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

Forecasting Cost Savings From Better Training Adoption

Training expenditure is easy to count: design hours, facilitators, venues, platforms and employee time. The harder question is what the organisation gains when people actually use the new skills at work. A credible forecast connects adoption with measurable changes in productivity, quality, safety, sales or customer service.

To forecast the cost savings from improved training adoption, start with operational evidence rather than optimistic participation targets. The model should show how many employees apply the learning, how often they apply it and which business outcomes change as a result.

This approach is especially useful in Australia, where organisations may have teams spread across Sydney, Melbourne, Brisbane, Perth and regional locations. Travel, shift work, award conditions and the needs of remote or FIFO employees can all affect both adoption and financial value.

Define The Value Driver

A saving forecast begins with a specific business problem. Examples include reducing rework in a manufacturing process, shortening customer handling time in a contact centre, lowering equipment damage on a mining site or improving sales conversion in a retail network.

Translate the problem into a unit of value. If a trained employee saves eight minutes per customer interaction, calculate the annual hours released. If fewer mistakes reduce claims by $40 per case, estimate the expected reduction in cases. Use payroll cost, contractor rates, avoided overtime or contribution margin where appropriate, rather than treating every recovered hour as cash immediately available.

Establish A Reliable Baseline

Collect at least three to six months of pre-training data when conditions are reasonably stable. Useful measures include average handling time, first-pass quality, safety incidents, absenteeism, sales conversion, customer complaints and supervisor correction time.

Segment the baseline by role, location, tenure and work pattern. A program delivered in Melbourne head office may achieve a different adoption rate from one used by regional teams in Queensland or Western Australia. Seasonal peaks, public holidays and changes in staffing should be recorded so they are not mistakenly attributed to learning.

Model Adoption In Stages

Attendance is an input, not proof of behaviour change. A practical forecast separates reach, competence, workplace application and sustained adoption. Each stage can have a probability and a financial value, allowing leaders to see how the estimate changes when assumptions shift.

For example, 500 employees may attend a course, 80% may pass an assessment, 65% may apply the skill on the job and 70% of those adopters may sustain the behaviour for six months. The expected number of sustained adopters is therefore 182, before any adjustment for manager support or operational constraints.

Forecast Scenario	Sustained Adoption	Annual Benefit Per Adopter	Estimated Gross Benefit
Conservative	100 employees	$1,200	$120,000
Expected	182 employees	$1,500	$273,000
Strong	260 employees	$1,800	$468,000

These figures are illustrative, but the structure helps decision-makers test the relationship between behaviour and value. Include implementation cost, platform fees, backfill, travel and GST treatment where relevant. A simple net benefit calculation is gross benefit minus total program cost; return on investment can then be expressed as net benefit divided by program cost.

Test Assumptions Before Launch

Forecasting should happen before delivery, when there is still time to improve the design. Identify the behaviours that must change, the people who influence those behaviours and the evidence that will demonstrate progress. This is the purpose of a predictive evaluation model: connecting learning activity with anticipated adoption, impact and return.

Use leading indicators alongside lagging results. Early indicators might include practice completion, manager observation, system usage or coaching frequency. Later indicators could include lower defect rates, faster processing or improved customer retention. This combination gives leaders an early warning when adoption is weakening instead of waiting for an annual performance report.

Account For Australian Operating Conditions

A realistic Australian business case should include the cost of releasing staff from shifts, especially in healthcare, logistics, hospitality and resources. For a FIFO workforce, digital reinforcement may reduce travel while still requiring offline access and supervisor follow-up at the site. For dispersed teams, the cost of a facilitator travelling between Perth, Adelaide and regional locations can materially change the forecast.

Employment arrangements also matter. Training scheduled around penalty rates, roster changes or Fair Work obligations may have a different cost profile from a standard office program. In retail, a learning burst delivered before a busy Christmas period may generate value quickly, while a compliance program may protect against loss rather than create visible revenue.

Organisations can strengthen the business case by combining forecasting with tailored learning consultancy services. This can help align instructional design, leadership support and evaluation measures with the operating realities of the Australian market.

Turn The Forecast Into A Decision Tool

Present a range rather than a single impressive number. Show conservative, expected and strong cases, then explain which assumptions drive the difference. Senior leaders can make better funding decisions when they can see that a small increase in manager coaching, for example, could lift sustained adoption from 45% to 60%.

Recommendations for a practical savings forecast:

Define one primary business outcome and two supporting measures.
Use a documented baseline with an owner for each data source.
Separate attendance, competence, application and sustained adoption.
Calculate costs for employee time, travel, technology, backfill and delivery.
Assign confidence levels to major assumptions and review them monthly.
Compare forecast results with actual performance after 30, 90 and 180 days.

The final forecast should be treated as a management instrument, not a promise. When actual adoption is below plan, leaders can investigate reinforcement, workflow design, incentives or manager capability before the expected value disappears. Begin by selecting one current training program and building a three-scenario model from its latest operational baseline.

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.