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 training for highly regulated industries

In highly regulated organizations, training is part of the control environment. It must help employees perform safely, ethically, and consistently while producing evidence that the organization has met its obligations. A generic course may explain a rule, but it rarely reflects the systems, decisions, risks, and workflows that shape daily work.

Custom training connects regulatory requirements with operational behavior. Whether the setting is healthcare, financial services, aviation, pharmaceuticals, energy, or public administration, effective learning translates policy into decisions employees can apply under pressure.

The strongest programs also connect learning activity with business outcomes. They reduce preventable errors, improve readiness for audits, support leadership behavior, and make compliance a practical part of performance rather than an annual event.

Start with risk, regulation, and business priorities

A reliable design process begins with a risk and performance analysis. The learning team should identify which regulations apply, where procedures break down, which roles carry the greatest exposure, and what business outcomes matter. This creates a clear distinction between knowledge gaps, process problems, technology issues, and accountability failures.

An enterprise learning strategy can provide the framework for aligning these elements across departments, regions, and job families. A useful enterprise learning strategy establishes governance, prioritizes capability needs, and prevents separate compliance courses from competing for attention.

Training objectives should describe observable workplace behavior. “Understand data privacy” is too broad to guide design or measurement. “Verify authorization before releasing protected information” gives an instructional designer a specific action, context, and standard of performance.

Translate requirements into realistic practice

Regulatory language is often precise but difficult to apply in real situations. Custom instructional design closes that gap with scenarios based on actual workflows, customer interactions, documentation requirements, escalation paths, and ethical dilemmas. Learners can practice recognizing risk before a mistake becomes an incident.

Scenario-based learning should reflect the complexity of the role. A claims examiner may need to resolve conflicting information, while a laboratory technician may need to respond to an out-of-specification result. The learning experience should include consequences, feedback, and opportunities to repeat the decision with better judgment.

Learning bursts are useful when requirements change frequently. Short modules can address a policy update, a recurring error, or a newly identified risk without forcing employees through an oversized course. They work best when connected to job aids, manager reinforcement, and a clear record of completion.

Build evidence into the learning experience

Highly regulated training must be auditable, but completion records alone rarely prove competence. A defensible program documents content ownership, approval dates, regulatory sources, version history, learner populations, assessment results, remediation, and exceptions. These controls support inspection readiness and make maintenance more manageable.

Design teams should establish a content governance process before development begins. Subject matter experts validate technical accuracy, compliance leaders confirm interpretation, and operational managers test whether the training fits actual work. Every change should have an owner, review date, and rationale.

Design decision	Weak approach	Stronger approach
Regulatory content	Copy policy language into slides	Convert requirements into role-specific decisions
Assessment	Use recall-based quizzes	Test judgment through realistic scenarios
Documentation	Track attendance only	Maintain approvals, versions, scores, and remediation
Updates	Rebuild courses after incidents	Monitor regulatory and operational changes continuously
Measurement	Report completion rates	Connect adoption and behavior with business indicators

Design for different roles and environments

A compliance officer, frontline employee, supervisor, and executive may face the same regulation in very different ways. Role-based learning keeps the content relevant and reduces cognitive overload. It can also assign different practice activities, thresholds, and follow-up actions according to responsibility.

The delivery environment matters as much as the content. Desk-based employees may use interactive digital learning, while field workers may need mobile resources, coached practice, or instructor-led sessions. Accessibility, language, connectivity, shift patterns, and device restrictions should be considered during design rather than treated as late-stage adjustments.

Custom training can include facilitator guides, searchable reference tools, simulations, observation checklists, and manager conversation prompts. This blended approach supports transfer because employees encounter the same standards across formal learning and daily work.

Measure adoption, behavior, and business impact

A mature evaluation approach looks beyond whether employees finished a course. Useful indicators include assessment performance, procedure adherence, audit findings, incident frequency, customer complaints, processing accuracy, time to proficiency, and manager observations. Baseline data makes it possible to determine whether change is meaningful.

Soft skills also matter in regulated environments. Leaders influence speaking up, escalation, ethical decisions, coaching, and accountability. Organizations evaluating these outcomes can use this guide to measure leadership impact and connect leadership development with observable workplace results.

Predictive Evaluation strengthens the business case by forecasting likely adoption, impact, and return before a program is fully deployed. It can help decision-makers identify where reinforcement is required, estimate the value of improved performance, and focus measurement on outcomes that senior stakeholders recognize.

Put governance and reinforcement into operation

Training remains effective when ownership continues after launch. A governance group can review regulatory changes, performance data, learner feedback, and business indicators on a defined schedule. This group should have authority to retire obsolete content, approve revisions, and escalate unresolved risks.

A practical reinforcement model includes:

Assigning accountable owners for each regulated capability
Scheduling periodic content reviews against current requirements
Giving managers prompts to coach and observe critical behaviors
Using targeted learning bursts after policy, process, or system changes
Reviewing performance evidence to trigger remediation or redesign

This operating rhythm prevents compliance learning from becoming a static archive. It also gives employees timely support when expectations change and gives leaders a clearer view of where capability risk is increasing.

Organizations that need reliable, role-specific learning can begin with a focused risk area, map the required behaviors, and develop a measurable pilot. Dave Basarab Consulting can help align enterprise learning strategy, instructional design, leadership development, training delivery, and Predictive Evaluation so regulated training supports both compliance obligations and business performance.

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.