› ‹
  • 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.

More...

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.

More...

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.

More...

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.

More...

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.

More...

Predictive Evaluation

Learning Strategy for Organizations with High Voluntary Turnover

High voluntary turnover changes the economics of workplace learning. When skilled employees leave after receiving training, organizations can lose capability, institutional knowledge, and the time invested in development. The answer is not to reduce learning activity, but to design it around retention, rapid contribution, and measurable business value.

A resilient learning strategy connects employee development with the moments that influence whether people stay: effective onboarding, credible career pathways, supportive managers, meaningful work, and opportunities to build relevant skills. It also treats learning as an operating system for capability rather than a collection of disconnected courses.

Diagnose The Causes Behind Attrition

Turnover data should be viewed alongside learning and performance information. Examine whether employees leave during onboarding, after promotion, following a change in leadership, or when they encounter limited advancement opportunities. Exit interviews, engagement surveys, manager feedback, and internal mobility data can reveal where the employee experience is breaking down.

The diagnosis should distinguish preventable turnover from departures caused by location, compensation, or changing personal circumstances. Learning may not solve every retention issue, but it can address unclear expectations, weak manager capability, poor role preparation, and the absence of visible growth opportunities.

Build Learning Around The Employee Lifecycle

Organizations with frequent employee movement need learning that delivers value early. Role-based onboarding should focus on critical tasks, customer expectations, systems, decision rights, and relationships. Short learning bursts, guided practice, job aids, and manager check-ins can help new hires become productive without overwhelming them.

Development should continue beyond the first ninety days. A skills framework can show employees what proficiency looks like, which experiences build it, and how capabilities connect to future roles. An enterprise learning strategy helps align these experiences across business units while preserving the flexibility required by different teams.

Prioritize Managers As Retention Multipliers

Managers strongly influence whether employees feel supported, recognized, and able to progress. Leadership development should therefore address practical behaviors: setting expectations, coaching performance, conducting career conversations, recognizing contribution, and responding constructively to workload concerns.

A scalable manager program can combine workshops with learning bursts, conversation guides, peer practice, and reinforcement prompts. The goal is behavior change in the flow of work. When managers consistently help people understand their value and next opportunity, learning becomes part of the retention experience rather than an isolated event.

Compare Learning Choices By Business Value

Limited resources require clear choices. High-turnover organizations should favor learning that protects essential capability, shortens time to proficiency, improves internal mobility, or strengthens the managers responsible for employee experience.

Learning Priority Primary Employee Need Business Risk Addressed Useful Measures
Role onboarding Confidence and clarity Slow productivity and early exits Time to proficiency, first-year retention
Manager development Support and coaching Avoidable turnover and weak engagement Manager behavior, team retention
Career pathways Progress and mobility Loss of high-potential talent Internal moves, promotion readiness
Knowledge transfer Continuity and access Capability loss after departures Rework, quality, coverage time
Just-in-time learning Immediate performance support Errors and inconsistent execution Adoption, error reduction, cycle time

This prioritization also supports custom instructional design. Instead of developing broad content for every possible need, learning teams can concentrate on the capabilities that matter most at specific points in the employee journey.

Measure Adoption Before Turnover Appears

Attendance and completion figures provide limited evidence of impact. A stronger evaluation approach tracks whether employees access learning, apply it, demonstrate improved capability, and produce better business outcomes. These signals can be connected to retention indicators without claiming that training alone caused every employee decision.

Predictive Evaluation gives leaders a way to forecast value before a major investment is made. The Predictive Evaluation Model can help estimate likely adoption, impact, and return while a program is still being designed. This creates an opportunity to revise the intervention before spending heavily on content, delivery, or technology.

Useful measures include manager follow-through, skill demonstration, internal mobility, quality, productivity, and retention among target populations. Segmenting results by role, tenure, location, and manager can reveal which groups benefit and where the strategy needs adjustment.

Make Learning Visible And Transferable

Employees are more likely to engage with development when they can see how it supports their present role and future prospects. Internal communications should explain why a program exists, what participants will be able to do afterward, and how leaders will support application. Recognition for skill growth can reinforce the message that capability matters.

Knowledge transfer deserves equal attention when turnover is high. Experienced employees can document decisions, demonstrate critical workflows, mentor successors, and contribute to searchable resources. Combining expert-led training with practical documentation reduces dependence on individuals and helps new employees gain access to organizational knowledge faster.

External evidence can strengthen stakeholder confidence when presenting a new approach. The book endorsements for Predictive Evaluation offer perspectives on linking learning investments to measurable organizational outcomes.

Actions For A More Resilient Learning Portfolio

  • Map the employee lifecycle and identify the moments most associated with voluntary exits.
  • Prioritize onboarding, manager capability, career mobility, and critical knowledge transfer.
  • Replace completion-focused reporting with measures of adoption, application, performance, and retention.
  • Use learning bursts, practice, coaching, and job aids to support behavior at work.
  • Forecast program value before development begins and refine investments using evidence.

A workforce strategy shaped by turnover should protect capability while making development more relevant to employees. Begin with one high-impact transition, measure the behaviors and outcomes that matter, and expand the approach as evidence accumulates. Dave Basarab Consulting can help connect enterprise learning strategy, instructional design, leadership development, training delivery, and Predictive Evaluation to the business results your organization needs.

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.

More...