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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 Predictive Evaluation Helps You Optimize Learning Paths

Learning paths often begin as sensible collections of courses, resources, assessments, and practice activities. Yet a pathway can look complete on paper while employees struggle to apply new skills, skip critical steps, or lose momentum before reaching proficiency.

Predictive Evaluation brings evidence into the design process earlier. Instead of waiting for end-of-course surveys or annual performance reviews, organizations can forecast where adoption may weaken, which capabilities are likely to transfer, and what adjustments can improve business impact.

For learning leaders, this creates a practical connection between instructional design, employee behavior, and operational outcomes. The result is a learning experience that adapts to real needs rather than treating every employee or role as identical.

From Course Catalogs to Capability Journeys

An optimized learning path is organized around capability development, not simply content completion. It identifies what employees must do in their roles, the decisions they need to make, and the performance standards that define success.

Predictive Evaluation helps teams examine the full journey: awareness, knowledge, practice, application, reinforcement, and sustained performance. This broader view reveals whether a pathway supports behavior change or merely records attendance and completion.

A sales enablement path, for example, may need product knowledge, conversation practice, manager coaching, and field feedback. A compliance path may require scenario-based judgment rather than a short policy presentation. The appropriate sequence depends on the work employees must perform after training.

Find Training Gaps Before They Grow

Traditional evaluation often identifies problems after learners have completed a program. By then, weak prerequisites, unclear expectations, or missing practice opportunities may have affected an entire cohort. Predictive methods help reveal these risks while the pathway can still be adjusted.

Teams can assess the relationship between current proficiency, role requirements, learner readiness, manager support, and workplace conditions. This makes it easier to locate capability gaps before they become performance gaps. Dave Basarab’s guidance on identifying training gaps offers a useful perspective on using evidence before shortcomings widen.

The analysis can also distinguish between a learning problem and an environmental problem. If employees understand a process but lack access to the right tools, authority, or feedback, adding another course will not solve the issue. That distinction protects learning budgets and improves learner experience.

Turn Forecasts Into Pathway Decisions

Forecasting becomes valuable when it changes design choices. Predictive Evaluation can help learning teams decide where to add practice, shorten content, provide coaching, change the sequence, or create different routes for distinct learner groups.

A pathway might begin with a diagnostic that directs experienced employees toward advanced scenarios while giving newer employees foundational instruction. It may also include checkpoints that determine whether someone should continue independently or receive instructor support.

Learning path signal Likely risk Optimization response Useful measure
Low prerequisite knowledge Learners struggle early Add diagnostic activities or foundation modules Baseline assessment results
High completion but low application Content is understood but not used Add realistic practice and manager reinforcement Observation or performance data
Strong early engagement followed by drop-off Pathway is too long or poorly sequenced Break content into shorter milestones Progression and return rates
Different role requirements One route does not fit every learner Create role-based pathways Role-specific proficiency
Weak workplace support Transfer is blocked after training Align tools, coaching, and job aids On-the-job adoption

These decisions should be tested against business priorities. A pathway designed to improve customer retention will need different evidence from one intended to reduce production errors or accelerate project delivery. Predictive signals provide direction, while operational metrics validate whether the direction is correct.

Personalize the Pace and Sequence

Learners bring different levels of experience, confidence, motivation, and access to support. A fixed pathway may overwhelm beginners and frustrate experienced employees. Optimization allows organizations to preserve common standards while varying pace, depth, and practice.

Onboarding illustrates the value of this approach. New hires often need rapid confidence in essential tasks, but they also need time to build judgment and relationships. A carefully redesigned onboarding experience can use predictive insights to prioritize early wins, identify likely delays, and schedule reinforcement when it is most useful.

Personalization does not require a complex adaptive learning platform in every case. It can involve role-specific examples, optional challenge activities, manager-led check-ins, or targeted learning bursts. The key is to match the intervention to the evidence rather than adding personalization for its own sake.

Reinforce Skills Where Work Happens

Learning paths are more effective when they connect directly to daily work. Short, focused activities can prompt recall, support a decision, or help employees practice one behavior at the moment of need. These interventions are especially useful after formal training has ended.

Learning bursts can include a short scenario, a reflection prompt, a demonstration, or a manager discussion. Organizations exploring sample learning bursts can see how concise reinforcement fits into a broader capability strategy.

Predictive Evaluation helps determine which skills need reinforcement and when. If performance data shows that employees consistently make errors during a particular step, a targeted burst or job aid may be more effective than assigning another full course.

Connect Learning Activity to Business Results

Optimization requires measures that go beyond enrollment, attendance, and satisfaction. Those indicators can show whether people interacted with a program, but they do not prove that capability improved or that business performance changed.

A stronger measurement framework connects learning outcomes to observable behaviors and operational indicators. Depending on the initiative, this may include time to proficiency, quality scores, customer outcomes, productivity, safety incidents, sales conversion, or manager observations.

Predictive Evaluation supports this chain by clarifying expected results before launch. Teams can define what adoption should look like, identify leading indicators, and establish decision points for improving the pathway. This creates a more credible basis for demonstrating return on investment.

Practical Priorities for Learning Leaders

Organizations can begin with a focused pathway rather than attempting to redesign the entire learning portfolio. Select a business-critical capability, gather available performance evidence, and use the findings to test a small number of targeted changes.

Useful priorities include:

  • Define the role behaviors and business outcomes the pathway must support.
  • Diagnose learner readiness before assigning a standard sequence.
  • Add realistic practice, feedback, and manager reinforcement.
  • Use short learning bursts to address predictable points of failure.
  • Review adoption and performance evidence at planned decision points.

When learning pathways are treated as measurable performance systems, improvement becomes an ongoing discipline rather than a one-time course launch. Apply Predictive Evaluation to a priority capability, connect the evidence to business goals, and refine the journey until employees can use what they learn when it matters.

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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