Your Chief Virtual Learning Architect

Learning to Performance

Read More
Custom Design & Delivery

Read More
Predictive Evaluation

Read More
Enterprise Learning Strategy

Read More

› ‹

1
2
3
4

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 Methods That Work Best for Hybrid Teams

Hybrid work has changed how employees access information, collaborate, and apply new skills. A learning experience designed for everyone in the same room may exclude remote participants, while a fully self-paced course can leave teams without practice, feedback, or accountability.

Effective hybrid training combines live instruction, digital resources, guided practice, peer interaction, and workplace reinforcement. The strongest approach depends on the audience, the business goal, the complexity of the skill, and the level of manager support available after the session.

A useful delivery strategy also connects learning activity to operational results. When stakeholders agree on the desired behavior and business measures early, training becomes easier to prioritize, evaluate, and improve.

Start With Learner And Business Needs

Before selecting a platform or scheduling a workshop, identify what employees must do differently. A compliance update may work well as a short digital module, while a leadership capability may require discussion, coaching, role-play, and follow-up assignments.

Audience analysis should include location, time zones, technology access, job responsibilities, language needs, and prior knowledge. It should also reveal how employees currently solve problems. This information helps learning teams avoid designing a remote experience that simply imitates an in-person classroom.

Stakeholder alignment is equally important. A clear discussion about investment, outcomes, and ownership can prevent competing expectations, as shown in this guide to building stakeholder consensus.

Combine Live And Self-Paced Learning

A blended learning model gives employees flexibility without removing human interaction. Short pre-work can establish common knowledge, followed by a live session focused on application, decision-making, and questions. Afterward, learners can use job aids, practice challenges, and manager conversations to reinforce the skill.

Asynchronous learning works particularly well for concepts that employees can absorb independently. Videos, demonstrations, reading, quizzes, and learning bursts allow people to progress around work demands. Live meetings should be reserved for activities that benefit from conversation, coaching, collaboration, or immediate feedback.

The sequence matters. Sending a long e-learning course before a virtual workshop can create fatigue, while scheduling a discussion before learners have basic context can waste valuable time. A purposeful learning journey connects each activity to the next.

Match Delivery Methods To The Skill

Different capabilities require different forms of practice. Product knowledge may need searchable digital resources, whereas negotiation, feedback, or problem-solving skills benefit from realistic scenarios and facilitated rehearsal.

Learning need	Effective delivery method	Essential design feature
Foundational knowledge	Self-paced modules or learning bursts	Short lessons, retrieval practice, and easy access
Complex decision-making	Virtual workshops and case discussions	Realistic scenarios and expert facilitation
Interpersonal skills	Role-play, peer practice, and coaching	Safe feedback and repeated application
Process or system proficiency	Demonstrations, simulations, and job aids	Practice in the tools employees actually use
Long-term behavior change	Blended pathways and manager reinforcement	Follow-up goals, observation, and accountability

Virtual instructor-led training is most effective when sessions are interactive rather than lecture-heavy. Polls, breakout exercises, shared workspaces, chat prompts, and structured reflection keep remote participants visible and engaged.

In-person gatherings still have value for intensive collaboration, team formation, simulations, and sensitive conversations. A hybrid program does not require every event to serve every purpose; it requires each delivery channel to be selected deliberately.

Make Participation Equitable

A hybrid classroom can easily favor people who are physically together. Remote employees may miss side conversations, struggle to interrupt, or receive less attention during group exercises. Facilitators should establish participation norms, use inclusive turn-taking, and make all materials available digitally.

When some learners are in a room and others join online, equal participation requires thoughtful production. Cameras, microphones, shared digital boards, and visible instructions should support the experience rather than distract from it. In some cases, separate virtual and in-person cohorts create a better experience than mixing both formats.

Accessibility also affects learning quality. Captions, transcripts, readable documents, clear navigation, and recordings support employees with different needs and working conditions. These features benefit everyone, especially people joining from busy or unpredictable environments.

Build A Scalable Learning Roadmap

Organizations that are growing quickly need more than isolated courses. They need a learning strategy that clarifies priorities, audience segments, capability gaps, delivery channels, technology requirements, and measurement points. A roadmap helps leaders sequence initiatives instead of launching disconnected programs.

The learning strategy roadmap should account for organizational change, manager capacity, onboarding demands, and the systems employees already use. It can also identify where custom instructional design is necessary and where existing resources are sufficient.

Scalability depends on reusable assets. Modular content, facilitator guides, searchable resources, standardized templates, and train-the-trainer support make it easier to expand delivery without reducing quality. Learning bursts can maintain momentum between larger development experiences.

Measure Adoption And Business Impact

Attendance and completion data provide useful operational information, but they do not prove that training worked. Evaluation should examine whether learners adopted the intended behaviors, whether managers observed improvement, and whether business indicators moved in the expected direction.

Predictive Evaluation provides a practical way to forecast adoption, impact, and return on investment before major resources are committed. It can help learning leaders test assumptions, identify risks, and define evidence for success across the full learning experience.

A strong measurement plan combines learner feedback, knowledge checks, observation, workflow data, performance metrics, and stakeholder input. Measures should be selected during design, not added after delivery. This encourages better decisions about content, reinforcement, and ongoing program investment.

Put The Delivery Strategy Into Practice

The best model is usually a coordinated portfolio rather than a single method. A hybrid capability program might include a short digital primer, a live workshop, peer practice, manager coaching, and performance support embedded in the workflow.

Use these recommendations when designing the experience:

Reserve live time for practice, discussion, feedback, and decisions.
Keep self-paced content concise, searchable, and relevant to immediate work.
Design remote participation into the experience from the beginning.
Equip managers with prompts, observation tools, and reinforcement activities.
Define adoption and business measures before launching the program.

Training delivery methods work best when they reflect how employees actually work and how the organization defines success. With a deliberate blend of technology, facilitation, practice, and evaluation, hybrid teams can gain consistent access to learning while applying new capabilities where results matter. Organizations ready to connect learning investment with measurable performance can partner with Dave Basarab Consulting to design, deliver, and evaluate a strategy built for their workforce.

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.