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

Learning Consultants In Mergers And Acquisitions

Mergers and acquisitions bring together people, processes, technologies, and leadership expectations that may have developed independently for years. Financial models can define the deal, but employee capability determines how effectively the combined organization performs after closing.

Learning consultants help organizations turn integration plans into practical behavior. They identify critical knowledge gaps, align training with business priorities, and create learning experiences that help employees adopt new systems, operating models, and cultural expectations.

The Role of Learning Consultants in Mergers and Acquisitions extends beyond delivering courses. It includes workforce analysis, change enablement, leadership support, communications, performance measurement, and the design of learning systems that sustain integration over time.

Connecting Integration Goals To Capability

An acquisition may require a sales force to adopt a new customer strategy, managers to use unfamiliar performance processes, or technical teams to follow different safety standards. These changes create capability requirements that should be defined before training solutions are selected.

A learning consultant translates the deal thesis into observable workplace behaviors. If the strategic objective is faster cross-selling, for example, the learning response may include product knowledge, account planning, collaboration routines, and manager coaching rather than a single product course.

This approach prevents learning teams from treating every integration issue as a content problem. Some barriers may involve unclear authority, poor process design, limited technology access, or conflicting incentives. Effective diagnosis directs resources to the conditions that will influence adoption.

Assessing Workforce Readiness

A structured readiness assessment establishes what employees know, what they can do, and what may prevent them from applying new practices. Consultants can combine interviews, surveys, role analysis, performance data, and stakeholder workshops to develop a realistic capability baseline.

The analysis should account for differences between legacy organizations. Employees may use different terminology, systems, approval paths, and customer methods while holding similar job titles. Mapping these variations helps determine where standardization is necessary and where local expertise should be retained.

Learning teams can then segment audiences by role, location, risk, and proximity to the integration. Executives, people managers, frontline employees, support functions, and technical specialists often require distinct learning journeys. This segmentation makes training more relevant and reduces unnecessary time away from work.

Organizations seeking support with enterprise learning strategy and custom development can explore learning consultancy services that connect workforce capability with measurable business outcomes.

Designing Learning For Adoption

Integration learning should be available when employees need it and in formats that fit the work. A blended approach may combine short learning bursts, workshops, simulations, job aids, coaching, peer forums, and guided practice inside business systems.

Timing matters. Core compliance and operational requirements may need to be addressed before Day One, while deeper process training can be scheduled around system releases and customer-facing milestones. Sequencing prevents information overload and gives employees opportunities to apply each stage of learning.

Integration Need	Useful Learning Response	Evidence Of Progress
New systems and workflows	Guided practice, simulations, job aids	Fewer errors and faster task completion
Leadership alignment	Executive workshops and manager coaching	Consistent decisions and communications
Cultural integration	Facilitated dialogue and team activities	Stronger collaboration and trust indicators
Customer continuity	Scenario-based sales and service training	Stable retention and improved conversion
Compliance or safety changes	Role-specific modules and assessments	Assessment results and audit performance

Custom instructional design should reflect the realities of the combined organization. Examples, scenarios, and practice exercises are more effective when they mirror actual customer situations, internal decisions, and technology environments.

Equipping Leaders And Managers

Employees often judge an integration by what their managers say and do. Leaders need a consistent narrative about the purpose of the transaction, expected changes, business priorities, and the support available to affected teams.

Learning consultants can prepare leaders to communicate with clarity while acknowledging uncertainty. Manager enablement may include conversation guides, briefing sessions, coaching practice, escalation protocols, and tools for recognizing resistance or confusion.

Leadership development is especially important when reporting lines change or when two management cultures meet. Managers must learn how to build trust, resolve competing norms, retain critical talent, and create shared accountability without dismissing the strengths of either organization.

Measuring Business Impact

Training completion is an operational metric, not proof that integration has succeeded. A stronger evaluation approach tracks whether employees adopt the required behaviors and whether those behaviors influence business performance.

Predictive Evaluation can help organizations forecast likely training adoption and connect learning activity to outcomes such as productivity, quality, customer retention, cycle time, safety, or revenue. Establishing these measures early gives stakeholders a clearer view of progress and allows the learning strategy to be adjusted before performance problems become expensive.

Useful measures may include time to proficiency, system usage, manager observations, error rates, employee confidence, customer outcomes, and financial indicators. Consultants help determine which measures are credible, how often they should be reviewed, and which leaders should act on the findings.

Practical Priorities For Integration Teams

A focused learning strategy makes the integration easier to manage and more responsive to business conditions. Teams should:

Define the critical behaviors required to achieve the deal’s strategic objectives.
Segment employees by role, risk, location, and degree of process change.
Coordinate learning with systems deployment, communications, policy updates, and operating milestones.
Equip managers with practical tools for reinforcement, feedback, and difficult conversations.
Establish adoption and business-impact measures before major learning programs launch.

These priorities create a connection between learning operations and integration governance. They also help senior sponsors see learning as an investment in execution rather than a support activity added after other decisions are complete.

A capable consultant can facilitate alignment among human resources, business leaders, communications, technology, and operations. That coordination reduces duplicated effort and ensures employees receive a coherent experience throughout the transition.

Begin planning your merger or acquisition learning strategy with a capability assessment, a clear adoption forecast, and measures tied to business results. Connect with Dave Basarab Consulting to design learning that helps the combined organization perform with confidence.

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.