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

Designing Learning That Works for Remote and Hybrid Teams

Remote and hybrid work has changed how employees access information, practise skills and collaborate with colleagues. A workshop designed for everyone in one room rarely translates well to people joining from home, a shared office, a client site or a different state. Effective blended learning combines live facilitation, self-paced content, social practice and workplace application into one coherent experience.

For Australian organisations, the design must reflect real working conditions. A team may span Sydney, Melbourne, Brisbane, Perth and regional areas, with different time zones, internet quality and office routines. Programmes also need to support accessibility, comply with obligations under the Fair Work Act and align with workplace health and safety expectations when learning takes place in a home office.

Design Around Work Reality

Begin with the business outcome and the working environment, rather than choosing a platform or recording a webinar. Clarify what employees must do differently after the programme, which decisions require judgement and where performance currently breaks down. This creates a useful distinction between knowledge that can be learned independently and capability that needs coaching, feedback or supervised practice.

Map the employee experience across a typical week. A nurse, sales representative, contact-centre employee and corporate analyst may have very different access to uninterrupted learning time. Short learning bursts can fit around operational demands, while scheduled virtual sessions may work better for discussion, rehearsal and leadership development.

Time zones deserve deliberate treatment. A national team should not always require Perth employees to attend early-morning sessions or Sydney employees to stay online late. Record core briefings, rotate live session times and provide equivalent pathways for employees who cannot attend synchronously.

Build A Connected Learning Journey

A strong blended programme has a clear sequence. Participants might begin with a diagnostic or short preparation module, attend a facilitated workshop, practise through realistic scenarios, receive manager support and complete a follow-up task in their role. Each component should prepare learners for the next one instead of repeating the same information in a different format.

Use digital content for concepts, demonstrations and reflection. Reserve live time for questions, case analysis, role-play and decisions that benefit from interaction. For example, a customer-service programme could use a five-minute video to explain a conversation model, followed by a virtual role-play and a manager-observed conversation with a real customer.

Generational diversity also affects adoption. Employees may vary in confidence with collaboration tools, expectations of feedback and preferences for mobile learning. Research on forecasting adoption can help learning teams anticipate where participation may stall and design appropriate support before launch.

Make Practice Social And Relevant

Remote employees need structured opportunities to learn with others. Small virtual groups, peer review, manager check-ins and moderated discussion boards can create accountability without adding unnecessary meetings. Give each activity a defined purpose, time limit and output so collaboration feels connected to work rather than an extra obligation.

Design scenarios around Australian operating conditions and customer expectations. A leadership exercise might address flexible work arrangements, performance conversations or managing a dispersed team. A compliance module could use examples involving privacy, psychosocial hazards and safe work practices in a home office.

Digital engagement should remain purposeful. A short interactive activity can reset attention between demanding tasks, while informal examples drawn from familiar online leisure habits, such as live roulette, may illustrate how interfaces use timing, feedback and anticipation to hold attention. The learning objective must remain clear, with entertainment serving the design rather than replacing meaningful practice.

Measure Adoption And Business Impact

Evaluation should be planned before content development begins. Establish baseline measures for capability, behaviour and business performance, then decide how each will be tracked. Possible indicators include completion quality, time to proficiency, manager observations, customer outcomes, error rates, sales conversion or employee retention.

Predictive Evaluation can strengthen investment decisions by linking expected adoption and impact to programme design choices. The guidance on prioritising investments is useful when leaders need to compare a blended intervention with coaching, process changes or other capability initiatives.

Use several checkpoints rather than relying on a post-course satisfaction survey. Collect evidence immediately after learning, again when participants apply the skill and later when business results should appear. Segment results by role, location, tenure and participation pattern to identify whether the programme works equally well for metropolitan and regional teams.

A Practical Launch Checklist

A manageable pilot can expose technical, scheduling and behavioural problems before a national rollout. Test the complete learner journey with a representative group, including employees who use different devices and have limited availability during the day.

Define one or two measurable business outcomes before selecting learning formats.
Break content into live, self-paced, collaborative and workplace-practice components.
Offer accessible materials, captions, recordings and alternative participation routes.
Prepare managers with conversation guides, observation tools and reinforcement prompts.
Pilot across at least two locations and review time-zone, technology and workload barriers.
Track adoption, behaviour change and business indicators from the first delivery.

The best blended learning programme is designed as a performance system, not a collection of videos and meetings. It respects local working realities, gives people repeated chances to practise and provides leaders with evidence about what is changing. The next practical step is to map one priority capability from desired business result through to post-programme measurement, then test that pathway with a small cross-state pilot.

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.