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 accommodates different learning styles

Effective workplace learning cannot depend on a single delivery format. Employees differ in experience, confidence, attention, accessibility needs, cultural background, and familiarity with technology. They also encounter training in varied settings, from live workshops to mobile learning between meetings.

Designing training that accommodates different learning styles means creating multiple ways to understand, practice, and apply the same capability. The goal is not to place people into rigid “visual,” “auditory,” or “kinesthetic” categories. It is to offer flexible learning experiences that support how people process information and perform on the job.

Start with performance, not preference

Learning preferences can provide useful design clues, but they should not replace a clear performance analysis. First identify what employees must do differently, which decisions they must make, and what business outcomes the program should influence. This keeps the curriculum focused on capability rather than entertainment.

A strong needs analysis also reveals barriers that have little to do with learning style. Employees may lack manager support, system access, time, confidence, or opportunities to use a new skill. Addressing those conditions makes training more effective than simply adding another presentation format.

Build several routes to the same outcome

A single concept can be explained through concise text, diagrams, demonstrations, discussion, and hands-on practice. These options give learners more than one way to engage with the material while reinforcing the same message. For example, a customer service module might combine a process map, a short scenario video, a transcript, and a simulated conversation.

Choice should be purposeful rather than excessive. Too many formats can increase cognitive load and make navigation confusing. Use a consistent structure, clear signposting, captions, transcripts, readable visuals, and downloadable reference tools so learners can select the support they need without losing the learning path.

Connect content to real work

Adults learn more readily when they can see immediate relevance. Replace long explanations with realistic cases, decision points, role-play, demonstrations, and guided practice. Scenarios should reflect the systems, constraints, customers, and trade-offs employees actually encounter.

Distributed teams require particular care. Facilitated discussions, peer collaboration, asynchronous reflection, and short digital activities can create interaction without requiring everyone to be online at the same time. Guidance on distributed leadership development also highlights why leadership programs must account for distance, autonomy, and varied communication patterns.

Match methods to performance needs

Different instructional methods serve different purposes. Information may be efficiently delivered through a brief reading or video, while judgment and interpersonal skills require practice, feedback, and repetition. The design should therefore match the method to the type of change expected.

Performance need	Useful learning experiences	Reinforcement method
Recall key information	Visual summaries, brief readings, microlearning	Spaced quizzes and job aids
Follow a process	Demonstrations, annotated screens, checklists	Workflow prompts and coached practice
Make decisions	Branching scenarios, case studies, group discussion	Feedback on consequences
Perform a physical or technical task	Demonstration, simulation, guided practice	Observation and skills checks
Change a leadership behavior	Role-play, reflection, peer coaching	Manager conversations and follow-up goals

Accessibility should be built into every route. Provide keyboard-friendly activities, meaningful alt text, captions, transcripts, sufficient color contrast, and plain-language instructions. These features benefit employees with disabilities while improving usability for everyone.

Forecast adoption before launch

A beautifully designed program can still fail if employees do not use it, complete it, or apply it. Adoption depends on workload, manager expectations, communications, incentives, technology, and the perceived value of the training. Those factors should be examined during design, not after participation drops.

Predictive Evaluation provides a practical way to forecast likely adoption, impact, and return on investment before resources are committed. Organizations can use forecast adoption early to test assumptions, identify weak points, and strengthen the launch plan.

Training teams should also avoid treating attendance as proof of success. Completion data, confidence ratings, manager observations, performance indicators, and business measures provide a fuller picture of whether learning transferred into work.

Apply these design recommendations

A flexible learning experience becomes easier to build when the design team uses a repeatable set of checks throughout analysis, development, and delivery.

Define the job behaviors and business outcomes before choosing media or activities.
Offer complementary formats, such as text, audio, visuals, demonstration, and practice.
Use scenarios and feedback to support judgment, problem-solving, and interpersonal skills.
Build accessibility, mobile usability, and asynchronous participation into the initial design.
Establish adoption and impact measures before launch, then assign owners for follow-up.

Avoid assuming that every learner needs a separate pathway. A well-structured core experience with optional explanations, practice levels, reference tools, and extension activities can serve a broad workforce without creating unnecessary complexity. It is also useful to review adoption forecast pitfalls before finalizing the business case.

Turn learning variety into business value

Accommodating learner differences is most effective when it remains connected to organizational priorities. Training should make essential knowledge accessible, provide realistic opportunities to practice, and create the conditions for employees to use new skills with confidence.

Dave Basarab Consulting can help organizations develop enterprise learning strategies, custom instructional solutions, leadership programs, learning bursts, and training delivery supported by Predictive Evaluation. Build a learning experience that respects workforce variability while making adoption and results visible from the start.

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.