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

The Role of Learning Bursts in Change Management Initiatives

Change initiatives often fail in the space between a formal training event and the employee’s next real decision. People may understand a new process during a workshop, yet revert to familiar habits when deadlines, customer demands, and competing priorities return. Learning bursts help close that gap by delivering focused guidance at the moment it can influence behavior.

A learning burst is a short, targeted learning experience designed around one skill, decision, or action. It may take the form of a five-minute video, a scenario-based activity, a manager discussion guide, a job aid, or a brief digital practice exercise. Its value comes from relevance and timing rather than volume.

When integrated with communication, leadership support, process changes, and performance measurement, learning bursts become a practical part of organizational change management. They reinforce capability while the change is taking place, helping employees move from awareness to consistent application.

Why Change Needs Small Learning Moments

Large training sessions are useful for establishing context, building shared understanding, and practicing complex skills. They are less effective when employees need repeated reminders or immediate support during implementation. A short learning intervention can address one barrier without asking people to leave their work for an extended period.

This approach also respects the way knowledge is used on the job. Employees usually need an answer to a specific question: how to use a new system feature, handle a customer objection, conduct a revised review, or apply a new decision rule. Learning bursts make these moments visible and actionable.

The format is especially valuable when a change unfolds in stages. Instead of releasing every concept at once, organizations can sequence content alongside milestones, pilot results, manager conversations, and policy updates. This creates a steady rhythm of reinforcement.

Designing Bursts Around Behavior

Effective microlearning begins with a behavior, not a topic. “Understand the new strategy” is too broad to guide design. “Use the three-step escalation process when a service issue exceeds the agreed threshold” gives the instructional designer a clear target and allows success to be observed.

Each burst should answer a practical need. It can show the desired behavior, let employees rehearse it, explain the consequences of an old habit, or provide a tool for use during work. A concise scenario often produces more transfer than several pages of explanation because it connects the change to a recognizable situation.

Leadership programs require particular care. Before creating a curriculum, decision-makers can use these leadership curriculum questions to clarify business priorities, audience needs, and expected outcomes. Those answers can then shape a series of leadership learning bursts tied to specific conversations and decisions.

Embedding Learning in the Workflow

A learning burst works best when it appears near the point of need. A message in a collaboration platform, a prompt in a digital workflow, a manager-led discussion, or a searchable resource can make learning part of daily execution. The delivery channel should match the behavior and the environment where it occurs.

Managers are central to this design. They can introduce a burst in a team meeting, observe application, and ask employees to discuss what worked. This turns a digital asset into a social learning experience and gives leaders an opportunity to identify obstacles that formal training may miss.

Reinforcement should be planned rather than improvised. A useful sequence might include an initial explanation, a practice scenario, a reminder after one week, and a manager check-in after the new process has been used. Each touchpoint should add value instead of repeating the same message.

Comparing Delivery Choices

The best format depends on the complexity of the behavior, the urgency of the change, and the amount of practice required. Short content is not automatically effective; it must be designed for the decision employees need to make.

Learning format	Best use	Typical strength	Watch for
Short video	Demonstrating a process or conversation	Clear modeling	Passive viewing
Scenario activity	Practicing judgment and choices	Realistic decision-making	Poorly written scenarios
Job aid	Supporting performance at the moment of need	Fast reference	Becoming outdated
Manager discussion guide	Connecting learning to team work	Local relevance and accountability	Inconsistent facilitation
Digital quiz or prompt	Reinforcing terminology or rules	Quick retrieval practice	Measuring recall only

A blended approach is often strongest. For example, a video can introduce a new behavior, a scenario can test judgment, and a job aid can support application. The combination should remain coherent, with every component reinforcing the same change objective.

Measuring Adoption and Business Value

Change leaders need evidence that learning is being used, not simply completed. Useful measures include participation, repeat access, practice performance, manager observations, system usage, process compliance, and quality indicators. These signals should be connected to the outcomes the initiative is intended to influence.

Predictive Evaluation offers a way to forecast likely adoption, impact, and return on investment before and during rollout. The Predictive Evaluation case study illustrates how evaluation can connect learning activity with business performance instead of treating completion as the final result.

Forecasting can also guide resource allocation. By examining audience readiness, business conditions, transfer risks, and expected behavior change, organizations can identify where additional manager support or reinforcement is needed. A practical guide to forecasting training impact can help teams establish this discipline early.

Building A Sustainable Change System

Learning bursts should sit within a broader learning architecture. Enterprise learning strategy determines how the bursts relate to formal programs, performance support, leadership development, communications, and talent processes. Without that connection, organizations may create isolated content libraries that employees rarely revisit.

Content governance matters as well. Every burst should have an owner, a review date, a defined audience, and a clear relationship to the current process. When policies or systems change, outdated guidance can undermine trust and create inconsistent behavior.

The system should also learn from evidence. Usage data, employee feedback, manager observations, and business metrics can reveal which bursts deserve expansion, revision, or retirement. This makes learning delivery responsive to the change rather than fixed at its launch.

Practical Design Recommendations

A disciplined design process keeps short learning experiences focused and measurable. Begin with the business outcome, identify the critical behavior, and determine what employees need to do differently in a specific work situation.

Use these practices to strengthen the learning strategy:

Limit each burst to one meaningful behavior or decision.
Pair explanation with practice, feedback, or a usable job aid.
Schedule reinforcement around real implementation milestones.
Equip managers with prompts for observation and discussion.
Track application and business indicators alongside completion data.

Learning bursts give change management a repeatable mechanism for turning messages into action. When they are aligned with workflow, supported by managers, and evaluated against business results, they help organizations build capability at the pace of change. Connect your next transformation initiative with a focused learning strategy, custom instructional design, and measurable impact through Dave Basarab Consulting.

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.