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

How to Create Video-Based Training Learners Remember

A strong video-based training series does more than transfer information. It helps people recognise a workplace problem, practise a useful response and apply that response when the situation arises. The best programmes feel relevant to the employee’s role rather than like a collection of polished recordings.

To create a video-based training series that keeps learners engaged, treat each episode as part of a deliberate learning journey. Clear outcomes, short focused lessons, realistic scenarios and useful follow-up activities will have a greater effect than expensive production alone.

Start With Performance, Not Production

Begin by identifying the business behaviour the series should change. A leadership programme might focus on giving feedback, while a safety series may target hazard reporting or pre-start conversations. Define what employees should do differently, how often they should do it and what result the organisation expects.

This keeps the content grounded in performance rather than presentation. Each episode should answer one practical need, such as preparing for a difficult conversation or checking a process before work begins. A narrow objective also makes it easier to write a concise script and create a meaningful assessment.

Use a consistent episode structure: a familiar workplace situation, a short explanation, a demonstration, a practice prompt and a takeaway. Predictable structure reduces mental effort and gives learners a reliable rhythm across the series.

Build Around Small Wins

Short learning bursts can support attention when they are designed around a complete idea rather than arbitrary time limits. An episode of six or eight minutes may be enough to explain one decision, model one skill and set up one action. The science behind learning bursts research can help shape spacing, retrieval and reinforcement across the programme.

Avoid turning every lesson into a miniature lecture. Use a question, decision point or realistic mistake to create movement. For example, a manager might choose between delaying feedback, sending an email or holding a private conversation. The video can pause before revealing the consequences, allowing learners to think before they receive the explanation.

Release episodes in a purposeful sequence. Start with a common problem, build towards more complex situations and revisit earlier skills through spaced practice. This approach is particularly useful when employees have limited time between shifts, client meetings or operational duties.

Design For Australian Workplaces

Relevance depends on recognising the environments where Australian employees actually work. A scenario for a Sydney office may involve hybrid meetings and dispersed teams, while a mining or resources programme in Western Australia may need to reflect fly-in fly-out rosters, toolbox talks and fatigue considerations. Healthcare, construction and retail settings each require their own language, pressures and examples.

Use Australian spelling, familiar workplace terminology and credible local voices. Include details such as Work Health and Safety obligations, consultation with workers and the practical realities of state-based operations. A learner in Melbourne should see a situation that feels as believable as one in Brisbane, Adelaide or regional New South Wales.

Design choice	Weak approach	Engaging approach
Episode length	Long presentation covering several topics	One focused outcome per episode
Workplace context	Generic overseas examples	Australian roles, settings and terminology
Learner activity	Watch and move to the next screen	Decide, practise, retrieve and apply
Reinforcement	One final quiz	Spaced prompts, manager discussion and job aids
Evaluation	Completion percentage only	Adoption, performance change and business results

Make Every Episode Active

Video should create opportunities for thinking, not simply occupy the learner’s attention. Add pause points where employees predict an outcome, identify a risk or choose a response. Follow the clip with a short scenario, reflection prompt or task that can be completed on the job.

Demonstrations are especially effective for interpersonal and procedural skills. Show the behaviour at a realistic pace, then unpack the critical moments. A second version can show a common error and invite learners to diagnose what went wrong. This gives the audience a standard against which to compare their own approach.

Keep visual design purposeful. Use on-screen labels, diagrams, captions and occasional changes in framing to clarify meaning. Avoid excessive animation, background music or rapid edits that compete with the message. Captions and downloadable transcripts also improve access for employees working in noisy environments or learning without audio.

Connect Learning With Business Value

Engagement should be measured through behaviour and results, not treated as synonymous with video completion. Track whether employees use the target skill, whether managers observe a change and whether operational indicators move in the expected direction.

Predictive Evaluation provides a useful way to forecast training adoption, impact and return on investment before a programme is fully deployed. Establish baseline data, define leading indicators and decide how evidence will be collected. For instance, a customer service series might examine coaching activity, quality scores and repeat contacts rather than relying on quiz results.

Use analytics to improve the series while it is running. High drop-off may indicate a pacing or relevance problem, while repeated errors on one scenario may show that the explanation needs revision. Combine platform data with manager observations and employee feedback to create a more accurate picture of performance.

Keep The Learning Alive

A video series should connect with the flow of work after the final episode. Give managers a brief discussion guide, provide checklists or job aids and schedule follow-up prompts. A team could review one scenario during a regular meeting, while a frontline employee might receive a mobile reminder before a familiar task.

Build reinforcement around real milestones. A new supervisor may receive an episode before conducting their first performance conversation, followed by a reflection prompt afterwards. In a FIFO environment, content may need to align with roster cycles so employees can learn, practise and discuss the skill during the same swing.

Review the programme with the people who use it and the leaders who depend on its results. If you need to connect learning design with organisational priorities, discuss your programme with a learning consultancy that can examine strategy, instructional design, delivery and evaluation together.

The key principle is simple: memorable video training is designed around a behaviour, delivered in useful episodes and reinforced where work happens. When every viewing leads to a decision, practice opportunity or measurable improvement, learner engagement becomes a pathway to capability rather than a viewing statistic.

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.