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 an On-Demand Learning Burst Library That Delivers

A learning burst library gives employees quick access to practical support when a task, decision or customer conversation demands it. Instead of waiting for a scheduled workshop, people can find a short video, checklist, scenario or job aid and apply the skill immediately.

For Australian organisations, this approach suits dispersed teams and varied working patterns. A mining business may support FIFO crews in Western Australia, while a bank may have staff across Sydney, Melbourne, Brisbane and regional branches. Short, searchable resources can bridge these differences without asking everyone to attend the same session at the same time.

The strongest libraries are built around business performance rather than a random collection of content. Learning consultancy services can help connect the learning strategy, instructional design and delivery model so each burst has a clear purpose and a measurable role in capability building.

Define the Performance Need

Start with the moments when people struggle, hesitate or make avoidable errors. These may include handling a difficult customer, using a new system, coaching a team member or following a changed safety procedure. Interviews with team leaders, observation and performance data can reveal which needs are suitable for on-demand learning.

A burst should support a specific action. “Understand leadership” is too broad, while “Give a two-minute performance feedback conversation” is concrete. Define the target audience, expected behaviour, workplace context and evidence that the behaviour has improved.

Prioritise needs according to business value and frequency. A high-volume task with a costly error rate usually deserves attention before a low-use topic that is merely interesting.

Design Bursts for Real Work

A useful learning burst is brief, focused and easy to revisit. It might take three to seven minutes, though duration should follow the task rather than an arbitrary limit. Include enough explanation for confidence, then move quickly to practice or application.

Strong formats include:

A short demonstration followed by a workplace example
A decision scenario with feedback on each choice
A downloadable checklist for use during a task
A five-question knowledge check linked to a common error

Use plain English and familiar Australian workplace language where appropriate. A retail example might refer to a Saturday shift, while a public-sector scenario may reflect procurement rules or service delivery across state offices. Avoid cramming a full workshop into a small screen.

Each burst should end with a clear transfer step: try the conversation, complete the checklist, review a real case or ask a supervisor for feedback. This turns content consumption into skill practice.

Build a Findable Content System

A library only creates value when people can locate the right resource quickly. Organise content around employee tasks, customer needs and business processes rather than internal course names. Someone searching for “de-escalating an angry customer” should not need to know that the answer sits inside “Service Excellence Module 4”.

Use consistent metadata for job role, skill, business unit, format, difficulty, language and review date. Search terms should include the words employees actually use, including common abbreviations and local terminology. Test the structure with frontline staff before publishing a large catalogue.

A simple naming pattern also helps: action plus situation, such as “Prepare for a One-on-One” or “Check a Safe Manual Handling Setup”. Keep related resources together and provide links between foundational, practice and advanced bursts.

Govern Quality and Accessibility

Short content still needs instructional discipline. Assign an owner for every item, establish an approval workflow and schedule reviews when policies, systems or legislation change. This matters in regulated industries and in workplaces where safety obligations are central.

Build accessibility into production from the beginning. Provide captions, transcripts, readable contrast, keyboard-friendly navigation and alternatives to audio-only instructions. Check that resources work on mobile devices and under poor connectivity, especially for regional teams and field workers.

Use this quality checklist before publication:

Is the learning outcome observable and relevant to work?
Can an employee complete the burst on a mobile device?
Are examples accurate, inclusive and current?
Does the activity provide meaningful practice or feedback?
Is an owner responsible for maintenance?

A governance group does not need to become bureaucratic. A monthly review of new requests, usage patterns and outdated items can keep the library reliable without slowing delivery.

Launch Through Everyday Workflows

Promotion should happen where work happens. Embed bursts in a learning management system, intranet, Microsoft Teams channel, CRM, rostering platform or digital work instructions. A manager can share a relevant resource before a team meeting, while a system prompt can surface guidance after a common error.

Pilot the library with one role or business process first. For example, a Queensland field-service team could test troubleshooting bursts during normal jobs, while a Melbourne contact centre could trial conversation practice during coaching sessions. Capture search failures and confusing labels as carefully as completion data.

Make the launch feel useful rather than promotional. Explain which problems the library solves, show how quickly a burst can be completed and ask supervisors to reinforce application during the next shift or one-on-one.

Measure Use, Adoption and Value

Completion rates are a starting point, not proof of impact. Track whether employees find resources, return to them, practise the skill and change their performance. Useful measures include search success, repeat visits, confidence, manager observations, quality scores, cycle time, safety incidents and customer outcomes.

Predictive Evaluation can strengthen the business case by linking learning adoption and performance indicators before a programme is fully scaled. Organisations considering budget decisions can also review these predictive analytics insights when forecasting likely value and identifying where intervention is most needed.

Library measure	What it shows	Example evidence
Find rate	Whether employees can locate help	Successful searches and search exits
Engagement	Whether content is being used	Starts, completions and repeat visits
Application	Whether behaviour changes	Manager observation or work samples
Business impact	Whether results improve	Fewer errors, faster service or safer work
Sustainability	Whether the library remains useful	Review completion and content currency

Review the library quarterly against business priorities. Retire bursts that are rarely used, refresh those tied to changed processes and expand resources that show strong application. The goal is a dependable performance support environment, not an ever-growing content warehouse.

A successful learning burst library is concise, searchable, accessible and connected to real work. When every resource helps someone perform a defined task and the organisation measures what happens next, on-demand skill building becomes a practical engine for capability and business results.

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.