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

Building a successful pilot for new training initiatives

A new training initiative can look convincing in a proposal while failing in everyday work. A successful pilot program tests the learning intervention under realistic conditions, measures adoption and results, and gives decision-makers evidence about whether to expand, revise, or stop it.

A useful pilot has a defined cohort, delivery boundaries, evaluation measures, and pre-agreed decision rules. It also accounts for the operating context. In Australia, that means considering hybrid work, consultative decision-making, workplace obligations, privacy, and participants distributed across different time zones.

Define the problem and decision rules

Begin with one business problem, such as improving customer conversations or manager feedback. Define the target behaviour, audience, expected learning outcomes, and business result. Treat the pilot as a proof of concept for the learning design, and state its constraints: cohort size, duration, budget, delivery channels, and what is deliberately excluded.

Decision area	Evidence required in the pilot	Implication for a wider rollout
Learning	Knowledge or skill gain against a baseline	The content is accurate, relevant and feasible
Adoption	Participation, completion and manager reinforcement	People are using the learning at work
Behaviour	Observed practice or decision changes	The intervention changes routine work
Value	A credible link to a business measure and cost	Expansion is economically defensible

Agree before launch on the thresholds that count as success, the owner of each measure, and the date for the scale-up decision. Include a stop condition as well as expansion criteria; sunk cost should not become a reason to continue.

Select a representative cohort

The pilot needs enough participants to expose operational issues without exposing the whole business to an untested intervention. Choose a group with relevant roles and a realistic range of experience. For distributed organisations, include hybrid and on-site employees from Sydney, Melbourne, Brisbane, and Perth so time-zone, connectivity, and scheduling differences are tested rather than discovered later.

Select an executive sponsor, an operational owner, and managers who can reinforce learning. Australian workplaces often use collaborative and consultative decision-making, so invite employee representatives and subject-matter experts to refine the design. Where the pilot affects workloads, roles, or performance processes, consult participants and follow applicable workplace agreements and Fair Work obligations.

Design delivery and manager reinforcement

Turn the learning objectives into a sequence people can apply. Short learning bursts, live practice, coaching, and job aids often work better for busy teams than a large course with no follow-up. Where an initiative supports formal or government-funded skilling, align its assessment and evidence standards with the Australian Qualifications Framework and relevant SkillsBuild requirements rather than inventing parallel rules.

Build manager reinforcement into the schedule and the participant’s workflow. Guidance on remote manager development is especially relevant for hybrid teams, where managers need specific routines for coaching, feedback, and accountability. Give managers brief prompts and observable standards they can use immediately after each session.

Measure adoption, behaviour and business impact

Create a measurement plan before delivery. Establish a baseline, then combine leading indicators—enrolment, attendance, engagement, and practice attempts—with lagging indicators such as capability, workplace behaviour, customer satisfaction, productivity, or error reduction. Predictive Evaluation can add disciplined forecasting by testing which adoption patterns are most likely to produce impact.

Quantify what the business can observe and what must be estimated. A useful example is learning impact measurement, which connects learning bursts to customer outcomes. Treat return on investment as an evidence-based estimate with stated assumptions, not a guaranteed percentage.

Privacy is part of pilot governance, not an afterthought. Follow the Australian Privacy Principles and applicable state or territory requirements when collecting employee feedback, performance data, or customer information. Explain why data is needed, restrict access, set a deletion period, and separate identifiable research data from line-management decisions.

Run the pilot and create adoption conditions

A controlled pilot still needs careful launch management. Make responsibilities clear and test the operational details before participants depend on them.

Before launch, confirm:

an executive sponsor and operational owner are named
protected participation time and manager reinforcement are agreed
the platform, devices, bandwidth, and accessibility features work for participants
baseline data, privacy notices, and feedback routes are ready

During delivery, monitor:

short pulse checks after every learning burst
enrolment, attendance, completion, and practice rates
manager reinforcement sessions and workplace application
barriers, unintended effects, and requested design changes

Use a simple feedback channel for frontline, regional, and shift-based employees. Australian teams are culturally diverse, so make materials accessible, inclusive, and usable across English proficiency levels. Record every material change to the intervention, because uncontrolled redesign makes results difficult to interpret and weakens the business case for expansion.

Decide whether to scale and embed the initiative

At the end of the pilot, compare evidence with the pre-agreed thresholds. Separate implementation problems from content problems: low attendance may indicate workload or scheduling barriers, while poor skill transfer may point to missing practice or manager support. Use qualitative feedback to explain the numbers, and make the scale, revise, extend, or stop decision in a documented governance forum.

When the evidence supports expansion, update the business case, refresh the program for larger audiences, and assign ongoing ownership of quality, measurement, and manager reinforcement. The enterprise learning, custom design, and Predictive Evaluation services offered through Dave Basarab Consulting can help connect those decisions to a repeatable rollout process.

The practical takeaway is straightforward: treat the pilot as a bounded investment decision, scale only when learning, workplace behaviour, and business results move together, and retain the discipline to stop or redesign when the evidence says so.

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.