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

Safety training that prevents incidents and improves compliance

A safety training program that reduces incidents and improves compliance must change what people do when risk appears. Generic induction slides may satisfy a recordkeeping requirement, but they do not prepare workers to make decisions around moving plant, isolated energy, hazardous substances or deteriorating conditions.

The design task is to connect a hazard, a task, a decision and a response. Start with operational evidence, tailor practice to the workforce and check whether safe behaviours persist after the trainer leaves. Compliance also depends on leadership systems, equipment and reporting processes, not training alone.

Start with the work, not the catalogue

Map each high-risk task with supervisors and workers. Identify the critical control, common failure mode, required decision and evidence that performance is acceptable. Incident histories, observations, equipment data and near-miss reports provide stronger inputs than a generic topic list.

Australian programmes must reflect the Work Health and Safety Act 2011 and its state and territory implementations. Safe Work Australia provides national guidance, while regulators such as SafeWork NSW, WorkSafe Queensland and WorkSafe Victoria enforce local requirements. Employers in Sydney, Melbourne, Brisbane and Perth also operate in a market shaped by construction, mining, transport and logistics, where contractors, shift patterns and multilingual crews are common. Seasonal heat, UV exposure and bushfire smoke can change the hazards a task-based module must address.

Translate those findings into observable standards: isolate before servicing, verify the exclusion zone, wear the required protection or stop work when conditions exceed the safe operating range. This follows Dave Basarab's business and learning connection, which links learning priorities with operational risks and measurable outcomes.

Build learning around real decisions

Design the shortest practice sequence that proves someone can make the right decision. A 12-minute briefing can precede a simulation, tool-box exercise or supervised workplace practice. The engaging instructional materials guide stresses relevance, active participation and realistic application, all of which are essential when hesitation can expose a crew.

Use learning bursts at real transition points: a new machine, a changed procedure, a shift handover or a return after long absence. Retrieval prompts, branching scenarios and brief coaching checks help workers apply a rule rather than recall a slide. Refreshers can then be triggered by observations, incidents or software changes instead of relying on a fixed annual schedule.

Build access into the design. Offer plain-language and multilingual versions, captions, accessible digital formats and on-demand catch-up for crews working across regional sites and time zones. Local imagery, equipment and terminology will improve recognition in an Australian workplace, but the final assessment should still test the organisation's actual controls.

Make leaders active safety coaches

Give supervisors a coaching role, not simply a completion target. They need prompts for checking prerequisites, explaining why controls matter and responding when a worker identifies risk. Short leader briefings can focus on the behaviours visible during the week, such as verifying energy isolation before work begins.

Safety culture is strengthened when reporting is fast, specific and free of blame. Leaders should distinguish a learning need from an intentional disregard, then respond proportionately. This makes workers more likely to surface near misses and unstable conditions before they become incidents, particularly on sites with mixed contractors and changing crews.

Align manager routines with the programme: inspect the same critical controls discussed in training, recognise good decisions and spend coaching time on recurring gaps. Training will lose credibility if the workplace rewards speed over verification or treats safety reporting as an admission of failure.

Measure behaviour, impact and value

Before launch, forecast whether the intended audience will access, understand, apply and sustain the intervention. Dave Basarab's adoption evaluation methodology provides a practical way to estimate adoption and identify the conditions likely to affect it. Participation records are useful, but confidence, relevance and demonstrated skill are stronger predictors of behaviour.

Pair leading measures with lagging outcomes. Leading measures might include observation frequency, coaching completion and correct demonstrations; lagging measures include near misses, injuries, equipment damage, downtime and compliance findings. A reduction in incidents needs context, because lower reporting can initially signal greater trust or simply less exposure to work.

Delivery format determines both reach and evidence quality. Choose the least expensive method that still produces credible performance data, and budget for the manager actions that reinforce it.

Delivery format	Best suited to	Main limitation	Useful evidence
E-learning refresher	Consistent policy or process refreshers	Limited observation of practical decisions	Knowledge checks and application scenarios
Instructor-led simulation	High-consequence, judgement-intensive tasks	Higher cost and limited scheduling	Decision quality and safe-behaviour observation
Learning burst	Reinforcement at a work transition	Requires manager follow-through	Brief demonstrations and coaching feedback
On-the-job coaching	Embedding a control in routine work	Inconsistent unless structured	Observed task performance and refresher triggers

Establish governance and launch the first cycle

Set governance before launch. Give one owner responsibility for content accuracy, one for operational release and one for evaluation; connect them through a monthly review of adoption, observations and risk indicators. Retain records that demonstrate competency and map training to relevant policies, but keep the business conversation focused on changed behaviour and reduced exposure to harm.

The immediate next step is a 60-minute cross-functional workshop that selects one priority hazard, maps the affected worker tasks and assigns owners for design, delivery and measurement.

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.