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

Using Data to Justify Your Learning Budget to Executives

Learning budgets compete with technology upgrades, hiring plans, operational costs, and other strategic investments. Executives therefore need more than attendance figures or positive course evaluations. They need evidence that a proposed learning initiative can improve performance, reduce risk, or create measurable financial value.

A strong business case connects employee capability with outcomes leaders already monitor. Data can show where performance gaps exist, what those gaps cost, which intervention is most likely to help, and how success will be assessed after launch.

Define Executive Evidence

Begin with the business problem rather than the training format. A request for leadership development, sales enablement, compliance training, or technical upskilling should identify the operational condition that requires attention. Examples include slow onboarding, inconsistent quality, low customer retention, preventable safety incidents, or weak manager effectiveness.

Translate that condition into measurable indicators. A learning strategy becomes more credible when it links capability targets to metrics such as time to proficiency, productivity, error rates, customer satisfaction, revenue per employee, or employee retention. These measures provide a shared language for learning leaders, finance teams, and operating executives.

Connect Learning Metrics To Business Outcomes

Learning data has several layers. Participation, completion, assessment scores, and confidence surveys help explain whether people engaged with a program. They do not prove that behavior changed or that the organization benefited. A persuasive budget case shows how these early indicators lead toward job performance and business results.

Set a measurement chain before development begins. For example, a manager program might track attendance, application of coaching practices, team engagement, voluntary turnover, and productivity. This structure makes it easier to distinguish activity from impact and gives stakeholders a practical way to review progress.

Predictive Evaluation can strengthen the case before money is committed by forecasting adoption, likely impact, and return on investment. The Predictive Evaluation approach offers a useful framework for estimating value while a program is still being designed.

Build A Forecast Before Spending

Executives often ask what will happen if the organization funds a program, delays it, or chooses a smaller intervention. Answering those questions requires a forecast built from reasonable assumptions. Estimate the target population, expected adoption, behavior change, financial benefit per participant, delivery cost, and time required to realize value.

Use ranges instead of false precision. A conservative scenario might assume 40 percent adoption and modest productivity gains, while an expected scenario could reflect stronger manager support and higher participation. A stretch case can show the upside without presenting it as a guarantee. Include assumptions in plain language so finance and business leaders can challenge or refine them.

A simple return calculation can be expressed as:

Estimated ROI = (Expected financial benefit − program cost) ÷ program cost

Include design, technology, facilitation, learner time, manager support, measurement, and maintenance in the cost estimate. Omitting these items can make the projected return look attractive while weakening credibility during executive review.

Compare Investment Scenarios

Present alternatives rather than a single funding request. Scenario planning helps leaders understand the trade-offs among reach, speed, depth, and expected value. It also demonstrates that the learning team is managing resources responsibly.

The figures below are illustrative. Replace them with internal performance data, validated cost estimates, and assumptions agreed upon with finance.

Scenario	Reach	Estimated Cost	Expected Benefit	Decision Signal
Short learning bursts	1,000 employees	$45,000	Faster awareness and targeted behavior change	Best for broad, urgent needs
Facilitated skills program	250 managers	$85,000	Deeper application and coaching capability	Best for role-specific performance gaps
Blended capability initiative	500 employees	$150,000	Sustained adoption across multiple measures	Best for strategic transformation

A comparison like this moves the discussion away from “Should we buy training?” and toward “Which investment best addresses the business problem?” It also creates a natural basis for staged funding, beginning with a focused pilot and expanding after early evidence supports the decision.

Use Fast, Visible Proof

Small, targeted interventions can generate evidence sooner than large enterprise programs. Learning bursts, manager toolkits, practice sessions, and workflow resources can address a specific behavior while producing useful adoption and performance data. They are especially valuable when executives want progress within a quarter rather than a promise tied to a long development cycle.

Review sample learning bursts to see how concise learning experiences can support focused capability building. The format works best when each burst has a clear performance objective, an opportunity to apply the skill, and a follow-up measure connected to work.

Microlearning should not mean compressing a complete curriculum into smaller pieces without changing the design. Effective bursts fit the work environment, reinforce priority behaviors, and use reminders or manager involvement to support transfer. Guidance on making learning bursts work can help teams connect short learning experiences with sustained workplace application.

Present A Decision-Ready Recommendation

An executive briefing should make the decision easy to evaluate. Organize the case around the business need, proposed response, financial request, expected value, risks, and measurement plan. Keep detailed methodology available for review, but put the most important evidence in the main narrative.

Include these elements in the recommendation:

The performance problem and its estimated organizational cost
The target employees, roles, or business units
The behavior and capability changes the program must produce
The investment, expected benefit range, and key assumptions
The milestones, owners, and measures used to evaluate adoption and impact

Close with a clear funding decision and a review point. For example, request approval for a pilot, define the evidence required for expansion, and specify when leaders will receive the results. This approach turns a learning budget from an annual expense into a managed investment with visible accountability.

When learning leaders consistently connect data to operational priorities, executive conversations become more focused and productive. Dave Basarab Consulting can help organizations develop the learning strategy, instructional experience, evaluation approach, and measurement plan needed to connect capability building with business results. Use that evidence-led process to build your next funding case and make every learning dollar easier to defend.

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.