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 That Doesn’t Bore Learners

Effective online learning is not a digital version of a slide deck. It is a guided experience that helps people make better decisions, perform specific tasks, and apply new skills under real workplace conditions. When a course feels generic, passive, or disconnected from daily work, attention fades quickly.

Custom e-learning gives organizations the opportunity to build around their people, processes, systems, and business goals. The strongest programs use relevant scenarios, concise content, meaningful practice, and evidence of improvement to turn training time into measurable performance support.

Start With Learner Reality

Before writing a script or choosing an authoring tool, study the environment in which employees will use the skill. What decisions do they make? Where do errors occur? Which policies create uncertainty? What pressures, customer expectations, or technology constraints shape their work?

Interviews, observation, performance data, and manager input can reveal the difference between what subject matter experts think learners need and what employees actually struggle to do. This analysis keeps the course focused on job performance rather than information coverage.

A useful design question is: “What should the learner do differently after this experience?” The answer becomes a filter for every screen, activity, example, and assessment.

Build Around Decisions And Practice

Learners retain more when they have to interpret information, choose an action, and see the consequence. Replace long explanations with realistic branching scenarios, short simulations, guided demonstrations, and problem-solving activities. Even a simple decision point can create stronger engagement than several minutes of narration.

Practice should resemble the work itself. A sales course might ask learners to respond to a hesitant buyer. A compliance course could present an ambiguous situation requiring judgment. A leadership module might let managers rehearse a difficult conversation and compare different approaches.

Feedback matters as much as the activity. Explain why an answer works, identify the risk in an incorrect choice, and connect the lesson to a practical next step.

Use Interaction With Purpose

Interactivity should clarify thinking, not decorate the screen. Click-to-reveal elements, quizzes, and animations are useful when they help learners compare options, retrieve knowledge, or test a decision. They become distracting when every paragraph is broken into unnecessary clicks.

A balanced course varies pace and cognitive demand. A short explanation can introduce a concept, a scenario can make it concrete, and a practice task can confirm whether the learner can use it. This rhythm supports attention without creating interaction fatigue.

Design Element	Weak Approach	Stronger Approach
Video	Long lecture with dense narration	Short demonstration tied to a job task
Quiz	Recall of minor details	Decision based on a realistic situation
Scenario	Obvious right answer	Plausible choices with meaningful consequences
Animation	Decorative movement	Visual explanation of a process
Assessment	End-of-course test only	Practice, feedback, and follow-up evidence

Personalize The Learning Path

Learners become disengaged when they must complete content they already understand. Diagnostic questions, confidence checks, and role-based pathways can make a course feel more relevant from the first few minutes. Experienced employees may move quickly to application, while new team members receive additional context and examples.

Personalization does not require complex artificial intelligence. It can involve optional refreshers, manager-selected modules, different scenarios for different roles, or a “test out” route for demonstrated knowledge. The goal is to respect time while ensuring that critical capabilities are developed consistently.

Short learning bursts can also support reinforcement after a main course. A two-minute reminder, weekly scenario, or job aid delivered at the right moment can help transfer learning into routine behavior.

Design Choices That Sustain Attention

A focused design process helps teams avoid overloaded courses and unnecessary production effort. Use these principles when shaping a custom learning experience:

Start each module with a workplace problem, decision, or consequence.
Keep explanations brief and place detail inside optional resources.
Use authentic language, examples, systems, and performance standards.
Give learners frequent opportunities to practice before assessment.
Design for mobile access, accessibility, searchability, and easy updates.

Visual design should support comprehension rather than compete with it. Clear hierarchy, readable layouts, purposeful graphics, captions, transcripts, and keyboard-friendly interactions make learning easier for everyone. Accessibility is part of instructional quality, not a final technical check.

Course length should also reflect the task. A complex capability may require a sequence of short modules, practice assignments, manager coaching, and follow-up measurement. Compressing everything into one “complete” course can make the experience harder to use and harder to remember.

Measure Adoption And Business Value

Completion rates show that people opened a course. They do not show whether employees adopted the behavior or whether the organization gained value. Define success measures before development begins, such as improved first-call resolution, fewer processing errors, faster onboarding, stronger manager conversations, or higher-quality customer outcomes.

A useful measurement framework connects learning activity with adoption, performance, and business results. For practical guidance on making those connections visible, explore these adoption dashboards. Dashboards can help leaders identify whether a program is reaching the intended audience, being used as designed, and producing the expected operational change.

Predictive Evaluation supports this forward-looking approach by establishing expected outcomes and indicators before launch. It encourages learning teams to treat measurement as part of design rather than an administrative report added at the end.

Keep Content Fresh And Human

Boring e-learning often reflects stale content, not an unavoidable limitation of the format. Review examples, policies, screenshots, and scenarios regularly. Build courses with modular components so one changed process does not require a complete rebuild.

Human detail also makes digital learning memorable. Use realistic dialogue, recognizable workplace tension, and examples that reflect different roles and experiences. Subject matter experts can provide accuracy, while instructional designers shape that expertise into a clear experience.

Learning leaders who want a practical way to connect evaluation with organizational outcomes can use this evaluation walkthrough as a planning reference. The same discipline that improves measurement also improves design: define the desired change, build toward it, and gather evidence that it occurred.

Custom e-learning should make work easier, decisions sharper, and performance more consistent. Dave Basarab Consulting helps organizations create targeted learning strategies, engaging digital experiences, leadership development programs, and measurement approaches linked to business results. Connect with the team to turn an underused training requirement into a learning experience employees can apply.

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.