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

Learning bursts for compliance training: a practical approach

Compliance training often fails for a predictable reason: employees complete a course, pass a quiz, and return to work without changing how they make decisions. The information may be accurate, yet its timing, format, and connection to daily responsibilities are poorly designed.

Learning bursts offer a practical alternative. These short, focused learning experiences deliver one concept, decision, or behavior at a time. Used well, they can reinforce policies, improve recall, and help employees apply requirements in the moments that matter.

The goal is not to make compliance content smaller for its own sake. It is to create a learning journey that supports awareness, practice, reinforcement, and measurable behavior change.

Why compliance needs a different rhythm

Annual compliance courses are useful for documenting completion, but they are a weak standalone strategy for retention. Employees must remember reporting procedures, privacy expectations, safety practices, ethical standards, and regulatory obligations long after the formal module ends.

Learning bursts create spaced reinforcement. A short scenario delivered before a common risk event can refresh judgment more effectively than another lengthy presentation. The content becomes easier to absorb because each activity has a narrow purpose and a clear workplace connection.

This approach also respects employee attention. A three-minute interaction can fit between operational tasks, while a sequence of brief activities can build a more durable understanding over several weeks.

Design each burst around behavior

Start with the behavior the organization needs to see. “Understand the code of conduct” is too broad to guide design. “Recognize a conflict of interest and disclose it through the correct channel” is specific enough to support a scenario, a decision prompt, and a follow-up reminder.

Each burst should answer one practical question. What should an employee notice? What choice should they make? What action should follow? Strong compliance microlearning uses realistic examples, short explanations, and immediate feedback rather than dense policy summaries.

A useful burst may include a workplace situation, two or three response options, an explanation of the preferred action, and a link to the relevant policy or reporting resource. This structure makes the learning actionable without oversimplifying the underlying requirement.

Build a sequence instead of isolated reminders

A collection of unrelated messages can feel like notification noise. A planned sequence creates progression. One burst may introduce a risk, the next may ask employees to identify it, and a later activity may require them to apply the policy under pressure.

A custom design process helps connect learning objectives, audience needs, content assets, delivery channels, and evaluation points. Teams developing a larger compliance curriculum can use this custom design plan to organize the work before production begins.

Learning purpose	Example burst	Evidence to monitor
Awareness	Identify a phishing attempt	Recognition accuracy
Decision-making	Choose the correct escalation path	Scenario performance
Application	Complete a reporting process	Task completion
Reinforcement	Recall a key policy rule	Retention and repeat accuracy
Transfer	Apply the rule during work	Operational or audit data

The sequence should reflect the risk profile of the organization. High-frequency, high-impact behaviors deserve more reinforcement than low-risk information that employees rarely use.

Connect bursts to the learning ecosystem

Learning bursts work best when they are available through the systems employees already use. An LMS can assign, record, and report activities, while collaboration platforms, email, mobile notifications, or workflow tools can deliver timely prompts. The experience should remain easy to access without creating duplicate records or confusing navigation.

Before implementation, define how completion, scores, attempts, and exemptions will be managed. Consider accessibility, mobile responsiveness, language requirements, data privacy, and compatibility with existing compliance reporting. Guidance on how to integrate learning bursts can help organizations connect short-form learning with their current LMS structure.

Timing is equally important. A burst about data handling may be most useful before a major system change. A safety reminder may belong at the start of a shift or project. Delivery should support the workflow rather than interrupt it.

Measure adoption and business value

Completion rates are a starting point, not a complete evaluation. A strong measurement strategy examines whether employees engage with the bursts, retain the content, make better decisions, and follow required processes.

Useful indicators include repeat quiz performance, reporting quality, policy-related errors, audit findings, incident trends, manager observations, and time to complete required actions. Where possible, compare results before and after the learning sequence, while accounting for other operational changes.

Predictive Evaluation can strengthen this process by connecting learning activity to expected adoption, impact, and return on investment. Organizations exploring this connection can review approaches for connecting L&D metrics with operational results, rather than treating training data as an isolated reporting exercise.

Evaluation should also improve the program. If employees repeatedly miss the same decision point, the issue may be unclear content, poor policy language, insufficient practice, or a process barrier. Measurement reveals where the learning experience needs adjustment.

Practical recommendations for implementation

A successful compliance burst program is focused, intentional, and supported by stakeholders across learning, compliance, legal, operations, and technology. Use the following actions to establish a reliable foundation:

Select a small number of high-risk behaviors instead of converting every policy paragraph into a burst.
Write realistic scenarios based on employee roles, decisions, and common points of failure.
Schedule reinforcement across time, with varied prompts rather than repeated copies of the same message.
Define success measures before launch, including behavior and business indicators.
Pilot the sequence with a representative audience and revise it using performance and feedback data.

Begin with one priority topic, such as information security, workplace conduct, or regulatory reporting. Establish a baseline, deliver a short series, and review both learner performance and operational evidence. This controlled start makes it easier to demonstrate value and scale responsibly.

Bring compliance learning closer to the decisions employees make every day. Dave Basarab Consulting can help your organization design learning bursts, connect them to enterprise learning strategy, and evaluate whether they are producing meaningful business results. Explore a focused learning and evaluation approach that turns compliance training from a completion event into an ongoing capability.

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.