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

Measuring Training Delivery Quality Across Multiple Instructors

When several facilitators deliver the same programme, learners should receive a consistent experience without being forced into an artificial script. The aim is to preserve the learning intent, key messages and assessment standards while allowing each instructor to use their professional judgement and local knowledge.

A reliable measurement approach combines observation, learner feedback, assessment evidence and business results. For Australian organisations operating across Sydney, Melbourne, Brisbane, Perth or regional locations, it must also account for hybrid delivery, travel, shift work, cultural diversity and differences between metropolitan and remote teams.

Define What Good Delivery Looks Like

Quality cannot be measured consistently until the organisation defines the behaviours and outcomes that matter. A delivery standard might include accurate content, clear explanations, effective questioning, inclusive facilitation, useful practice activities, appropriate pacing and confident management of technology.

The standard should distinguish between essential requirements and acceptable variation. Every facilitator may need to cover the same compliance points or performance steps, while still adapting examples for a mining workforce in Western Australia, a health team in Melbourne or a customer service group in Brisbane.

A concise facilitator scorecard is more useful than a long checklist. It can rate preparation, explanation, learner participation, practice, feedback, accessibility and closure on a defined scale, with examples of what weak, capable and exceptional performance look like.

Observe Facilitation With A Common Framework

Direct observation provides evidence that surveys cannot capture. A trained reviewer can attend live or recorded sessions and assess how instructors explain difficult concepts, check understanding, respond to confusion and connect activities with workplace tasks.

Use the same observation rubric across instructors, locations and formats. An observer in Sydney should apply the same criteria to a virtual session delivered to Adelaide as an observer attending a face-to-face workshop in Canberra. Calibration sessions, where reviewers score a sample session together, help reduce personal bias.

Observation should be developmental rather than punitive. A useful process includes specific evidence, a discussion with the facilitator and one or two agreed actions. Repeated observations can show whether coaching changes delivery behaviour over time, rather than merely producing a strong score on one day.

Combine Learner Feedback With Behavioural Evidence

Learner satisfaction is relevant, but it is an incomplete measure of delivery quality. Participants may rate an entertaining session highly even when they cannot perform the required task, while a demanding workshop may receive mixed ratings despite producing strong capability gains.

Use short post-session surveys to examine clarity, relevance, psychological safety, participation and confidence. Include open comments, but analyse them alongside attendance, completion, assessment results and requests for additional support. Segment the findings by instructor, cohort, location, delivery mode and learner role.

Audience design can also improve the quality of feedback. Resources on learner personas help teams account for different levels of experience, motivation, language confidence and job context when interpreting learner responses.

Check Consistency Without Removing Flexibility

Variation between instructors is not automatically a problem. Some differences improve learning because facilitators use relevant stories, current examples or regional operating conditions. The issue is uncontrolled variation that changes the meaning of the content, reduces practice time or creates unequal assessment expectations.

Identify the programme’s non-negotiables. These may include learning objectives, core terminology, demonstrations, safety instructions, assessment conditions and the sequence of critical practice. Provide facilitators with a delivery guide, activity notes, common questions and escalation pathways, while leaving room for examples and discussion.

For Australian workplaces, this may mean allowing a facilitator to use local case material while retaining common references to workplace health and safety responsibilities, privacy requirements or internal procedures. Quality assurance should protect the learning architecture, not dictate every sentence.

Measure Transfer Into Workplace Performance

The strongest evidence of delivery quality appears after training, when learners apply new knowledge or skills. Track practical indicators such as error rates, sales conversion, call resolution, equipment downtime, audit findings, customer complaints or time to proficiency, depending on the programme’s purpose.

Compare results across instructor-led cohorts carefully. Differences may reflect learner selection, manager support, workload, technology access or regional operating conditions rather than facilitation alone. A Brisbane cohort with protected practice time cannot be compared casually with a regional team completing modules between shifts.

Use baseline data and follow-up checkpoints at suitable intervals, such as 30, 60 and 90 days. Manager observations, work samples and short capability checks can reveal whether learners retained the skill and whether supervisors reinforced it. This creates a stronger picture of training effectiveness than an end-of-day reaction score.

Forecast Adoption And Return On Investment

Measurement becomes more valuable when it helps leaders predict whether training will be adopted. Before delivery, estimate the factors likely to influence application: manager involvement, workflow fit, learner confidence, available tools, competing priorities and the consequences of using the new skill.

Generational preferences may influence technology use, feedback expectations and confidence with self-directed learning, although age should never be treated as a fixed predictor of behaviour. Guidance on forecast adoption can support a more disciplined approach to estimating uptake across a mixed workforce.

Bring these forecasts into instructor quality reviews. If one facilitator consistently achieves stronger transfer, examine what they do before and after the session: how they brief managers, tailor examples, reinforce practice or identify barriers. The aim is to understand the conditions that produce results and replicate them across the network.

A practical dashboard might combine observation quality, learner confidence, assessment performance, attendance, application rates and business indicators. Weight each measure according to the programme’s purpose, and avoid reducing quality to a single composite score.

The most dependable system reviews delivery at several points: before the programme, during facilitation, immediately after learning and weeks later in the workplace. Set a shared rubric, calibrate observers, analyse results by context and use the evidence to coach instructors. In practice, measure whether every facilitator delivers the essential experience, enables genuine practice and helps Australian employees apply learning where it affects business performance.

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.