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

Training communication plans that drive real learner enrollment

In boardrooms from Sydney to Perth, learning leaders wrestle with one question: how do you turn a well-designed program into a room full of engaged participants? The answer rarely lives inside the course content. It sits in the weeks before launch, in the messages employees receive, the channels those messages travel through, and the people who endorse them. A training communication plan is the bridge between intention and action, and getting it right reshapes how a workforce responds.

Australian organisations face their own pressures. With skilled migration pathways shifting and Skills Priority lists reshaping hiring, internal capability building has become a strategic lever. Add the realities of a distributed workforce — from Melbourne CBD offices to remote Pilbara sites — and a deliberate, locally aware rollout becomes essential.

Mapping the real audience behind the sign-up sheet

Treating "learners" as a single group is a common mistake. A Brisbane-based finance team responds to different triggers than a Perth operations crew, and frontline workers in regional manufacturing towns have very different information diets than policy leads in Canberra. Segmenting by role, location, and prior learning experience separates a noisy launch from a focused one.

This segmentation also reveals friction points. Regional employees may rely on personal devices, shift workers may not check intranets during rostered hours, and hybrid teams across AEST and AWST can miss synchronous announcements entirely.

Crafting the message around what matters to learners

Employees always ask one question first: what's in it for me? Effective enrolment communication answers that in the first sentence, not the last. Translate course objectives into specific, time-bound benefits — fewer compliance headaches, clearer promotion pathways, reduced rework on critical projects.

For Australian audiences, framing connects best to tangible outcomes. Mentioning alignment with the Fair Work Act, contribution to WHS obligations, or impact on customer satisfaction scores all carry weight. Vague promises about "growth" disappear into the noise of the daily email load.

Choosing channels that match how Australians work

Email is necessary but rarely sufficient. A blended mix — short video teasers, manager briefings, Teams reminders, and posters in break rooms — tends to outperform any single approach. In organisations with strong digital cultures, peer-led posts on internal platforms can lift enrolment noticeably.

For field teams, the channel choice must respect the environment. Fly-in fly-out workers in the resources sector often respond better to pre-shift briefings than inbox messages, while hospitality staff across Sydney and the Gold Coast engage more through visual prompts at the point of need. Building an internal team that supports custom instructional design often means training your communications crew alongside your designers.

Timing the cadence without overwhelming the workforce

Too many messages too soon creates fatigue; too few leaves people guessing. A typical enrolment window benefits from a structured cadence: an awareness post two weeks out, a benefit-focused message one week out, a manager prompt three days out, and a final nudge on launch day.

Australian workplaces also bring seasonal realities. End-of-financial-year pressure in June and the quieter festive-season stretch shape attention spans. Aligning the heaviest communications to receptive weeks keeps the message from getting buried.

Equipping managers and peer champions

No communication plan survives contact with a disengaged middle manager. Line leaders are the most powerful enrolment lever most organisations have, and they need their own briefing well before the campaign begins. A short manager toolkit — talking points, a one-pager, answers to common objections — turns the manager from bystander to promoter.

Pairing managers with peer champions adds social proof. When a respected team member in Melbourne talks about how a course helped, that conversation carries more weight than any corporate email.

Tracking enrolment signals and refining quickly

Launch day is not the finish line. Tracking open rates, click-throughs, early enrolments, and drop-off points gives a real-time read on what's working. Most learning management systems offer enough data to spot issues within 48 hours, and quick adjustments — an additional channel push, a manager reminder — can rescue a slow start.

For organisations wanting a more disciplined approach, forecasting training impact through a structured methodology can remove the guesswork from campaign adjustments.

Practical moves worth locking in early

A few actions tend to lift enrolment numbers in Australian organisations, regardless of industry. Treat them as non-negotiables when shaping a new rollout.

Build at least three learner segments before drafting a single message, and write copy specifically for each.
Lead every communication with a concrete, time-bound benefit, not a feature list.
Brief line managers with a ready-to-use toolkit at least ten days before launch.
Schedule the heaviest push during periods of high workplace receptivity, avoiding financial close and major holiday windows.
Monitor enrolment data daily during the first week and pre-write two adjustment messages ready to deploy.
Recognise early enrollees publicly, especially in regional or frontline teams where visibility matters.
Keep the post-launch follow-up simple — a single check-in message outperforms a flurry of reminders.

The strongest enrolment campaigns share a quiet discipline: they treat communication as a designed system, not a series of announcements. When segmentation is sharp, channels match the audience, timing respects the business calendar, and managers are equipped, learners stop wondering whether the course is for them and start signing up.

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.