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 Scenarios for Ethical Decision-Making Training

Australian workplaces operate inside one of the most tightly regulated employment environments in the world, layered with sector-specific rules from ASIC, the ACCC, and state-based safety regulators. When employees face grey-area choices, generic ethics modules rarely stick. They feel detached from the pressures of a Sydney trading floor, a Perth mine site, or a Brisbane health network.

Custom scenario design turns ethics training from a compliance chore into a working tool. Learners move through a dilemma, watch the consequences ripple through relationships and team trust, then reflect on the trade-offs they made. This shift from knowledge recall to applied ethical decision-making is where capability grows.

Strong scenario libraries also tie directly to business outcomes. When a scenario surfaces a conflict between short-term targets and long-term customer loyalty, learners practise the conversation, not just the rule. That is what makes training stick on the floor.

Anchoring scenarios in local regulatory reality

Scenarios only feel real when they sit inside the legal and cultural context of the people learning them. A Sydney financial services team might wrestle with conflicted remuneration under ASIC's design rules, while a Melbourne logistics team confronts Modern Slavery Act 2018 reporting obligations around supplier vetting. The scenarios should name the regulation, not hide it.

Drafting teams need to walk through recent enforcement actions and translate those events into anonymised workplace stories. Pulling from Australian case studies, regulator media releases, and tribunal findings gives the content a texture that imported examples cannot match. Learners recognise the names, the suburbs, and the reporting lines.

Cultural fluency matters too. Australian workplaces span remote FIFO camps in the Pilbara, multilingual hospital teams in western Sydney, and small-business owner-operators in Hobart. Scenarios should reflect that range and acknowledge local protocols such as Acknowledgement of Country.

Engineering psychological safety before the dilemma

Even the sharpest scenario falls flat if learners fear the consequences of answering honestly. The design must signal that the session is a rehearsal space, not a performance review. Pair discussions, anonymous voting, and small-group rotations help keep the spotlight off any individual.

Facilitators in compliance-heavy industries such as banking or healthcare can pre-frame the scenario as a chance to calibrate judgement, like a pilot's simulator. The point is to surface reasoning, not crown a winner. When a learner proposes a questionable shortcut, the room examines it together rather than punishing it.

This safety net reduces the risk of ethical theatre, where participants say what they think the trainer wants to hear. Genuine deliberation requires room to test ideas, including the wrong ones, so the group can weigh their costs against better alternatives.

Structuring dilemmas that mirror daily work

A well-built scenario borrows the cadence of the real workflow. It opens with the inbox ping or morning stand-up, introduces the pressure, and asks the learner to commit before revealing the downstream effects. The framework explored in Designing Simulations That Mirror Real Workplace Challenges treats that sequence as the foundation of applied judgement.

Branch points are the engine. Each choice should open a new consequence path, forcing learners to compare options rather than pick a single correct answer. A procurement officer in Adelaide might face a supplier offering hospitality during a tender; the branches could explore accepting, declining politely, or escalating, each path mapping a different risk under the gifts policy.

Detail sells the realism. Real suburbs, real shifts, real jargon from the sector. A Brisbane construction supervisor's scenario will reference site inductions and SWMS documents, not generic office rituals. That specificity signals respect for the learner's expertise.

Linking scenarios to adoption and business results

Custom scenarios are an investment, so they need a way to prove their worth. Predictive Evaluation offers a structured way to forecast how a new module will land, which behaviours it will shift, and where it might miss. Without that forecast, organisations often discover after delivery that learners remembered the story but not the reasoning.

Tying scenarios to observable work artefacts closes the loop. A data handling scenario should prompt learners to draft a customer notification under the Notifiable Data Breaches scheme, reviewed later by their manager. A conflicts scenario should produce a written declaration that lands in the team's register.

When teams skip adoption forecasting, training budgets drift toward engaging content that does not change behaviour. This pattern is documented in The Pitfalls of Training Without a Clear Adoption Forecast, which shows how good content fails to convert into practice.

Refining scenarios through feedback and iteration

The first version of any scenario is a draft. Design teams pilot with a small group, capture hesitations, then revise. Australian workplaces move quickly, especially in growth sectors like renewable energy and aged care, so scenarios must keep pace with new rules and new risks.

Feedback collection should be specific. Instead of "was this useful?", ask which branch felt realistic, which consequence surprised you, and what alternative action you would have taken. Those responses shape the next iteration, often producing a richer version within twelve months.

A side-by-side view can guide that iteration:

Dimension	Off-the-shelf module	Custom-built scenario
Regulatory fit	Generic, often overseas examples	Aligned to ASIC, ACCC, and sector rules
Learner engagement	Moderate, predictable	High, driven by familiar workplaces
Behaviour transfer	Low, knowledge recall	Strong, practised judgement
Development cost	Lower upfront	Higher upfront, lower long-term
Measurable impact	Limited to satisfaction scores	Tracked through Predictive Evaluation

Recommendations for teams building their first custom library

Start with one high-stakes decision point your industry faces most often, such as gifts and hospitality or privacy handling.
Source the storyline from a real Australian case, then anonymise names and identifying details.
Build at least two branch points per scenario so learners see the trade-off, not the answer.
Pilot with a cross-section of roles, including a regional site, to test whether the language travels.
Plan the measurement before launch, defining which observable behaviour will signal that the learning stuck.
Schedule a six-month review to refresh scenarios against new regulator guidance and emerging risks.

Teams that ground scenarios in Australian realities and measure behavioural shift through structured adoption forecasting build a culture where ethical reasoning becomes muscle memory. The next step is to pick one recurring dilemma inside your operation and shape it into a pilot scenario for facilitator review this quarter.

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.