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 Learning Consultant’s Role in Modern Organizations

The role of the learning consultant in modern organizations has expanded well beyond arranging courses or advising on instructional materials. Today, learning professionals help leaders identify capability gaps, design practical solutions, and connect employee development with measurable business priorities.

Organizations operate in environments shaped by automation, hybrid work, changing customer expectations, and rapid shifts in required skills. A learning consultant brings structure to these pressures by translating business goals into performance requirements and then determining how people can acquire, apply, and sustain the capabilities they need.

This work requires a balance of strategic thinking, learning science, stakeholder management, and data analysis. Firms such as Dave Basarab Consulting support this broader mission through enterprise learning strategy, custom development, leadership programs, learning bursts, and training delivery.

Moving beyond the training request

A department may ask for a workshop when the real issue is unclear accountability, poor process design, limited manager support, or an ineffective technology system. An experienced consultant investigates the performance problem before recommending a learning intervention. This prevents training from becoming a default response to every organizational challenge.

The process often includes interviews, workflow analysis, observation, surveys, and discussions with business leaders. These activities clarify what employees must do differently, what currently prevents success, and which conditions will support adoption. The result is a solution based on evidence rather than assumptions.

Connecting capability with strategy

Learning consultants help organizations translate strategic objectives into workforce capabilities. If a company wants to improve customer retention, for example, the required solution may involve customer-facing skills, manager coaching, revised service standards, and better access to performance information.

This strategic perspective also improves prioritization. Instead of producing large volumes of disconnected content, the organization can focus investment on roles, behaviors, and moments that influence important outcomes. A consultant may recommend an academy, a leadership pathway, a job aid, a learning burst, or a process change depending on the need.

Designing learning people can use

Modern employees need learning that fits the rhythm of work. Consultants combine classroom instruction, virtual facilitation, coaching, practice, performance support, and digital resources to create blended experiences. The format should reflect the complexity of the skill, the learners’ environment, and the time available for application.

Custom instructional design is especially valuable when generic content does not reflect an organization’s systems, language, customers, or decisions. Practical scenarios, realistic tools, and role-specific activities make learning easier to transfer into daily performance. The consultant also works with subject matter experts to turn specialized knowledge into clear, usable learning experiences.

Measuring adoption, impact, and value

A credible learning strategy needs more than attendance figures, completion rates, or satisfaction scores. Consultants help define the behaviors that indicate adoption and the operational measures that show whether those behaviors are producing value. This creates a chain between learning activity, workplace application, and business performance.

Predictive Evaluation provides a useful framework for forecasting and measuring training adoption, impact, and return on investment. Leaders exploring this approach can review the Predictive Evaluation book to understand how evaluation can begin before a program launches, rather than waiting until the end to discover whether it worked.

Conventional training focus	Modern consulting focus
Course completion	Capability adoption
Learner satisfaction	Application in the workflow
Knowledge recall	Observable behavior change
Training volume	Business-priority alignment
Post-program reporting	Forecasting and ongoing measurement

Using evidence to guide decisions

Learning consultants use data to identify where support is needed and where an intervention is gaining traction. Adoption dashboards can help stakeholders monitor participation, behavior change, manager reinforcement, and outcome indicators across teams or locations. Organizations can explore adoption dashboards as a way to make learning performance visible to decision-makers.

Evidence also supports better resource allocation. If a program has strong participation but weak application, the answer may be manager coaching or workflow reinforcement rather than more content. If one business unit is adopting a new practice faster than others, its conditions can be studied and adapted elsewhere.

Strengthening leaders and learning cultures

Leadership development is a central part of the consultant’s work because managers strongly influence whether learning becomes part of normal performance. Consultants help leaders coach new behaviors, give useful feedback, create accountability, and connect development conversations with business goals.

They can also help establish a learning culture in which development is continuous rather than occasional. Short learning bursts, peer practice, communities of practice, and manager-led reinforcement make capability building more accessible. These methods are especially relevant in distributed workplaces where employees may have limited time for formal programs.

Practices that increase organizational value

Organizations gain more from learning consultancy when they:

Start with a clearly defined business or performance need.
Involve managers and operational stakeholders early in the design process.
Build practice, feedback, and reinforcement into the learning experience.
Measure adoption and workplace outcomes alongside participation.
Refresh solutions as roles, technology, and business priorities change.

The consultant’s value is greatest when the relationship continues beyond launch. Ongoing analysis reveals whether employees are applying new skills, whether leaders are reinforcing them, and whether the original solution still fits the operating environment.

Make learning a performance advantage

A modern learning consultant helps organizations make better decisions about capability, change, and investment. By combining strategic alignment, human-centered design, leadership development, and predictive measurement, this role turns learning from an isolated activity into a practical business system.

Organizations ready to connect employee capability with measurable results can explore the consulting services, evaluation methods, and learning solutions available through Dave Basarab Consulting, then begin shaping a learning strategy built for adoption and performance.

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.