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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.

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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.

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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.

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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.

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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.

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Predictive Evaluation

Training Delivery Methods That Engage Remote Workers

Remote work has changed how employees access information, collaborate with colleagues, and apply new skills. A virtual meeting and a digital course may both be called training, yet they create very different experiences. Effective delivery depends on matching the method to the audience, the task, and the business outcome.

Engagement grows when remote learners have a clear reason to participate, frequent opportunities to practice, and visible support after a session ends. The strongest programs combine live interaction, self-paced resources, peer learning, and workplace reinforcement instead of relying on a single format.

Design Around The Learner’s Work

Remote employees often move between meetings, projects, time zones, and competing priorities. Training should respect that reality through concise content, accessible platforms, and activities that connect directly to daily responsibilities. Before selecting a delivery channel, identify what learners must do differently and what obstacles may prevent adoption.

An enterprise learning strategy can bring these decisions together. Dave Basarab Consulting helps organizations connect learning design, leadership development, training delivery, and measurable business results. That broader view prevents an engaging session from becoming an isolated event with no lasting workplace impact.

Match Delivery To The Learning Goal

Different outcomes call for different approaches. A complex leadership conversation may benefit from a live virtual workshop, while a software procedure may be easier to learn through a guided demonstration and short practice activity. Content that requires reflection can work well as an asynchronous module supported by discussion and coaching.

A blended learning pathway gives remote workers flexibility without removing human connection. The following formats can be combined according to skill complexity, urgency, and the amount of practice required.

Delivery method Best use Engagement feature Key consideration
Live virtual workshop Discussion, decision-making, leadership practice Breakout rooms, polls, role-play Keep activities frequent and purposeful
Self-paced e-learning Concepts, policies, process knowledge Scenarios, branching, knowledge checks Use short modules and clear navigation
Learning bursts Reinforcement and quick skill development Mobile access, one-task focus Link each burst to a workplace action
Peer learning circles Experience sharing and problem-solving Group reflection and accountability Provide a facilitator and defined outcomes
Virtual coaching Personalized behavior change Feedback on real situations Schedule follow-up and progress reviews

Make Live Sessions Highly Interactive

A virtual classroom should feel like a working session rather than a recorded presentation. Facilitators can use polls to surface opinions, annotation tools to test understanding, and breakout rooms to let participants solve realistic problems. Calling on learners by name and varying the activity every few minutes also helps maintain attention.

Interaction needs a clear purpose. A breakout discussion should produce a decision, draft, ranking, or action plan that connects to the learner’s role. When participants see how their contribution affects the outcome, they are more likely to remain present and apply the learning after the session.

Use Learning Bursts To Reinforce Skills

Learning bursts are short, focused interventions delivered through email, a learning platform, collaboration software, or mobile devices. They work well for remote employees because they fit into small gaps between tasks and reduce the mental load associated with long courses. A burst might present one sales objection, demonstrate one management technique, or ask learners to complete one practical challenge.

Short content becomes more valuable when it is sequenced. For example, a weekly series can introduce a concept, provide a scenario, prompt workplace practice, and revisit the result. Managers can strengthen the cycle by discussing the topic during team meetings and recognizing employees who apply the new behavior.

Connect Engagement With Business Value

Participation rates offer useful signals, but attendance does not prove that training changed performance. Organizations should define success measures before delivery begins, including behavior adoption, productivity, quality, customer outcomes, or leadership effectiveness. These indicators make it easier to distinguish an attractive learning experience from a valuable one.

Predictive Evaluation provides a structured way to forecast and measure training adoption, impact, and return on investment. It can also clarify the financial risk of inaction; resources such as the cost of not training help leaders frame learning decisions in business terms rather than treating training as an expense without a measurable return.

Build A Consistent Remote Learning Rhythm

Engagement improves when learning is supported before, during, and after delivery. Managers should receive simple conversation guides, learners should know what preparation is expected, and follow-up activities should appear in the tools employees already use. Automated reminders, office hours, peer groups, and application assignments can keep momentum alive.

Use these practices when building a remote training experience:

  • Start with a specific performance need and define the behavior learners must adopt.
  • Combine live facilitation with asynchronous resources for flexibility across schedules and time zones.
  • Replace long presentations with scenarios, practice, feedback, and decisions.
  • Equip managers to reinforce the skill during regular one-to-one and team conversations.
  • Track application and business outcomes alongside completion and satisfaction data.

Turn Remote Learning Into Performance

The most engaging delivery method is the one that makes learning relevant, active, and easy to apply. Remote workers need opportunities to participate, experiment, receive feedback, and revisit important ideas in the flow of work. A coordinated mix of virtual instruction, learning bursts, coaching, and peer practice can support that experience at scale.

Organizations ready to connect remote training with stronger adoption and measurable results can explore Dave Basarab Consulting’s learning strategy, instructional design, and Predictive Evaluation services. Build a delivery approach that earns attention, changes behavior, and demonstrates its value to the business.

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.

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