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

Leveraging learning bursts for just-in-time performance support

When employees need to apply a skill, the most useful learning is often brief, relevant and available at the point of work. Learning bursts provide focused performance support through short videos, guided practice, checklists, simulations or manager prompts that address a specific task without removing people from their workflow for a full day.

This approach suits Australian organisations operating across different locations, rosters and working conditions. A team in Sydney may need rapid support during a software rollout, while workers in Perth or regional Queensland may require mobile access at a mine, depot or remote site. The format must be practical, accessible and designed around real operating constraints.

For learning leaders, the value lies in connecting bite-sized learning with capability outcomes. Dave Basarab Consulting helps organisations combine learning strategy, instructional design and Predictive Evaluation so that short interventions can be assessed for adoption, performance impact and business value.

Why timing changes learning transfer

Traditional training can create strong initial understanding, yet employees may forget key steps before they use them. A learning burst delivered immediately before a customer conversation, safety procedure or system task reduces the distance between knowledge and action.

Short resources also support reinforcement. A 90-second demonstration, followed by a prompt to practise and a quick manager check-in, can strengthen recall more effectively than a single event separated from daily work. This is especially useful when a process changes frequently or employees perform a task only occasionally.

The best bursts answer a current performance need. They should explain what to do, show the expected standard and give employees a way to confirm that they can complete the task correctly.

Where bursts fit Australian workplaces

Australian organisations often have dispersed workforces, variable connectivity and mixed employment arrangements. A national retailer may support teams in Melbourne, Adelaide and Darwin, while a resources business may train fly-in fly-out employees before they travel to a Western Australian site. Mobile-first resources and downloadable content can make support available beyond the office.

Local workplace expectations matter as well. Employees may respond better to direct language, realistic scenarios and concise instructions than to heavily branded content filled with corporate terminology. Examples should reflect Australian customer interactions, workplace health and safety obligations and the practical realities of early starts, rotating rosters and public holiday peaks.

Managers are central to adoption. A focused guide on feedback or coaching can help supervisors reinforce a new behaviour during normal work, as shown in manager coaching practices.

Design for the moment of need

Start with the task rather than the topic. “Handling a difficult complaint in the CRM” is more useful than “customer service fundamentals” because it identifies the context, behaviour and expected result. A clear performance objective also helps designers decide whether the solution should be a burst, a job aid, practice activity or more substantial training.

A reliable burst often follows a simple sequence: establish the situation, demonstrate the action, provide a chance to practise and reinforce the standard. For example, a compliance burst might present a short scenario, ask the employee to select the correct response and provide immediate feedback with a link to the relevant procedure.

Accessibility should be built in from the beginning. Use captions, readable layouts, transcripts and plain English. Keep navigation simple for employees using a phone between tasks, and provide alternatives where connectivity is limited. Analytics should show whether people opened the resource, completed it and applied the behaviour—not just whether the content was published.

Connect activity with business results

Learning bursts should have a measurable purpose. A sales intervention might aim to improve quote accuracy, while a frontline service burst could reduce escalations or improve first-contact resolution. Define the baseline, target behaviour and business indicator before development begins.

Predictive Evaluation can help learning teams decide which interventions are likely to gain traction and produce value. Predictive analytics insights can inform decisions about audience readiness, manager support, content relevance and the measures required after launch.

Measurement should combine several signals: participation data, confidence or knowledge checks, observation of work, operational metrics and stakeholder feedback. If a burst has high completion but no change in performance, the issue may be weak practice, poor workflow design or a missing manager reinforcement step.

Compare delivery options

Different performance needs call for different formats. A short video may be ideal for demonstrating a system process, while a searchable checklist may work better for a safety inspection. The deciding factor is the task employees must complete, not the novelty of the technology.

Performance need	Suitable burst format	Useful evidence
Remember a sequence	Visual checklist or quick reference guide	Fewer process errors
Apply a conversation skill	Scenario, role-play or audio example	Observation and quality scores
Use a digital system	Screen recording with practice task	Completion time and rework
Respond to risk	Decision scenario and procedure card	Incident trends and audit results
Reinforce a new standard	Manager prompt and team huddle	Behaviour observations

A learning ecosystem can combine these formats across the employee journey. A pre-shift prompt, an in-workflow aid and a later coaching conversation may create more durable transfer than one isolated module.

Make performance support stick

Sustainable use depends on governance as much as design. Assign an owner for each resource, review content when policies or systems change, and remove outdated versions. In regulated industries, version control and approval records are essential.

Competency frameworks can provide structure, but they need meaningful measures. Measurement strategy matters because a list of capabilities does not show whether employees are using them consistently in real work.

Practical design principles

Link every burst to a specific task, behaviour or business outcome.
Keep the core experience short, with optional detail for deeper support.
Design for mobile access, captions, plain English and low-bandwidth conditions.
Give managers prompts for reinforcement during team meetings and one-to-ones.
Monitor adoption, application and operational results after launch.
Schedule reviews so content remains accurate and trusted.

A well-designed burst is a small intervention with a clear job to do. When it appears at the right moment, reflects Australian workplace realities and is measured against performance, it becomes more than convenient content: it becomes a practical bridge between learning and results. Begin with one high-value task, define the behaviour that matters, and place the support where employees will use it.

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.