› ‹
  • 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.

More...

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.

More...

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.

More...

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.

More...

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.

More...

Predictive Evaluation

Training Delivery Methods That Work Best for Technical Skills

Technical skills training succeeds when employees can understand a process, practice it safely, and apply it under real workplace conditions. A polished presentation may transfer information, but performance improves when delivery mirrors the decisions, tools, and pressures employees encounter on the job.

The right blend of instructor-led training, simulation, coaching, digital learning, and guided practice depends on the skill itself. Software configuration, equipment operation, data analysis, cybersecurity, and technical communication each require a different balance of explanation and application.

Effective training delivery also connects learning activity with business outcomes. Organizations need to know whether employees adopted the new behavior, performed more accurately, and created measurable value after the program ended.

Match Delivery To Skill Complexity

Technical knowledge with a clear sequence can often begin with self-paced digital learning. Short modules, demonstrations, diagrams, and knowledge checks help employees build a common foundation without taking an entire team away from work.

Skills that require judgment, troubleshooting, or physical coordination need richer practice. Instructor-led workshops, virtual classrooms, labs, and simulations allow learners to make decisions, receive feedback, and correct mistakes before those mistakes affect customers, systems, or production.

Blended learning is often the strongest option. A learner might review concepts independently, attend a facilitated lab, complete a realistic scenario, and then receive coaching during workplace application. This approach supports different learning needs while keeping live sessions focused on performance.

Compare Practical Delivery Options

Delivery method Best fit Main advantage Watch for
Instructor-led workshop Complex procedures and judgment Immediate feedback and discussion Passive participation
Virtual instructor-led training Distributed technical teams Consistent access across locations Limited hands-on practice
Self-paced eLearning Foundational concepts and software navigation Flexible, scalable learning Low completion or shallow practice
Simulation or lab High-risk or technical operations Safe rehearsal of real tasks Higher development costs
Coaching and mentoring Workplace transfer and refinement Personalized support Inconsistent coach quality
Learning bursts Reinforcement and troubleshooting Fast, focused reinforcement Fragmented learning if poorly sequenced

A delivery decision should account for access to equipment, learner experience, task risk, time constraints, and the cost of errors. A short learning burst may reinforce a command or process, while a high-stakes technical role may require repeated simulation and observed assessment.

Custom design becomes especially valuable when generic courses fail to reflect an organization’s systems or workflows. Guidance on engaging instructional materials can help teams turn dense technical content into practice-centered learning.

Build Practice Into Every Experience

Technical learners need more than exposure to information. They need opportunities to perform a task, see the result, diagnose an issue, and try again. Demonstrations should therefore be followed quickly by exercises rather than separated from application by several days.

Scenario-based instruction is particularly effective for skills involving troubleshooting or prioritization. A realistic case can require learners to interpret data, select a response, explain their reasoning, and document the outcome. Facilitators can then identify misconceptions that a multiple-choice test might miss.

For hands-on work, practice should resemble the real environment as closely as practical. Use authentic tools, representative data, realistic time limits, and the same quality or safety standards employees will face after training.

Strengthen Transfer Beyond The Classroom

Learning transfer depends on what happens after formal training. Managers should know which behaviors to reinforce, what evidence of proficiency looks like, and how to provide timely feedback. Job aids, checklists, office hours, and peer communities can keep new skills visible during daily work.

Technical training also benefits from a clear connection between learning objectives and operational goals. The business and learning connection gives organizations a useful lens for aligning capability development with productivity, quality, customer experience, or risk reduction.

Predictive Evaluation can support this alignment by establishing expected adoption and impact before delivery begins. Instead of waiting for end-of-course satisfaction scores, learning leaders can define leading indicators, monitor behavior change, and assess whether the program is contributing to business results.

Select The Right Delivery Mix

A practical design process starts with the work rather than the technology. Map the critical tasks, identify where employees struggle, and determine whether the gap involves knowledge, skill, confidence, tools, incentives, or process clarity.

Use these recommendations when selecting a technical training approach:

  • Use self-paced modules for concepts, terminology, and basic navigation.
  • Use live facilitation for judgment, collaboration, and complex problem-solving.
  • Use simulations and labs when errors are costly or tasks require coordination.
  • Add coaching, job aids, and learning bursts to support workplace transfer.
  • Measure proficiency and business impact instead of relying on attendance alone.

Subject matter experts can improve authenticity when they contribute examples, failure points, and performance standards. Their input should be shaped through instructional design so that the course remains focused, understandable, and usable for the target audience. Perspectives such as personal corporate identity can also inform how technical capability connects with professional behavior and organizational culture.

Turn Delivery Into Measurable Capability

The most effective programs treat delivery as part of a larger learning strategy. Content, facilitation, practice, manager support, evaluation, and reinforcement should work together rather than operate as separate activities.

Organizations can begin by reviewing one important technical role, selecting the moments where performance matters most, and designing a blended pathway around those moments. With clear measures and purposeful practice, training becomes a reliable route to stronger capability, adoption, and return on investment. Start building that pathway with a learning strategy and delivery model tied directly to the results your organization needs.

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.

More...