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

Instructional Design Best Practices for Remote and Hybrid Teams

Remote and hybrid work has changed how people access, process, and apply learning. Employees may join a workshop from different time zones, move between office and home environments, or complete training while managing competing priorities. Effective learning design must account for these conditions from the beginning.

A strong virtual learning experience is more than a classroom session delivered through video software. It combines clear performance goals, purposeful interaction, accessible digital materials, reinforcement, and measurement. The aim is to help employees use new skills confidently in real work situations.

Organizations also need a reliable connection between learning activity and business performance. Dave Basarab Consulting helps companies create enterprise learning strategies, custom instructional materials, leadership programs, and evaluation approaches that support measurable capability growth.

Start With Performance And Context

Instructional design should begin with the behavior the organization needs to improve. Instead of asking employees to remember information, define what they must do differently, such as conduct better coaching conversations, resolve customer issues faster, or make more consistent decisions.

Remote and hybrid teams require additional context analysis. Consider the tools employees use, the distractions they face, the quality of their connectivity, and the amount of support available from managers. A process that works in a shared office may need redesigned job aids, clearer escalation paths, or shorter practice activities when work is distributed.

Stakeholder interviews, learner research, and task analysis can reveal where performance breaks down. These findings help designers avoid unnecessary content and focus the learning experience on high-value actions.

Design For Active Participation

Virtual learners disengage when sessions rely on long presentations and passive screen time. Break content into short segments, then give participants a reason to think, decide, discuss, or practice. Scenarios, polls, breakout exercises, annotated examples, and collaborative problem-solving can turn information into usable knowledge.

Every activity should support a specific objective. A discussion is valuable when it helps learners compare approaches or identify risks. A simulation is valuable when it reflects decisions employees actually make. Clear instructions, realistic constraints, and useful feedback make practice more effective.

For self-paced learning, use brief modules with strong navigation and visible progress. Include retrieval questions, reflection prompts, and decision points rather than presenting dense pages of text. When designing custom materials, these engaging learning principles can help transform content into an experience employees are more likely to complete and apply.

Build Connection Across Locations

Hybrid learning can unintentionally favor employees who are physically present. A facilitator may respond more readily to people in the room, while remote participants become observers. Design participation rules that give every learner equal access to discussion, resources, and practice.

Use shared digital workspaces, chat-based responses, rotating roles, and structured turn-taking. If some learners are onsite, consider having everyone join through their own device or placing remote participants prominently on screen. This reduces side conversations and makes the learning environment more consistent.

Leadership development deserves special attention because managers shape whether learning transfers into daily work. Programs that develop coaching, communication, and accountability skills should include realistic leadership dilemmas and follow-up conversations. Organizations can explore virtual leadership development when managers need practical support across locations and time zones.

Match Modality To The Objective

No single delivery method suits every learning goal. Live virtual sessions work well for dialogue, coaching, demonstrations, and complex problem-solving. Asynchronous modules support foundational knowledge and flexible scheduling. Learning bursts are useful for reinforcement, while peer groups and manager check-ins help sustain behavior change.

Use technology to remove friction rather than add novelty. A sophisticated platform cannot compensate for unclear objectives or weak activities. Check that materials work on common devices, captions are available, links are accessible, and learners can complete essential tasks without excessive navigation.

Learning Need	Suitable Format	Design Priority	Transfer Support
Foundational knowledge	Self-paced module	Clear explanations and retrieval practice	Short knowledge checks
Complex decision-making	Live virtual workshop	Scenarios and facilitated discussion	Job aid and manager review
Skill rehearsal	Simulation or role play	Immediate, specific feedback	Repeat practice in the workflow
Ongoing reinforcement	Learning burst	One focused behavior or concept	Reminder and application task
Leadership behavior	Cohort program	Peer exchange and coaching	Manager commitments and follow-up

Measure Adoption And Business Impact

Completion rates show participation, but they do not prove that employees changed their behavior. Evaluation should examine whether learners adopted the intended practices, whether managers observed improvement, and whether business indicators moved in the expected direction.

Set a measurement plan before launch. Establish a baseline, identify leading indicators, and define the time period for review. Depending on the program, useful evidence may include quality scores, cycle time, customer satisfaction, sales conversion, retention, or manager observations.

Predictive Evaluation can strengthen this process by forecasting likely adoption, impact, and return on investment before major resources are committed. This enables learning teams to test assumptions, identify adoption risks, and make adjustments while the program is still developing. Dave Basarab Consulting supports organizations seeking a stronger link between learning initiatives and business results.

Practical Design Priorities

Remote and hybrid learning improves when the design team treats the work environment as part of the learning experience. The following priorities provide a useful starting point:

Define observable performance outcomes before selecting content or technology.
Keep live sessions focused, interactive, and limited to activities that benefit from real-time participation.
Provide accessible digital resources, captions, transcripts, and mobile-friendly materials.
Build manager involvement into preparation, practice, and post-training reinforcement.
Measure behavior adoption and business outcomes alongside attendance and satisfaction.

Review these decisions with representative learners before launch. A small pilot can expose unclear instructions, technical barriers, unrealistic scenarios, or excessive workload. Iteration is especially important when employees work across different roles, regions, and levels of digital access.

When learning is designed around real work, distributed teams can gain consistent support without losing flexibility. Begin by identifying one high-value performance need, map the behaviors required, and build a focused experience that employees can practice and apply. Dave Basarab Consulting can help translate that need into a measurable learning strategy, custom design, and delivery approach for the realities of modern work.

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.