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

Training Delivery For Shift Workers That Scales

A workforce spread across day, evening, overnight, and rotating shifts cannot rely on a single classroom schedule. When attendance depends on overtime, production demand, handoffs, or limited staffing, even well-designed training can miss the people who need it most.

Effective training delivery for shift workers combines flexible scheduling, mobile access, manager coordination, and clear measurement. The goal is to make learning available without disrupting operations, while giving employees enough support to apply new skills on the job.

A practical approach starts with the work pattern rather than the course calendar. By mapping shift cycles, locations, job roles, and coverage constraints, learning leaders can create an experience that is accessible, consistent, and connected to business performance.

Map The Workforce Before Scheduling

Begin with a shift profile that shows when employees work, where they are located, and how much time they can realistically spend in training. Include fixed shifts, rotating schedules, split shifts, weekend coverage, seasonal staffing, and employees who travel between sites.

This information helps learning teams choose the right blend of live sessions, self-paced modules, coaching, and on-the-job practice. A 60-minute virtual workshop may work for supervisors on a stable schedule, while frontline employees may need several 10-minute learning bursts delivered before a shift or during planned downtime.

Scheduling should also account for operational coverage. Partner with workforce planning, site leaders, and human resources to identify acceptable attendance windows. When managers receive advance notice and understand the business purpose, they are more likely to protect learning time instead of treating it as optional.

Use A Blended Learning Architecture

Shift-based employees benefit from a consistent learning path with multiple access points. Core concepts can be introduced through short digital modules, reinforced in live demonstrations, and practiced through realistic scenarios at the worksite.

A blended model also reduces the risk of unequal access. Employees without regular computer access may need mobile-friendly content, shared kiosks, downloadable resources, or instructor-led sessions repeated across shifts. Captions, transcripts, language support, and low-bandwidth options make the program more usable across a diverse workforce.

Learning technology should support the workflow rather than create another administrative burden. Integrations with the learning management system, workforce scheduling tools, calendar platforms, and authentication systems can help employees see relevant sessions and complete required activities without entering information repeatedly.

Build Reliable Technology Access

Technology decisions should reflect the environment where learning takes place. Warehouses, manufacturing floors, healthcare units, field operations, and retail sites may have different rules for devices, connectivity, noise, privacy, and safety.

A useful technology stack may include mobile learning, QR-code access to job aids, text or app notifications, virtual classrooms, digital coaching prompts, and dashboards for completion and adoption. However, every tool should have a clear purpose. Too many platforms can fragment the learner experience and make support difficult.

Delivery Need	Practical Solution	Key Measure
Uneven shift coverage	Repeat live sessions across work windows	Attendance by shift
Limited desk access	Mobile modules and shared kiosks	Access and completion rate
Short available time	Learning bursts and job aids	Practice or retrieval activity
Distributed locations	Virtual facilitation and local champions	Participation by site
Skills requiring demonstration	Supervisor observation and coaching	Proficiency on the job

Piloting technology with a small group from different shifts can reveal problems that a central project team may overlook. Test login access, device compatibility, audio quality, notification timing, and the process for getting help before a broader rollout.

Coordinate Managers And Local Leaders

Managers are central to successful shift-based learning. They approve time, reinforce expectations, answer questions, and provide opportunities to practice. A manager briefing should explain the business need, required actions, timing, and the behaviors leaders should observe after training.

Local champions can extend this support across locations and shifts. They may help employees access modules, facilitate discussions, model new processes, and report barriers to the learning team. This creates a feedback loop that is faster and more practical than relying only on central communications.

Communication should be brief, repeated, and specific. Employees need to know what is changing, why it matters, when they can complete the learning, and how it relates to their role. Guidance on sharing training results can also help leaders explain program value in operational language.

Measure Adoption And Business Impact

Completion is only an early signal. A stronger evaluation approach tracks whether employees access the experience, demonstrate the target skill, use it during work, and contribute to outcomes such as fewer errors, faster onboarding, improved safety, or stronger customer service.

Predictive Evaluation can help organizations forecast likely adoption and business impact before investing heavily in a program. Intention dashboards provide a way to examine the intentions and conditions that influence whether training will transfer into workplace behavior.

Useful measures should be segmented by shift, location, manager, role, and tenure. These comparisons can identify whether overnight employees have lower access, whether one site needs additional coaching, or whether a scheduling practice is creating unequal participation.

Create A Shift-Ready Delivery Model

A repeatable operating model makes future programs easier to launch. Document the scheduling rules, technology standards, manager responsibilities, escalation process, communication templates, and evaluation measures so each initiative does not begin from scratch.

Recommendations for a resilient model include:

Offer equivalent learning opportunities across every major shift and site.
Design core content for mobile access and short periods of attention.
Reserve live practice for discussion, demonstration, feedback, and decision-making.
Give managers simple observation guides and protected coaching time.
Review participation and application data by shift before declaring success.

The best learning strategies also reflect the realities of the people delivering them. Dave Basarab’s professional journey illustrates the value of connecting instructional practice, evaluation, and business performance rather than treating training as an isolated event.

Organizations that align scheduling, technology, leadership support, and measurement can make learning part of the shift instead of an interruption to it. Engage learning, operations, and technology leaders early, pilot the model with representative teams, and use evidence from the first rollout to scale a delivery system that improves capability and produces measurable 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.