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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 Prioritize Training Investments

Training budgets rarely grow as quickly as organizational needs. Leaders must decide which capability gaps deserve immediate funding, which programs require redesign, and which learning requests should wait. Attendance figures and learner satisfaction scores provide useful context, but they do not reliably show whether training will change behavior or improve business performance.

Predictive Evaluation provides a disciplined way to make those decisions before major resources are committed. It connects learning needs with adoption, performance outcomes, operational measures, and financial value so that training investments can be compared on the basis of expected impact.

This approach is especially valuable when an organization is managing several priorities at once, such as leadership development, compliance, technology adoption, sales enablement, or workforce transformation. Instead of treating every request as equally urgent, decision-makers can direct funding toward the initiatives most likely to produce measurable results.

Move From Training Demand To Business Priority

Employees and managers may request training because a problem is visible, frustrating, or politically important. However, a request does not automatically indicate that a course is the right solution. The underlying issue may involve unclear processes, inadequate tools, weak incentives, or insufficient management support.

Predictive Evaluation examines the connection between the capability gap and the desired business outcome. This helps leaders distinguish between problems that require instruction and those that need process improvement, technology changes, coaching, or clearer accountability.

Estimate Value Before Launch

Traditional evaluation often measures results after a program has been delivered. Predictive Evaluation adds an earlier decision point by estimating likely adoption, behavior change, performance improvement, and return on investment before launch.

Forecasting does not require perfect certainty. It creates explicit assumptions that stakeholders can test and refine. For example, a forecast might consider how many employees will apply a new skill, how frequently they will use it, what performance measure should change, and how much improvement would justify the investment.

This early visibility makes it easier to compare a large leadership academy with a targeted learning burst, a redesigned onboarding experience, or manager coaching. The most expensive option is not automatically the most valuable one.

Compare Opportunities With Consistent Evidence

A common investment problem is that each proposed training initiative is presented using different measures. One proposal may emphasize enrollment, another may focus on engagement, and a third may claim strategic importance without defining an outcome. A shared evaluation framework creates a fairer basis for prioritization.

Decision factor Questions to examine Why it matters
Business relevance Which strategic goal or operational problem does the initiative support? Keeps funding connected to organizational priorities
Audience reach How many people need the capability, and how accessible is the program? Clarifies potential scale and coverage
Adoption likelihood Will employees use the skills in their actual work? Separates theoretical learning from practical application
Performance impact Which behaviors, metrics, or outcomes should improve? Defines evidence of effectiveness
Investment profile What are the design, delivery, technology, and support costs? Enables realistic value comparisons
Risk and urgency What happens if the capability gap remains unresolved? Highlights time-sensitive decisions

Using these factors, leaders can score initiatives consistently while still applying professional judgment. A program with moderate reach but urgent operational value may rank above a broad course with weak application prospects.

Strengthen Design Before Spending More

Evaluation forecasts often reveal that a proposed program is too broad, difficult to apply, or disconnected from the learner’s work environment. That insight can improve the design before development costs increase. Designers may then focus on realistic scenarios, manager reinforcement, practice opportunities, job aids, and measures tied to actual performance.

For distributed workforces, instructional design practices can help ensure that learning remains accessible and usable across remote and hybrid settings. Delivery format matters because a high-quality curriculum can still underperform when employees cannot fit it into their workflow.

Predictive Evaluation also supports choices about program size. A pilot, modular course, or learning burst may provide enough evidence to justify a broader rollout. This staged approach reduces financial exposure while preserving the opportunity to scale successful interventions.

Account For Adoption And Workplace Conditions

A training program creates value only when people use what they learn. Adoption can be affected by manager behavior, workload, system access, incentives, team norms, and the perceived relevance of the new capability. These factors should be considered in the investment case rather than treated as unexpected obstacles after launch.

Resistance to a new initiative can also suppress results, even when the content is sound. Planning for workplace training resistance helps organizations identify communication, sponsorship, reinforcement, and support requirements that influence adoption.

A realistic forecast may show that additional manager coaching or workflow integration is necessary. Although this can increase the initial scope, it often protects the investment by addressing the conditions that determine whether learning transfers to the job.

Build A Repeatable Funding Discipline

Organizations gain greater consistency when evaluation becomes part of their normal portfolio management process. Each proposed initiative can be reviewed using the same questions, evidence standards, and decision thresholds. Over time, actual results can be compared with earlier forecasts, improving the quality of future estimates.

Useful recommendations include:

  • Rank initiatives by expected business impact, adoption likelihood, urgency, and total cost.
  • Define the behavior and performance measures that should change before approving development.
  • Use pilots or learning bursts when uncertainty is high or the audience is limited.
  • Include manager support, reinforcement, and workplace conditions in the investment estimate.
  • Revisit forecasts after implementation and use the findings to improve future decisions.

This discipline also strengthens conversations between learning leaders and executives. Rather than defending training as an activity, learning teams can explain the expected value, risks, assumptions, and evidence behind each recommendation.

When organizations apply Predictive Evaluation consistently, training investment becomes a strategic portfolio decision rather than a sequence of disconnected course requests. Dave Basarab Consulting can help assess opportunities, forecast likely outcomes, and connect learning strategy with measurable business results. Explore how a predictive approach can bring greater focus and confidence to your next training investment.

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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