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 Consultants in Digital Transformation Initiatives

Digital transformation changes how organizations operate, serve customers, and make decisions. New platforms, automation, data systems, and artificial intelligence can create significant value, yet technology alone rarely produces lasting performance improvement. Employees must understand new expectations, build practical skills, and apply them in real workflows.

Learning consultants help connect transformation strategy with human capability. They examine what people need to do differently, identify barriers to adoption, and design learning experiences that support measurable business outcomes. Their work turns a technology rollout into a sustainable change in behavior.

This role extends beyond developing courses. A strong learning partner contributes to workforce planning, leadership alignment, performance support, evaluation, and communication. By integrating learning with the wider change management effort, organizations can reduce disruption and accelerate the return on digital investments.

Connecting Technology With Business Capability

A digital initiative often begins with a technology objective: implement a cloud platform, automate a process, or introduce a new analytics tool. A learning consultant reframes that objective in terms of capability. What decisions will employees make? Which tasks will change? What proficiency must teams demonstrate for the investment to deliver value?

This analysis helps leaders avoid generic training. Instead of offering broad software demonstrations, the learning strategy focuses on role-specific outcomes, critical workflows, and moments where adoption may fail. The result is a targeted learning ecosystem that supports employees before, during, and after implementation.

Consultants also bring stakeholders together. They translate technical priorities for business leaders, clarify operational requirements with subject matter experts, and make sure the employee experience remains central to transformation planning.

Designing Learning For Adoption

Digital transformation requires learning that fits the pace of work. Long, isolated workshops may be unsuitable when employees need immediate help with changing systems and processes. Learning consultants can combine instructor-led sessions, digital modules, coaching, job aids, practice environments, and manager reinforcement.

Short, focused interventions are especially useful when a new behavior must be reinforced over time. This approach is explored in learning bursts for change, which shows how concise experiences can provide timely support without removing employees from work for an entire week.

Instructional design should reflect the complexity of the transformation. A simple interface update may require guided practice and searchable performance support. A shift toward data-driven decision-making may require scenario-based learning, leadership modeling, team discussions, and ongoing feedback. Consultants select the right blend rather than forcing every need into the same format.

Preparing Leaders To Sustain Change

Leaders influence whether digital adoption becomes part of everyday operations. They set priorities, allocate time for learning, respond to resistance, and demonstrate the behaviors expected from their teams. Learning consultants therefore assess leadership capability as a central component of transformation readiness.

Leadership development should address practical responsibilities, including communicating the reason for change, coaching employees through uncertainty, and using performance data constructively. Programs can also help managers recognize when a skills gap, process issue, or technology problem is affecting results.

Weak leadership alignment can undermine an otherwise well-designed program. Guidance on fixing leadership development highlights common breakdowns and ways to make leadership learning more relevant, supported, and connected to organizational priorities.

Measuring Impact And Return

Learning metrics should extend beyond attendance, completion rates, and satisfaction scores. Those indicators may show participation, but they do not prove that employees adopted new practices or that the transformation produced business value. Consultants establish evaluation plans that connect learning activity with operational performance.

Predictive Evaluation provides a structured way to forecast and measure adoption, impact, and return on investment. It can help decision-makers identify likely outcomes before launch, monitor evidence during implementation, and adjust the program when results fall short.

Transformation Need	Learning Consultant Contribution	Useful Evidence
New technology adoption	Role-based practice and performance support	Usage, proficiency, error reduction
Process redesign	Workflow learning and manager reinforcement	Cycle time, quality, compliance
Leadership alignment	Coaching, simulations, and communication tools	Manager behavior, team adoption
Business value	Predictive evaluation and impact tracking	Productivity, revenue, cost, customer outcomes

A predictive evaluation case study demonstrates how evaluation can make the relationship between learning investment and business performance more visible. This evidence supports better funding decisions and encourages continuous improvement rather than a one-time training launch.

Building An Integrated Learning Ecosystem

Digital transformation rarely affects one department. Sales, operations, customer service, information technology, and leadership may all need different capabilities while working toward the same strategic goal. A learning consultant maps these audiences and coordinates their experiences so that learning remains consistent without becoming identical.

An integrated ecosystem may include a learning management platform, knowledge resources, virtual sessions, peer communities, manager toolkits, and in-application guidance. Governance is equally important: content owners, update cycles, accessibility standards, and data responsibilities should be defined early.

The consultant also considers the employee lifecycle. New hires need onboarding aligned with the transformed operating model, while experienced employees may need transition support and advanced development. This keeps capability building active after the initial implementation period.

Recommendations For Transformation Leaders

Involve learning consultants during transformation planning, not after technology selection.
Define success through behavior, adoption, and business outcomes rather than completion alone.
Segment learning by role, workflow, readiness, and level of digital confidence.
Equip managers with coaching tools and time to reinforce new practices.
Use predictive measurement to identify risks and demonstrate return on investment.

Organizations that treat learning as a strategic workstream are better positioned to convert digital investments into improved performance. The right consultant can align enterprise learning strategy, custom instructional design, leadership development, training delivery, and evaluation around the outcomes that matter most.

Begin by assessing the capabilities your transformation requires, the behaviors that will determine adoption, and the evidence leaders need to make confident decisions. Partner with Dave Basarab Consulting to build a practical learning strategy that helps people perform in the new environment and connects development with measurable business results.

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.