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 Predictive Evaluation to Spot Skill Gaps Early

A skill gap rarely appears as a sudden business crisis. It usually develops through small signals: missed quality targets, slower customer response, inconsistent manager decisions, or employees who avoid tasks requiring unfamiliar capabilities. By the time these symptoms become visible in financial results, the organization may already be absorbing significant costs.

Predictive Evaluation helps learning and business leaders identify those signals before they become widespread performance problems. The methodology connects employee intention, learning adoption, behavior change, and operational outcomes so organizations can act while there is still time to adjust.

This approach changes the role of learning teams. Instead of waiting to report attendance, completion, or satisfaction, they can forecast whether a program is likely to influence workplace performance and where additional support is needed.

Why Early Visibility Matters

Traditional skills assessments often provide a snapshot after a problem has emerged. A survey may show that employees lack confidence, while a performance review may reveal that a capability gap has already affected customers, revenue, safety, or productivity. These measures remain useful, but they are frequently lagging indicators.

Predictive Evaluation adds leading indicators to the picture. Signals such as learner intention, manager reinforcement, access to practice, workflow obstacles, and early application can reveal whether training is likely to transfer to the job. A weak signal in any of these areas can prompt targeted intervention before the gap widens.

What Predictive Evaluation Reveals

A strong evaluation model examines more than whether people attended training. It asks whether the intended audience recognizes the business need, plans to use the new skill, receives opportunities to practice, and encounters conditions that support consistent application.

For example, a leadership program may have excellent completion rates while managers remain uncertain about how to conduct effective coaching conversations. If intention data and early behavior checks identify that uncertainty, the organization can add manager toolkits, learning bursts, peer practice, or reinforcement from senior leaders before employee performance suffers.

The distinction between activity and value is central to this work. This explanation of training output and outcomes shows why participation metrics alone cannot demonstrate business impact.

Turning Signals Into Decisions

Predictive Evaluation becomes practical when evidence is organized for timely decisions. Learning leaders can combine assessment results, operational metrics, manager observations, and employee feedback to see whether a capability initiative is gaining traction or losing momentum.

An intention dashboard can make this information accessible to sponsors and operational managers. It may show which groups expect to apply a skill, where confidence is low, and which business units need additional reinforcement. Dave Basarab Consulting’s intention dashboards illustrate how early learner signals can support focused action.

Signal	What It May Indicate	Useful Response
Low intention to apply	The skill feels irrelevant or impractical	Clarify business relevance and use cases
High confidence, low application	Workplace barriers are blocking transfer	Provide coaching, tools, or workflow support
Strong completion, weak behavior change	Learning design lacks practice or reinforcement	Add simulations, job aids, and manager follow-up
Uneven adoption across teams	Local leadership or workload differences	Target support to specific managers or units
Early operational decline	The capability gap is affecting results	Escalate intervention and review business processes

Linking Capability Gaps To Business Risk

A useful forecast translates skill deficiencies into operational consequences. A gap in data literacy may lead to poor decisions. Weak sales discovery skills may reduce conversion rates. Inadequate cybersecurity habits may increase exposure to preventable incidents. The connection does not need to be perfectly linear to be valuable; it needs to be clear enough to guide priorities.

This perspective also helps organizations distinguish a training problem from a system problem. If employees understand a process but lack the time, authority, technology, or incentives to use it, another course will not resolve the root cause. Predictive Evaluation can reveal when instructional design should be paired with process improvement, leadership alignment, or changes to performance support.

Acting Before The Gap Expands

Early detection gives organizations several response options. The best intervention depends on the source of the risk, the urgency of the business need, and the behavior employees must demonstrate.

Use short diagnostic assessments to identify specific competency gaps rather than broad knowledge deficits.
Add practice, coaching, and feedback when employees understand the concept but struggle to perform it.
Deploy learning bursts and job aids when the required skill is narrow, urgent, or tied to a recurring workflow.
Equip managers with reinforcement tools, observation checklists, and conversation guides.
Track adoption and operational indicators together so learning decisions remain connected to business performance.

These actions are more efficient than launching a large-scale retraining effort after results have deteriorated. They also create a more responsive learning experience because support is matched to the actual barrier.

Making Forecasting Part Of Governance

Predictive Evaluation works best when it begins during program design rather than after delivery. Business sponsors, subject matter experts, instructional designers, and learning leaders can define the desired behaviors, likely obstacles, leading indicators, and expected business outcomes before development starts.

That planning creates a measurement chain from capability need to workplace behavior and organizational result. It supports better choices about custom development, leadership development, training delivery, reinforcement, and resource allocation. It also gives executives a clearer basis for deciding whether a program should expand, change direction, or stop.

Organizations that monitor skill gaps early can move from reactive training to deliberate capability management. They can see where employees need support, understand why adoption is uneven, and focus investment on interventions with a credible path to business value.

Bring Predictive Evaluation into the next learning initiative by defining the target capability, mapping its business consequences, and selecting early indicators of adoption. Dave Basarab Consulting can help connect enterprise learning strategy, instructional design, and evaluation with the performance 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.