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

A Repeatable Path to Custom Training That Delivers

Custom training is most effective when it follows a dependable process rather than relying on individual talent or last-minute decisions. A repeatable approach gives learning teams a clear way to move from business needs to practical experiences, measurable behavior change, and sustained performance.

The goal is not to make every program identical. Each audience, workflow, and business priority deserves thoughtful treatment. Standardizing the decisions around discovery, design, development, delivery, and evaluation creates consistency while leaving room for meaningful customization.

This approach also helps organizations connect learning investment with operational results. When stakeholders agree on outcomes and evidence early, training becomes easier to govern, improve, and scale across departments.

Start with the business outcome

The strongest programs begin with a performance problem, not a request for a course. A stakeholder may ask for leadership training, onboarding, or software instruction, but the design team should clarify what must change in the workplace. The desired result might be faster customer resolution, fewer safety incidents, stronger manager conversations, or improved retention.

A discovery process should examine current performance, environmental barriers, audience characteristics, and existing resources. Interviews, workflow reviews, surveys, and performance data can reveal whether training is the right intervention. If employees lack authority, tools, incentives, or clear procedures, instruction alone will not close the gap.

Turn needs into a design brief

A concise design brief translates discovery into decisions the entire project team can use. It should define the audience, business objective, performance behaviors, constraints, delivery environment, subject-matter experts, and measures of success. This document becomes a shared reference when priorities shift or new contributors join the project.

Learning objectives should describe observable actions rather than broad knowledge goals. “Understand the escalation process” is difficult to assess, while “apply the escalation process to a customer case within five minutes” gives designers and managers a clearer target. Objectives also help determine practice activities, assessment methods, and job aids.

Build a workflow teams can repeat

A reliable workflow assigns ownership and approval points before development begins. One practical sequence moves through diagnosis, alignment, architecture, prototyping, production, quality review, launch, and evaluation. Each stage should have an entry condition, a defined output, and a person accountable for the decision.

The workflow can be adapted for e-learning, instructor-led sessions, blended programs, learning bursts, or performance support. The important feature is disciplined progression. Teams should avoid producing polished content before confirming the business need, target behaviors, and measurement plan.

Design stage	Core question	Useful output
Diagnose	What performance needs to change?	Needs and gap analysis
Align	What will success look like?	Outcomes and success measures
Architect	How should people learn and practice?	Learning journey or course map
Prototype	Does the solution work for the audience?	Storyboard or pilot module
Develop	Can the experience be delivered consistently?	Facilitator and learner materials
Launch	Are managers and learners ready?	Rollout and communication plan
Evaluate	What changed after training?	Adoption, impact, and ROI evidence

Design for practice and application

Custom instructional design should mirror the decisions learners make on the job. Scenarios, demonstrations, simulations, guided practice, and feedback generally create stronger transfer than information-heavy presentations. The level of realism should match the consequences and complexity of the work.

Short learning bursts can reinforce a larger program through reminders, quick decisions, checklists, or manager prompts. Job aids are especially valuable when employees need support at the moment of performance rather than during a scheduled class. Every asset should have a clear purpose and a defined place in the employee workflow.

Stakeholder involvement also needs structure. Subject-matter experts contribute accuracy, while learning professionals shape sequencing, practice, accessibility, and assessment. A review calendar with limited decision-makers reduces conflicting feedback and protects the project from endless revisions. Organizations exploring proven delivery approaches can review client experience for perspective on the range of business contexts learning consultants support.

Test, launch, and improve the experience

A small pilot can expose confusing instructions, unrealistic scenarios, technical issues, and gaps in manager support before full deployment. Pilot participants should represent the real audience, and feedback should focus on task clarity, confidence, relevance, and likely workplace use. Designers can then revise the experience using evidence rather than preference.

Launch planning should include communications, scheduling, facilitator preparation, technology checks, manager reinforcement, and learner support. Adoption is influenced by the surrounding environment, so leaders need to know what behaviors to reinforce and what performance signals to monitor after training.

Evaluation should continue beyond completion data. Attendance and assessment scores show activity, but they do not prove application or business value. A longer-term view of onboarding, for example, can reveal how learning affects retention over time; this analysis of long-term onboarding impact illustrates why follow-up measures matter.

Strengthen the operating model

A repeatable process becomes sustainable when it is supported by templates, governance, standards, and capable people. A central learning team can maintain design principles while allowing business units to contribute context. Version control, accessibility checks, content maintenance schedules, and reusable components reduce duplication and improve quality.

Predictive Evaluation can add discipline to the measurement cycle by forecasting likely adoption, impact, and return on investment before a program is fully launched. Those forecasts help decision-makers prioritize resources, identify risks, and establish the evidence needed for later validation.

Useful practices for a dependable custom training operation include:

Define business outcomes before selecting learning formats.
Use performance-based objectives and realistic practice.
Assign one accountable owner for every major approval.
Pilot high-impact content with representative employees.
Track adoption, behavior change, operational impact, and financial value.

Build the process into your organization’s learning strategy, then apply it to the next priority program. With clear outcomes, disciplined design decisions, and evidence-based evaluation, custom training can become a repeatable engine for employee capability and business performance.

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.