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

Weighing the cost-benefit of updating legacy training materials

Many Australian organisations are still running learning programs built around slide decks authored before the pandemic. Compliance language has shifted, technology has moved on, and the attention span of a desk-based worker in a Sydney CBD office has measurably changed. The financial and operational drag of stale content grows quietly each quarter.

In sectors such as aged care, financial services, and mining support across Brisbane and Perth, the conversation has shifted from "should we refresh?" to "how do we refresh without breaking the budget?" Boards want evidence, and learning leaders want a defensible answer that connects directly to retention, safety, and customer outcomes.

Predictive Evaluation, a methodology for forecasting training adoption and impact, makes that answer possible. It turns the refresh decision from a guess into a modelled scenario, which is what the rest of this article explores.

Why legacy content drains the budget

Outdated training carries costs that rarely appear on a single invoice. When a module references a regulation amended under the Fair Work framework, learners absorb the wrong information and managers spend unbillable hours correcting it. The cost of those corrections often exceeds the price of a complete rewrite.

There is also a productivity tax. New hires in customer-facing roles take longer to reach competence when they work through modules describing systems decommissioned two years ago. That ramp-up delay hits the P&L every quarter.

Staff who sense the content is stale switch off, and the organisation then has to run top-up sessions that were never budgeted. The cycle repeats until someone finally opens the file and asks whether the original investment is still earning its keep.

Quantifying the hidden costs of doing nothing

Before deciding to refresh or rebuild, catalogue the expenses that disappear into operational noise. The categories below are common across Australian enterprises and easiest to defend when presenting a business case.

Lost ramp-up time for new starters, often 15 to 30 extra days per role
Manager time spent correcting misconceptions from outdated compliance content
Increased support tickets when training references retired software versions
Higher attrition among early-career staff who expect a modern learning experience
Audit findings or rectification work triggered by misalignment with current WHS standards

When these items are added together, the annualised drag of legacy content frequently surpasses the cost of a properly scoped refresh, even before factoring in reputational risk.

A framework for comparing options

A side-by-side view helps learning leaders and finance partners reach alignment quickly. The comparison below outlines a full rebuild, a targeted refresh, and a hold-the-line approach across the dimensions that drive the decision.

Dimension	Full rebuild	Targeted refresh	Do nothing
Upfront investment	High	Medium	Low
Time to first deployment	6–12 months	2–4 months	Immediate
Alignment with current awards and WHS	Strong	Strong	Weak
Adoption risk	Medium	Low	High
Five-year ROI	High	Medium–High	Negative

A targeted refresh wins when the foundational structure is sound and only specific modules need updating. A full rebuild makes sense when the design no longer matches how people actually work.

Where Australian industries stand to gain the most

The mining and resources sector in Western Australia and Queensland is facing a skills crunch, and operators are reluctant to send new starters underground without current, site-specific training. Legacy materials that predate the latest fatigue-management rules create unacceptable risk, and the cost of a single incident dwarfs any savings from leaving content untouched.

Healthcare and aged care providers on the eastern seaboard face similar pressure under the strengthened Aged Care Quality Standards. Retail and hospitality groups in Sydney and Melbourne, running on thinner margins, are more sensitive to ramp-up time, where even modest improvements in new-starter speed-to-competence pay back the cost of a refresh within a single peak season.

Predictive Evaluation as the decision engine

Modelling options against predicted adoption makes the choice between a rebuild, a refresh, or a hybrid far easier. Predictive Evaluation lets a learning team assign confidence intervals to each scenario before a dollar is committed.

That rigour matters in Australia, where training investments are often scrutinised by executive committees that include former operators accustomed to questioning optimistic forecasts. The methodology also surfaces behavioural signals that suggest legacy content is failing, such as declining completion rates or rising support queries.

For organisations that have decided to pilot a smaller intervention first, the learning bursts for new product launches a step by step guide offers a useful template. Learning bursts compress essential knowledge into short, role-relevant units, which is often the most efficient way to test whether a refreshed approach will land before scaling it.

Practical steps for a controlled refresh

A staged approach reduces risk and gives finance teams clear sight of progress. The sequence below has worked for mid-sized Australian employers moving from outdated libraries to modern, modular content.

Run a content audit and tag every asset by regulation, system version, and last review date
Prioritise modules linked to compliance, safety, or recent product changes
Pilot the refreshed content with a single site, shift pattern, or business unit
Measure adoption and impact using predictive methods before scaling further
Phase out the legacy library only after pilot data confirms the new approach

Teams that need a structured way to deliver refreshed material often explore an alternative delivery format built around short, scenario-based bursts rather than hour-long modules. The format suits dispersed workforces and the way Australians consume information on their phones during a commute.

For organisations ready to formalise the work, the main consulting site outlines how engagement scoping, instructional design, and Predictive Evaluation fit together into a single engagement.

A useful next step is to book a one-hour diagnostic with the Dave Basarab Consulting team, bring two or three legacy modules that are causing the most friction, and leave with a prioritised refresh plan and a forecasted ROI range for the first twelve months.

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.