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

How Post-Training Assessments Refine Future Learning Bursts

Learning bursts are short, focused interventions designed to build capability without taking people away from their work for long periods. Their value depends on what employees remember, apply and retain after the session, rather than on attendance alone.

Post-training assessments provide the evidence needed to improve the next burst. They show whether participants understood the essential idea, where confidence remains low and which workplace conditions support or prevent application.

For Australian organisations, this evidence is especially useful across distributed teams. A programme delivered to staff in Sydney, Melbourne, Brisbane and Perth may need to account for different operating rhythms, while mining, construction and healthcare employers may also support FIFO or shift-based workers.

Assessment evidence	What it reveals	How to refine the next burst
Knowledge or scenario scores	Concepts that remain unclear	Rework explanations and examples
Confidence ratings	Perceived readiness to act	Add practice, coaching or job aids
Manager observations	Behaviour transfer at work	Strengthen reinforcement activities
Adoption data	Whether the learning is being used	Remove workflow barriers
Business indicators	Operational effect	Prioritise high-value behaviours

Start With A Clear Learning Decision

A post-training assessment should be built around a decision, not simply added as a final quiz. Before delivering a learning burst, define what the results will help you decide. You may need to determine whether to repeat a topic, change the practice activity, provide manager support or retire content that no longer addresses a business need.

The decision should relate to a specific capability. For example, a customer service burst might assess whether employees can identify a complaint risk and choose an appropriate response. A leadership burst could test whether managers can give timely feedback using a realistic performance conversation.

Assess Recall, Judgement And Application

A knowledge check can confirm whether participants remember key facts, processes or terminology. It is useful, but limited. Employees may score well immediately after training and still struggle to apply the skill during a busy shift or difficult conversation.

Use a combination of short-answer questions, branching scenarios and confidence ratings. Ask learners to choose an action in a realistic Australian workplace context, such as handling a safety escalation on a regional site or managing a hybrid team across Melbourne and Perth. This produces stronger evidence of judgement than recall alone.

Read The Results By Learner Group

Aggregate scores can hide important differences. Break down results by role, location, tenure, business unit and delivery format where privacy and sample sizes allow. A burst may work well for experienced office-based staff but leave new starters or frontline employees uncertain about how to use the skill.

Look for patterns rather than isolated low scores. If employees in a call centre understand the process but do not feel confident using it, the next burst may need more rehearsal. If regional or FIFO workers show lower completion rates, scheduling, connectivity or access to a supervisor may be the real issue.

Convert Findings Into Better Burst Design

Use assessment results to adjust the smallest part of the learning experience that can solve the problem. Low scores on one concept may require a clearer explanation or a short worked example. Weak performance in scenarios may call for additional practice, peer feedback or a decision guide.

Keep future bursts narrow. Adding too much content in response to every gap can undermine the benefits of a short format. Prioritise the few behaviours that have the strongest relationship with customer outcomes, safety, productivity or leadership effectiveness.

Measure What Happens After The Session

Immediate assessments show learning, but follow-up checks show adoption. Schedule a second pulse after two to six weeks, depending on how often the behaviour occurs. Ask learners to report use, confidence and obstacles, then compare those responses with manager observations or workflow data.

For example, a burst on coaching conversations could be followed by a record of completed one-to-ones, a manager observation checklist and a short employee pulse. Organisations developing virtual leadership development can use these signals to identify where online practice needs reinforcement in day-to-day management.

Link Learning Evidence To Business Results

Assessment data becomes more valuable when it is connected to operational measures. A sales burst might be linked to proposal conversion, while a compliance burst could be associated with audit findings or incident trends. The relationship should be credible and proportionate; a short intervention rarely explains every movement in a business metric.

Use a simple chain of evidence: employees understood the idea, practised the behaviour, applied it at work and contributed to an outcome. Predictive Evaluation can support this process by forecasting likely adoption and return before a programme is scaled. The training adoption index can also help organisations benchmark participation and workplace use against relevant peers.

Build A Repeatable Review Rhythm

Create a standard review point after each burst. The learning team can examine assessment scores within a week, review workplace adoption after a month and discuss business indicators with the relevant sponsor each quarter. This turns evaluation into part of the learning cycle rather than an occasional reporting exercise.

Record the change made, the evidence behind it and the result in the next delivery. Over time, this creates a practical library of tested questions, scenarios and reinforcement methods. The immediate takeaway is simple: use post-training assessments to decide what learners need next, then verify that the revised burst changes behaviour where work actually happens.

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.