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 to Align Training Delivery with Remote Work Schedules

Remote work has changed when, where and how employees engage with learning. In Australia, a team may include staff working from home in Brisbane, colleagues sharing a Melbourne office and regional employees joining from different time zones. A training calendar built for a single workplace no longer reflects the working day.

Effective delivery starts with understanding availability rather than assuming everyone can attend a standard two-hour session. Customer-facing employees, shift workers and project teams often have competing priorities, while home-based staff may manage school runs, caring responsibilities or unreliable internet connections.

A practical learning strategy combines live workshops, short digital activities, manager support and opportunities to practise new skills. This creates flexibility without reducing accountability or treating remote training as a collection of disconnected online meetings.

For Australian organisations, the aim is to make learning accessible, measurable and relevant to business performance. Scheduling decisions should support employee capability while protecting operational coverage and giving leaders clear evidence of adoption and impact.

Map Working Patterns Before Scheduling

Begin with a simple workforce analysis. Identify locations, time zones, standard hours, peak service periods, rostered shifts and recurring team commitments. A national organisation may need to account for the time difference between Perth, Adelaide, Sydney and Auckland-based partners, as well as public holidays that vary by state or territory.

Gather this information through manager interviews, calendar reviews and learning platform data. Avoid relying on assumptions about remote workers having more flexibility. Their availability may be fragmented, particularly when they work across client sites or combine professional and family responsibilities.

Use A Blended Delivery Rhythm

A blended programme can include a short live workshop, a learning burst completed independently, a practical workplace task and a follow-up discussion. This rhythm allows employees to receive explanation and feedback without requiring a full day away from operational work.

Live sessions work best when they have a clear purpose, such as practising a difficult conversation or making decisions using a new process. Content that mainly involves information transfer can be delivered through brief videos, guided reading or interactive modules, leaving shared sessions for application and collaboration.

Build Schedules Around Business Demand

Training should be placed where it causes the least disruption and creates the greatest likelihood of participation. Review sales cycles, payroll deadlines, customer demand and project milestones before fixing dates. A national retailer, for example, may need separate delivery windows for metropolitan and regional teams during busy seasonal periods.

Use repeated sessions, recordings and structured catch-up activities to support coverage. Recordings should not become the default substitute for attendance, since they offer limited interaction and can encourage postponement. A clear completion window, manager reminder and short application task create stronger follow-through.

When leaders need to justify protected learning time, evidence is essential. A data-led budget case can connect participation, capability improvement and business measures rather than presenting training as an isolated cost.

Design For Different Attention Spans

Remote employees often move between meetings, messages and focused work. Long virtual workshops can produce screen fatigue, passive participation and poor recall. Break complex subjects into shorter modules with defined outcomes, practical examples and moments for reflection.

A 20-minute learning burst may introduce a concept, followed by a team exercise later in the week. Pre-work should be purposeful and brief, while post-session activities should ask employees to use the skill in a real work context. Accessibility also matters: provide captions, readable materials and alternatives for people with limited bandwidth.

Make Managers Part Of Delivery

Managers play a central role in turning training into workplace behaviour. Before a programme begins, give them a concise briefing that explains the business reason, expected employee behaviours and ways to reinforce the content during regular one-to-one meetings.

This is particularly important for first-time managers who may need support in coaching remote employees. A structured leadership framework can help clarify what managers should model, observe and discuss after each learning activity.

Managers can also protect attendance by adjusting workloads, acknowledging completion and asking employees to share examples of application. Their involvement signals that learning is part of performance, not an optional extra completed when the calendar happens to be quiet.

Measure Participation And Application

Attendance alone does not show whether a remote learning programme has worked. Track registration, attendance, completion, participation quality and confidence, then examine whether employees apply the new capability in their roles.

Useful measures may include reduced processing errors, faster onboarding, improved customer outcomes, stronger safety compliance or more consistent manager conversations. Collect baseline information before delivery and agree with stakeholders how results will be reviewed after 30, 60 or 90 days.

Predictive Evaluation can strengthen this process by forecasting adoption and likely impact before substantial resources are committed. It also helps learning teams identify barriers early, such as inadequate manager reinforcement or a schedule that conflicts with operational reality.

Create A Reliable Communication Plan

Employees need to know why the training matters, what is required and how it fits around their work. Communicate dates, preparation, technology requirements and completion expectations through channels employees already use, including email, collaboration platforms and manager briefings.

Send reminders at useful intervals rather than filling inboxes with repeated notices. Include calendar invitations with the correct time zone, links to materials and clear instructions for joining. For staff who cannot attend live, explain how the alternative pathway works and when it must be completed.

A consistent process reduces confusion and supports trust. Organisations seeking help to connect learning design, delivery and business outcomes can discuss your needs with Dave Basarab Consulting.

A practical schedule might include one live session, two short learning bursts, a manager-led workplace conversation and a review of early performance indicators. Test the arrangement with a small group first, then adjust timing, workload and technology before scaling across the organisation.

The most reliable approach is simple: map real working patterns, protect time for learning, use blended methods and measure what changes afterwards. When training delivery fits the way Australian teams actually work, remote participation becomes a pathway to capability rather than another calendar burden.

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.