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 That Reinforce Key Performance Indicators

A two-hour workshop rarely travels back to the desk with the participant. People in a Sydney call centre leave the session with a folder of slides, scan them once, and return to the queue of tickets waiting on Monday morning. The gap between training and behaviour is exactly where KPI results slip away.

Learning bursts offer a different shape. Short, deliberate, and tightly tied to one measurable outcome, they return to the learner at the right moment and ask for a small action. When designed around a specific indicator, they stop being nice to have and become levers for performance.

Why short reinforcement beats a single long session

Research in adult learning keeps pointing to the same conclusion: retention drops sharply after 24 hours without reinforcement. A full-day program in Melbourne's CBD might feel comprehensive, yet on-the-job translation is thin because the brain has no opportunity to revisit or rehearse. A burst lands close to the moment of need and gives the learner a single, narrow task.

Managers see the difference quickly. Instead of waiting for a quarterly survey to surface a gap, they can observe whether the burst's micro-behaviour shows up in the next 1:1. The shorter cycle also suits modern attention patterns, where frontline staff in Brisbane scroll through updates on a tablet between tasks and rarely sit still.

Mapping each burst to a single indicator

The fastest way to weaken a learning burst is to make it cover too many behaviours at once. Pick one KPI per module. If a retail district is working on average basket value, the burst should focus on one observable action, such as recommending a complementary item at the till, not stray into upsell scripts, loyalty enrolment, and stock rotation in the same five-minute package.

This discipline also helps measurement. When the burst is tied to a single indicator, line managers can compare pre- and post-data without arguing about which intervention caused the result. The Predictive Evaluation methodology treats this clarity as the foundation of credible training impact reporting.

Structuring a five-minute module

A well-built burst follows a predictable rhythm so the learner knows what to expect and the manager knows what to reinforce. The following elements keep each module sharp and repeatable.

A one-sentence reminder of the KPI and why it matters now
A short concept or model, no longer than a single paragraph
A concrete example drawn from the learner's own role
One micro-action to attempt before the next session
A reflection prompt that takes under a minute to answer

The micro-action is the heart of the design. Without it, the burst is just information. With it, the learner changes a habit on the next shift, which is where performance actually moves.

Aligning bursts with Australian workplace realities

Australian workplaces carry their own rhythms. FIFO rosters in Western Australia, four-day-week trials in Melbourne, and hybrid rosters in Canberra all affect when bursts are delivered. Compliance content must align with the Fair Work Act and the model WHS laws administered by Safe Work Australia, while privacy training must respect the Privacy Act 1988 and the Australian Privacy Principles.

Regional realities matter too. An aged-care provider in regional New South Wales will struggle to release staff for live sessions during a busy morning shift, so a burst delivered through a mobile-first format during handover is more realistic than a scheduled webinar.

Using spaced practice to lock in behaviour change

A single burst fades like any other training nudge. What holds behaviour in place is spacing: delivering the same micro-content across two or three follow-up moments over a fortnight, each time with a fresh example or a deeper reflection. The learner does not feel like they are repeating a lesson, because the context changes while the underlying skill stays the same.

The manager's role between bursts is just as critical as the burst itself. A short coaching conversation at the next shift reinforces the micro-action and signals that the behaviour matters. The work of faculty experts such as Dr Marcia Reynolds shows how emotional intelligence shapes those moments and lifts the likelihood that the new habit sticks.

Measuring adoption and impact without overloading the team

Designing bursts that move KPIs is half the work. The other half is showing the business they worked. Lightweight measurement works best: a short pulse check after each burst, a manager observation at the next coaching conversation, and a lagging indicator pulled from existing operational dashboards two to three weeks later.

When a burst clearly traces back to a KPI, a moment of practice, and a manager conversation, the link between learning and performance becomes visible to everyone in the room.

Common pitfalls when linking bursts to outcomes

Even well-intentioned programs drift away from their performance goals. The following mistakes come up most often in Australian rollouts.

Choosing content topics because they are easy to source rather than because they map to a defined KPI
Treating bursts as a library of videos instead of action-driven micro-experiences
Skipping the manager's role in coaching the micro-action between bursts
Measuring satisfaction scores in place of behavioural or operational indicators
Releasing all bursts at once instead of staggering them around the KPI cycle

A practical way to avoid these traps is to review the service descriptions before scoping the program, so the design choices are made with the full service mix in view.

The real test is simple: if a burst cannot be traced to a KPI, a moment of practice, and a manager conversation, it has drifted from performance into content. Keep the design tight, keep the spacing deliberate, and the bursts will do what longer programs rarely manage — change what people actually do at work tomorrow.

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.