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 a Program That Turns Technical Experts Into Effective Trainers

Subject matter experts often know the system, process or profession better than anyone in the room. Their challenge is turning that knowledge into a learning experience that changes workplace behaviour. A technically correct answer can still leave a new supervisor, technician or analyst uncertain when the situation is messy.

The solution is not to replace subject knowledge with theatrical delivery. It is to design preparation, practice and feedback around the behaviours the organisation needs. Facilitation, learner transfer and measurement should be treated as professional capabilities, not extras added after content development.

Australian workplaces make this especially relevant. Teams span Sydney, Melbourne, Brisbane, Perth and Canberra, with hybrid work and three time zones creating uneven access to live sessions. Culturally diverse teams also need clear examples and respectful discussion rather than one assumed “best” communication style.

A strong trainer-development program links learning to a performance gap, gives experts repeated chances to practise, and checks what happens after the workshop. It can produce confident facilitators while giving leaders credible evidence of employee capability, training adoption and business results.

Separate Expertise From Teaching

Technical expertise and training expertise answer different questions. Expertise asks whether an answer is correct; training asks whether another person can understand, apply and improve. New trainers often assume clear explanation is enough, but information transfer alone rarely creates a repeatable skill.

Use adult-learning principles: respect prior experience, make the purpose visible, use realistic scenarios and invite reflection. An expert who can turn a technical concept into a decision, demonstration or feedback conversation is developing the right capability. Build that bridge deliberately rather than expecting confidence to arrive naturally.

Start With a Performance Diagnosis

Begin with the business problem, not the topics the expert knows. What should be faster, safer, clearer or more consistent? Identify affected people, difficult tasks and the gap between current and required performance. This prevents a familiar course from becoming a solution looking for a problem.

Write observable objectives and agree on evidence with managers. “Understand compliance” is weak; “explain the escalation path and demonstrate the correct decision in three cases” is usable. A baseline may show that the real issue is equipment access, role clarity or coaching rather than knowledge, and the program should respond.

Create a Deliberate Learning Pathway

A custom instructional design can combine short preparation modules, live practice, coaching and a workplace assignment. Give each element a distinct job: build the model, rehearse, correct and transfer it into the job. This blended approach suits busy Australian teams and reduces the risk that a one-off session fades on return to a busy shift.

Short cycles suit busy experts. The sample learning bursts show how brief practice can turn a presentation into an applied skill. The expert should also complete a teach-back, receive specific feedback and revise the material before tackling a more complex scenario.

Build Facilitation and Feedback Skills

Give participants opportunities to perform, not merely watch. Use role-plays, simulations, annotated examples and peer observation, then let a coach examine the evidence. With consent, record short practice clips to examine pace, questioning, listening and responses to incorrect answers. Rehearsal turns nerves into a professional habit.

Feedback should describe the behaviour, its effect and the next action. Peer coaches can observe against a shared rubric while an experienced facilitator models difficult conversations. The learning environment should be psychologically safe, with psychosocial risks managed under Safe Work Australia’s model Work Health and Safety Act 2011 and relevant state or territory duties. Managers should clarify paid status and participation arrangements under the Fair Work Act 2009 and applicable agreements.

Make It Work in Australian Workplaces

Local design choices improve transfer. Offer live sessions across suitable time zones and asynchronous versions for colleagues on long commutes, regional sites or rotating shifts. Use metropolitan and regional examples, and avoid treating one accent or communication style as representative of the whole Australian workforce. Plain language, captions and accessible materials support inclusion.

Protect application time with managers and check that the work environment lets new behaviours succeed. In a market familiar with competency-based training and TAFE pathways, corporate learning should make its evidence and standards visible without treating a workshop certificate as proof of workplace competence. Ensure essential devices, systems and access are ready.

Measure Adoption, Impact and Return

Evaluation should follow the learning journey. Measure participation, practice completion, manager support and workplace application; then test capability through observation, work samples or performance indicators. Predictive Evaluation can organise this evidence and forecast likely adoption, but only when measures inform decisions leaders can make.

Return on investment follows the same discipline. This training ROI calculation combines baseline data, implementation costs and credible outcome estimates. Separate direct benefits such as reduced rework from softer claims about confidence, and report assumptions with the result.

Evidence area	Weak signal	Stronger signal
Adoption	Attendance and completion	Repeated practice and manager confirmation
Capability	Knowledge quiz	Observed work sample or behaviour
Impact	Anecdotal praise	Error, cycle-time or retention trend
Value	Savings claimed	Benefits compared with a baseline

Building a Durable Trainer Pipeline

A durable program treats experts as people whose expertise can grow in a new direction. These practices build trainer capability while preserving technical credibility.

Diagnose one business performance gap before approving content.
Co-design scenarios with an expert, learner and subject matter reviewer.
Require live practice, specific feedback and a coached teach-back.
Protect time to apply the skill with manager support.
Track adoption, capability and workplace results before scaling.

The lesson to remember is simple: technical expertise earns a trainer’s credibility, while deliberate instructional design, supported practice and disciplined measurement turn that credibility into lasting workplace capability.

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.