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 for Self-Directed Workforces

Employees increasingly expect learning to fit the way they work: available when needed, relevant to an immediate problem and flexible enough to accommodate different levels of experience. A fixed course schedule can feel slow for a capable workforce that is used to searching, testing and applying information independently.

Designing training for a workforce that prefers self-directed learning does not mean removing structure. It means replacing unnecessary control with clear outcomes, useful choices and timely support. People still need a reliable pathway, practice opportunities and evidence that their effort matters to the business.

For Australian organisations, this approach must also account for dispersed teams, operational pressures and varied digital confidence. A program serving employees in Sydney, regional New South Wales, Brisbane and Perth may need to work across time zones, connectivity conditions and different workplace routines.

Traditional training model	Self-directed learning model
One scheduled pathway	Several approved routes to the same outcome
Content delivered before application	Resources accessed at the point of need
Completion as the main measure	Capability, adoption and business impact
Trainer controls the pace	Learner controls pace within clear boundaries
Occasional assessment	Frequent practice, feedback and reflection

Start With Choice, Not Content

Begin by defining what employees must be able to do differently. A sales program might target stronger discovery conversations, while a frontline safety program could focus on correct reporting and hazard controls. These observable outcomes give self-directed learners a destination without dictating every step.

Then offer a small range of ways to reach it. A short video, job aid, scenario, live clinic and manager conversation can address the same capability from different angles. Choice should reduce friction, not create a confusing library of disconnected resources.

Map The Australian Learner Context

Learner autonomy works best when the environment supports it. In Australia, employees may work from a Melbourne office, a mine site in Western Australia, a regional health service or a home office in Adelaide. Mobile-friendly resources, downloadable references and asynchronous activities help maintain access when bandwidth, rosters or travel interfere with live attendance.

Local workplace expectations matter as well. Public holidays, school-holiday schedules and long commutes can affect participation, while Fair Work obligations may shape when learning is completed. Consider TAFE-style practical learning, where skills are demonstrated in context, rather than relying only on abstract online modules.

Build A Flexible Learning Path

Use a core-and-choice architecture. The core might include essential policy, product knowledge or compliance requirements. The choice layer can include role-specific examples, optional deep dives and challenge activities. This protects consistency while allowing experienced employees to move quickly and newer staff to spend longer on foundations.

Make navigation explicit. Label resources by purpose, time and difficulty, such as “Prepare in 10 minutes”, “Practise a customer conversation” or “Explore advanced coaching”. Clear signposting prevents self-directed learning from becoming self-navigation through an overloaded learning management system.

Design For Practice And Reinforcement

Information rarely changes workplace behaviour by itself. Build realistic decisions, branching scenarios, demonstrations and short assignments into the learning experience. A learner should be able to try a task, receive feedback and repeat it before performance is judged in a live setting.

Reinforcement should continue after the formal activity. A weekly prompt, team discussion, checklist or quick knowledge challenge can bring the skill back into view. This reinforcement guidance explains why post-training support is central to adoption rather than an optional extra.

Measure Adoption Before Launch

Self-directed programs need measures that show whether people are choosing, using and applying the resources. Track searches, pathway progression, practice attempts, manager observations and operational indicators. Completion data can be useful, but it should not stand in for capability or business value.

Predictive Evaluation helps teams anticipate adoption and impact before a program is fully deployed. An adoption dashboard can bring leading indicators together so learning teams can spot weak engagement early and adjust communications, support or design.

Equip Managers Without Creating Dependence

Managers should encourage learning without becoming gatekeepers. Give them short conversation guides, observation checklists and prompts that connect learning to current work. A team leader in Brisbane might use a five-minute huddle to review a customer scenario, while a supervisor in Perth might observe the skill during a shift.

Useful design features include:

Searchable job aids linked to real tasks
Short modules that work on mobile devices
Practice scenarios with immediate feedback
Optional extension activities for advanced learners

Manager support should remain simple and repeatable:

Ask employees to name the next behaviour they will apply
Observe one agreed behaviour during normal work
Discuss barriers during a regular one-to-one
Share examples of successful application

Turn Learning Data Into Decisions

Learning teams should review data with operational leaders, not in isolation. If employees access resources but fail to apply a process, the issue may be unclear tools, competing targets, limited manager support or a workflow that makes the desired behaviour difficult. The response may require process redesign rather than another course.

A learning consultancy can help connect instructional design, leadership development, training delivery and enterprise learning strategy to measurable results. Dave Basarab Consulting describes this broader focus through its learning consultancy services, including custom development and methods for linking training with adoption, impact and return on investment.

The practical next step is to select one priority capability, define its observable workplace behaviour and create three approved learning routes that employees can use within the next 30 days.

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.