Your Chief Virtual Learning Architect

Learning to Performance

Read More
Custom Design & Delivery

Read More
Predictive Evaluation

Read More
Enterprise Learning Strategy

Read More

› ‹

1
2
3
4

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 program design for a new product launch in manufacturing

Launching a new product brings more than technical instructions. Manufacturing teams need to understand what is changing, practise the new process safely, and know how their decisions affect yield, downtime, quality and customer confidence. A launch training program should align those needs with production milestones rather than arrive as a generic orientation session.

In Australia, that means designing for shift handovers, mixed experience and teams using English as an additional language. Whether the launch is happening in Geelong, Newcastle, Wollongong or Adelaide, learning must fit rostered work without creating extra pressure on an already busy line.

Start with business and operational outcomes

Start with the commercial launch plan, then identify the operational behaviours the workforce must demonstrate. Examples include setting up a new line, completing a quality check, isolating a fault, or escalating an abnormal reading. These actions provide a clearer brief than saying employees must understand the product.

Translate each behaviour into observable standards: safe setup, correct sequence, acceptable tolerance, response time and escalation route. Link them to measures such as first-pass yield, changeover time, scrap, downtime, incidents and time to independent sign-off. This keeps instruction connected to results the plant can already see.

Agree the required proficiency before choosing content. Some roles may need verified competence, while others need a short learning burst before supervised practice. Safe Work Australia principles and the relevant state workplace health and safety regulator should shape risk controls, supervision and reassessment requirements.

Build role-based capability

Segment the audience by role, site and prior capability. Operators, maintenance trades, quality staff, team leaders and customer-facing teams face different consequences from error. A supervisor working with a new production cell also needs coaching skills, not simply the same technical module as an operator.

Core pathways could include:

Product and process foundations for everyone directly involved in production.
Machine operation and changeover practice for operators and line personnel.
Diagnostics, maintenance and escalation for technicians and trades.
Communication and coaching for supervisors, quality teams and customer support.

Blend formal training with supervised work and visual job aids. In a busy Australian plant, a proper toolbox talk and a quick “have a yarn” with the crew can surface practical concerns that a classroom misses, but these conversations should reinforce—not replace—documented competence checks. Dave Basarab Consulting can support enterprise learning strategy, custom instructional design and training delivery.

Create practice that mirrors the line

Design practice around realistic tasks rather than slide content. Use the actual machine interface, work instructions, sample components and quality criteria where possible. Scenario exercises should include start-up, normal production, minor deviations and a stopped-line decision, with clear links to standard operating procedures.

Build short learning bursts around the work: a 15-minute pre-shift refresher, a demonstration at the cell, a scenario-based workshop and coached practice on the line. Prepare internal facilitators with prompts and feedback guides so a trainer in Newcastle delivers the same critical messages as a trainer in Melbourne.

Pilot the program with a small cross-functional crew before full rollout. Ask learners to identify unclear steps, missing tools and risks that a subject-matter expert may overlook. Revise the materials, then use launch-day observations to decide who can work independently, who needs supervision and who requires further training.

Match delivery methods to the work

Choose delivery methods according to the task, not a preferred corporate format. Theory-heavy content can work well for shared principles, while equipment setup, fault finding and quality decisions need hands-on rehearsal. Digital options are valuable across multiple sites and shift rosters, provided they remain specific and accessible on the shop floor.

Delivery method	Best suited to	Operational advantage	Trade-off
Facilitated workshop	Shared concepts and problem-solving	Consistent discussion and fast clarification	Limited hands-on transfer
Hands-on simulation	Equipment setup and fault-finding	Safe, repeatable practice	Equipment and preparation time
Coached on-the-job learning	Real workflow and handover	Immediate application	Depends on supervisor quality
Digital microlearning	Refreshers and knowledge checks	Flexible across shifts	Needs frequent, job-specific updates

For a new product launch, combine a brief common foundation with role-specific simulation and coached practice. Keep managers involved in reinforcement, because a transfer session that never reaches the line will not change performance. Forecasting intended behaviours and adoption barriers through predictive intention dashboards can reveal where a launch cohort is unlikely to apply the new process.

Validate adoption, impact and return

Predictive evaluation should run before, during and after release, forecasting adoption and indicative return on investment while corrective action is still possible. Baseline current performance, compare forecasts with observed behaviour, and refine the intervention. Completion data is useful, but it does not show whether the new setup routine or fault response is being used.

A launch evaluation should track:

Time to required competence by role and shift.
Observed use of approved work instructions.
Yield, scrap, changeover time, downtime and safety signals.
Supervisory feedback and barriers to adoption.

Use a mixed evidence set: practical assessments, manager observations, learner pulse surveys and operational data. The predictive evaluation guide explains how to conduct this review of current learning programs. For customer-facing products, also check claims, labels and instructions against Australian Consumer Law requirements and relevant Australian product standards; manufacturing errors can become customer and reputational risks.

Create a one-page launch learning brief today, assign an owner to each role pathway, and schedule the first 30-minute diagnostic workshop before any training is delivered.

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.