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 a Leadership Program That Balances Theory, Practice, and Reflection

Effective leadership development connects ideas with behaviour. Participants need a clear understanding of leadership models, opportunities to apply them in realistic situations, and structured time to examine what worked, what failed and what they will change. This balance turns a training event into a sustained capability-building experience.

For Australian organisations, the design must also reflect local operating conditions. A program for leaders in Sydney may need to address hybrid teams across Melbourne, regional workforce pressures in Queensland, cultural expectations around consultation and the practical demands of leading dispersed teams across multiple time zones.

Why Balance Matters

Leadership theory gives participants a shared language for discussing motivation, accountability, decision-making and team performance. It can introduce frameworks such as situational leadership, psychological safety, coaching and adaptive leadership. Theory becomes valuable when it helps people interpret events they encounter at work.

Practice converts that knowledge into observable capability. Reflection then helps learners identify assumptions, recognise patterns and make better choices next time. Without reflection, activities can become memorable but disconnected exercises; without practice, theory may remain intellectually interesting yet difficult to use under pressure.

Start With Business Outcomes

A strong leadership program begins with the organisation’s priorities rather than a catalogue of popular topics. The design team can examine measures such as staff retention, customer experience, safety, productivity, internal mobility and the quality of succession pipelines. These outcomes clarify which leadership behaviours matter most.

Stakeholder interviews, performance data and manager observations can reveal capability gaps. In an Australian professional services firm, for example, the priority may be leading remote teams and retaining skilled employees, while a mining organisation may focus on safety conversations, frontline decision-making and communication across FIFO rosters.

Make Theory Usable

Each theoretical concept should answer a practical question. A model of feedback can support a conversation about underperformance. A framework for inclusive leadership can help a manager run a more effective meeting. A decision-making model can guide leaders through competing priorities, incomplete information and commercial risk.

Facilitators can draw on specialist expertise, such as Dr Dave Brookmire, when coaching and leadership behaviour are central to the program. Short explanations, visual models and relevant case studies are usually more effective than extended lectures, especially for experienced leaders with limited time.

Build Practice Into Work

Practice should resemble the situations leaders actually face. Participants might coach a team member, negotiate a project deadline, address a safety concern, manage conflict between functions or communicate a difficult change. Scenarios should include realistic constraints, competing interests and consequences.

Customisation matters because leadership behaviour is shaped by context. A program developed through custom training design can use the organisation’s language, systems and performance expectations. Role plays, simulations, peer coaching and workplace assignments create repeated opportunities to apply new skills between sessions.

Use Reflection With Purpose

Reflection is more effective when it is guided. Participants can review a recent leadership interaction, compare their actions with a chosen framework and identify one alternative response. Structured journals, peer dialogue and facilitated debriefs help move reflection beyond general comments such as “the activity was useful”.

Australian workplace culture often values practical discussion and plain speaking. Facilitators can make reflection concrete by asking what the leader observed, how others responded, what evidence supports that interpretation and what will be tested in the next fortnight. Managers can reinforce this process through regular one-to-one conversations.

Measure Capability And Impact

Assessment should examine whether participants can demonstrate leadership behaviours, not simply recall definitions. Competency-based assessments can use behavioural indicators, observed simulations, manager ratings, work evidence and participant self-assessment. Guidance on leadership pipeline assessments can help organisations create a more consistent approach.

Evaluation should track several levels: participation, learning, workplace adoption, business impact and return on investment. Predictive Evaluation adds value by forecasting likely adoption and impact before delivery, then comparing those forecasts with evidence collected after implementation. Measures might include quality of feedback conversations, team engagement, internal promotion rates or reduced rework.

Shape The Learning Journey

A balanced program is usually a journey rather than a single workshop. A blended structure might combine classroom or virtual sessions, workplace application, manager support, peer learning and follow-up measurement. Learning bursts can maintain momentum without overwhelming leaders who are managing operational demands.

Useful design decisions include:

Define two or three critical leadership behaviours before selecting content.
Use Australian workplace scenarios that reflect the organisation’s industry and workforce.
Pair every major concept with a practice activity and workplace application.
Train managers to reinforce, observe and discuss new behaviours.
Build reflection into the schedule rather than leaving it to personal motivation.
Assess demonstrated capability through evidence-based methods.
Use adoption and business measures to refine future cohorts.

Compare Delivery Choices

Different delivery methods support different learning needs. The strongest programs combine several approaches instead of relying on one format.

Approach	Best suited to	Design consideration
Face-to-face workshop	Trust building, complex practice and team dialogue	Plan for travel across cities or regional sites
Virtual classroom	Distributed teams and frequent learning bursts	Use shorter sessions with active participation
Workplace project	Applying capability to real business priorities	Provide sponsor support and clear evidence requirements
Peer coaching	Reflection, accountability and shared problem-solving	Establish confidentiality and useful questioning
Manager-led reinforcement	Sustaining behaviour after formal training	Give managers conversation guides and observation tools

Keep Capability Growing

Leadership development has greater value when it becomes part of normal work. Senior sponsors can model the behaviours, managers can discuss application during one-to-ones, and participants can share evidence of progress in team meetings. This creates reinforcement beyond the formal program.

The most reliable design alternates between understanding, doing and thinking. Leaders learn a useful idea, test it in a realistic setting, examine the result and adjust their approach. That cycle keeps development grounded in organisational priorities and helps learning produce visible changes in behaviour and business performance.

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.