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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

Using Behavioral Data to Refine Your Learning Strategy Over Time

Learning strategy becomes more valuable when it reflects what employees actually do, rather than what they say they intend to do. Course registrations, completion rates, assessment scores, manager observations, workflow activity, and performance indicators can reveal whether learning is transferring into daily work.

Behavioral data gives learning leaders a continuous view of adoption. It helps distinguish between a program that attracts attention and one that changes decisions, habits, collaboration, or customer outcomes. Used responsibly, this evidence supports better instructional design and more focused investment.

The goal is not to collect every possible metric. It is to identify meaningful signals, interpret them alongside business context, and use them to improve the learning experience over time.

Start With Observable Behaviors

A strong measurement approach begins by defining the behaviors a program should influence. These might include using a new sales conversation framework, applying a safety checklist, coaching direct reports more frequently, or escalating customer issues through the correct process.

Behavioral objectives should be specific enough to observe and connect to job performance. “Understand effective leadership” is difficult to measure, while “hold a structured monthly development conversation” provides a clearer basis for data collection and follow-up.

Learning teams can then map each target behavior to available evidence. Digital workflow records, quality reviews, manager check-ins, peer feedback, and short pulse surveys may all contribute useful information. Combining sources reduces dependence on a single imperfect measure.

Create a Reliable Measurement Foundation

Before analyzing trends, establish a baseline. Record current performance, existing workflow habits, and relevant business conditions before launching a new learning intervention. Without this reference point, later changes may be attributed to training when they were caused by policy changes, new technology, staffing shifts, or seasonal demand.

Data quality also matters. Definitions should remain consistent across departments, time periods, and learner groups. If one team counts a completed coaching conversation differently from another, comparisons will produce misleading conclusions.

Privacy and trust are equally important. Employees should understand what is being measured, why it matters, and how the information will be used. Aggregate reporting, appropriate access controls, and transparent communication help ensure that behavioral analytics supports development rather than surveillance.

Read Patterns in Context

Behavioral data rarely provides a complete explanation on its own. A low application rate may indicate that learners forgot the content, lacked manager support, found the process impractical, or encountered system barriers. Interviews, focus groups, observation, and open-text feedback can clarify what the numbers cannot.

Segmenting the data often exposes useful differences. Compare new hires with experienced employees, high-performing teams with struggling teams, or learners who received reinforcement with those who did not. These comparisons can show where the learning strategy is working and where the surrounding environment needs attention.

Behavioral Signal Possible Meaning Follow-Up Evidence Strategy Response
High completion, low application Content is understood but difficult to use Manager observation, workflow review Add practice, job aids, or process support
Low completion, strong early usage Format or access is limiting participation Platform analytics, learner feedback Shorten modules or improve access
Uneven adoption across teams Local leadership or workflow conditions differ Team interviews, manager data Equip managers and tailor reinforcement
Strong behavior change, weak business results Behavior may not be the right driver Operational and customer metrics Revisit objectives and performance assumptions

Turn Evidence Into Learning Adjustments

The most useful analysis ends with a decision. If learners struggle to apply a concept, revise the practice activity, provide a performance support tool, or add coaching. If knowledge is retained but behavior fades after several weeks, introduce spaced reinforcement through learning bursts, reminders, simulations, or manager-led discussions.

Behavioral data can also improve personalization. Employees who demonstrate proficiency may need advanced challenges, while others may benefit from examples tied to their role. Adaptive pathways make learning more relevant without requiring every participant to repeat the same material.

Leadership programs often require especially careful interpretation because behavior is shaped by team norms and organizational incentives. Guidance from coaching expertise can help organizations connect leadership habits with accountability, feedback, and sustained performance.

Connect Learning With Business Results

A refined learning strategy should connect behavioral adoption to outcomes that matter to the organization. Depending on the program, these may include faster time to proficiency, fewer quality errors, improved retention, higher customer satisfaction, stronger pipeline conversion, or safer operations.

The relationship should be tested rather than assumed. Compare relevant groups, review trends over time, and account for external variables. Predictive Evaluation can help organizations forecast likely adoption and impact before committing significant resources, then assess whether observed behavior is moving toward the expected return on investment.

This approach shifts reporting away from activity metrics alone. Attendance and completion remain useful for diagnosing reach, but they should be paired with evidence of capability, application, and business impact.

Establish a Continuous Improvement Rhythm

Behavioral insight becomes powerful when it is built into a regular operating cycle. Learning leaders can review adoption dashboards monthly, conduct deeper performance analyses quarterly, and revisit learning objectives whenever business priorities or workflows change.

Use the following practices to keep the process focused:

  • Select a small set of behaviors that directly support strategic goals.
  • Combine quantitative signals with qualitative feedback from learners and managers.
  • Segment findings by role, team, tenure, and level of support.
  • Set review thresholds that trigger content, coaching, or workflow changes.
  • Document each adjustment and compare results against the original baseline.

This rhythm turns measurement into an active part of learning governance. It also creates a shared language for instructional designers, business leaders, managers, and data specialists.

Organizations that want to connect learning investment with measurable performance can explore the broader capabilities of Dave Basarab Consulting, including enterprise learning strategy, custom development, training delivery, and outcome-focused evaluation.

When behavioral data is treated as a source of insight rather than a final score, learning programs can evolve with the people and business they serve. Begin with one priority behavior, establish a credible baseline, and use the evidence to make the next learning decision more precise.

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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