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 compliance learning bursts that employees actually use

Compliance training often fails for a simple reason: employees complete it, then return to work without changing what they do. A long annual module can record attendance while leaving critical decisions, safety behaviours and reporting habits untouched.

Learning bursts offer a more practical alternative. These short, focused interventions can reinforce one behaviour at the moment it matters, using a brief scenario, a decision prompt, a checklist or a manager-led discussion.

For Australian organisations, the design must reflect real operating conditions. A workforce may span Sydney offices, Perth sites, regional branches and FIFO teams, with different rosters, connectivity and state-based regulatory expectations.

Traditional compliance course	Effective learning burst
Covers many rules in one sitting	Targets one risk or behaviour
Relies on annual completion	Reappears at useful moments
Measures attendance	Measures recall, action and adoption
Uses generic examples	Reflects actual roles and decisions
Ends after the assessment	Connects with workflow and supervision

Start with the behaviour that needs to change

A useful burst begins with a specific risk, not a policy document. “Understand privacy obligations” is too broad to guide design. “Check consent before sharing customer information with a third party” gives the learner a clear action and a measurable outcome.

Interview supervisors, compliance specialists and frontline employees to identify where mistakes occur. Look for points such as approving expenses, escalating a near miss, handling personal information or responding to a suspected conflict of interest. A subject-matter expert such as Dr Dave Brookmire can also help translate complex expectations into observable workplace behaviour.

A strong burst answers three questions quickly: what decision is required, what could go wrong, and what should the employee do next? This keeps the content relevant and prevents the familiar “click through and forget” experience.

Give each burst a narrow job

A learning burst works best when it handles one job in five minutes or less. A typical sequence might include a short workplace scenario, two possible responses, feedback explaining the risk, and a final prompt to apply the rule during the next shift.

Use varied formats across a series. One burst might show a manager discussing a psychosocial hazard; another might ask employees to identify a privacy breach in an email; a third might provide a downloadable checklist. Variety supports attention without turning the programme into entertainment.

The content should be easy to access on a phone, tablet or desktop, with captions and plain language included from the start. Avoid jargon that makes sense only to legal or risk teams. Employees should know exactly what action is expected before they leave the activity.

Design for Australian workplaces

Australian compliance environments can vary by industry and jurisdiction. Work health and safety requirements involve different regulators across states and territories, while organisations may also need to address modern awards, privacy obligations, financial services rules or aged-care standards. Use local examples rather than importing scenarios written for another market.

A burst for a mining organisation might reflect a fly-in fly-out roster in Western Australia, intermittent site connectivity and a pre-start meeting. A retail example could reflect a busy Saturday in Melbourne, while a public-sector scenario may need to account for teams working across Canberra and regional offices. These details make the learning recognisable and credible.

Language matters too. Clear Australian English, familiar job titles and realistic conversations will usually land better than formal legal phrasing. A supervisor saying “Let’s stop and check that” may be more effective than a paragraph quoting a regulation.

Put reinforcement into the workflow

The best timing depends on the risk. Send a burst before a high-risk task, after a policy update, during onboarding or shortly before a seasonal pressure period. A manager can introduce it in a toolbox talk, team huddle or one-to-one conversation, then revisit the same behaviour later.

Plan delivery around operational cycles rather than forcing every employee into the same annual deadline. A practical training calendar can align reinforcement with audits, peak trading periods, new technology rollouts, performance reviews and changes in regulation.

Managers should receive a simple facilitation note: the purpose of the burst, the question to ask and the behaviour to observe. This turns compliance from an isolated e-learning task into a regular part of supervision.

Measure use, not just completion

Completion data shows that someone opened a module. It does not show whether they can recognise a risk or act correctly under pressure. Add short scenario decisions, confidence checks and follow-up observations to assess whether the learning is being used.

Predictive Evaluation can help connect these measures with business outcomes. Track indicators such as reporting quality, audit findings, incident trends, rework, customer complaints or escalation times. The right measure depends on the risk, but the principle remains consistent: link the learning activity to a business result.

Avoid collecting data simply because the platform makes it available. A small set of meaningful indicators is more useful than a dashboard full of clicks. Review results by role, location, tenure and work pattern to identify where reinforcement is needed.

Build a repeatable burst system

A single short module will not fix a weak compliance culture. Create a library of reusable templates, scenario patterns, review steps and accessibility standards. This reduces production time while allowing each burst to reflect the relevant risk and audience.

Custom development is valuable when the behaviour is specific to your systems, customers or operating model. A custom training approach can combine instructional design, subject-matter expertise and delivery planning so the learning fits the workplace rather than sitting beside it.

Begin with one priority risk and a small pilot group. Write a five-minute burst, test it with employees from different locations and shifts, then check one behaviour measure within 30 days. Use those findings to release the next burst and place the first review date on the calendar.

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.