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

Blended Curriculum Design: Instructor-Led and Online Activities

Workplaces across Sydney and Melbourne have spent the last few years refining hybrid work, and the lessons learned now shape how learning teams plan their next twelve months. Skills shortages in sectors like mining, healthcare, and advanced manufacturing mean every training hour must justify itself to executives watching the bottom line. That pressure has pushed L&D leaders to move past debates about classroom versus screen and toward a more deliberate blend of instructor-led and online activities.

A blended learning curriculum works when each mode is chosen for what it does best, then stitched together so the experience feels like one programme rather than a collection of parts. The challenge for Australian organisations is rarely access to technology; it is aligning subject-matter experts, facilitators, and digital content with the rhythms of a workforce stretched across AEST and AWST.

Defining the Right Mix for Your Workforce

Every blended programme begins with a clear read on the audience. In Brisbane call centres or Perth operational hubs, shift patterns and limited desk time mean short, repeated exposures often beat long single sessions. A useful first step is profiling learners by time zone, device access, and language preferences, particularly when Sydney-based teams collaborate with colleagues in Adelaide or regional Queensland. From there, the design conversation shifts from "how much online" to "which outcomes demand a live expert."

Mapping content type to learning mode keeps the design honest. Procedural knowledge that requires repeated practice benefits from self-paced online modules, while behaviours that depend on feedback and nuance typically need a live facilitator. Australian VET providers working alongside TAFE frameworks often blend both, layering short online prework before intensive practical workshops.

Aspect	Instructor-Led	Online Self-Paced
Pace	Fixed, group-driven	Individual, flexible
Feedback speed	Immediate, personal	Delayed or peer-based
Best for skills	Soft skills, complex decisions	Procedural, recall-heavy
Cost per learner	Higher, facilitator and venue	Lower, one-time build
Scalability	Limited by seats	Unlimited across regions

The mix rarely sits at one extreme. Most Australian enterprises find that a 60/40 or 70/30 split between online and live works once the design intent is clear.

Mapping Learning Outcomes to Modalities

Once outcomes are written, each one should be assigned a primary delivery mode and a reinforcement mode. A leadership programme in a Melbourne financial services firm might rely on live coaching for scenario work, then route participants into short online reflections between sessions. Spelling this out on a curriculum map makes it harder for scope expansion to quietly turn a two-day workshop into a six-week build.

The blueprint should spell out not only what is delivered, but who owns each piece. Subject-matter experts at firms like BHP or Telstra often need support converting tacit knowledge into structured digital content, and that work belongs on the plan from day one. Learning teams that skip this step end up with facilitator overload and outdated online assets.

Sequencing Activities for Retention

Spacing and retrieval drive retention, and the curriculum calendar can be designed around both. Short online primers the week before a live session prime the brain, while follow-up microlearning two weeks later reinforces the new behaviour. Australian L&D forums in Adelaide regularly highlight how this rhythm fits the way operational teams already work, especially when paired with existing toolbox talks or pre-shift briefings.

Spacing tactics that hold attention:

Start with a five-minute online primer three days before any live session.
Schedule the live workshop once at least 70% of the primer is complete.
Add a one-week post-session microlearning pulse tied to a real project.
Run a four-week follow-up clinic to surface what stuck and what did not.
Document the spacing pattern so it can be reused across other programmes.

Sequencing also means building in moments of social learning, where a Sydney-based cohort exchanges reflections with peers in Perth through a moderated discussion forum. The pattern keeps momentum between the heavier synchronous blocks.

Building Engagement in Synchronous Sessions

Live time is expensive, and Australian facilitators are increasingly intentional about what happens inside the room or virtual room. Structured discussion, role plays, and peer feedback replace long content dumps, which move into the online layer instead. Facilitators also need to read the room across time zones, particularly when a session spans AEDT and ACST participants.

For leadership cohorts especially, quiet reflection matters as much as group debate. Drawing on approaches discussed in introverted leadership work helps facilitators design rounds where introverts are not sidelined by faster-paced colleagues. The result is a more inclusive live experience and stronger scores on engagement metrics.

Measuring Adoption and Impact

A blended curriculum needs signals beyond smile sheets. Adoption indicators show whether the online layer is actually being consumed, while impact indicators show whether behaviour is changing on the ground. Australian learning leaders are benchmarking these signals against peers in similar industries, often through an adoption index framework that tracks completion, application, and manager confirmation in one view.

When the data tells a different story from the engagement survey, it usually means the sequencing is off or the live sessions are not reinforcing the digital work. Many teams recognise the pattern because their broader learning strategy needs a refresh rather than another content build.

Adoption and impact signals to monitor:

Track weekly online completion rates by team and time zone.
Capture manager confirmation within thirty days of programme end.
Sample application stories through short follow-up interviews.
Compare adoption scores against peer norms by industry.
Review sequencing data before commissioning the next cohort.

The curriculum that lasts is the one designed as a single experience rather than two parallel tracks. Choose each mode for the work it does best, sequence the activities around how memory actually works, and instrument the programme so adoption and impact are visible from the first cohort. The blend is a design decision, not a budget compromise, and the strongest programmes earn their place by proving it in the data.

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.