Your Chief Virtual Learning Architect

Learning to Performance

Read More
Custom Design & Delivery

Read More
Predictive Evaluation

Read More
Enterprise Learning Strategy

Read More

› ‹

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.

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 Training Adoption Before You Launch a Program

A training program can be well designed, engaging, and aligned with business goals yet still fail to change workplace behavior. The reason is often simple: employees never adopt the learning consistently enough for it to influence performance. Learn more about Dr Marcia Reynolds Emotional Intelligence.html.

Measuring training adoption before you launch a program gives leaders an early view of whether the target audience is ready, willing, and able to use new knowledge. It shifts evaluation from a post-training report to a practical forecast of participation, application, and business impact.

This approach also helps learning teams identify barriers while there is still time to address them. By examining manager support, workflow fit, learner motivation, and access to resources, organizations can make better decisions about content, delivery, communication, and reinforcement.

Define Adoption Beyond Attendance

Attendance is easy to measure, but it is a weak indicator of adoption. An employee may complete a course without remembering the key concepts, applying them on the job, or returning to the material when challenges arise.

A stronger definition includes several behaviors: participation, knowledge retention, skill application, manager reinforcement, and sustained use. The right measures will vary by program. A compliance course may require completion and accurate execution, while a leadership initiative may focus on coaching conversations, decision quality, and team outcomes.

Before launch, write an adoption statement that describes the desired behavior in observable terms. For example, “managers use the new feedback framework during monthly one-to-ones” is more useful than “managers understand feedback.”

Identify The Conditions For Use

Adoption depends on the environment surrounding the training. Employees may support a program but lack time, technology, authority, or clear expectations to apply it. A pre-launch assessment should therefore examine the practical conditions that will either support or restrict behavior change.

Interview representative employees, supervisors, and operational leaders. Review current workflows, performance metrics, communication channels, and competing priorities. These conversations can reveal whether the proposed learning solves a recognized problem or feels like an additional task disconnected from daily work.

Delivery design also matters. Short, focused resources can fit more naturally into busy workdays. For example, learning bursts can support spaced practice, timely reminders, and immediate application when a full-day event is unlikely to fit the operating environment.

Forecast Learner And Manager Behavior

A useful adoption forecast combines quantitative and qualitative evidence. Surveys can measure confidence, perceived relevance, manager encouragement, and anticipated use. Interviews and focus groups add context by showing why respondents hold those views.

Look for patterns rather than relying on a single score. High interest with low manager support suggests a reinforcement problem. Strong executive sponsorship with poor system access points to an operational barrier. Low confidence may signal the need for practice, coaching, or a simpler learning experience.

Predictive Evaluation provides a structured way to forecast training adoption, impact, and return on investment before implementation. The goal is to connect anticipated learning behavior with the business results leaders expect, creating a more credible basis for investment decisions.

Adoption Signal	What To Examine Before Launch	Possible Design Response
Perceived relevance	Whether learners recognize a current business need	Use role-specific examples and outcomes
Manager support	Whether supervisors will reinforce the new behavior	Provide manager guides and talking points
Ease of application	Whether the skill fits existing workflows	Add practice, job aids, and workflow prompts
Confidence	Whether learners believe they can perform the skill	Include demonstrations, feedback, and coaching
Measurement access	Whether outcome data can be collected	Establish baseline metrics and reporting ownership

Establish Baselines And Leading Indicators

Baseline data makes later evaluation meaningful. Capture the current state before training begins, including performance levels, process errors, customer feedback, productivity measures, or leadership behavior indicators. Without a baseline, improvement may be difficult to attribute to the program.

Leading indicators help teams monitor adoption before final business results appear. Examples include practice completion, use of job aids, manager observation, peer discussion, system activity, and early behavior checks. These signals allow learning leaders to intervene before low adoption becomes a wider performance issue.

Select a small group of measures that people can collect consistently. A complicated measurement system often reduces participation and delays insight. Each metric should have an owner, a collection method, and a clear connection to the behavior the program is intended to change.

Test The Experience With A Pilot

A pilot is an opportunity to test assumptions about relevance, usability, delivery, and support. Include learners from different roles, locations, or levels of experience so the results reflect the variety of conditions present in the wider organization.

Ask participants to demonstrate how they would use the learning in realistic situations. Observe where they hesitate, skip steps, or request additional context. Their behavior provides stronger evidence than satisfaction ratings alone.

Pilots can also test communication and reinforcement. Determine whether managers know what to discuss, whether learners can find resources after the session, and whether the learning platform works within normal operating routines. Make adjustments before the full rollout rather than treating the launch as the first experiment.

Turn Findings Into A Launch Decision

Pre-launch measurement should lead to a decision, not simply a collection of data. Establish thresholds for proceeding, revising, delaying, or stopping the program. For instance, a launch may require adequate manager readiness, reliable access to practice resources, and a credible method for tracking application.

Build the decision around a few practical actions:

Confirm the target behaviors and the business outcomes they support.
Address barriers involving time, technology, authority, or manager reinforcement.
Select baseline and leading-indicator measures before learners enroll.
Pilot the content and delivery experience with representative employees.
Assign accountability for monitoring adoption after launch.

When the evidence shows that adoption is unlikely, changing the design is a responsible business choice rather than a failure. When the conditions are favorable, the same evidence helps leaders communicate the program’s value and protect the resources required for sustained use.

Organizations that forecast adoption early can launch learning with clearer expectations, stronger measurement, and better alignment between employee capability and business performance. Connect your next learning initiative to observable behavior and measurable results from the start through Dave Basarab Consulting’s enterprise learning and evaluation services.

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.