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

Accelerate New-Hire Competency With Predictive Evaluation

New hires need to become productive quickly, yet many onboarding programs measure success through attendance, satisfaction scores, or course completion. These indicators show activity, not whether employees can perform critical tasks consistently in real work conditions.

Predictive Evaluation changes the focus. It connects learning objectives with expected behavior, business outcomes, and the evidence required to determine whether new employees are progressing toward role competence. This creates a practical way to identify risks early and adjust support before performance gaps become costly.

Organizations can use this approach to forecast training adoption, estimate likely business impact, and measure return on investment. The result is a more responsive onboarding experience that helps employees build capability with fewer delays.

Define Competency Before Training Begins

Start by identifying the outcomes that matter in the first 30, 60, and 90 days. These might include accurate order processing, safe equipment operation, effective customer conversations, compliant documentation, or independent use of core systems. Each outcome should be observable and connected to the employee’s responsibilities.

Next, describe what proficient performance looks like. A competency statement should specify the behavior, the conditions under which it occurs, and an acceptable standard. This gives instructional designers, managers, and learners a shared definition of readiness instead of relying on vague terms such as “understands the process.”

Establish A Baseline And Forecast

Predictive Evaluation works best when evidence is collected before the learning intervention. Baseline data can include pre-assessment scores, manager observations, time-to-productivity, error rates, prior experience, and confidence ratings. The purpose is not to label employees; it is to identify the factors most likely to influence successful performance.

Use that baseline to forecast adoption and impact. For example, a team may predict that a new hire who completes practice scenarios, receives coaching within 48 hours, and uses a job aid during the first week will reach independent performance sooner. These assumptions can be tested through follow-up measurements rather than treated as unverified expectations.

A useful related discipline is knowing when learning content no longer supports performance. This discussion of retiring an old course shows why training portfolios should be reviewed against current business needs.

Design Learning Around Critical Moments

New-hire development accelerates when instruction appears close to the moment of need. Combine concise learning bursts with realistic practice, feedback, guided observation, and manager reinforcement. A short module on a policy has greater value when employees immediately apply it to a case, receive feedback, and use the policy in live work.

Learning technology should support the workflow rather than create another destination employees must remember to visit. Searchable job aids, performance checklists, simulations, and spaced reminders can reinforce memory while employees gain experience. Analytics should track whether these resources are used and whether their use corresponds with improved performance.

Connect Measures To Business Results

A strong evaluation model links learning measures to operational indicators. Completion and assessment scores can help explain participation and knowledge, but they should be paired with evidence such as quality scores, customer satisfaction, safety incidents, rework, sales conversion, or time-to-proficiency.

Evaluation Layer	Evidence To Collect	Decision It Supports
Participation	Attendance, access, completion	Is the learning reaching new hires?
Knowledge	Assessments, confidence, recall	Can employees explain the essential concepts?
Application	Practice results, observations, job-aid use	Are employees applying the skill correctly?
Performance	Quality, speed, errors, customer outcomes	Is competency improving on the job?
Business value	Cost avoided, productivity, retention, revenue	Is the program producing a worthwhile return?

Set targets before delivery begins. A forecast might predict a reduction in processing errors within eight weeks or a specific improvement in independent task completion by day 60. These targets create a basis for comparing expected and actual results, while also revealing where the onboarding journey needs adjustment.

Use Early Signals To Personalize Support

Predictive indicators should trigger action. If an employee struggles with a simulation, delays required practice, or receives repeated coaching on the same behavior, the response might include targeted remediation, peer support, manager observation, or an additional learning burst. Early intervention is usually less expensive than waiting for a formal performance review.

Managers play a central role in this process. Give them simple observation guides and clear escalation points so they can reinforce the same competencies taught in training. Consistent feedback helps distinguish a knowledge problem from a process, technology, workload, or confidence problem.

A credible evaluation model also benefits from a strong evidence base. The perspectives gathered in this book research provide useful context for building a disciplined approach to forecasting and measuring learning value.

Recommendations For Faster Competency

Select three to five role-critical competencies for the first 90 days.
Record baseline performance before employees begin formal instruction.
Define leading indicators, such as practice completion and manager observations, alongside lagging business measures.
Create intervention rules for employees who miss a milestone or show repeated errors.
Review forecasts and results with learning, operations, and frontline managers together.

Turn Evidence Into Continuous Improvement

At the end of each onboarding cycle, compare predicted results with actual adoption, performance, and business outcomes. Look for patterns by location, manager, role, delivery method, or employee segment. These comparisons can reveal whether the issue lies in the content, reinforcement, workflow, technology, or forecast itself.

Begin with one high-volume role or one critical competency, establish a short measurement cycle, and refine the model as evidence accumulates. To develop a practical evaluation approach for your organization, discuss your pilot with Dave Basarab Consulting and connect new-hire learning to measurable capability and 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.