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

Align Learning and Development With Company Values

A learning and development strategy has greater influence when it reflects the behaviours an organisation expects every day. Values such as integrity, customer focus, safety, inclusion and accountability should appear in learning objectives, leadership programmes, performance conversations and workplace decisions—not just on posters or in induction slides.

For Australian organisations, this alignment also needs to account for dispersed teams, changing skills requirements and industry obligations. A practical approach connects employee capability with measurable business outcomes while respecting local operating conditions, from hybrid work in Sydney and Melbourne to safety-critical roles in mining, construction and healthcare.

Turn Values Into Observable Behaviours

Company values are too broad to guide learning until they are translated into actions. “Integrity” might mean documenting decisions accurately, raising concerns early or protecting customer information. “Collaboration” could involve sharing knowledge across locations, consulting affected colleagues and resolving disagreements constructively.

A useful starting point is to ask what employees should do differently when a value is being demonstrated. Leaders, frontline employees and customers can contribute examples. These behaviours then become the basis for capability frameworks, scenario-based training, coaching prompts and assessment criteria.

The Dave Basarab Consulting approach connects learning consultancy with business performance, making it easier to treat values as operational standards rather than abstract statements. This is particularly important when an organisation is growing quickly and new employees need a consistent understanding of “how we work here”.

Connect Capability With Business Measures

Values-led learning should support strategic priorities such as reducing incidents, improving customer retention, strengthening compliance or developing future leaders. Each programme needs a clear chain from value to behaviour, from behaviour to capability, and from capability to a business indicator.

For example, a healthcare provider that values respect may develop communication and cultural safety skills. It could then monitor patient experience, complaints, staff confidence and retention. A logistics business that values accountability might focus on handover quality, incident reporting and supervisor decision-making, with operational data used to evaluate progress.

Learning objectives should be written in terms of performance rather than attendance. A participant completing a module proves exposure to content; it does not prove adoption. The learning objectives guide offers a useful way to connect objectives with key performance indicators and clarify what success should look like after training.

Organisational value	Capability focus	Evidence of application	Possible measure
Safety	Risk recognition and speaking up	Hazards are reported and escalated	Incident trends, audit findings
Customer focus	Active listening and service recovery	Complaints are handled consistently	Customer satisfaction, repeat business
Inclusion	Inclusive communication and fair decisions	Meetings and processes involve diverse voices	Engagement data, promotion patterns
Innovation	Experimentation and constructive challenge	Teams test and improve processes	Improvement projects, cycle time
Accountability	Ownership, follow-through and transparency	Commitments are tracked to completion	Delivery reliability, rework rates

Design Learning For Australian Contexts

Australian workplaces vary widely across geography, industries and employment arrangements. A national organisation may need learning that works for office-based employees in Brisbane, regional teams in Queensland, fly-in fly-out workers in Western Australia and customer-facing staff in Adelaide. Mobile resources, short learning bursts and manager-led practice can make capability development more accessible than long classroom sessions.

Legal and regulatory context also matters. Training should be consistent with obligations under the Fair Work Act 2009, including respectful workplace expectations and appropriate treatment of employees. Work health and safety requirements differ by jurisdiction, so safety learning should be checked against relevant state or territory duties rather than treated as a generic online module.

Everyday work patterns shape adoption. Employees may complete short activities between operational tasks, during a scheduled team huddle or while travelling between sites. Clear language, realistic Australian scenarios and examples from the organisation’s own customers make learning feel relevant. A programme that ignores local terminology, roster pressures or connectivity limitations is unlikely to produce reliable behaviour change.

Build Values Into The Employee Experience

Alignment becomes credible when employees encounter the same expectations throughout their employment journey. Recruitment can assess value-related behaviours, induction can explain standards through realistic situations, and performance reviews can examine how results were achieved as well as what was delivered.

Leaders have an especially important role. Employees watch what managers reward, tolerate and discuss. A leadership programme should therefore include practice in giving feedback, making fair decisions, handling misconduct concerns and reinforcing values during operational pressure. Senior leaders can also use team meetings to share examples of values in action.

Measurement should extend beyond completion rates and satisfaction scores. Evaluation can examine confidence, observed behaviour, manager feedback, operational results and the time required for employees to become effective. Predictive evaluation is helpful when deciding whether a proposed programme is likely to be adopted and whether its expected impact justifies the investment.

Practical Ways To Sustain Values-Led Learning

A sustainable strategy gives employees repeated opportunities to practise and receive feedback. One-off workshops often create awareness, but reinforcement through conversations, tools and workplace systems helps turn principles into habits.

Use the following practices to keep learning connected to organisational culture and performance:

Define two or three observable behaviours for each core value.
Map those behaviours to role-specific capabilities and performance indicators.
Use Australian workplace scenarios, including hybrid teams, regional sites and safety-sensitive environments.
Equip managers with short coaching guides and prompts for team discussions.
Build value-based criteria into recruitment, induction and performance conversations.
Offer learning bursts that employees can complete within real roster and workload constraints.
Review adoption and business outcomes at agreed intervals, then refine the programme.

The strongest alignment appears when employees can see a direct link between what the organisation says, what leaders model, what learning develops and what performance systems reward. Start with one priority value, define its observable behaviours, select a measurable business outcome and test the approach in a real team before scaling it across the organisation.

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.