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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

The pitfalls of training without a clear adoption forecast

A training program can be expertly designed, attract strong attendance, and still produce little business value. The gap often appears after delivery, when employees return to busy roles and the new behaviors compete with existing habits, priorities, and systems. Without a realistic view of adoption, leaders may mistake participation for performance improvement.

Training Without a Clear Adoption Forecast creates a planning problem as much as a measurement problem. Organizations commit budget, manager time, and employee attention without estimating how quickly people will use the learning, where adoption may stall, or which business outcomes are reasonably achievable.

Why adoption forecasts matter

An adoption forecast connects a learning intervention to the conditions required for changed behavior. It considers factors such as role relevance, manager reinforcement, workflow fit, confidence, access to tools, and the time employees have available to practice. These variables help decision-makers estimate whether training will become part of daily work.

Attendance and completion data provide useful operational information, but they do not predict transfer. A high completion rate can coexist with weak application if the content is too broad, the process is difficult, or managers never revisit the expectations. Forecasting brings these risks into view before they become expensive surprises.

The hidden costs of weak planning

When adoption is not forecast, training teams may overproduce content for an audience that needs a smaller, more targeted intervention. They may also launch a program before managers are prepared to coach it or before supporting technology and procedures are ready. The resulting friction can reduce trust in the learning function.

There are financial costs as well. Employees spend time away from productive work, facilitators deliver sessions, and leaders wait for improvements that may never materialize. If the program underperforms, the organization may respond by adding more training when the real issue is process design, incentives, communication, or leadership alignment.

How forecasting improves learning design

A forecast encourages designers to define the behavior that should change and the evidence that would demonstrate progress. This shifts the conversation from “What topics should the course cover?” to “What must people do differently, and what will make that behavior sustainable?” The answer may call for practice, job aids, manager routines, or system changes rather than a longer course.

Short, focused interventions can support adoption when employees need timely guidance within their workflow. For example, learning bursts can deliver specific concepts and practice activities in manageable formats. Their value becomes clearer when the forecast identifies a narrow behavior, a defined audience, and a practical opportunity to apply the skill.

Planning choices and likely outcomes

Different learning approaches create different adoption conditions. A broad classroom program may build shared understanding, while targeted reinforcement may be more effective for a behavior that must be repeated frequently. The right choice depends on the forecast, the complexity of the skill, and the level of organizational support.

Planning approach Likely strength Common adoption risk Useful evidence
One-time information session Fast awareness Little practice or follow-through Immediate knowledge checks
Multi-session curriculum Deeper capability building Drop-off between sessions Practice completion and manager observations
Learning bursts in the workflow Timely application Fragmentation without a clear sequence Usage, task performance, and repeat application
Manager-led reinforcement Local accountability Inconsistent coaching quality Coaching activity and team behavior measures
Blended learning pathway Flexible support across needs Poor coordination between elements Participation, transfer, and business indicators

The table also highlights why adoption should be estimated before selecting a delivery format. A program may look efficient because it reaches many people quickly, yet create limited value if the target behavior is complex. Conversely, a smaller intervention can generate stronger returns when it fits the moment of need and receives consistent reinforcement.

What a credible forecast should examine

A useful forecast combines historical evidence with current operating conditions. Previous participation and performance data can establish a baseline, while interviews, surveys, pilot results, and manager input reveal barriers that raw metrics may miss. The goal is not false precision; it is a defensible estimate that helps leaders make better choices.

Predictive Evaluation provides a structured way to connect training adoption with impact and return on investment. Organizations exploring predictive impact analytics can use this approach to estimate likely results, identify weak points in the learning ecosystem, and decide what should be measured after launch.

A forecast should also specify assumptions. If the expected outcome depends on manager coaching twice a month, system access, or a policy change, those conditions belong in the plan. When assumptions are visible, stakeholders can manage them instead of treating low adoption as an unexpected failure.

Recommendations for stronger adoption planning

Begin forecasting before content development and involve business leaders, managers, subject matter experts, and the people expected to use the new skills. A practical planning process should:

  • Define the target behavior in observable terms.
  • Estimate adoption using evidence from similar initiatives, pilots, and stakeholder research.
  • Identify manager, workflow, technology, and incentive barriers.
  • Select learning formats that match the timing and complexity of the behavior.
  • Establish leading indicators alongside business outcome measures.

These steps make evaluation part of the design rather than an afterthought. They also help learning teams explain what training can influence directly and what requires coordinated action from operations, technology, communications, and leadership.

A clear adoption forecast gives executives a more realistic basis for investment decisions. It can support a smaller pilot, a phased rollout, additional manager preparation, or a redesign of the intervention before significant resources are committed.

Build learning programs around expected behavior change, measurable adoption, and business relevance. Dave Basarab Consulting can help your organization forecast training impact, design targeted learning experiences, and connect capability development with results that leaders can see and act on.

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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