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

Creating Job Aids That Employees Actually Reach For on the Job

A new starter in a Pilbara mining camp is about to flag a safety incident. They don't have time to open a laptop, log in, and search a 60-page PDF for the right escalation procedure. What they need is a one-page sheet beside the radio, with four steps in plain language and a number to call. That sheet is a job aid, and a useful one and a forgotten one usually come down to how it was built.

Most learning leaders in Australia pour time into classroom training and e-learning modules, then wonder why performance on the floor barely shifts. The missing piece is almost always a well-designed reference that fits the actual workflow. When employees can find the answer in seconds, training translates into fewer errors, faster onboarding, and better customer experiences across retail floors in Brisbane, hospital wards in Melbourne, and distribution centres in Perth.

Why Most Job Aids Get Ignored

Many job aids fail before they are distributed. They are written by subject matter experts who assume the reader knows the jargon, formatted in tiny print and stored on a shared drive nobody can find. The result is a document that ticks an audit box but never changes behaviour on the floor.

The reasons are familiar to any L&D professional in Australia. Job aids end up unused because they are too long, text-heavy, generic, or far from the point of work. A warehouse supervisor in Adelaide is not going to scroll a 20-step tablet procedure when their lanyard already carries the three steps they need.

Start With the Work, Not the Training

Designing a usable job aid begins with observing the work. Shadow a shift, ask the team to talk through what they do when something goes wrong, and note every question they ask a colleague. In a regional aged-care facility in NSW, this kind of observation often reveals that the most common reference need is a medication reminder rather than a full clinical procedure guide.

This frontline discovery is the foundation of any custom training design effort that aims to change behaviour. Working with a custom training team can help you move beyond off-the-shelf templates and build tools that reflect the real conditions of your workforce, whether that means humidity-affected labels on a Queensland banana farm or noisy serveries on a Saturday night in Surry Hills.

Designing for Speed and Clarity

Once you know the workflow, design the aid for the moment of need. Keep language short, use plain English, favour diagrams over paragraphs. Limit each aid to a single page or one screen so it can be read in under thirty seconds.

Design principles for usable job aids

Lead with the action, not the explanation
Use the employee's vocabulary, not the policy manual's
Test readability at arm's length, not at desk distance
Highlight the decision point in colour or bold

Choose the right format. Quick-reference cards work for procedural reminders; flowchart posters suit safety decisions. Here is how the main formats compare:

Format	Best for	Watch out for
Lanyard card	Short, high-frequency reminders	Tiny text, fragile lamination
Wall poster	Visual procedures, safety cues	Out of sight, out of mind
Checklist	Sequential tasks, audits	Becomes a tick-box exercise
Digital tool	Complex branching decisions	Login fatigue, no offline access

Pilot each format with three or four actual users before you print five hundred copies. If a stevedore in Fremantle can read it at a glance, your design is probably working.

Piloting With Frontline Teams

A pilot is not a focus group. Hand the aid to people doing the job, watch them use it during a real shift, and ask where they stumbled. Replace anything that forced them to stop and think. The first version is rarely the final version.

This often means testing across multiple sites and conditions. A reference that works in a calm suburban bank branch may fall apart in a busy Westfield food court or a regional hospital emergency department. Build in time for at least two rounds of revision before a wider launch.

Where to Place Job Aids for Maximum Use

Placement matters as much as content. A brilliant reference card is useless if it lives inside a drawer. Audit every point where work happens and ask whether the aid is visible, reachable, and protected from the environment. Lanyard cards in Perth sun need UV-resistant covers; outdoor signage on a Pilbara rail line needs graffiti-resistant printing.

Make retrieval part of the routine. New starters at a Brisbane bakery should be shown where the allergen reference card lives on their first day. Refresher briefings should include a walkthrough of any new aids, not just a slide mention.

Keeping Aids Living Documents

A job aid that references a system version from 2019 is worse than no aid at all. Schedule quarterly reviews with the people who actually use them, and tie each review to a known business event such as a product launch, a regulatory update, or a software migration. This keeps the content fresh and signals that the document is trusted.

Version control also keeps your audit trail clean. Date every revision, retire old copies from noticeboards, and store the master in a single location so nobody is making safety decisions from a laminated sheet printed three years ago.

Signals that an aid needs a refresh

Workers stop trusting the procedure
The system it references has changed
Error rates climb despite recent training
The document looks visibly outdated

Measuring Whether They Are Working

Adoption is a behaviour, not a download count. Track whether people are reaching for the aid at the point of need, not whether the file exists on the intranet. Observation, supervisor feedback, and reduced error rates are stronger signals than LMS analytics.

Tie measurement to a business outcome that matters locally. In an Australian retail chain, that might mean fewer customer complaints at checkout. In a mining contractor, it might mean fewer recordable incidents per million hours. Predictive Evaluation can forecast adoption and impact before you invest in a full rollout, turning the job aid into a planned business tool. The next step is to pick one workflow, shadow an employee using the current reference, and identify the change most likely to remove a friction point in the next shift.

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.