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

How Predictive Evaluation Transforms Training ROI Measurement

Training is often judged by attendance, satisfaction scores, and post-course knowledge checks. These indicators can show whether people completed an experience, but they rarely explain whether learning changed behavior or improved business performance. As a result, executives may see training as a cost center rather than a measurable business investment.

Predictive Evaluation changes that perspective by connecting learning objectives, employee adoption, operational outcomes, and financial value before a program launches. The method gives learning leaders a practical way to forecast likely results, identify measurement gaps, and refine the intervention while there is still time to influence performance.

Organizations exploring a more strategic approach can find enterprise learning strategy, instructional design, and evaluation support through Dave Basarab Consulting.

Why Traditional ROI Falls Short

Many training evaluations stop at reaction and learning. Participants may report that a workshop was engaging, or they may pass a knowledge assessment, yet neither result proves that they will apply the new skills in the workplace. Without behavior and performance data, the link between training and business value remains uncertain.

A stronger measurement framework follows the complete chain of value: what employees learn, what they do differently, what operational result follows, and how that result affects revenue, cost, quality, risk, or customer experience. Predictive Evaluation makes this chain explicit instead of treating ROI as a calculation performed months after delivery.

Forecast Results Before Launch

Conventional evaluation often begins after training has finished. By then, the program may have missed its audience, lacked manager reinforcement, or addressed a weak performance assumption. Predictive Evaluation starts earlier by testing the logic of the proposed learning solution and estimating the conditions required for adoption.

This process can reveal whether employees have the time, tools, incentives, authority, and manager support needed to use the training. It also helps stakeholders distinguish between a knowledge problem and issues caused by unclear processes, poor systems, or conflicting priorities. That diagnosis prevents organizations from assigning every performance gap to training.

Connect Learning To Business Metrics

ROI measurement becomes credible when learning outcomes are translated into metrics that business leaders already recognize. For a sales program, those measures might include conversion rate, sales cycle length, or average deal value. For operational training, they could include error frequency, production time, compliance incidents, or customer retention.

A useful evaluation model establishes a baseline, defines a target, and identifies the evidence that will demonstrate progress. It can then estimate financial impact by connecting measurable performance improvement to a defensible monetary value. The calculation may include productivity gains, avoided costs, increased revenue, or reduced risk, while clearly stating assumptions.

Compare Evaluation Approaches

Different measurement methods serve different purposes. A satisfaction survey is quick and useful for improving the learner experience, while a comprehensive impact study is better suited to major initiatives with significant financial consequences. Predictive Evaluation adds value by helping teams decide what to measure and how much rigor the decision requires.

Evaluation approach	Primary evidence	Best use	Common limitation
Reaction survey	Learner opinions	Improving delivery and relevance	Does not demonstrate application
Knowledge check	Recall or skill demonstration	Confirming immediate learning	May not predict workplace behavior
Adoption tracking	Usage, practice, and manager observations	Monitoring transfer to the job	Requires follow-up infrastructure
Performance analysis	Operational and behavioral metrics	Establishing business impact	Can be affected by external factors
ROI calculation	Financial value compared with investment	Supporting investment decisions	Depends on reliable assumptions

The goal is not to collect every possible data point. It is to select evidence that matches the business decision, the scale of the program, and the level of certainty leaders need.

Design For Adoption And Impact

Evaluation should influence instructional design rather than sit beside it as a reporting activity. When designers know which behaviors and outcomes matter, they can create realistic practice, relevant job aids, manager reinforcement, and performance support around those requirements.

Custom learning programs are especially well suited to this approach because the content, activities, and assessments can reflect the organization’s workflow. Teams considering custom training design can build measurement points into the learning experience, including demonstrations, application assignments, coaching prompts, and workplace observations.

Adoption also depends on the environment surrounding the learner. Leaders should prepare supervisors to reinforce expectations, remove barriers to application, and review early performance signals. This makes training part of a broader capability strategy rather than an isolated event.

Build A Practical Measurement System

A sustainable ROI process does not require a complicated analytics platform. It requires clear ownership, consistent definitions, and a timeline for gathering evidence. Learning teams can identify a small set of leading indicators, such as participation in practice or manager coaching, alongside lagging indicators such as productivity or customer outcomes.

A phased approach often works best. Early data can test whether learners are engaging with the program and applying the target behaviors. Later data can examine performance movement and financial effects. This sequence gives stakeholders an opportunity to correct weak adoption before the final impact review.

Organizations can also strengthen credibility by recording assumptions and separating training effects from other influences. A new technology system, pricing change, staffing shift, or market condition may affect the same business metric. Transparent attribution is more persuasive than an inflated ROI claim.

Recommendations For Stronger ROI Evidence

Begin with the business problem rather than the course format. Then select measures that demonstrate whether the problem is improving.

Define the target behavior and business outcome before development begins.
Establish baseline performance data and agree on realistic targets.
Include managers in reinforcement, observation, and follow-up measurement.
Track adoption indicators before calculating financial return.
Document attribution assumptions, data sources, and evaluation limitations.

Turn Measurement Into Momentum

Predictive Evaluation transforms training ROI measurement from a retrospective reporting exercise into a design and decision-making discipline. It helps organizations forecast value, improve program quality, and focus resources on learning interventions with a clear path to performance improvement.

To connect your next learning initiative with measurable business results, explore client experience and engage Dave Basarab Consulting to shape an evaluation strategy that supports adoption, impact, and return on 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.