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 Training That Sales Teams Will Use on Monday Morning

Australian sales leaders do not mince words. They want training that lifts pipeline within weeks, not within fiscal cycles. Whether you are running a team selling industrial equipment out of a Pilbara camp or closing enterprise SaaS deals in a glass tower on Collins Street, the cultural expectation is the same: show me the number, then we will talk about learning.

That impatience is fair. Salespeople live by their CRM dashboard and their commission run rate. They have no time for a two-day offsite that lives on a Sharepoint site and gets forgotten by Wednesday arvo. If learning does not help them qualify faster, handle objections more cleanly, or shorten the sales cycle, it gets binned.

Traditional learning programs still chase completions, certificates, and smile-sheet feedback. Those metrics look tidy in a board deck but tell you nothing about whether a rep can actually run a sharper discovery call next Monday morning.

The smarter path treats training as a revenue lever. That means designing it from the seller's workflow, delivering it in learning bursts, and using Predictive Evaluation to forecast adoption before launch rather than after the budget is gone.

Why Sales Training Often Misses the Mark

Most programs are built in a boardroom, then pushed onto a workforce that never asked for them. The facilitator designs for a tidy agenda, not for the rep who is juggling ten deals and a flight to Adelaide. When the content does not match the language reps actually use on the phone, they default to winging it. "She'll be right" only gets you so far when a competitor is sharper on value articulation.

Add to that the lack of reinforcement. A workshop ends, people fly home to Sydney or Perth, and the new skill evaporates by Friday. Without manager coaching, peer practice, and short refreshers baked into the program, training behaves like a one-off event instead of a capability shift.

Too many programs measure the wrong thing. Hours in a course and quiz scores are vanity numbers. The right question is whether the rep closes more pipeline at the same win rate, and that needs a different measurement frame altogether.

Diagnose Before You Design

Any high-impact sales program begins with forensic diagnosis, not a flashy curriculum. Before you commission a new module, walk the floor. Sit in on actual discovery calls, mine the CRM for lost-deal patterns, and interview the sales managers who carry the number.

Pull the last 50 lost opportunities from your CRM and tag the real objection behind each loss.
Shadow your top two performers on five live calls each and note the language they use.
Interview four frontline managers across regions to surface the gaps no slide deck will mention.
Map the buyer journey your customers walk, including the parts reps skip because nobody trained them.
Review rejection language and competitive mentions to find the skills that move the needle.

Once that picture is clear, the training scope writes itself. You stop guessing and start solving for the actual friction in the funnel.

Microlearning and Learning Bursts That Fit the Calendar

Salespeople do not need another two-day workshop. They need sharp, five-minute learning bursts they can consume between meetings, on a plane, or at 6am before a client breakfast in Brisbane. Microlearning shifts the unit of value from hours to moments, and it slots into the rhythm of a working rep rather than fighting it.

Element	Traditional Workshop	Learning Bursts
Delivery format	One-off offsite over 1–2 days	5–10 minute modules on mobile
Spaced practice	Single event, no reinforcement	Daily or weekly refreshers
Personalisation	One track for everyone	Content routed by deal stage and role
Measurement	Smile sheets and completions	Behaviour change and pipeline impact
Embed in workflow	Pulled out of context	Pushed into CRM, Slack, Teams

Designing for bursts means rethinking the curriculum. One behaviour per module, one clear takeaway, one short practice activity. Australian sales teams are mobile-first, FIFO-friendly, and time-poor, so anything that lives outside the phone in their pocket will be ignored.

If you want a practical way to see adoption and impact in real time, the predictive evaluation dashboards give L&D leaders a live read on which behaviours are being practised and which are slipping.

Building Capability That Sticks Beyond the Workshop

A learning burst without reinforcement is just a video. To make the skill stick, the program has to keep showing up in the rep's week.

Pair every module with a 10-minute manager-led debrief the same day.
Schedule weekly peer role-play sessions, even if they are only 20 minutes long.
Build a small library of real customer scenarios sourced from your own lost-deal data.
Tie completion of each burst to a specific deal-stage activity, not a checkbox.

When the program rides alongside the deal cycle, learning stops feeling like extra homework. It becomes part of how the team wins, which is the only framing that survives contact with a busy pipeline.

For leaders planning the year ahead, the integrating predictive evaluation approach walks through how to fold forecasting and measurement into the annual L&D planning cycle without doubling the workload.

Measuring Adoption and Proving Value With Predictive Evaluation

Capability without measurement is a hunch. The Predictive Evaluation methodology lets you forecast adoption, impact, and ROI before the program rolls out, then prove it after.

By modelling who will use the training, how often, and in which situations, you can predict the likely lift in pipeline contribution and confidence-interval the business case. After launch, the same frame helps you see which cohorts are practising and which are sliding back, so the program can be tuned while it still matters.

This is where L&D stops being a cost centre that defends hours and starts being a revenue partner that defends pipeline. To dig into the numbers, the predicting training's value framework lays out how to convert learning activity into a credible commercial forecast.

The Australian sales floor will not tolerate training that cannot defend its own commercial case. Predictive Evaluation gives learning leaders the language and the data to do exactly that, in the same terms a sales VP already speaks.

If training for a sales team has to show value within the quarter, design it for the workflow, deliver it in bursts, reinforce it with coaching, and prove it with predictive data. That sequence is what turns learning from an event the team forgets into a capability the pipeline can feel.

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.