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

Leadership Development That Works in a Remote Company

Remote work changes the conditions in which leadership is learned and practiced. Managers cannot rely on hallway conversations, visible office habits, or spontaneous coaching. Their effectiveness depends on how well they communicate across time zones, build trust through digital channels, and make sound decisions with incomplete context.

A strong leadership program for a distributed workforce must therefore go beyond virtual workshops. It should connect learning to daily management routines, provide repeated opportunities to apply new behaviors, and give leaders useful feedback about the effect of their decisions on people and business performance.

The goal is to create consistent leadership capability without forcing every manager into the same rigid schedule. A thoughtful design balances synchronous connection with asynchronous learning, local relevance with enterprise standards, and human development with measurable organizational outcomes.

Start With Remote Leadership Outcomes

Begin by defining what effective leadership looks like in the company’s operating environment. Desired capabilities may include setting expectations across time zones, leading inclusive meetings, giving feedback in writing, managing performance remotely, and maintaining team connection without creating unnecessary digital fatigue.

Translate broad competencies into observable behaviors. “Build trust” is difficult to teach until it becomes specific, such as sharing decision rationale, following through on commitments, inviting dissent, or responding to employee concerns within an agreed timeframe. These behaviors give instructional designers and managers a common target.

Business outcomes should shape the program from the start. Possible measures include faster decision cycles, stronger retention among remote employees, improved engagement scores, better execution against quarterly priorities, or greater internal mobility. This alignment keeps leadership development connected to enterprise learning strategy rather than treating it as an isolated benefit.

Design For Distributed Attention

Remote managers often work across different time zones, home environments, and communication preferences. A program built around long live sessions may exclude participants or compete with operational priorities. Use short learning bursts, practical templates, brief videos, and scenario-based activities that leaders can complete when their attention is available.

Synchronous sessions still have an important role. Use them for discussion, rehearsal, peer problem-solving, and coaching rather than for delivering information that could be consumed independently. A recorded explanation of a performance framework is less valuable than a live practice session where managers rehearse a difficult conversation and receive feedback.

Asynchronous discussion boards, shared workspaces, and written reflection can support participation from quieter leaders and employees working outside headquarters. Clear response windows and simple participation expectations prevent digital learning from becoming another source of ambiguity.

Build Practice Into The Work

Leadership behavior changes through repeated use, not exposure to concepts alone. Each module should connect to a real workplace task: running a clearer one-to-one, clarifying a team decision, addressing missed commitments, or redesigning a meeting that has become ineffective.

Cohort-based learning can add accountability without requiring everyone to attend at the same time. Small groups may review cases, exchange feedback, and report on experiments between sessions. Managers can also receive conversation guides, decision checklists, and reflection prompts that make new behaviors easier to use immediately.

This approach benefits from understanding how context influences action. The intersection of instructional design and behavioral economics offers useful perspective on reducing friction, shaping choices, and designing prompts that encourage leaders to apply what they have learned.

Design Element	Weak Remote Approach	Stronger Distributed Approach
Content delivery	Long presentation-based webinars	Short lessons paired with practice
Participation	Fixed attendance for every activity	Flexible asynchronous work with purposeful live sessions
Skill development	Concept review and quizzes	Rehearsal, feedback, and workplace application
Manager support	One-time course completion	Coaching, peer cohorts, and job aids
Measurement	Satisfaction surveys only	Behavior adoption and business impact measures

Create A Consistent Manager Experience

A remote company may have managers leading teams in different countries, functions, and regulatory environments. Leadership development should establish shared principles while leaving room for local examples and practical adaptation. A common framework might define expectations for communication, inclusion, accountability, and employee growth.

Consistency also depends on the manager’s own manager. Senior leaders should reinforce the same behaviors through their decisions, meeting norms, and performance conversations. If a program teaches coaching but executives reward only rapid individual output, participants will quickly recognize the contradiction.

Provide leaders with a clear journey rather than a collection of disconnected courses. A pathway might include foundations for new managers, advanced modules for experienced leaders, specialized support for people managers of managers, and optional learning bursts tied to current business priorities.

Measure Adoption And Business Impact

Evaluation should begin before delivery. Identify the behaviors the program intends to change, the conditions that may support or block adoption, and the indicators that can show progress. Baseline data might include employee survey results, retention patterns, promotion rates, performance-cycle quality, or manager effectiveness scores.

Predictive Evaluation can help organizations estimate which learning initiatives are most likely to gain traction and produce meaningful results. By examining audience readiness, business alignment, reinforcement conditions, and delivery factors, teams can make better investment decisions before scaling a program. This predictive analytics approach supports a stronger link between learning activity and organizational performance.

Use several levels of evidence. Completion and attendance show reach, while manager self-reports and employee observations can indicate behavior adoption. Operational measures reveal whether the new leadership practices are influencing retention, productivity, collaboration, customer outcomes, or execution speed. Reviewing these measures at set intervals allows the program to evolve.

Recommendations For Remote Leadership Programs

Define three to five observable leadership behaviors before selecting content or technology.
Combine asynchronous learning with live practice, coaching, and peer accountability.
Design scenarios around real remote challenges, including time zones, written communication, and digital overload.
Equip senior leaders to model and reinforce the same expectations taught to managers.
Establish baseline measures and an evaluation plan before launching the first cohort.

Turn Learning Into A Leadership System

The strongest remote leadership initiatives become part of how the company operates. They influence meeting habits, performance management, promotion decisions, onboarding, and executive communication. When learning is reinforced through systems and culture, managers are more likely to sustain new behaviors after the formal program ends.

Dave Basarab Consulting can help organizations connect enterprise learning strategy, custom instructional design, leadership development, training delivery, and Predictive Evaluation. Build a leadership experience that fits distributed work and demonstrates its value through measurable business results.

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.