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

Custom E-Learning That Adapts to Learner Readiness

Employees rarely begin digital training with the same knowledge, confidence, or practical experience. A new hire may need foundational guidance, while an experienced specialist may only require a concise update. Delivering identical content to both learners can waste time and weaken engagement.

Custom e-learning that adapts based on learner pre-assessment scores creates a more responsive experience. Instead of sending everyone through one fixed sequence, the course uses diagnostic results to recommend, remove, or reorder learning activities.

This approach connects personalized learning with measurable performance. With the right design, organizations can shorten time to proficiency, improve knowledge retention, and create clearer links between training participation and business results.

Why Fixed Courses Miss Learner Needs

A standardized course assumes that every participant has similar knowledge gaps. That assumption can produce predictable problems: advanced learners become disengaged, beginners feel overwhelmed, and managers cannot easily tell whether course completion reflects real capability.

Pre-assessment data offers a more useful starting point. Questions can test concepts, decision-making, confidence, or job-specific scenarios. The results then identify whether a learner should review a topic, move directly to application, or complete additional practice before advancing.

Adaptive instruction also respects employee time. A sales representative who already understands product positioning might bypass an explanatory module and focus on objection handling. Someone new to the product can receive the context and examples needed to participate confidently.

How Score-Based Adaptation Works

An effective adaptive course begins with a clear competency model. Each pre-assessment question should map to a skill, behavior, or knowledge area rather than simply producing a general score. This allows the learning platform to make targeted recommendations instead of assigning a vague “beginner” or “advanced” label.

Thresholds can be simple or sophisticated. A low score may trigger a foundational lesson, a moderate score may open a short refresher, and a high score may lead directly to a realistic simulation. The course can also revisit selected topics when a learner performs poorly on a later knowledge check.

The design should make the logic transparent without making learners feel judged. Neutral language such as “recommended practice” or “personalized pathway” helps position assessment as a support mechanism rather than a gatekeeping device.

Designing Pathways That Feel Relevant

Adaptive e-learning is most valuable when the branches reflect workplace decisions. A learner should encounter examples, simulations, and feedback that resemble the situations they actually face. Branching scenarios can adjust difficulty, context, and coaching based on the learner’s demonstrated needs.

Content should be built in modular units so that the platform can assemble an appropriate route. Short videos, interactive exercises, job aids, and manager-led practice can each serve a different purpose. This modular structure also makes future updates easier when policies, products, or processes change.

Learning bursts are especially useful for targeted remediation and reinforcement. Organizations exploring this format can review learning burst strategy ideas for busy teams that need practical development without long interruptions to their workflow.

Pre-assessment result	Recommended pathway	Useful evidence
Strong foundational knowledge	Skip basic explanations and begin with application	Scenario performance
Mixed knowledge across competencies	Assign targeted refreshers by topic	Topic-level quiz gains
Low confidence and low score	Provide guided instruction and worked examples	Practice accuracy
High score but weak application	Use simulations and coaching feedback	On-the-job behavior
Inconsistent results	Offer a diagnostic review and additional checks	Reassessment trend

Connecting Personalization With Business Results

Adaptive design should be evaluated beyond completion rates. A learner may finish a customized course quickly, but the real question is whether the experience improves performance. Relevant measures might include fewer process errors, faster onboarding, higher sales conversion, stronger compliance behavior, or improved customer satisfaction.

Predictive Evaluation provides a framework for forecasting and measuring training adoption, impact, and return on investment. Applying this mindset early helps stakeholders define which outcomes matter, establish baseline data, and identify the evidence that will demonstrate value after launch.

Assessment results can also reveal organizational patterns. If many learners miss the same competency, the issue may involve unclear procedures, inadequate tools, or a flawed course explanation. Learning analytics therefore support both individual personalization and broader performance improvement.

Recommendations For Implementation

A successful adaptive program requires alignment between instructional design, technology, and operational priorities. Begin with a small set of high-value competencies rather than attempting to personalize every screen. Pilot the logic with representative learners and review whether the recommended pathways feel accurate and useful.

Governance is equally important. Assessment items should be reviewed for bias, accessibility, and relevance. Learning leaders should decide who can view individual results, how scores will be used, and when pathways need adjustment. Dave Basarab Consulting can support organizations that want to connect custom learning design with enterprise learning strategy and measurable outcomes.

Define the job behaviors that the course must improve.
Map each pre-assessment item to a specific competency.
Use score thresholds to trigger focused practice, not unnecessary content.
Test adaptive branches with beginners, experienced employees, and managers.
Track both learning evidence and post-training business indicators.

Building A Continuously Improving Experience

The first version of an adaptive course should be treated as a working system rather than a finished product. Data from assessments, practice activities, learner feedback, and workplace performance can show which branches are effective and where the logic needs refinement.

Instructional designers can compare pathway completion with later behavior to identify meaningful patterns. If learners who skip a refresher perform as well as those who complete it, the threshold may be working. If a high-scoring group struggles in simulations, the pre-assessment may be measuring recall without measuring application.

Organizations that combine custom development, leadership support, manager reinforcement, and predictive measurement can turn e-learning into a stronger performance tool. Develop a focused pilot, connect its metrics to business priorities, and use the evidence to expand personalization where it creates the greatest value.

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.