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

Reimagining Leadership Development for a Distributed Workforce

Leadership development was once built around classrooms, annual conferences, and informal observation in the office. A distributed workforce requires a different model. Managers now lead across time zones, cultures, communication preferences, and working environments, often without sharing a physical space with their teams.

The goal is not to move traditional workshops online and call the work modern. Effective leadership learning must help people make better decisions in the flow of work, strengthen relationships through digital channels, and connect individual behaviors with measurable business outcomes.

A strong approach combines enterprise learning strategy, custom instructional design, practical leadership experiences, and reliable evaluation. It treats learning as a performance system rather than a series of isolated events.

Replace Event-Based Training With Continuous Development

A single leadership course rarely changes behavior on its own. Distributed managers need a development journey that includes short learning bursts, guided practice, peer discussion, coaching, and reinforcement over time. This structure respects demanding schedules while creating repeated opportunities to apply new skills.

Learning teams should identify the moments when leadership capability matters most. These may include giving feedback through video calls, resolving conflict in asynchronous channels, onboarding remote employees, or maintaining accountability without micromanagement. Each moment can become a targeted practice opportunity.

Clear outcomes are essential. Guidance on writing effective objectives can help learning designers define observable behaviors instead of vague goals such as “improve communication.” A manager might instead be expected to summarize decisions in writing, confirm ownership, and schedule follow-up after a difficult conversation.

Design For Digital Leadership Realities

Remote leadership depends heavily on intentional communication. Managers need to distinguish between information that belongs in a shared workspace, discussion that requires a live meeting, and sensitive matters that call for a private conversation. Leadership development should provide realistic simulations of these choices.

The curriculum should also address inclusion. Distributed employees can become less visible when recognition, stretch assignments, and informal networking happen primarily in person. Leaders need methods for distributing attention fairly, inviting quieter voices into decisions, and evaluating performance through results rather than proximity.

Strategic capability matters as well. Research and perspectives on strategic workforce value reinforce the need to connect people decisions with organizational priorities. Leaders should understand how coaching, team design, and capability building influence productivity, retention, innovation, and customer outcomes.

Build A Practical Learning Ecosystem

A distributed leadership program works best when its components serve distinct purposes. Live sessions can create dialogue and practice, while asynchronous resources support reflection and immediate reference. Peer circles can provide accountability, and manager toolkits can translate concepts into repeatable routines.

Technology should support the learning architecture rather than define it. A learning platform may host resources and capture participation, but meaningful development also happens in team meetings, one-to-one conversations, project retrospectives, and performance reviews.

Development Element	Distributed Workforce Application	Evidence of Progress
Learning bursts	Short lessons tied to current leadership challenges	Completion and application checks
Practice sessions	Role-play for feedback, conflict, and virtual decisions	Demonstrated behavior in scenarios
Peer learning	Cross-location groups share solutions and obstacles	Quality of contributions and follow-through
Manager tools	Conversation guides, checklists, and templates	Consistent use in daily work
Coaching and reinforcement	Feedback after real workplace situations	Behavior adoption and manager confidence

Make Managers The Reinforcement Channel

Managers influence whether learning becomes part of normal work. Their role should begin before a program launches, with conversations about expectations and business priorities. After each learning activity, they can ask employees to apply one idea, observe the result, and discuss what changed.

Senior leaders also need to model the behaviors being taught. If an organization promotes inclusive decision-making but rewards constant availability, employees will follow the visible incentive. Leadership development should therefore include sponsors, executives, and people managers in a shared operating model.

Measurement can reinforce this alignment. Instead of relying only on satisfaction surveys, organizations can track behavior adoption, team indicators, performance outcomes, and business impact. This creates a clearer view of whether development is influencing how leaders work.

Use Predictive Evaluation To Prove Impact

Distributed programs generate useful data, but participation numbers alone do not establish value. Predictive Evaluation offers a way to forecast and measure training adoption, impact, and return on investment before and after implementation. It can help learning leaders decide which interventions deserve expansion and which require redesign.

A measurement plan should begin with the business problem. If the goal is stronger retention, relevant indicators might include regrettable turnover, internal mobility, manager effectiveness, and employee feedback. If the priority is execution, measures could include decision speed, project delivery, or quality improvements.

Evaluation should be designed alongside the learning experience, not added at the end. This approach makes objectives, practice activities, manager reinforcement, and evidence of impact work together.

Prioritize The Capabilities That Matter Most

An effective strategy does not attempt to teach every desirable leadership trait at once. It focuses on the capabilities most closely tied to the organization’s workforce model and strategic direction.

Useful priorities include:

Leading across distance, time zones, and cultural contexts
Giving specific feedback through digital communication channels
Building trust, accountability, and psychological safety
Making inclusive decisions with visible documentation
Coaching employees through change and ambiguity

Organizations can then tailor learning paths by role, experience, and business need. New managers may need foundational conversation skills, while experienced leaders may benefit from enterprise thinking, succession planning, and leading through transformation.

The strongest programs evolve through evidence. Feedback from learners, managers, business stakeholders, and performance data should guide future learning bursts and instructional design decisions. This keeps the experience relevant as workforce expectations and organizational priorities change.

Leadership development for a distributed workforce becomes more valuable when it is connected to real work, reinforced by managers, and evaluated through business results. Dave Basarab Consulting helps organizations build that connection through learning strategy, custom development, leadership programs, training delivery, and Predictive Evaluation. Engage the right stakeholders, define the behaviors that matter, and begin building a leadership system that performs wherever people work.

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.