshop is not a matter of dividing a slide deck into smaller pieces. The learning experience must be redesigned around performance outcomes, workflow integration, and measurable behavior change. Done well, a campaign can deliver greater flexibility without sacrificing depth.

Start With The Business Result

The first step is to identify what the workshop was intended to accomplish. “Improve communication” is too broad to guide a microlearning strategy. A stronger goal might be helping managers conduct more effective one-to-one conversations, resolve conflict earlier, or give feedback that leads to specific action.

Define the observable behaviors that support the business result. Then establish how those behaviors will be measured. This connection between capability and organizational performance is essential for learning strategy, adoption tracking, and credible return-on-investment analysis.

Map The Workshop Into A Learning Journey

Review the existing workshop content and separate essential performance support from background information. Core concepts can become short learning modules, while case discussions can become scenario-based challenges. Reflection prompts, job aids, and manager conversations can extend learning beyond the screen.

A useful campaign often follows a rhythm: introduce one idea, ask learners to apply it, provide feedback, and revisit the behavior later. Custom design and delivery methods can help align the format, facilitation, and practice activities with the organization’s audience and goals.

Build A Sequence That Fits The Workday

Microlearning is most effective when each activity has a clear purpose and a realistic time commitment. A five-minute video may introduce a principle, but learners may need ten additional minutes to complete a decision exercise and another few minutes to record an action they will take at work.

Spacing also matters. A campaign may begin with two learning bursts in the first week, followed by weekly practice, manager reinforcement, and brief knowledge checks. The sequence should reflect the pace at which employees can use the new skill rather than simply follow a publishing calendar.

Workshop Element	Microlearning Equivalent	Reinforcement Method	Evidence Of Progress
Expert presentation	Short concept module	Follow-up prompt	Knowledge check
Group discussion	Scenario or branching decision	Peer exchange	Quality of response
Practice activity	Workplace application	Manager observation	Behavior checklist
Participant commitment	Action plan	Reminder and reflection	Completion and follow-through
Workshop evaluation	Pulse measurement	Later performance review	Adoption and business data

Replace Passive Content With Practice

Short content alone does not create capability. Each learning burst should move employees toward a decision, action, or conversation. For example, a module on coaching can ask a manager to identify the employee’s stated issue, choose an appropriate question, and plan the next exchange.

Scenarios should reflect the pressures employees actually face, including competing priorities, incomplete information, and differing levels of confidence. A leadership campaign can also benefit from specialized perspectives, such as introverted leadership expertise, when the audience needs practical guidance that challenges common assumptions about visibility and influence.

Activate Managers And Subject Experts

Managers are a major part of the learning environment. Give them concise reinforcement guides with discussion prompts, observation points, and suggestions for recognizing progress. Their role is not to reteach every module; it is to create opportunities for practice and make the skill relevant to current priorities.

Subject matter experts can validate examples, terminology, and decision points. Their involvement is most valuable when it improves authenticity rather than expanding the volume of content. A focused review process keeps the campaign accurate, practical, and consistent with organizational standards.

Measure Adoption And Business Impact

Track more than registrations and completion rates. Useful adoption measures include whether learners return to the resources, complete workplace activities, use job aids, and demonstrate the target behavior. Timing matters: immediate reactions show engagement, while later measures reveal whether the learning transferred to the job.

Predictive Evaluation can strengthen this process by forecasting likely adoption and impact before launch, then comparing those expectations with evidence gathered during implementation. This helps learning leaders distinguish between a popular campaign and one that produces meaningful performance improvement.

Design Decisions That Protect Adoption

A campaign needs simple, deliberate choices before development begins. Use these recommendations to keep the experience focused:

Limit each learning burst to one meaningful objective or decision.
Connect every activity to a real workplace task or conversation.
Schedule reinforcement when employees are likely to use the skill.
Equip managers with prompts that take minutes, not hours, to use.
Establish baseline and follow-up measures before the campaign launches.

Microlearning campaigns should feel like part of the job rather than an additional compliance task. Clear communications, mobile-friendly access, accessible design, and reminders through familiar channels can remove friction. Pilot the sequence with a representative group, gather evidence about usability and behavior, and refine before scaling across the enterprise.

A full-day workshop may still be appropriate for complex collaboration, intensive simulations, or relationship building. For many knowledge and behavior goals, however, a well-designed campaign can create a more sustained path from learning to performance.

Turn an existing workshop into a practical learning journey by identifying its business outcomes, sequencing its essential behaviors, and planning how adoption will be measured. With the right instructional design and evaluation approach, short learning bursts can become a durable engine for capability and results.

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.