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

A Change Management Plan for New Training

Launching new training changes how people work, so the rollout needs more than a calendar and facilitator. A useful change management plan treats the initiative as organisational change: it identifies the behaviours required after learning, spots barriers to employee readiness and creates practical support for when people return to their roles.

In Australia, that design must reflect a dispersed workforce and varied employment conditions. Sydney and Melbourne offices may combine hybrid teams, while Perth-based operations often run early shifts and FIFO rosters. Clear ownership, inclusive communication and credible measures of learning transfer are therefore central to successful adoption.

Set the business case and baseline

Begin with the business outcome, such as fewer errors, stronger customer service or faster incident response. Translate each outcome into observable workplace behaviours; completing an e-learning module is activity, while applying a new coaching method under live conditions is adoption.

Set a baseline for capability, confidence and current performance. Where a rollout affects terms and conditions, consult affected employees and representatives under the Fair Work Act and applicable enterprise agreements, then record how paid time, workload and accessibility will be handled.

Map employee groups and operating conditions

Segment the workforce by role, location, tenure and previous experience rather than treating everyone as one audience. This reveals where support is needed in Sydney and Melbourne city teams, and where shift timing or digital access may create friction for Brisbane-based staff.

Design for a culturally and linguistically diverse workforce. Plain English, examples from Australian customer contexts and optional language support can reduce confusion without diluting the standard required in the role. Invite employee representatives to test drafts and flag assumptions that do not reflect frontline work.

Build a stakeholder map and set decision rights for the executive sponsor, change lead, people managers and learning team. Escalation routes should be simple, particularly when teams work across Australian time zones or when operational demands in Perth make attendance difficult.

Design a workable employee experience

Build the training around a realistic day-to-day workflow. Participants should practise with relevant scenarios, receive feedback during the session and leave with a clear action to try within two weeks. This makes learning transfer visible and gives managers a prompt for coaching conversations.

For programs needing local or role-specific variants, custom training design can align content to different sites while preserving one set of core standards. Where the program maps to Australian Qualifications Framework credentials, map prior learning through recognised prior learning pathways and clarify evidence requirements.

Equip managers to support adoption

Managers need a short enablement kit: what is changing, why now, how to coach, where to find resources and which behaviours to recognise. Without this guidance, managers may treat attendance as completion and leave employees to navigate the change alone.

Create peer support through team champions or practice groups. Psychological safety matters because employees are more likely to admit when a new process is unrealistic. Give champions accurate FAQs, escalation contacts and protected time to support colleagues, rather than adding another unpaid coordination task.

Sequence communication and learning access

Use a communication sequence that moves from purpose to participation. Announce the business case, explain employee impact, share the learning pathway, then provide practical preparation such as access checks, pre-reading and manager conversations. Each message should have an owner, audience and action.

Offer flexible access. Recorded demonstrations can suit field teams and FIFO rotations, while live clinics in Sydney, Melbourne, Brisbane and Perth can support local discussion. A review of the sample course library can help identify modules that can be adapted rather than rebuilt from scratch.

Reward early application, not simply enrolment. Learners can share what worked, local risks and time required to apply new skills. That feedback becomes part of implementation and gives credible contributors recognition without creating a parallel coordination workload for champions.

Pilot readiness and evidence for change

Test the plan with a representative pilot before full release. Choose a cohort with manageable size, credible operational data and enough variation to reveal whether the approach works across shifts, sites and experience levels.

Use these readiness checks before the pilot:

Each cohort has a named manager and sponsor.
Employees can access the platform and required materials.
Managers have completed the enablement kit.
Baseline capability and performance measures are available.

Collect different evidence at each stage of the learning journey:

Readiness: confidence, access and perceived relevance.
Adoption: completion, practice and manager reinforcement.
Impact: operational performance and employee experience.
Return on investment: time saved, quality gains or risk reduction.

Review results weekly during the pilot. Separate implementation problems from content problems, adjust quickly and record decisions so later cohorts receive a consistent explanation of changes.

Measure results and sustain the change

Evaluate both reach and depth. Compare baseline and post-training measures, then check whether new behaviours persist at 30, 60 and 90 days. Segment results by role and location so a strong city-based result does not conceal weak adoption in a regional or shift-based cohort.

Use reinforcement to sustain improvement with refresh prompts, manager check-ins, peer demonstrations and recognition tied to applied skills. Under Dave Basarab Consulting’s Predictive Evaluation approach, adoption and impact evaluation can forecast participation, identify drop-off points and connect learning investment with operational outcomes and return on investment.

The immediate next step is a 45-minute working session with the change lead, two employee representatives and the training owner to agree the baseline measures and first pilot cohort.

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.