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 learning bursts for compliance updates in regulated industries

Regulated organisations cannot treat compliance training as an annual box-ticking exercise. Rules change, employees move between roles, and operational decisions are often made under time pressure. A short, focused learning burst can turn a new obligation into a practical behaviour before the risk becomes a finding, incident or customer complaint.

The strongest bursts are designed around a single workplace decision. They explain what has changed, why it matters, what staff must do differently and how leaders will know the change has been adopted. This approach suits financial services, health, energy, transport, mining and other Australian sectors where evidence of capability matters.

A learning burst might be a five-minute scenario, a mobile activity, a manager-led discussion or a short assessment followed by an on-the-job prompt. Its format should reflect the workforce. A desk-based team in Sydney may use an online module, while FIFO crews in Western Australia may need offline access, toolbox delivery and simple recall aids.

Australian compliance environments also have distinct requirements. APRA-regulated institutions may need clear governance records, health providers must respond to changing professional obligations, and employers must align training with work health and safety duties across states and territories. A well-designed burst supports those obligations without overwhelming people with legal language.

Approach	Best use	Strength	Risk to manage
Annual compliance course	Broad policy awareness	Easy to schedule and report	Knowledge fades quickly
Email or policy update	Immediate notification	Fast distribution	Little proof of understanding
Learning burst	Specific behaviour change	Practical, repeatable and measurable	Needs careful scope
Scenario and assessment	High-risk decisions	Reveals judgement and confidence	Requires realistic design

Start with the compliance decision

Begin by identifying the decision employees must make differently. “Understand the revised privacy requirements” is too broad. “Confirm consent before sharing sensitive health information with a third party” gives the designer a clear behaviour, audience and testable outcome.

Map the requirement to the job context, including systems, handovers and likely points of failure. A compliance adviser in Melbourne may work with the same policy as a regional branch employee in Townsville, but their access to supervisors, connectivity and customer interactions can differ. Design for those realities rather than assuming a single national experience.

Learning objectives should use observable verbs: verify, escalate, document, refuse, report or seek approval. Where the update affects commercial judgement, a business acumen perspective can help connect the rule with cost, reputation, service continuity and customer trust.

Keep the burst short and useful

A strong burst usually contains one message, one realistic situation and one opportunity to practise. Start with a familiar event, such as a suspicious payment, a medication error, an unsafe plant condition or a request for information from an unverified contact. Ask the learner to choose an action, then explain the consequence of each response.

Use plain Australian English and avoid reproducing policy paragraphs on screen. “Stop and check the authority” is more memorable than a dense explanation of procedural controls. Terms such as “mate”, “shift handover” or “site supervisor” may be appropriate when they reflect the workplace, but language should remain respectful and clear across multicultural teams.

Accessibility and delivery constraints need attention from the beginning. Provide captions, readable contrast, keyboard access and downloadable alternatives where needed. Test the burst on the devices used by regional staff, contractors and employees working in warehouses, hospitals, vessels or mine sites.

Build assessment into the experience

Compliance learning should test judgement, not just recognition. A multiple-choice question that asks employees to recall a policy definition may produce a high score without changing behaviour. A short branching scenario can reveal whether someone knows when to pause, escalate and record an action.

Use feedback to explain the reasoning behind the correct response. If every option receives the same generic message, the activity loses value. For higher-risk roles, consider an observed task, manager check or structured simulation. Guidance on predictive assessment design is useful when the organisation needs evidence that learning will transfer to workplace performance.

Assessment difficulty should reflect consequence and frequency. A rare, high-impact decision may require a scored scenario and supervisor sign-off. A frequent, low-complexity change may need a quick decision check followed by a reminder in the workflow.

Connect bursts to the work system

A burst is more effective when it appears near the action it supports. Embed reminders in a case-management system, rostering platform, clinical workflow or approval process. Managers can reinforce the update during pre-starts, team huddles and one-to-ones rather than relying on a single completion notification.

For dispersed Australian workforces, schedule releases around shifts, public holidays and operational peaks. A New South Wales office and a Western Australian site may need different session windows. Contractors and labour-hire workers also require a clear path to access, complete and evidence the learning.

Practical design checks

Define the one behaviour the update must change.
Use a realistic local scenario and decision point.
Keep the core activity short enough to complete during a normal work break.
Offer accessible, mobile-friendly and low-bandwidth formats.
State what employees must do when they are unsure.

Measure adoption, impact and risk

Completion is useful, but it is only an exposure measure. Stronger evidence comes from combining knowledge checks, confidence, manager observations, workflow data and incident trends. Predictive Evaluation can help forecast whether a burst is likely to be adopted and connect learning activity with operational results.

Set a baseline before launch where possible. Track measures such as escalation quality, documentation accuracy, approval errors, repeat incidents and time to resolve exceptions. Compare results by role, location, tenure and employment type so that a high overall score does not conceal a gap among contractors or regional teams.

Useful evidence to collect

Scenario performance before and after the burst.
Manager observations during the first few weeks.
Compliance exceptions linked to the targeted behaviour.
Learner confidence and reported barriers.
Business indicators such as rework, complaints or incident rates.

A review cycle keeps the content accurate as regulators, systems and procedures change. Assign an owner, set an expiry or review date, and maintain a version record that auditors can follow. The next concrete step is to choose one current compliance change and write its single observable workplace behaviour in a sentence.

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.