Your Chief Virtual Learning Architect

Learning to Performance

Read More
Custom Design & Delivery

Read More
Predictive Evaluation

Read More
Enterprise Learning Strategy

Read More

› ‹

1
2
3
4

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

Five Ways to Embed Learning Into Daily Workflows

Learning creates value when employees can use it during the work itself, rather than setting it aside for a course, workshop, or annual development event. Organizations that connect capability building with everyday tasks make learning easier to access, practice, and sustain.

Embedding learning into daily workflows also improves the employee experience. People receive guidance when a decision must be made, a process changes, or a new skill is required. This reduces the gap between knowing what to do and performing it consistently.

The strongest approach combines workflow design, manager support, targeted content, and meaningful measurement. These five methods help learning teams move from event-based training toward continuous performance improvement.

Start With the Moments That Matter

Begin by mapping the points where employees need knowledge, judgment, or confidence to complete a task. These moments may include preparing a proposal, handling a customer escalation, approving a claim, using new software, or leading a team meeting.

Once these moments are visible, place learning resources close to them. A short checklist, decision guide, demonstration, or example can appear inside the relevant platform or process documentation. The goal is to remove unnecessary searching and provide practical support at the point of need.

This approach also reveals where formal training is genuinely necessary. Some capabilities require structured development, while others can be supported through performance aids and guided practice.

Use Short Bursts To Build Capability

Learning bursts are brief, focused interventions that address one behavior, task, or concept at a time. They can include a three-minute video, a scenario, a quick knowledge check, or a guided application activity delivered through the channels employees already use.

Short formats are especially useful when teams are adopting new processes. Instead of expecting people to remember everything from a single launch session, organizations can reinforce the required behaviors over several days or weeks. This creates repeated contact with the content while employees are applying it.

A well-designed learning burst strategy can reduce time to competence by combining timely instruction with immediate practice. It should be connected to a real workflow, not treated as a series of disconnected micro-courses.

Link Learning Objectives To Business Performance

Learning activity becomes more relevant when employees can see how a new capability affects team and organizational results. Start by defining the behavior the program should change, then identify the operational indicator that should move as a result.

For example, a customer service program might target better diagnostic questioning, with first-contact resolution and customer satisfaction as related measures. A leadership program might focus on effective feedback conversations, with retention, engagement, or team productivity providing supporting evidence.

Teams can use this KPI alignment guidance to connect learning objectives with performance measures. This gives designers, managers, and participants a shared definition of success and helps prevent training from becoming an isolated activity.

Workflow approach	Best use	Example support	Evidence of progress
Point-of-need guidance	Recurring tasks and decisions	Checklist or decision tree	Fewer errors or delays
Learning bursts	New processes and systems	Short video and practice task	Faster time to competence
Manager reinforcement	Behavioral change	Coaching prompt or observation guide	More consistent application
Peer learning	Complex or social capabilities	Community discussion or case exchange	Better problem solving
Performance measurement	Strategic initiatives	Adoption and outcome dashboard	Business impact over time

Build Coaching Into Existing Routines

Managers have a powerful role in turning learning into performance. A short conversation during a team meeting, one observation after a customer interaction, or a question during a project review can reinforce the expected behavior without requiring a separate development event.

Give managers simple tools that fit their schedules. Coaching prompts, observation checklists, conversation guides, and examples of effective performance make reinforcement more consistent. Managers should know what to look for, how to provide feedback, and when to direct an employee to additional support.

Peer learning can strengthen this system. Teams can share examples, discuss obstacles, and explain how they adapted a process to a real situation. These exchanges make practical knowledge visible and help employees learn from local experience.

Make Knowledge Easy To Find And Use

Employees often avoid learning resources that are difficult to locate, overly long, or disconnected from their immediate responsibilities. Organize content around work activities and common problems rather than internal course categories. Search terms should reflect the language employees use in their roles.

Resources should also be designed for action. A concise job aid may be more valuable than a comprehensive manual when someone needs to complete a task quickly. Use clear labels, examples, visuals, and next steps so employees can apply the information with minimal interpretation.

Review these resources as processes change. Outdated guidance can create errors and weaken trust in the learning function. Content ownership, review dates, and user feedback should be part of the workflow rather than an occasional administrative exercise.

Measure Adoption And Business Impact

Embedding learning requires more than tracking attendance, completions, or assessment scores. Those measures show activity, but they do not fully explain whether employees adopted the desired behavior or whether business results improved.

Use a measurement chain that connects participation to application and outcomes. Useful evidence may include system usage, process compliance, quality scores, productivity, customer results, manager observations, and employee confidence. Establish a baseline before launch whenever possible.

Predictive Evaluation can help organizations forecast adoption, impact, and return on investment before a program is fully deployed. Dave Basarab Consulting offers learning strategy services that connect instructional design and development with measurable business priorities.

Turn Principles Into Operating Habits

A practical implementation should begin small, focus on a high-value workflow, and expand after the organization has evidence of what works. Learning leaders, process owners, managers, and employees should share responsibility for identifying needs and reviewing results.

Use these actions to establish a repeatable operating rhythm:

Select one workflow where improved capability would produce a visible business benefit.
Identify the critical behaviors, decisions, and points of friction within that workflow.
Add a short learning resource, practice opportunity, or coaching prompt at the relevant moment.
Define adoption and performance measures before launching the intervention.
Review the evidence with managers and update the support based on real usage.

When learning is integrated into the systems, conversations, and decisions that shape daily work, development becomes more practical and more measurable. Begin with one workflow, connect the intervention to a meaningful outcome, and build from the evidence. Dave Basarab Consulting can help design a learning ecosystem that improves capability while keeping business results at the center.

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.