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 Rollout Across Australian Time Zones

A training rollout plan for multiple time zones and remote teams should treat access as a design constraint, not an administrative detail. Cohorts in Sydney, Melbourne, Brisbane, Adelaide and Perth cannot all join one webinar slot without delay. Live instruction, self-paced application and local follow-up must therefore work as one experience.

Distributed work makes this important across Australia. Sydney and Melbourne observe daylight saving, Brisbane remains on AEST, Adelaide uses a half-hour offset, and Perth sits in UTC+8. Clocks change in October and April, so a session that suits one cohort this week may be unsuitable the next.

Australian teams also span metro hubs, regional offices and remote or FIFO roles. Some participants may join where bandwidth is less reliable or a state public holiday shifts the working day. Offer early and late options, record live sessions, and publish Sydney time with local conversions.

The rollout should connect those choices to work. Each module needs a purpose, owner and deadline; each live session needs a practice task; each cohort needs evidence that behaviour changed. Schedule discipline, inclusive design and measurement then allow a coherent launch without pretending one schedule fits every location.

Map participants, schedules and constraints

Begin with a participant map, not a calendar. Record location, role, shift pattern, employment type, language needs, device quality and whether the person is a manager. Split groups by work realities, not geography alone: a Perth field cohort may share more with an Adelaide night-shift team than a Melbourne office group. Dave Basarab’s past company engagements can reveal patterns that sharpen those decisions.

Overlay leave, travel, rosters and state public holidays before confirming sessions. Where constraints differ sharply, create separate cohorts rather than force a compromise. In Australia, professional learning is commonly employer-funded, so sponsors should secure paid participation time and manager reinforcement. Keep objectives and core activities identical, then adapt timing, examples and local facilitation.

Design one core experience with local access

Begin with the business change: what people must do differently and which result it supports. Business-first instructional design makes that logic explicit and stops content becoming the destination. This matters when dispersed participants cannot troubleshoot face to face.

Build the core experience around short, accessible learning bursts with live practice layered on top. Captions, transcripts, downloadable worksheets and mobile-friendly activities help people in regional areas or travelling for work. Self-paced components prevent a missed session from becoming a permanent gap.

Test conversions before publishing. During daylight saving, a 12 pm Sydney start is 9 am in Perth, 11 am in Brisbane and 11:30 am in Adelaide; in standard time, Perth is 10 am, Brisbane noon and Adelaide 11:30 am. Rotate sessions where numbers justify it, and retain recordings for conflicts.

Build a delivery rhythm across regions

A rollout works best as a sequence, not one event. Start with orientation and a baseline check, move into live instruction and applied practice, then release workplace tasks before a final coaching clinic. The cadence gives remote managers time to reinforce behaviour while keeping momentum visible.

Match delivery methods to access needs rather than expecting every participant at the same live event. Rotate the burden, not every activity: one region may need an early workshop while another needs an evening clinic, but all cohorts should complete the same core output.

Delivery method	Strongest use	Australian access consideration
Live virtual workshop	Coaching, complex discussion and feedback	Rotate among morning, lunchtime and evening Sydney slots
Self-paced microlearning	Refreshers and practice between live sessions	Available across locations without a fixed connection time
Local hub session	Hands-on practice for regional cohorts	Use a local facilitator and test venue connectivity
Blended cohort	Peer learning plus flexible application	Keep one shared output while allowing local completion times

Keep the event sequence fixed to Sydney time, but let facilitators use familiar Australian cues such as “catch you at three in the arvo” where appropriate. Informal language can build rapport, yet written invitations must state the date, Sydney time, local time, duration and recording status.

Measure adoption, impact and return

Plan measurement before the first cohort begins. Use Predictive Evaluation to establish a baseline, forecast adoption and define signals showing whether training reaches work. The predicting training value approach connects participation and capability indicators with operational measures and financial return, distinguishing a popular programme from an effective one.

Track three levels: completion and confidence, observed workplace behaviour, and a business result such as cycle time, safety, service quality or conversion. Ask managers for specific examples of new behaviour, and survey participants immediately after practice rather than months later.

Review results at 30, 60 and 90 days, including differences by cohort and location. If adoption is low, investigate scheduling, relevance, access or manager reinforcement before rebuilding the course. This diagnostic sequence protects budget and shows where targeted intervention offers the greatest return.

Launch checklist and immediate next step

The launch checklist should be short enough to operate and specific enough to prevent ambiguity. Cover timing, participation, materials, local ownership and evidence gathering rather than confirming only that sessions are booked.

Publish one Sydney-time calendar with local equivalents, state holidays and live-stream links.
Rotate anchor sessions across workable hours and give shift workers a second option.
Release recordings, transcripts and practice tasks within 24 hours.
Assign every cohort a facilitator, workplace manager and completion deadline.
Test captions, bandwidth, audio and mobile access with a non-manager pilot group.
Review adoption, behaviour and business indicators at 30, 60 and 90 days.

The rollout owner should build a one-page schedule naming each regional cohort, session date, Sydney and local start times, facilitator, required output and measurement checkpoint, then circulate it to Australian leads for sign-off before any facilitator or room is booked.

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.