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

Measuring Compliance Training Impact on Real Behaviour Change

Compliance training in Australia often satisfies auditors but fails to shift what employees actually do on the ground. A team in a Sydney CBD office might complete their annual anti-money laundering module, yet a front-line analyst at a wealth management firm could still miss red flags the following week. The gap between ticking a box and embedding safe practice remains a persistent frustration for compliance leaders in ASX-listed companies, APRA-regulated banks, and mid-tier accounting practices across Melbourne and Brisbane. Addressing this gap requires looking past completion rates and focusing on observable work behaviour.

The pressure to demonstrate return on investment has sharpened as boards demand evidence that learning programs reduce incidents, strengthen culture, and protect reputation. Regulatory bodies such as ASIC and the ATO scrutinise not just whether training occurred, but whether it influenced conduct. In sectors where breaches attract six-figure penalties, the cost of ineffective compliance training extends far beyond wasted licences and wasted hours. Organisations need a disciplined approach to measuring impact that connects instructional design to everyday decision-making.

Behaviour change is messy, gradual, and shaped by context. A team leader on a Pilbara mine site who internalises a new fatigue-management protocol behaves differently from a paralegal in a Parramatta law firm applying updated privacy rules. The same training intervention may produce different results across cohorts, making one-size-fits-all measurement strategies inadequate. Forward-thinking learning leaders now design evaluations that capture how knowledge converts into action across varied Australian workplaces.

Why Compliance Training Often Fails to Shift Behaviour

Most compliance programs prioritise content delivery over application. Slide decks, scenario quizzes, and recorded videos create awareness, but they rarely require learners to rehearse new behaviours in realistic settings. When employees return to their desks in Docklands or North Sydney, old habits resurface because the training did not reshape their environment or routines. Without deliberate practice and reinforcement, knowledge evaporates quickly.

Another issue lies in the absence of managerial follow-through. A compliance team might invest in a high-quality program on modern slavery or whistleblower protections, yet local managers often lack the tools or incentive to coach their teams afterwards. Behaviour lives in daily conversations, performance reviews, and team rituals. When those touchpoints ignore the training, the message fades.

Finally, evaluation frameworks frequently stop at surface-level reaction scores. Knowledge checks tell leaders what learners remembered at the end of the session, not what they did weeks later when faced with a real ethical dilemma. To move beyond vanity metrics, measurement must extend into the workplace itself.

Designing Metrics That Capture On-the-Job Behaviour

Effective metrics start by identifying the specific behaviours the training intends to influence. For a financial services team learning updated responsible lending obligations, the behaviour might be conducting thorough serviceability assessments before recommending products. For a healthcare administrator studying privacy principles, it could be verifying consent before releasing records. Each behaviour requires a distinct observation plan.

Leading Australian organisations pair learning designers with operational leaders to map these behaviours. They then establish baseline data through audits, system logs, or quality assurance sampling. After training, the same data sources reveal whether the targeted actions increased. This approach treats compliance training as an intervention in a workflow, not an isolated event.

Qualitative signals matter as well. Short structured interviews with frontline staff and their supervisors in regional offices or metropolitan branches surface context that numbers miss. Stories about near-misses, ethical discussions, and process improvements enrich the quantitative picture and help refine future iterations.

Forecasting Impact With Predictive Evaluation

Forecasting the likely impact of compliance training before rollout gives leaders a credible estimate of adoption and risk reduction. By analysing factors such as manager engagement, system prompts, and historical incident patterns, a predictive evaluation approach can identify where behaviour is most likely to stick and where extra support is required. This early signal prevents organisations from investing heavily in programs that will not translate into changed conduct.

Predictive Evaluation also allows learning teams to prioritise the highest-risk cohorts. A retail bank rolling out updated fraud awareness training across hundreds of branches can forecast which locations will struggle based on turnover, prior incident rates, and local leadership stability. Targeted reinforcement then follows, rather than a blanket approach that wastes resources.

Building a Behaviour-Focused Evaluation Framework

A robust framework aligns each training program with a clear behaviour objective, a measurement method, and a timeline for review. The adoption evaluation framework provides a structured way to move beyond reaction scores and track whether employees apply the training in their daily roles. It ties learning metrics directly to operational indicators that compliance officers already monitor.

Data triangulation strengthens credibility. Combining system data, manager observations, and learner self-reports creates a fuller picture of behaviour change. When the three sources align, leaders gain confidence that the program is working. When they diverge, further investigation reveals what adjustments are needed.

Reporting should reach the right stakeholders in formats they value. Board papers may focus on incident reduction and risk exposure, while operational managers receive practical insights about coaching opportunities. Tailored reporting ensures the evaluation informs decisions at every level.

Sustaining Change Beyond the Training Event

Sustained behaviour change depends on reinforcing the right actions long after the training room closes. Nudges embedded in workflow systems, regular team discussions, and recognition for demonstrated compliance all help maintain momentum. Australian organisations that treat compliance as a cultural priority rather than a yearly chore consistently outperform peers in audit outcomes and incident rates.

Peer learning networks amplify these efforts. When colleagues share practical examples of applying training in their specific context, abstract principles become concrete habits. This is particularly valuable in geographically dispersed teams across the country, where isolated learners benefit from knowing how others interpret and act on the same rules.

Practical Steps for Measuring Behaviour Change in Compliance Programs

Define two or three observable behaviours each program aims to influence
Establish baseline data through audits, system logs, or quality checks before training
Pair learning designers with operational leaders to align content with workflow reality
Use predictive tools to forecast adoption and prioritise high-risk cohorts
Combine quantitative indicators with structured qualitative interviews for richer insight
Schedule follow-up measurement at 30, 60, and 90 days post-training
Share tailored reports with boards, managers, and learners to reinforce accountability

The most effective compliance training programs in Australia treat measurement as a continuous discipline rather than a post-event exercise. Start with one high-priority program, map the specific behaviours you want to see, and build an evaluation plan that tracks those actions in the real work environment. Evidence gathered this way turns compliance learning from a cost centre into a genuine driver of conduct and culture.

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.