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 Training Adoption Dashboard Executives Can Use

A training dashboard should help executives see whether learning investments are changing workplace behavior and business performance. It is not a catalog of completed courses or a collection of attractive charts. The most useful dashboard connects participation, adoption, capability, and operational results in a clear decision-making view.

Knowing how to build a training adoption dashboard for executives begins with understanding what leaders need to decide. They may want to know whether a new process is being used, which business units require support, whether managers are reinforcing the training, and when a learning program deserves additional investment.

The dashboard should be designed around those decisions rather than around the data already available in a learning management system. A focused measurement model makes it easier to identify weak adoption early, explain performance changes, and demonstrate the financial value of learning.

Start With Executive Decisions

Begin by listing the decisions the dashboard must support. For example, an executive may need to approve a reinforcement campaign, redirect coaching resources, or determine whether a new capability has been adopted widely enough to scale.

Each decision should have a corresponding signal. If the decision concerns process adoption, the dashboard might show usage frequency, quality scores, and manager observations. If the decision concerns financial impact, it should connect training outcomes with productivity, revenue, customer retention, safety, or other relevant business measures.

Avoid placing every available metric on the first page. Executives need a concise view of organizational health, supported by the ability to examine details by location, role, cohort, manager, or program when a result requires investigation.

Define Adoption Beyond Attendance

Attendance confirms exposure, not application. A person can complete a course and still avoid the behavior the organization needs. Adoption should therefore be defined as the consistent use of a learned skill, process, tool, or decision standard in the flow of work.

A practical measurement model may include four stages: reach, learning, behavior, and business effect. Reach measures who accessed the learning. Learning measures knowledge or skill development. Behavior measures workplace application. Business effect measures whether application contributed to a meaningful organizational result.

Use precise definitions for terms such as active user, fully adopted team, successful application, and sustained behavior. For instance, “adopted” might mean that employees complete a process correctly in at least 80% of observed cases for three consecutive weeks.

Select Metrics That Explain Movement

A strong executive scorecard combines leading indicators with lagging indicators. Leading indicators reveal whether adoption is likely to improve, while lagging indicators show whether the improvement produced a business result.

Useful leading indicators include participation by target population, assessment gains, manager coaching frequency, practice completion, tool usage, and early behavior observations. Lagging indicators may include reduced errors, faster cycle times, improved customer outcomes, increased sales conversion, or lower employee turnover.

Segment every important metric by the groups that influence adoption. A high enterprise average can hide a serious problem in a critical region or role. Filters for business unit, geography, tenure, manager, job family, and implementation wave help leaders locate the causes behind a headline result.

Build A Clear Measurement Architecture

The dashboard needs a reliable connection between learning data and operational data. Learning systems may provide enrollment, completion, assessment, and participation records, while CRM, HR, finance, quality, or workflow systems provide evidence of workplace performance.

Create a data dictionary before building visualizations. It should document each metric, its source, calculation, refresh cycle, owner, and limitations. This prevents competing definitions and ensures that executives are comparing results consistently across programs.

Predictive Evaluation can strengthen the architecture by estimating likely adoption, impact, and return before a program is fully implemented. Forecasts give leaders a baseline against which actual results can be compared, making the dashboard useful for intervention rather than simple reporting.

Dashboard Layer	Executive Signal	Example Measures	Typical Action
Reach	Are the right people participating?	Target coverage, enrollment, attendance	Address access or communication gaps
Learning	Did capability improve?	Assessment gain, practice success, confidence	Adjust content or learning support
Adoption	Is behavior appearing at work?	Tool usage, observation scores, process compliance	Add coaching or manager reinforcement
Impact	Is performance changing?	Productivity, quality, revenue, retention	Scale, redesign, or stop the program
Value	Is the investment justified?	Cost per adopter, benefit estimate, ROI	Prioritize future funding

Design The Executive View

The first screen should answer three questions quickly: what is happening, why it matters, and where attention is needed. A small set of status indicators, trend lines, and exception flags is usually more effective than a crowded collection of charts.

Use thresholds that reflect business priorities. Green can indicate that adoption is on track, amber can identify a developing risk, and red can signal that intervention is required. Every status should have a documented rule so that colors do not become subjective opinions.

Include a forecast-versus-actual view when possible. Showing whether adoption is ahead of, near, or behind the expected curve encourages timely action. A drill-down can then reveal whether the issue involves communication, manager support, workflow friction, capability gaps, or an unrealistic target.

Connect Insights To Leadership Action

A dashboard has value only when it changes what leaders do. Assign an owner to each major adoption measure and define the response associated with different conditions. For example, a decline in practice activity may trigger manager coaching, while strong learning scores with weak workplace behavior may prompt workflow redesign.

Leadership development also requires attention to how managers reinforce learning across locations and schedules. Organizations shaping that capability can draw on distributed leadership development principles when designing dashboard indicators for coaching, communication, and accountability.

Review the dashboard on a regular operating cadence rather than treating it as a one-time report. A monthly executive review can examine trends, decisions taken, and outcomes produced. The measurement team should also retire metrics that no longer support a meaningful decision.

Recommendations For A Practical Dashboard

Start with three to five executive decisions, then select metrics that inform those decisions.
Define adoption as observable workplace behavior rather than course completion.
Combine leading indicators, lagging outcomes, forecasts, and segmented views.
Assign metric ownership and document calculation rules in a shared data dictionary.
Use exception alerts to direct coaching, reinforcement, or program redesign.

A well-built dashboard turns training measurement into an operating system for capability growth. It gives executives a disciplined way to see whether learning is reaching the workforce, becoming part of daily work, and contributing to measurable results.

For help connecting learning strategy, predictive measurement, and business outcomes, contact Dave Basarab Consulting to discuss a dashboard approach suited to your organization.

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.