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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.

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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.

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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.

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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.

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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.

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Predictive Evaluation

How Learning Bursts Reduce Time-to-Competence for New Processes

When a company introduces a new process, employees rarely need a full course before they can begin applying it. They need the right information at the moment of need, enough practice to build confidence, and reinforcement that helps the behavior become routine. Learning bursts meet those requirements through short, focused learning experiences.

A learning burst may be a five-minute video, a guided scenario, a short simulation, a decision aid, or a targeted practice activity. Each experience addresses one task, decision, or performance gap rather than attempting to explain an entire system at once.

This approach helps organizations shorten the distance between awareness and competent performance. It also gives learning teams a practical way to support process adoption while connecting training activity with operational outcomes.

Why Time-To-Competence Matters

Time-to-competence measures how long it takes a person to perform a new responsibility accurately, independently, and consistently. For a new customer workflow, compliance procedure, software platform, or production method, this period can affect revenue, service quality, risk exposure, and team productivity.

Traditional training often creates a delay between learning and application. Employees attend a scheduled session, receive extensive information, and then return to work without immediate opportunities to practice. When they finally use the process, they may have forgotten key steps or lack confidence in handling exceptions.

Learning bursts reduce that delay by placing relevant content close to the point of performance. Employees can learn, try, receive feedback, and revisit the material without waiting for another formal class.

How Short Learning Experiences Build Capability

A well-designed burst focuses on a measurable behavior. Instead of covering every feature in a new platform, it might show employees how to approve a request, resolve a common error, or document an interaction correctly. This narrower scope reduces cognitive load and makes successful practice easier to observe.

Short modules also support spaced reinforcement. A first burst can explain the process, a second can present a realistic scenario, and a later activity can test judgment under pressure. Repeated exposure strengthens recall while allowing employees to apply each lesson in their daily work.

The format can vary according to the process. A quick demonstration may suit a software task, while branching scenarios can develop decision-making. Checklists, job aids, manager prompts, and short coaching sessions can extend the learning experience beyond the digital module.

Designing Bursts Around the Workflow

Effective learning bursts begin with the work itself. Instructional designers should map the new process, identify critical moments, and determine where employees are most likely to hesitate or make an error. These points become the foundation for a sequence of targeted learning assets.

Each burst should answer a practical question: What must the employee do, decide, notice, or avoid? Clear outcomes make it easier to select the right content and create meaningful assessments. They also help managers reinforce the same expectations during team meetings and coaching conversations.

Organizations can strengthen this design by studying patterns from experienced practitioners and previous transformation initiatives. Dave Basarab’s corporate experience illustrates the value of grounding learning strategy in real workplace performance rather than treating training as a separate event.

Comparing Learning Approaches

The best format depends on process complexity, risk, learner readiness, and the level of support available after training. Learning bursts are especially useful when employees need frequent access to focused guidance, while longer programs remain valuable for complex judgment, leadership capability, or foundational knowledge.

Learning approach Best use Effect on competence speed Reinforcement potential
Full-day workshop Complex concepts and collaborative practice Moderate; application may be delayed Requires follow-up design
Self-paced course Foundational knowledge and policy coverage Variable; depends on learner motivation Moderate through revisits
Learning burst sequence Specific tasks, decisions, and process steps High when aligned with workflow High through spaced practice
Manager-led coaching Role-specific feedback and behavior change High for targeted performance gaps High through ongoing conversations
Job aid or checklist Immediate support during task execution Fast for routine actions High at the point of need

A blended approach often produces the strongest results. A short orientation can establish context, learning bursts can build task-level capability, and coaching can address individual barriers. This combination makes the learning journey efficient without reducing it to passive content consumption.

Measuring Adoption And Business Impact

Completion rates cannot show whether employees have adopted a new process. A stronger evaluation model examines behavior, performance, and business outcomes. Teams can track whether employees use the new workflow, how accurately they complete it, how quickly they reach proficiency, and whether error rates decline.

Predictive Evaluation helps organizations connect learning interventions with expected results before a program is fully deployed. The adoption evaluation model can support forecasts about participation, behavior change, business impact, and return on investment.

Useful indicators may include time-to-competence, first-time-right performance, support requests, rework, customer satisfaction, cycle time, and manager observations. Baseline data should be collected before launch so that changes can be interpreted with greater confidence.

Building A Practical Burst Strategy

Learning teams can make short-form learning more effective by applying a consistent design discipline:

  • Break the process into critical tasks, decisions, and exceptions.
  • Give every burst one observable performance objective.
  • Use realistic practice rather than relying on information screens.
  • Deliver reinforcement through spaced reminders, coaching, and job aids.
  • Track adoption and operational results alongside completion data.

Governance also matters. Content owners should review bursts when the process changes, while managers need simple prompts for reinforcing the expected behavior. A content library organized by role, workflow, and performance need makes it easier for employees to find support quickly.

Learning bursts should complement, rather than replace, deeper development. Employees may still need instructor-led practice, mentoring, or advanced simulations when a process involves high judgment or significant consequences. The goal is to match the learning experience to the performance requirement.

When new processes must become productive quickly, targeted learning bursts provide a scalable route from explanation to execution. Begin by identifying the moments that slow employees down, then create focused practice and measure whether capability appears in the work. Dave Basarab Consulting can help translate that analysis into an enterprise learning strategy tied to adoption, performance, and business results.

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.

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