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 Custom E-Learning Modules That Feel Personal, Not Generic

Generic online training often feels detached from the work people actually do. A polished interface cannot compensate for examples that miss the mark, assessments that test memory instead of judgement, or scenarios that ignore the pressures of a real workplace.

Custom e-learning creates a stronger connection between learning and performance. For Australian organisations, that means reflecting local teams, workplace expectations, customer contexts and operational realities while giving each learner a clear reason to care.

Start With The Work Context

Personalisation begins before storyboards, scripts or screen designs. Spend time with subject matter experts, managers and employees to understand the decisions learners make, the systems they use and the consequences of getting something wrong.

A module for a Sydney-based financial services team may need examples involving hybrid collaboration, privacy obligations and fast client responses. A programme for a resources organisation may need to account for FIFO rosters, limited connectivity and varied digital confidence across regional sites.

Use Learner Signals To Shape Relevance

Learner data should inform the experience without making it feel intrusive. Role, tenure, location, confidence and previous performance can guide the order of content, the difficulty of practice and the feedback a person receives.

Useful signals include:

Job responsibilities and decision-making authority
Common errors found through performance data
Preferred access patterns across mobile and desktop devices
Language, accessibility and digital-literacy requirements
Previous learning or demonstrated capability

A new supervisor in Brisbane should not receive exactly the same pathway as an experienced manager in Melbourne. Both may study the same leadership principle, yet their practice activities can reflect different team sizes, business pressures and levels of autonomy.

Give The Learning A Human Voice

Personal content is shaped by tone as much as by technology. Use familiar workplace language, realistic dialogue and short stories that acknowledge ambiguity. Australian learners may respond better to direct, practical wording than to inflated corporate language.

This is especially important in leadership development. A module can show how a manager handles a difficult conversation before a performance review, responds to a safety concern or supports a team member after a demanding customer interaction. Organisations building capability across distributed teams can connect these modules with virtual leadership support, so digital practice is reinforced in live settings.

Authenticity also means avoiding forced slang or token local references. A genuine Australian context comes from credible choices, workplace details and consequences rather than inserting “mate” into every script.

Match The Format To The Learning Need

A custom module should earn its screen time. Short video may suit an emotional leadership moment, while branching scenarios are better for judgement, compliance or customer service. A concise knowledge check can confirm understanding, but realistic practice reveals whether learners can apply it.

Learning need	Suitable design choice	Personalisation opportunity
Product or process knowledge	Guided walkthrough	Use the learner’s actual systems and terminology
Safety or compliance	Branching scenario	Reflect site-specific hazards and reporting steps
Leadership judgement	Dialogue simulation	Offer choices based on team and role context
Customer communication	Practice with feedback	Use local customer profiles and service standards
Refresher learning	Short learning burst	Target known gaps rather than repeat the full course

Learning bursts are useful when employees need a prompt between shifts, meetings or customer appointments. A five-minute activity can revisit one behaviour, decision or conversation, as explained in this guide to learning bursts. The value comes from precision, not simply reducing a long course into smaller pieces.

Build Practice Around Real Decisions

The most engaging e-learning asks learners to do something meaningful. Instead of presenting a policy and asking for its definition, create a situation in which the policy affects a customer, colleague, project or operational outcome.

A scenario might place a team leader in a difficult conversation during the end-of-financial-year rush, when competing priorities make a thoughtful response harder. Another might involve a regional employee deciding how to escalate a safety issue when the usual manager is unavailable.

Good feedback explains the result, not just the score. It can show how a choice affects trust, productivity, risk or customer experience, then allow the learner to try again with a different approach.

Connect Learning To Business Results

Personalisation should support measurable performance rather than become a decorative feature. Define the behaviour the organisation expects, the evidence that will show it has changed and the business outcome connected to that behaviour.

Predictive Evaluation provides a useful way to forecast and measure training adoption, impact and return on investment. For example, a module on service recovery might track completion, scenario decisions, manager observations, repeat complaints and customer retention rather than relying on satisfaction ratings alone.

Useful measures include:

Confidence and capability before and after practice
Application rates observed by managers
Changes in quality, safety or service metrics
Time taken to perform a new process
Business outcomes linked to the target behaviour

For Australian organisations, evaluation may also need to account for dispersed branches, varied industrial settings and different adoption patterns between metropolitan and regional teams. Coverage of learning initiatives can offer further context when shaping an organisation’s broader learning strategy, including through industry media coverage.

Keep Personalisation Alive After Launch

A module feels personal when it remains relevant as work changes. Build a review cycle into the learning strategy so examples, policies, systems and performance data are refreshed rather than left untouched for years.

Managers play a central role in sustaining relevance. A short team discussion, workplace observation or follow-up challenge can turn a digital lesson into a shared habit. This also helps identify where the module is unclear, where the workflow has changed or where learners need a different kind of support.

The strongest custom e-learning is purposeful, locally credible and connected to action. It respects the learner’s role, reflects the decisions they face and measures whether learning changes performance. The key thing to remember is that personalisation comes from meaningful context and useful practice, not from adding technology for its own sake.

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.