Your Chief Virtual Learning Architect

Learning to Performance

Read More
Custom Design & Delivery

Read More
Predictive Evaluation

Read More
Enterprise Learning Strategy

Read More

› ‹

1
2
3
4

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 Social Learning Extends Workplace Training

Formal training gives employees a shared foundation, but capability develops through repeated practice, feedback and conversations. Social learning extends workplace education into the flow of work, where colleagues exchange experience, solve problems and reinforce new behaviours.

This approach is especially useful for Australian organisations managing hybrid teams across Sydney, Melbourne, Brisbane, Perth and regional locations. A workshop may finish in one office, while the questions that determine adoption emerge later in a Teams channel, during a coffee break or on a customer site.

Effective social learning is more than creating an online discussion group. It connects peer interaction with business priorities, clear ownership and measurable outcomes. When designed carefully, it turns learning from a scheduled event into an ongoing performance system.

Connect Formal Learning To Daily Work

A course should provide the essential concepts, demonstrations and practice opportunities. Social learning then helps employees interpret those ideas in their own roles. A sales team might compare approaches after a negotiation, while frontline staff could share how a new safety procedure works in different environments.

The connection needs to be intentional. Each formal module can include a workplace challenge, peer discussion or manager-led reflection. Employees should know what to try, where to share observations and how the conversation relates to their performance expectations.

For large organisations, governance prevents social learning from becoming fragmented. A clear learning governance framework can define decision rights, content standards, community ownership and escalation paths.

Choose Channels That Fit The Workforce

Digital platforms are valuable when they match existing work habits. Microsoft Teams, Slack, enterprise social networks and learning experience platforms can host questions, short videos, case examples and peer recognition. The best channel is usually the one employees already open to complete their work.

Australian workforces often span time zones, remote sites and multiple employment arrangements. A Brisbane office, a Perth operation and regional technicians may not share the same meeting hours. Asynchronous posts, searchable answers and short recorded demonstrations make participation more inclusive.

Physical interaction still matters. Team huddles, toolbox talks, mentoring sessions and communities of practice can complement digital spaces. Social learning should reflect the organisation’s operating environment rather than assume every employee has uninterrupted desk time.

Design Activities That Produce Useful Exchange

Prompts should ask employees to apply a concept, compare decisions or explain a real result. “What did you learn?” often produces limited responses; “Which part of the process created the greatest customer delay, and what would you change?” invites practical analysis.

Peer case clinics are effective for leadership and technical development. One employee presents a current challenge, peers ask clarifying questions, and the group suggests actions based on the formal learning. A subject matter expert can correct misconceptions without dominating the conversation.

Learning bursts can maintain momentum. A two-minute scenario, a short quiz or a weekly practice task gives employees manageable opportunities to revisit content. This suits the everyday rhythm of Australian workplaces, where lengthy sessions can compete with commuting, client commitments and operational demands.

Prepare Managers And Subject Matter Experts

Managers are the bridge between training and workplace behaviour. They can set expectations before a course, discuss application afterwards and recognise employees who use new skills. A manager’s brief should include conversation prompts, observation points and guidance for constructive feedback.

Subject matter experts add credibility when they share examples from actual operations. However, expert input should be curated so that local habits do not unintentionally replace approved policy or create conflicting advice. Terry Barber’s perspective illustrates how informed contribution can add energy and relevance to a learning experience.

Psychological safety is equally important. Employees need permission to discuss mistakes without fear of embarrassment or disciplinary consequences, while serious safety, privacy or misconduct matters must move through the correct formal channels.

Measure Adoption And Business Impact

Participation data can show whether employees viewed a post, completed a practice task or contributed to a discussion. These indicators are useful, but they do not prove that capability improved. Evaluation should also examine behaviour, operational results and the conditions that support transfer.

Predictive Evaluation helps organisations forecast likely adoption and business impact before investing heavily in a programme. For example, leaders can test whether managers have enough time to coach, whether systems support the new process and whether performance measures reinforce the desired behaviour.

Australian employers should also consider privacy obligations when collecting learner data. The Privacy Act 1988 and the Australian Privacy Principles require thoughtful handling of personal information, particularly when platforms record profiles, comments and behavioural analytics.

Social learning activity	Evidence of participation	Evidence of impact
Peer discussion	Quality and frequency of contributions	Faster problem resolution or better decisions
Manager coaching	Completion of follow-up conversations	Increased use of the target behaviour
Learning burst	Practice-task completion	Improved knowledge retention or task accuracy
Community of practice	Attendance and shared resources	Consistent standards across locations

Recommendations For A Sustainable Approach

Social learning works best when it is built into the learning architecture rather than added after a course has launched. Start with a business problem, identify the behaviours required and design the social activities that will help employees practise them.

Use these recommendations to create a practical operating model:

Link every discussion or peer activity to a specific workplace behaviour.
Give managers simple prompts for pre-course and post-course conversations.
Combine digital communities with team huddles, mentoring and job-based practice.
Appoint moderators who can maintain relevance, accuracy and respectful participation.
Make content searchable, accessible and suitable for asynchronous use.
Track behaviour change and operational results alongside engagement metrics.
Review privacy, workplace health and safety, and employment requirements before launch.

Make Learning Part Of Performance

Social learning becomes durable when employees see it as part of how work gets done. Leaders can reinforce this by recognising useful knowledge sharing, allocating time for practice and including capability conversations in regular performance routines.

A coherent learning strategy should connect formal programmes, peer networks, manager support and evaluation. Organisations seeking to align these elements with measurable business outcomes can explore Dave Basarab Consulting and its broader learning consultancy services.

The central principle is simple: formal training starts the learning journey, while colleagues, managers and real work make it stick. Social learning is most valuable when it turns new knowledge into shared practice, visible behaviour and results the organisation can measure.

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.