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 Training Impact When Learners Cannot Attend Live Sessions

A live workshop makes participation visible, but attendance is only one signal of learning. When employees work across time zones, manage customer demands, or follow flexible schedules, a missed session does not mean a missed opportunity. It means the organization needs a stronger way to track engagement, capability, application, and business value.

Measuring Training Impact When Learners Cannot Attend Live Sessions requires an evaluation approach designed around outcomes rather than event attendance. Asynchronous courses, recorded demonstrations, manager coaching, practice assignments, and short learning bursts can all produce useful evidence when they are connected to clear performance goals.

The most reliable programs define success before content is released. They identify the workplace behaviors learners should adopt, the conditions that support those behaviors, and the indicators that show whether the change is affecting operational results.

Define Success Beyond Attendance

Attendance is easy to count, but it says little about whether employees can perform differently. A stronger evaluation model separates participation from learning, application, and impact. Completion rates, time spent, assessment scores, confidence ratings, and manager observations each answer a different question.

For remote and distributed learners, the measurement journey should be flexible without becoming vague. A learner may watch a recording, complete a scenario, use a job aid, discuss the topic with a manager, and apply the skill during normal work. Each activity can become part of an evidence trail if it is tied to a defined objective.

Begin with the business problem. If the program is intended to improve sales conversion, reduce processing errors, accelerate onboarding, or strengthen leadership conversations, the evaluation plan should reflect those priorities. Learning data then becomes a means of explaining performance movement, rather than a collection of platform statistics.

Design An Asynchronous Evidence Path

A flexible learning experience should include multiple opportunities to demonstrate understanding. Short knowledge checks can confirm comprehension, while branching scenarios, work samples, simulations, and recorded demonstrations provide stronger evidence of skill. Follow-up prompts can ask learners to apply the skill in a real situation and document what happened.

Learning bursts are especially useful when employees cannot attend live sessions because they fit into existing work patterns. They can introduce one concept, prompt immediate practice, and create a quick feedback loop. Organizations exploring this model can review how learning bursts replace classrooms while considering the measurement requirements for each stage.

Managers also have an important role in asynchronous evaluation. A brief observation checklist, coaching conversation, or review of a completed work product can show whether learning transferred to the job. These touchpoints should be simple enough to use consistently and specific enough to reduce subjective ratings.

Measure Adoption Before Launch

Training impact depends on adoption. If employees do not access the resources, practice the target behavior, or receive reinforcement from their managers, a well-designed course may produce limited business value. Adoption measurement therefore begins before launch with a forecast of likely participation, barriers, and support needs.

Predictive Evaluation offers a useful structure for this work. It connects expected learner behavior with leading indicators and eventual results, allowing teams to test assumptions before investing heavily in delivery. The organization can examine audience readiness, manager support, workflow fit, communication, and access to tools.

A practical resource on forecasting training adoption can help learning teams distinguish between a content problem and an implementation problem. This distinction matters when learners are busy, dispersed, or dependent on technology that is not consistently available.

Connect Learning Evidence To Results

The strongest evaluation plans use a chain of evidence. First, learners engage with the experience. Next, they demonstrate knowledge or skill. Then they apply the behavior at work. Finally, a relevant business metric moves in the expected direction. The chain may take weeks or months, so measurement should include both early and later indicators.

Evaluation focus	Useful evidence	Typical timing
Access and engagement	Logins, completion, return visits, resource use	During delivery
Knowledge and skill	Assessments, simulations, work samples	Immediately after learning
Workplace application	Manager observations, workflow data, learner evidence	Two to eight weeks later
Business impact	Quality, productivity, retention, revenue, risk, or customer measures	Monthly or quarterly
Return on investment	Monetized benefits compared with program costs	After sufficient data accumulates

No single metric proves causation. A rise in productivity may also reflect a process redesign, staffing change, or seasonal demand. Evaluation becomes more credible when teams compare baseline data, use a suitable comparison group where possible, and document other factors that could influence results.

For programs delivered through flexible channels, reporting should combine quantitative and qualitative findings. A dashboard may show usage and assessment trends, while interviews and manager feedback explain why learners did or did not apply the skill. This combination supports better decisions about reinforcement, redesign, and resource allocation.

Use Technology Without Losing Context

Learning management systems can capture completion, assessment attempts, and content access, but platform data should not be treated as a complete picture of impact. Employees may apply a skill without revisiting the course, and some critical behaviors may occur outside the learning technology.

Integrating learning records with operational systems can improve visibility. Examples include linking compliance learning to audit findings, sales enablement to pipeline activity, or leadership development to engagement and retention indicators. Data governance is essential: access should be appropriate, definitions should be consistent, and personal information should be handled responsibly.

Custom instructional design can make measurement easier by embedding evidence collection into the experience. Dave Basarab Consulting’s sample courses illustrate how structured learning can support practical application, reinforcement, and evaluation rather than treating assessment as an afterthought.

Build A Practical Measurement Routine

A repeatable process keeps evaluation useful after launch. Learning teams should establish a baseline, set review dates, assign ownership, and decide how findings will influence program decisions. A monthly adoption review may be sufficient for a short learning burst, while a leadership initiative may require quarterly analysis.

Use recommendations such as these when creating the measurement plan:

Define one to three observable workplace behaviors for each learning objective.
Select leading indicators for access, practice, confidence, and manager reinforcement.
Pair every learning measure with a relevant operational or business measure.
Collect baseline data before delivery and document significant business changes.
Share findings in a decision-focused report that identifies what to scale, adjust, or stop.

When learners cannot join live sessions, evaluation should become more intentional, not less rigorous. A well-designed asynchronous pathway can generate richer evidence than a single attendance record because it reveals what people understood, practiced, applied, and changed.

Organizations ready to connect flexible learning with measurable business results can use Predictive Evaluation, custom learning design, and targeted reinforcement to build an evidence-based strategy. Begin by selecting one priority program, defining its outcomes, and establishing the signals that will show whether learning is making a difference.

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.