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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.

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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.

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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.

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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.

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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.

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Predictive Evaluation

Measuring Training Value Across Multiple Cohorts

Custom training can look successful when attendance is high, satisfaction scores are positive, and managers report early enthusiasm. Those signals matter, but they do not prove that a learning investment changed workplace behavior or produced measurable business value.

The ROI of custom training design projects across multiple cohorts becomes clearer when evaluation follows the entire learner journey. Organizations need to connect instructional choices, participation, skill adoption, operational outcomes, and financial impact across groups that may learn at different times, in different formats, and under different conditions.

A disciplined measurement model also helps leaders distinguish between a program that is popular and one that is genuinely effective. It gives learning teams evidence for refining content, strengthening transfer, and deciding whether a program should be expanded.

Define The Business Case Before Development

ROI measurement should begin before the first storyboard, workshop, or learning burst is created. Start with the business problem the training is expected to address, such as slow onboarding, inconsistent sales execution, avoidable compliance errors, weak leadership pipelines, or low adoption of a new system.

Translate that problem into observable outcomes. A leadership program might target faster decision-making, stronger retention, or improved team performance. A technical curriculum may focus on fewer defects, shorter cycle times, or increased productivity. These targets establish the baseline data required for later comparison.

The business case should also identify costs beyond vendor fees. Include design hours, subject-matter expert time, technology, facilitator preparation, learner time, travel, administration, and post-training reinforcement. A complete cost picture prevents an inflated ROI calculation.

Build A Cohort-Level Measurement Architecture

Multiple cohorts create a valuable opportunity to compare results, but only when data is collected consistently. Each cohort should have a defined start date, learner profile, delivery format, manager context, and exposure to reinforcement activities. These variables help explain why adoption may differ between groups.

Use a common measurement architecture with a small set of core indicators. Add cohort-specific measures only when they reflect a meaningful business difference. This approach keeps reporting manageable while preserving useful detail about location, role, tenure, facilitator, and learning modality.

Predictive Evaluation can strengthen this process by forecasting likely adoption and impact before a program is fully deployed. Forecasts create an early reference point, while post-program evidence shows whether the expected changes occurred and where the assumptions need adjustment.

Connect Learning Evidence To Financial Outcomes

A useful evaluation model moves beyond completion rates and reaction surveys. Measure what participants learned, what they apply on the job, and what changes in the surrounding business system. A manager observation, quality audit, system-use metric, or customer indicator can often provide stronger evidence than a self-reported confidence score.

Financial attribution requires care. Training may contribute to an outcome without being the only cause. Use comparison groups, pre- and post-program trends, manager validation, or statistical controls where possible. When exact attribution is not feasible, document the assumptions behind the estimated contribution.

Measurement Layer Example Evidence Multi-Cohort Use ROI Relevance
Participation Attendance, completion, time spent Identify access and engagement differences Establishes delivery cost exposure
Learning Assessment scores, simulations, demonstrations Compare capability gains by cohort Shows whether design achieved its learning aim
Adoption Workflow use, manager observations, behavior checks Track transfer over time Links training to workplace application
Business impact Productivity, quality, retention, revenue, cycle time Compare trends across groups Demonstrates operational value
Financial return Monetized benefits minus total program cost Aggregate validated benefits Produces the ROI estimate

Account For Transfer And Reinforcement

A custom course rarely creates durable value by itself. Transfer depends on manager support, job aids, workflow design, incentives, available practice, and the relevance of the learning to daily responsibilities. These conditions should be measured alongside learner outcomes.

For example, virtual leadership development may produce different adoption patterns when participants receive coaching circles, manager check-ins, or peer practice after the formal sessions. Recording those reinforcement variables allows the evaluation team to distinguish instructional quality from implementation quality.

Cohort dashboards should therefore include follow-up checkpoints at practical intervals, such as 30, 60, and 90 days. The right timing depends on the behavior being measured. A software workflow may show adoption within weeks, while leadership habits and retention outcomes may require several months.

Compare Cohorts Without Losing Context

Cohort comparisons are most useful when they reveal patterns rather than simply rank groups. One cohort may perform better because its managers reinforce the behavior more consistently. Another may have stronger results because participants entered with greater experience or because the learning was delivered closer to a major business initiative.

Segment results by meaningful variables, including role, region, tenure, delivery method, facilitator, and baseline capability. Avoid overinterpreting small differences. A modest sample can produce unstable percentages, especially when outcomes are divided across many subgroups.

Qualitative evidence adds essential context. Interviews, focus groups, observation notes, and manager comments can explain why a metric moved. Organizations that have worked with diverse industries and learner populations, as reflected in client experience, can use those perspectives to test whether an evaluation model fits the operating environment.

Turn Findings Into Better Investment Decisions

ROI reporting should be designed for decisions, not just documentation. Executives typically need a concise view of cost, adoption, business impact, confidence in attribution, and recommended action. Learning leaders need more detail about content, facilitation, reinforcement, and cohort variation.

Use the findings to determine whether to scale, redesign, target a specific population, strengthen manager enablement, or stop an ineffective component. A program with moderate initial ROI may become valuable after improving transfer, while a high-performing pilot may lose value if expanded without adequate support.

Practical recommendations include:

  • Establish baseline business measures before learners begin.
  • Track participation, capability, adoption, and operational impact separately.
  • Use consistent definitions and time points across every cohort.
  • Record reinforcement conditions, manager involvement, and delivery differences.
  • Report financial assumptions alongside the calculated return.

A credible evaluation practice makes custom learning easier to improve and easier to defend. By linking instructional design decisions with cohort behavior and business performance, organizations can invest in programs that build capability while producing evidence leaders can act on. Engage an experienced learning consultancy to create a Predictive Evaluation model, establish the measurement architecture, and turn training data into a clear business case.

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.

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