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 training impact on KPIs that actually move the business

Learning and development leaders across Australia are under mounting pressure to justify every dollar spent on training. Boards of ASX-listed companies now expect the same rigour from people programs as they do from capital expenditure, while smaller firms in Brisbane and Melbourne compete fiercely for talent in a tight labour market. Forecasts that translate capability building into measurable business outcomes have become the currency of credible learning strategy.

The challenge is that traditional evaluation methods tend to look backwards. Post-program surveys and reaction sheets capture sentiment but rarely reveal whether the new skill actually shifted a sales conversion rate, a safety incident count or a customer satisfaction score. Without a forward-looking approach, learning teams find themselves defending budgets with anecdotes rather than evidence.

That gap is exactly where predictive evaluation earns its place. Rather than waiting twelve months for lagging indicators to confirm whether a program worked, forecasters model the chain of cause and effect between skill adoption and operational metrics. Done well, the resulting projections let executives commit to training spend with the same confidence they bring to any other growth investment.

The business case for forecasting training impact

Forecasting turns training from a cost centre into a strategic lever. When a leadership development program can be tied to a projected reduction in regrettable turnover, the conversation shifts from "how much does it cost?" to "what will it return?" Australian CFOs, especially those operating in the resources sector where workforce stability directly affects production targets, respond well to that framing.

A credible forecast also disciplines program design. Planners must identify the specific behaviours a course aims to change and the operational metrics those behaviours influence. Vague objectives like "improve communication" cannot be forecasted; they must be reworked into observable actions linked to measurable results.

Linking learning outcomes to performance drivers

The mechanics of forecasting require a clear line of sight from capability to consequence. Start by listing the three to five KPIs most sensitive to workforce capability in your business. For a national retailer, that might include same-store conversion, shrinkage and net promoter score. For a mining contractor in the Pilbara, lost-time injury frequency and equipment availability usually top the list.

Once the metrics are fixed, map the knowledge, skills and behaviours that move them. A safety leadership program, for instance, influences hazard reporting rates, which in turn shape injury statistics. Quantifying each link in that chain, including what proportion of the metric is attributable to human capability rather than equipment or process, is what gives a forecast its defensibility. Practitioners often use historical data, control groups and benchmark studies to anchor each probability.

Predictive evaluation as a forecasting discipline

Predictive Evaluation offers a structured methodology for projecting and measuring training adoption, impact and return on investment before and after a program rolls out. It blends behavioural science, operational data and probability modelling to produce forecasts that leaders can actually plan against. Teams adopting this approach typically produce a baseline projection, track variance as the program deploys and recalibrate the model as new evidence emerges.

Organisations that want a structured starting point can explore the methodology and supporting tools through Dave Basarab Consulting, which has built its practice around helping enterprises move beyond reaction-level evaluation.

Choosing the right metrics for the Australian market

KPIs that matter in Sydney financial services differ sharply from those that matter on a cattle station in the Northern Territory. The comparison below contrasts metric priorities across three sectors where Australian learning investments are concentrated.

Industry	Leading capability KPIs	Lagging business KPIs
Banking and finance	Adviser competency scores, compliance accuracy	Customer churn, complaint resolution time
Resources and mining	Safety observation rate, equipment handling proficiency	Lost-time injury frequency, unplanned downtime
Healthcare and aged care	Clinical protocol adherence, hand hygiene compliance	Patient readmission rates, staff retention

Selecting metrics that align with both regulatory obligations and commercial priorities makes forecasts more persuasive to Australian boards, particularly those benchmarked against the AHRI capability framework.

Working with a learning consultant

The role of a learning consultant has expanded well beyond course scheduling. Modern consultants diagnose performance gaps, design measurement frameworks and shepherd forecasts through executive review. They bring an external perspective that internal teams, often stretched thin, rarely have the bandwidth to develop. For a deeper look at how this function operates inside contemporary organisations, the journal article on the role of the learning consultant is a useful primer.

Personal and corporate identity in learning change

Forecasting the impact of training ultimately requires understanding how individuals absorb change. Work by experts such as Larry Ackerman on personal and corporate identity reminds practitioners that capability shifts only stick when they align with how people see themselves and the organisation they belong to. Forecasts that ignore identity dynamics tend to overstate adoption and understate the time required for new habits to settle into everyday work.

The most reliable next step for any L&D leader who wants to forecast training impact on KPIs is to choose one critical metric, sketch the behaviour chain that influences it and then pressure-test the assumptions with a colleague from finance before scaling the model across the broader learning portfolio.

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.