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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 Predictive Evaluation to Identify Training Adoption Barriers

A training program can be well designed, professionally delivered, and aligned with business priorities yet still produce limited results. The gap often appears after the learning event, when employees must apply new knowledge amid competing demands, unclear expectations, or unsupportive workflows.

Training adoption barriers are the conditions that prevent people from using a skill, process, or behavior consistently. Some are visible during a needs assessment, while others emerge only when learners return to their jobs. Identifying these obstacles early gives organizations time to address them before investment is locked into a program that cannot gain traction.

Predictive Evaluation provides a practical way to forecast likely adoption, business impact, and return on investment. Rather than waiting for post-training surveys to reveal weak outcomes, learning leaders can examine the factors that influence performance before launch.

Look Beyond Attendance And Satisfaction

Attendance, completion rates, and learner satisfaction are useful operational measures, but they do not prove that training will be adopted. Employees may enjoy a workshop and pass an assessment without changing how they work. A stronger evaluation model connects learning activity to the conditions required for workplace application.

Predictive Evaluation examines leading indicators such as manager support, opportunity to practice, relevance to daily responsibilities, system usability, incentives, and time available for application. These variables help reveal whether a capability is likely to transfer from the classroom or digital platform into real performance.

Map The Forces That Shape Adoption

Adoption depends on more than learner motivation. Employees may understand a new process but lack access to the right tools, authority to make decisions, or feedback from supervisors. A process that conflicts with existing targets can also encourage people to revert to familiar habits.

A barrier map should include individual, managerial, organizational, and technical influences. Interviews, workflow reviews, focus groups, observation, and stakeholder analysis can uncover friction points that standard course evaluations miss. The objective is to understand the learner’s work environment, not to assign blame for low participation or inconsistent use.

Use Evidence Before The Program Launches

Predictive Evaluation is most valuable when it informs design decisions early. Baseline data can show whether the organization has the capacity to support behavior change and where targeted interventions are needed. For a broader view of how forecasting can indicate program performance, review this predictive analytics approach.

Adoption factor Warning signal Useful response
Manager reinforcement Supervisors cannot describe the desired behavior Equip managers with coaching guides and observable expectations
Job relevance Learners struggle to connect content to current priorities Adapt examples, scenarios, and practice tasks
Opportunity to apply Employees rarely encounter the target task Build assignments, simulations, or workflow prompts
System readiness Tools or procedures contradict the training Fix process defects before broad rollout
Measurement clarity No agreed definition of success exists Establish leading and lagging performance indicators

This evidence can shape the learning solution itself. The answer may be a short learning burst, manager enablement, job aids, workflow redesign, or a different performance intervention rather than a conventional course. That distinction protects resources and improves the likelihood of measurable business results.

Separate Skill Gaps From Environment Gaps

A skills assessment may show that employees do not know how to perform a task, but knowledge is only one possible cause of weak performance. If the task is difficult to find in a software system or takes twice as long as the old method, additional instruction will not solve the underlying issue.

Learning consultants should test several hypotheses before recommending content. Is the desired behavior clear? Do employees have the authority and resources to act? Are rewards aligned with the new approach? Does the manager notice and reinforce progress? These questions distinguish a genuine capability gap from a performance environment problem.

Prioritize Barriers By Business Risk

Not every obstacle deserves the same level of attention. Some barriers are minor inconveniences, while others can prevent adoption across an entire population. Prioritization should consider the barrier’s severity, the number of employees affected, the probability of recurrence, and its relationship to strategic outcomes.

A focused review can produce a short action list for sponsors and delivery teams:

  • Identify the two or three barriers most likely to prevent workplace application.
  • Assign an accountable owner for each operational or managerial issue.
  • Define an observable behavior that indicates successful adoption.
  • Establish an early signal, such as practice frequency or manager coaching activity.
  • Connect adoption measures with a business outcome, such as cycle time, quality, sales, or retention.

This approach keeps evaluation practical. Stakeholders can see which actions support the learning investment and which issues require operational ownership outside the learning function.

Convert Predictions Into Program Decisions

Forecasts are valuable only when they change what the organization does. If managers lack confidence, leadership development or coaching support may need to accompany the core curriculum. If employees have little time to practice, the delivery schedule and workload assumptions may require adjustment.

Dave Basarab Consulting can help organizations connect enterprise learning strategy, instructional design, delivery, and evaluation with business priorities. Predictive Evaluation creates a common language for sponsors, subject matter experts, managers, and learning teams by showing how adoption conditions influence impact and return on investment.

Make Adoption Measurable From The Start

A credible measurement plan combines leading indicators with later business results. Early signals might include practice completion, manager reinforcement, use of job aids, or process adherence. Lagging measures could include productivity, customer experience, error reduction, revenue, or employee capability.

Begin by diagnosing the adoption environment, then use the findings to shape the intervention, prepare managers, remove workflow friction, and define evidence of success. Contact Dave Basarab Consulting to turn training from a completion event into a measurable capability-building program.

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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