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 leadership development that drives cultural change

Leadership development succeeds when it changes how people make decisions, communicate expectations, and reinforce priorities. A workshop can create temporary enthusiasm, but cultural change requires leaders to apply new behaviors consistently in the moments that shape employee experience.

The strongest programs connect leadership capability with business outcomes. They define what leaders must do differently, give them opportunities to practice, and measure whether those behaviors are being adopted across teams. This turns learning from an isolated event into an operating system for organizational performance.

Designing leadership development that drives cultural change also means treating culture as observable behavior. Values become credible when leaders translate them into coaching conversations, resource decisions, meeting norms, and responses to accountability.

Start with the culture the business needs

Before selecting topics or building a curriculum, clarify the cultural shift the organization is pursuing. A company seeking greater innovation may need leaders to reward experimentation and respond constructively to intelligent failure. An organization improving customer experience may need managers to remove internal barriers and make customer-centered decisions faster.

This work should connect cultural aspirations to specific leadership practices. “Build trust” is too broad to guide design, while “share decision context before assigning work” gives learners something they can rehearse and demonstrate. Clear behavioral definitions create a practical bridge between organizational values and leadership training.

Translate strategy into leadership behaviors

A strategy becomes teachable when its implications for leaders are explicit. Begin by identifying the decisions, interactions, and routines that will determine whether the strategy succeeds. Then map the capabilities required, such as coaching, cross-functional influence, strategic prioritization, or inclusive decision-making.

Learning objectives should describe observable performance rather than awareness. A well-written objective might require a leader to conduct a structured feedback conversation, use a prioritization framework, or create an action plan with measurable commitments. This guide to learning objectives offers a useful foundation for connecting instruction with behavior change.

Build a repeatable learning journey

Cultural transformation rarely comes from a single leadership retreat. A stronger approach combines a learning launch with practice, reinforcement, peer discussion, manager involvement, and follow-up measurement. Short learning bursts can revisit one behavior at a time, keeping development visible without overwhelming busy leaders.

A repeatable design process also improves consistency across cohorts and business units. Needs analysis, performance outcomes, learning architecture, prototype testing, and evaluation should work as connected stages rather than disconnected tasks. Organizations can strengthen this discipline through a custom training design process that supports quality and scalability.

Program element	Cultural purpose	Evidence of adoption
Leadership scenarios	Connect values to realistic decisions	Quality of choices in simulations and case discussions
Practice and feedback	Build confidence with new behaviors	Observed improvement during role-play or live application
Manager reinforcement	Keep expectations active after training	Coaching conversations and team commitments
Peer learning	Make cultural norms visible across teams	Shared examples, problem-solving, and accountability
Predictive evaluation	Forecast and track business relevance	Adoption indicators, performance shifts, and ROI evidence

Make practice reflect real leadership work

Leadership capability develops through meaningful practice, not passive exposure to content. Scenarios should reflect the tensions leaders actually face: balancing speed with consultation, addressing underperformance fairly, managing competing priorities, or communicating a difficult change.

Practice becomes more powerful when participants receive specific feedback and repeat the behavior. Facilitators can use observation guides tied to the target competencies, while peers can assess clarity, inclusion, judgment, and follow-through. These methods make abstract cultural expectations concrete and measurable.

Align systems around the desired culture

Training cannot compensate for organizational systems that reward contradictory behavior. If leaders are taught to collaborate but evaluated only on individual results, the culture will send a stronger message than the course. Performance management, promotion criteria, communication rhythms, and recognition programs should reinforce the same leadership standards.

Senior leaders also need visible roles in the learning experience. They can explain the business case, model the behaviors, discuss their own learning edges, and review progress with leadership cohorts. Sponsorship signals that cultural change is a strategic priority rather than a human resources initiative operating at the margins.

Measure adoption, impact, and return

Evaluation should begin during design, not after delivery. Define the indicators that would show leaders are using the new practices, then identify the business outcomes those practices are expected to influence. Depending on the initiative, measures may include retention, internal mobility, engagement, productivity, quality, customer outcomes, or speed of execution.

Predictive Evaluation helps organizations forecast whether training is likely to be adopted and produce meaningful results before large-scale investment. After launch, a combination of participation data, behavior evidence, stakeholder feedback, and business metrics can reveal where the program is working and where reinforcement is needed.

Recommendations for sustainable culture change

Define three to five observable leadership behaviors tied directly to strategic priorities.
Design practice around real decisions, conversations, and constraints from the organization.
Involve managers and senior sponsors in reinforcement before the program begins.
Use learning bursts, peer accountability, and coaching to extend development beyond the classroom.
Track adoption and business impact with measures established during program design.

Leadership development becomes a lever for cultural change when it is designed as a performance system. Dave Basarab Consulting helps organizations connect enterprise learning strategy, custom instructional design, leadership development, delivery, and Predictive Evaluation to measurable business results.

Build a leadership program that moves from stated values to consistent action. Visit Dave Basarab Consulting to shape the behaviors, learning journey, and evidence needed to make cultural change durable.

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.