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 Performance Support That Extends Formal Learning

Formal training creates a shared foundation, yet employees often need help later, at the exact point where a task must be completed. A performance support toolkit bridges that gap with practical guidance embedded in everyday work.

The strongest resources are brief, searchable and connected to real decisions. They may include checklists, job aids, decision trees, short videos, templates, coached practice activities or prompts inside business systems. Their purpose is to reduce hesitation and improve performance, rather than repeat the entire course.

For Australian organisations, the design must fit varied workplaces, digital habits and compliance expectations. A resource used in a Sydney office may also need to work for a regional technician, a shift worker in Melbourne or a team member with limited connectivity.

Formal learning	Performance support
Builds knowledge and capability	Guides action during work
Usually scheduled in advance	Available when needed
Covers principles and broader context	Focuses on a specific task or decision
Often assessed after learning	Improved through usage data and observation
Supports long-term development	Helps immediate accuracy, speed and confidence

Start With Moments That Matter

Begin by identifying the moments when employees pause, make avoidable errors or seek help from a supervisor. Interviews, observation, service data and manager feedback can reveal where a small intervention would have a significant effect.

Map these moments against the formal learning journey. A new supervisor may complete a leadership programme, then need a one-page conversation planner before giving feedback. A customer service employee may understand complaint-handling principles but still benefit from a response guide while speaking with a customer.

Each support item should have a clear performance objective. “Understand policy” is too broad; “select the correct escalation pathway within five minutes” gives designers a useful target. This distinction keeps the toolkit focused and makes later evaluation more credible.

Map Learning To The Workflow

Performance aids work best when they appear where work happens. A searchable intranet page, mobile-friendly knowledge base, Microsoft Teams channel or prompt within a customer relationship management system can be more useful than a separate learning portal.

Use the formal programme to explain the why and develop judgement. Use job aids to support the how: the sequence, required evidence, decision points and quality standard. A short scenario in the course can be followed by a decision tree used during a live case.

Examples from Dave Basarab Consulting’s media coverage reflect the wider importance of connecting learning activity with observable workplace performance. The same principle should guide every resource: if an employee cannot find or apply it quickly, it is unlikely to influence results.

Design For Australian Workplaces

Australian organisations often operate across metropolitan offices, regional sites and remote locations. A toolkit should accommodate different devices, bandwidth and working conditions, while using plain English that suits a diverse workforce.

Consider local employment and privacy obligations during design. Guidance involving rosters, performance conversations or employee records should align with the Fair Work Act 2009 and organisational policy. Resources that collect usage information must also be reviewed against the Privacy Act 1988 and relevant internal controls.

Useful design decisions include:

Provide downloadable versions for regional and field-based employees.
Use Australian spelling, local examples and familiar workplace terminology.
Account for public holidays, rotating shifts and dispersed teams.
Test resources on mobile devices commonly used away from desks.
Include accessibility features such as captions, readable contrast and keyboard navigation.

Choose Formats People Can Use

Format should follow the task, not a preference for a particular technology. A laminated checklist may suit a warehouse process, while a searchable troubleshooting guide may be better for a software support team. A two-minute learning burst can refresh a skill before a difficult conversation.

Keep each asset narrow enough to scan quickly. Use headings, numbered actions, decision rules, examples and links to source policies. Avoid turning a job aid into a miniature manual; detailed background can remain in the formal course or knowledge library.

Pilot the toolkit with employees who did not design it. Ask them to complete realistic tasks while explaining what they expect to find. Their behaviour will expose unclear labels, missing steps and access barriers more reliably than a review meeting alone.

Govern Content Without Slowing Access

Performance support becomes unreliable when content is outdated. Assign an owner to each asset, record its review date and establish triggers for earlier revision, such as a legislative change, system upgrade, customer complaint or process incident.

A lightweight governance model can protect accuracy without creating excessive administration. Subject matter experts verify technical content, learning specialists check usability and operational leaders confirm that the guidance matches current performance expectations.

A practical governance checklist includes:

Name a business owner and a content reviewer.
Display the version date and next review date.
Link to the authoritative policy or procedure.
Remove duplicate, obsolete or conflicting resources.
Track feedback and common search failures.
Provide an escalation path for uncertain situations.

Measure Adoption And Business Value

Usage alone does not prove that a performance aid works. Track whether employees find it, apply it correctly and achieve better outcomes. Useful measures may include time to competence, rework, compliance exceptions, customer resolution time, sales conversion or supervisor intervention.

Collect a baseline before launch where possible, then compare results by team, location or task type. Combine system data with observation and employee feedback. This helps distinguish a weak resource from a process problem, insufficient coaching or a technology access issue.

Dave Basarab Consulting’s impact evaluation approach offers a useful direction for forecasting adoption, impact and return on investment. Predictive Evaluation can help stakeholders decide which support interventions deserve investment before a large rollout.

Make Support Part Of The Operating Rhythm

A toolkit should be introduced during formal learning, reinforced by managers and revisited during team routines. Managers can model its use in one-to-one meetings, ask employees to apply a decision guide during practice and discuss evidence from real work.

Refresh support when performance data changes. If the same question appears repeatedly, improve the resource or the underlying process rather than simply sending another reminder. Recognition also matters: acknowledge employees who use the tools to make sound decisions and share improvements with peers.

Research and practitioner feedback, including the perspectives gathered in praise for the book, reinforce the value of treating evaluation as part of learning design rather than an afterthought. In practical terms, start with one high-value workflow, create a concise aid, test it with real users, measure the resulting behaviour and refine it before expanding across the organisation.

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.