Your Chief Virtual Learning Architect

Learning to Performance

Read More
Custom Design & Delivery

Read More
Predictive Evaluation

Read More
Enterprise Learning Strategy

Read More

› ‹

1
2
3
4

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 Mobile-First Workforces

Employees increasingly learn between meetings, during commutes, on customer visits, and while working across multiple locations. A mobile-first workforce needs development content that fits these moments without sacrificing relevance, practice, or business value.

Learning bursts are short, focused experiences designed to help people acquire, apply, and reinforce a specific capability. When they are built thoughtfully, they can support leadership development, compliance, sales enablement, technical skills, and everyday performance.

The strongest programs treat mobile delivery as a design decision rather than a smaller version of classroom training. Every element, from the learning objective to the follow-up measurement, should reflect how people actually work.

Why Mobile-First Changes Learning Design

Mobile learning competes with notifications, urgent tasks, variable connectivity, and limited attention. A successful burst therefore needs one clear purpose. Instead of covering an entire topic, it should address a decision, behavior, or task that employees can recognize immediately.

The format also changes how information is organized. Short videos, interactive scenarios, audio explanations, checklists, and quick knowledge checks can make content easier to consume. Yet brevity alone does not create learning. Each activity needs a meaningful connection to the employee’s role and a clear next step.

A mobile-first approach should also account for accessibility and device variation. Responsive layouts, readable typography, captions, downloadable resources, and low-bandwidth options help ensure that every learner can participate.

Start With the Moment of Need

Before creating content, identify when the employee needs support. A service representative may need a two-minute troubleshooting guide during a customer interaction, while a new manager may benefit from a short coaching scenario before a one-to-one meeting. These situations create a stronger design anchor than a broad subject label.

Map the workflow surrounding the moment of need. What triggers the behavior? What decision must the employee make? What mistakes are common? What resource would help someone act with greater confidence? Answers to these questions shape the learning objective and prevent unnecessary content from entering the burst.

Learning objectives should use observable language. “Understand effective feedback” is difficult to assess in a short experience. “Deliver a specific observation and agree on a next action” gives the designer a behavior to model, practice, and measure.

Build for Attention and Application

A practical burst often follows a simple progression: orient the learner, present one useful idea, create an opportunity to practice, and prompt application on the job. This sequence can take five minutes or fifteen, depending on the complexity of the behavior and the learner’s context.

Content should be chunked around decisions rather than slide counts. A brief scenario with realistic choices may produce more value than several screens of explanation. Spaced reinforcement can then revisit the same capability through reminders, reflection prompts, manager conversations, or follow-up challenges.

Design Element	Mobile-First Choice	Performance Benefit
Objective	One observable behavior	Creates focus
Format	Scenario, demonstration, or checklist	Supports practical use
Interaction	Tap, choose, reflect, or rehearse	Encourages active participation
Reinforcement	Timed reminder or workplace challenge	Improves retention
Evidence	Completion, confidence, application, and results	Connects learning to outcomes

Measure Adoption Before Impact

Completion rates can show that employees opened a burst, but they do not prove that learning was adopted. A stronger evaluation approach examines whether learners engaged with the experience, remembered the core idea, applied it, and produced a measurable business effect.

Predictive Evaluation can help organizations forecast likely adoption and impact before investing heavily in a learning initiative. Teams can define expected behaviors, identify barriers, and establish indicators that connect the learning experience with operational results. This makes evaluation part of design instead of an afterthought.

Organizations should also look for hidden friction. Poor timing, unclear manager support, irrelevant examples, or difficult access can reduce participation even when the content itself is well designed. This analysis of training adoption costs highlights why usage barriers deserve attention alongside instructional quality.

Recommendations for Sustainable Bursts

A collection of isolated micro-courses can become difficult to navigate and easy to ignore. Create a coherent learning journey in which each burst has a role, whether it introduces a concept, supports practice, reinforces a behavior, or prepares employees for a larger development experience.

Use these recommendations when planning a mobile learning portfolio:

Align every burst with a business priority and an observable workplace behavior.
Keep the core experience focused, while linking to optional depth for learners who need it.
Include realistic practice rather than relying on passive video or reading.
Schedule reinforcement around the time employees are expected to apply the skill.
Give managers prompts that help them discuss and reinforce the behavior.

Governance matters as much as production. Assign ownership for reviewing content, monitoring usage, updating examples, and responding to learner feedback. A lightweight editorial calendar can prevent outdated bursts from remaining in the learning ecosystem long after the process has changed.

Connect Bursts to Business Results

Mobile learning becomes strategically valuable when it supports a larger capability system. Bursts can complement instructor-led workshops, coaching, performance support, onboarding, and leadership pathways. They can also provide a low-risk way to test an instructional approach before scaling it across the organization.

Measurement should combine learning data with operational evidence. Depending on the goal, useful indicators might include time to proficiency, quality scores, sales conversion, safety incidents, customer satisfaction, manager observations, or employee confidence. The right measures depend on the behavior and the business context, not on the platform’s default analytics.

A structured predictive evaluation process can clarify which signals to collect and how to estimate return on investment. With that discipline, learning teams can improve content based on evidence and communicate value in terms leaders recognize.

Begin by selecting one high-value workflow and designing a focused burst around a real performance need. Test it with a representative group, observe adoption and application, then refine the experience before expanding it. Dave Basarab Consulting can help connect mobile-first instructional design with enterprise learning strategy, delivery, and measurable 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.