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

Measuring training impact with pre- and post-training assessments

Training can be engaging, well delivered, and widely attended without producing meaningful workplace change. Attendance records and satisfaction surveys show participation and immediate reactions, but they rarely reveal whether employees gained capability or applied it consistently.

Pre- and post-training assessments create a clearer evidence trail. By comparing knowledge, confidence, behavior, and performance before and after an intervention, organizations can identify what changed, for whom, and under which conditions. This makes the value of pre- and post-training assessments in measuring impact easier to demonstrate.

A thoughtful measurement approach also improves learning design. It helps teams set meaningful objectives, select relevant practice activities, and connect development efforts to operational priorities rather than treating evaluation as an administrative step at the end of a course.

Why baseline measurement matters

A pre-training assessment establishes the starting point for a learning initiative. It can reveal knowledge gaps, misconceptions, skill variation, confidence levels, and differences between employee groups. Without this baseline, a high post-training score may look impressive while hiding the fact that learners already knew most of the content.

Baseline data also supports personalization. If experienced employees and new hires begin at different levels, a single course may create boredom for one group and overload for another. Assessment results can guide differentiated pathways, targeted learning bursts, or additional coaching where the need is greatest.

What post-training evidence reveals

A post-training assessment measures immediate learning, but its purpose should extend beyond recalling information. Scenario questions, simulations, demonstrations, and applied exercises can show whether participants know how to use a concept in a realistic context.

Timing matters as well. An assessment immediately after delivery can indicate comprehension, while a later check can reveal retention and transfer. Follow-up measures at 30, 60, or 90 days may include manager observations, work samples, quality data, sales outcomes, or employee self-reports tied to specific behaviors.

Connecting learning data to business results

Training impact becomes more credible when assessment findings are connected to performance indicators. For example, a leadership program might track decision quality, team communication, retention, or time to resolve conflict. A customer service intervention could examine first-contact resolution, complaint rates, and customer satisfaction.

The connection should be designed before delivery. Predictive Evaluation helps organizations forecast adoption, impact, and return on investment by identifying the behaviors and conditions required for success. This approach prevents teams from relying on a single score and encourages a broader view of capability, workplace application, and business value.

Measurement point	What it can show	Useful evidence
Before training	Starting knowledge, confidence, and skill gaps	Diagnostic quiz, self-rating, manager input
Immediately after	Comprehension and demonstrated skill	Scenario test, simulation, practical exercise
After several weeks	Retention and transfer to work	Observation, work sample, behavior check
After several months	Operational impact and sustainability	Quality, productivity, retention, revenue, customer data

Selecting assessment methods that fit

The best method depends on the learning objective. A compliance course may benefit from knowledge checks and decision-based scenarios, while a technical program may require a hands-on demonstration. Leadership development often needs multi-source feedback, behavioral observation, and reflection alongside formal testing.

Assessment quality also depends on relevance. Questions should reflect real decisions employees make, and performance tasks should mirror the tools, constraints, and standards of the job. For a program focused on collaboration, ideas from conflict collaboration practice can help shape realistic situations rather than abstract questions.

Turning findings into better learning design

When pre- and post-training results show limited progress, the answer is not automatically more course content. The issue may be unclear instruction, insufficient practice, weak reinforcement, poor manager support, or a workplace process that prevents application.

Learning teams should review results by audience, location, tenure, role, and delivery format. Patterns can reveal whether a particular cohort needs coaching, whether a facilitator requires support, or whether a digital module should be shortened. Short reinforcement resources can sustain attention; guidance on learning bursts offers a practical way to reinforce key behaviors between formal sessions.

Recommendations for stronger measurement

A practical assessment strategy should be rigorous enough to support decisions without creating unnecessary administrative work. Organizations can strengthen evaluation by:

Defining observable behaviors and business outcomes before selecting questions.
Using the same core measures before and after training where comparison is important.
Combining tests with demonstrations, manager observations, and operational metrics.
Scheduling follow-up checks to measure retention and workplace application.
Reporting results in terms leaders can use, including adoption, performance change, and estimated value.

Assessment data should be treated as a management resource, not merely a training report. Sharing concise findings with sponsors, managers, and facilitators creates accountability for reinforcement and makes it easier to refine future programs.

When learning teams connect baseline evidence, post-training results, behavior change, and business performance, they can make more confident decisions about scale, investment, and redesign. Dave Basarab Consulting helps organizations build that connection through enterprise learning strategy, custom instructional design, leadership development, training delivery, and Predictive Evaluation.

Bring greater clarity to your next learning initiative by defining its measures before delivery, establishing a credible baseline, and tracking application after the session ends. The result is a stronger case for investment and a learning program built around measurable organizational 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.