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

Designing Onboarding for Faster Workplace Productivity

A new employee rarely becomes fully productive simply by completing a compliance module and meeting the team. They need to understand priorities, systems, decision rights, customers and the unwritten ways work gets done. A well-designed onboarding program turns these requirements into a clear progression from first day to independent performance.

The most effective programs begin with the role’s business outcomes rather than a catalogue of learning content. This means identifying what a new hire must be able to do at 30, 60 and 90 days, then building the experiences, support and practice needed to reach those milestones.

Australian organisations also need to account for varied operating environments. A software team in Sydney may onboard through a hybrid model, while a mining employer in Western Australia may support fly-in, fly-out workers. A national organisation could be coordinating managers in Melbourne, Brisbane and regional locations, each with different customer expectations and workforce conditions.

Custom onboarding should also reflect local obligations and workplace culture, including work health and safety, payroll and superannuation processes, privacy requirements, and respectful engagement with Aboriginal and Torres Strait Islander communities. These details help new employees feel prepared for the actual workplace rather than an idealised version of it.

Start With Role-Based Performance Outcomes

The first design task is to define “full productivity” for each important role. For a customer service adviser, this may mean resolving common enquiries accurately, using the CRM correctly and escalating unusual cases. For a frontline supervisor, it could involve running a toolbox meeting, managing a roster issue and applying safety procedures.

These outcomes should be observable and measurable. Replace vague goals such as “understand the business” with statements such as “complete a standard customer interaction without assistance” or “submit a compliant incident report using the approved system”. This gives managers and new employees a shared definition of progress.

A role-based analysis also reveals what should be taught, practised, demonstrated or supported at work. It prevents onboarding from becoming a long stream of presentations that employees forget before they have a chance to apply them.

Build A Journey Rather Than A Welcome Session

An onboarding journey normally starts before the first day. Pre-boarding can provide system access instructions, a short welcome message, key policies and a practical overview of the first week. It should reduce administrative friction without overwhelming the employee with documents and links.

The first 30 days can combine essential knowledge, guided practice, job shadowing and structured conversations with a manager. In the next phase, employees should handle realistic work with decreasing support. Learning bursts, short digital resources and manager check-ins are useful when employees need help at the point of work.

A strong journey also assigns ownership. Human resources may manage contracts and mandatory training, while the line manager owns role performance and a buddy supports social connection. Clear ownership is particularly important in distributed teams and for employees working across time zones or remote sites.

Design Practice Around Real Work

Instructional design should use the tools and situations employees will encounter after orientation. A warehouse recruit might practise scanning stock and responding to a damaged delivery. A graduate analyst might work through a de-identified client brief. A health services employee may rehearse privacy-sensitive conversations and escalation procedures.

Scenarios should include common errors, local terminology and realistic constraints. Australian teams may need examples involving public holidays, regional service coverage, workplace safety reporting or interactions with customers from different cultural backgrounds. Practice followed by feedback is more valuable than passive information transfer.

A consistent design process helps connect content, activities and delivery. Organisations can review design and delivery methods to see how custom learning assets can be developed for specific audiences, systems and performance requirements.

Measure Adoption And Business Impact

Completion rates show whether employees accessed a program, but they do not show whether the program changed performance. A better measurement approach tracks indicators such as time to independent task completion, manager-rated capability, error rates, customer outcomes and early employee retention.

Predictive Evaluation can be applied before launch to forecast adoption, likely performance impact and return on investment. After implementation, the organisation can compare forecasts with evidence from operational dashboards, quality reviews and manager observations. This makes onboarding a business intervention rather than an isolated learning activity.

Measurement should be proportionate and practical. A small business may use a capability checklist and monthly manager review, while a large employer can connect learning data with workforce, safety and customer systems. The important point is to agree on evidence before the program goes live.

Make The Program Scalable And Useful

Custom does not mean creating a different experience from scratch for every employee. A scalable model can include a common organisational core, role-specific pathways, location-based requirements and optional resources for experienced hires. This approach supports consistency while allowing teams in Sydney, Adelaide or regional Queensland to address their operating realities.

Design choice	Standard onboarding	Custom performance pathway
Primary focus	Information and compliance	Role capability and business outcomes
Learning experience	Same content for most employees	Role, location and experience-based learning
Manager involvement	Often limited to induction	Structured coaching and milestone reviews
Evidence of success	Attendance and completion	Productivity, quality, adoption and retention
Scalability	Easy to launch, harder to personalise	Reusable core with adaptable pathways

A learning consultancy can help connect enterprise learning strategy, custom development, leadership capability and training delivery into one operating model. Dave Basarab Consulting also supports organisations seeking to link learning investment with measurable workforce results through learning consultancy.

The next step is to select one high-impact role, define its 30-, 60- and 90-day performance outcomes, and interview three experienced managers about the tasks that separate a new starter from a fully productive employee.

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.