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

Designing feedback-rich training without overwhelming learners

Australian learning leaders are under pressure to lift workforce capability while employees in Sydney, Melbourne and Brisbane juggle hybrid schedules, Slack pings from interstate colleagues, and a steady stream of compliance refreshers. The instinct is to flood every program with feedback. The result is often the opposite of what we want: learners who switch off.

A more sustainable approach treats feedback as a design ingredient, not a garnish. It asks when, how often, and through which channel feedback should arrive so learners can act on it without burning out. Predictive Evaluation helps leaders forecast how a given cadence will land before the rollout burns through the training budget.

The cognitive cost of constant feedback

Cognitive load research tells us working memory is finite. Australian knowledge workers spend a growing share of their week in meetings, and FIFO rosters in the resources sector already compress available downtime. Add a feedback notification every hour and learners have little bandwidth to apply what was just taught.

There is a cultural layer too. Australian workplaces tend to be direct, sometimes blunt. When that directness arrives unfiltered, every hour on the hour, even confident professionals can read it as criticism rather than coaching. The signal gets lost in the noise.

Calibrating rhythm to real work

The fix is rarely fewer feedback points. It is better timing. Spaced retrieval, micro-coaching prompts and end-of-week reflection journals all work better when synchronised with the rhythm of the job. A retail manager in Parramatta does not need feedback at 9 am; they need it after the Saturday trade. A graduate on a corporate rotation needs a touchpoint before each new placement, not a generic weekly quiz.

When feedback rides alongside existing performance conversations it feels less like extra homework. Linking new learning check-ins to the performance management cycle helps learners see the connection rather than treat feedback as another inbox to ignore.

Onboarding as a feedback-rich first chapter

The first ninety days set the tone. Get this chapter right and the rest of the program runs on rails. The Australian HR Institute estimates replacement costs at six to nine months' salary for many professional roles, so getting it wrong is expensive.

Designing the early days well means treating feedback as a structured sequence. New starters need to know what good looks like, where they stand each week, and how to turn a comment into a concrete next step. A well-designed program accelerates time to competence by making every piece of feedback actionable within the working week.

Anchoring feedback in business outcomes

Feedback design that ignores the business case gets cut first when budgets tighten. Predictive Evaluation gives L&D leaders a way to forecast adoption, impact and ROI before a single workshop is delivered, treating feedback density as a variable to model rather than a feeling to debate. When the time comes to defend the program, having the ready for the board is what keeps the investment intact. Australian boards in particular respond well to scenario modelling and clear ranges.

A useful exercise is to map each feedback touchpoint to a single business metric before design begins. That discipline forces trade-offs and stops the program drifting into "nice to have" territory.

Cadence	Cognitive load	Manager time	Actionability	Best fit
Real-time after every task	High	High	Variable, often low	Safety-critical roles
Daily micro-prompt	Moderate to high	Low to moderate	Good for habit formation	Customer-facing teams
Weekly structured review	Low to moderate	Moderate	Strong, drives reflection	Knowledge work and leadership
Fortnightly coaching cycle	Low	Moderate	Strong, tied to projects	Project-based environments
Monthly milestone review	Very low	Low	Strong, but lag risk	Graduate and compliance programs

Recommendations for a sustainable feedback cadence

Before rolling out a new cadence, pressure-test the design against the realities of the workforce, the manager population, and the budget cycle. The moves below tend to deliver the best balance between feedback richness and learner bandwidth.

Map every feedback point to a specific business metric before the program goes live.
Align micro-feedback with the existing performance management rhythm rather than creating a parallel process.
Cap live notifications at two per working day, with longer reviews reserved for the fortnightly cycle.
Pilot the cadence with a small cohort in one region, such as Adelaide, before national rollout.
Use Predictive Evaluation to model the likely adoption and impact of each cadence under different budget scenarios.

Review the cadence after every quarter and prune touchpoints that learners consistently ignore or fail to act on. A leaner, well-timed feedback loop almost always outperforms a busy one that looks more impressive on paper.

The shift to remember is from "more feedback" to "better-timed feedback." When rhythm, business alignment and onboarding design are treated as one connected system, learners feel supported rather than surveyed, and the program earns the kind of evidence the board will defend.

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.