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

Custom Training for Cross-Functional Teams with Conflicting Priorities

Cross-functional teams bring together people who solve problems differently, use different language, and measure success through different outcomes. A finance analyst may prioritize control, a sales leader may value speed, and an operations manager may focus on consistency. Generic training rarely creates enough relevance for all three.

Effective custom training begins with the work rather than a catalogue of topics. It connects shared business goals to the decisions, behaviors, and collaboration patterns employees must use in real situations. The result is a learning experience that respects functional expertise while building common capability.

The strongest programs also make competing priorities visible. When participants can examine trade-offs, practice negotiation, and apply new skills to current projects, training becomes a practical mechanism for alignment instead of a temporary event.

Diagnose The Business Friction

Before designing content, identify where priorities collide. Interviews, workflow observations, performance data, and stakeholder workshops can reveal whether the central issue is unclear ownership, weak communication, inconsistent processes, or competing incentives.

A useful needs analysis separates symptoms from causes. Missed deadlines may reflect poor planning, but they may also result from approval bottlenecks or conflicting definitions of quality. Custom instructional design should address the conditions behind performance gaps, not simply add information.

Build A Shared Performance Model

Cross-functional learners need a common picture of effective performance. This model can describe how a team frames a problem, makes decisions, escalates risk, communicates with stakeholders, and measures progress. It should be concrete enough to guide behavior during normal work.

The model must still leave room for functional judgment. Training should clarify which practices are shared across departments and which methods can remain specialized. That balance builds consistency without forcing every team into an artificial uniformity.

Design Around Real Decisions

Scenario-based learning is especially valuable when priorities conflict. Instead of presenting abstract principles, the program can place participants in situations involving limited resources, shifting deadlines, customer demands, compliance requirements, or disagreements about ownership.

Design Element	Cross-Functional Application	Evidence Of Learning
Business scenario	A realistic decision with competing outcomes	Quality of trade-off analysis
Practice activity	Role-based discussion or simulation	Observable collaboration behaviors
Feedback	Input from peers, managers, and facilitators	Improvement between attempts
Workplace transfer	A current project or team commitment	Follow-through and business results

Role rotation can deepen understanding. When a product manager must defend an operational constraint or a finance partner must weigh customer urgency, participants see the system beyond their own responsibilities. This develops empathy while preserving accountability.

Use Multiple Learning Formats

A blended approach supports different schedules and levels of complexity. A short learning burst can introduce a decision framework, a facilitated workshop can provide practice, and manager-led conversations can reinforce expectations during active projects.

Digital resources should serve the workflow rather than duplicate the classroom. Checklists, conversation guides, templates, and short videos can help employees apply the same language when a project becomes difficult. For organizations seeking an integrated learning consultancy, these components can be connected to a broader enterprise learning strategy.

Prepare Leaders To Reinforce Behavior

Managers determine whether new practices survive beyond training. They need clear guidance on what to observe, what questions to ask, and how to coach without taking control of the work. A manager toolkit might include observation prompts, team debrief questions, and examples of effective feedback.

Leadership development should address the tensions managers face themselves. They may need to protect departmental goals while supporting enterprise outcomes, resolve disputes without rewarding avoidance, and hold people accountable for collaboration as well as individual delivery.

Measure Adoption And Business Impact

Evaluation should be designed before delivery, with a clear chain linking learning activity to workplace behavior and business results. Early indicators may include use of a decision process, quality of cross-functional handoffs, or faster resolution of recurring issues. Later measures might include cycle time, customer retention, project margin, or fewer operational errors.

Predictive Evaluation helps organizations forecast the likely adoption and impact of a learning intervention before investing heavily in rollout. The Predictive Evaluation book offers a useful framework for connecting program design with measurable organizational outcomes.

Recommendations for Stronger Program Design

Interview representatives from every affected function before defining learning objectives.
Use current business cases instead of generic examples whenever confidentiality allows.
Include structured practice for negotiation, prioritization, escalation, and decision-making.
Give managers simple reinforcement tools tied to existing team meetings.
Establish adoption and business measures before the first session is delivered.

Turn Alignment Into Everyday Practice

Custom training succeeds when it becomes part of how teams plan, decide, and review work. That requires a deliberate connection between learning objectives, leadership behavior, operating processes, and performance measurement. A single workshop can start the shift, but reinforcement creates durability.

Organizations can begin with one high-value cross-functional challenge, pilot a focused learning experience, and use evidence from the pilot to refine the wider strategy. Engage Dave Basarab Consulting to design training that aligns competing priorities, strengthens employee capability, and links learning investment to business results.

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.