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 Identify Training Gaps Before They Widen

Training gaps rarely appear as dramatic failures. More often, they begin with small signals: inconsistent decisions, slower onboarding, recurring quality issues, or managers who apply a new process differently across teams. When these signals go unnoticed, the distance between expected and actual performance grows.

Predictive Evaluation gives learning leaders a way to detect those signals earlier. Instead of waiting for a completed course, an annual survey, or a disappointing business result, organizations can forecast whether a learning initiative is likely to be adopted, applied, and connected to measurable performance.

This approach shifts training evaluation from a retrospective exercise to a decision-making tool. It helps teams prioritize capability development, adjust instructional design, and focus investment where it can produce meaningful results.

Start With The Business Performance Gap

A useful evaluation process begins with the business outcome rather than the training event. Leaders should define the performance standard, identify the current level of performance, and clarify the operational conditions influencing the gap. This prevents the organization from treating every problem as a request for more training.

For example, low sales conversion may reflect limited product knowledge, but it could also result from unclear incentives, weak coaching, poor tools, or an ineffective sales process. Predictive Evaluation examines these factors before a learning solution is finalized, helping decision-makers determine whether training is appropriate and what it must change.

Detect Early Signals Across The Employee Journey

Training needs can emerge at several points: recruitment, onboarding, role transition, promotion, system implementation, and process change. Monitoring these moments gives learning teams a broader view of capability risk than course attendance or completion rates can provide.

Useful indicators include assessment patterns, supervisor observations, help-desk requests, rework, customer complaints, compliance exceptions, and time to proficiency. When several signals point to the same capability weakness, the organization can respond with targeted practice, job aids, coaching, or a learning burst before the issue becomes embedded.

This evidence also supports a more precise learner analysis. New employees may need foundational instruction, while experienced employees may need reinforcement or scenario-based practice. A selection of sample courses can help teams compare delivery approaches and match learning formats to the nature of the gap.

Forecast Adoption Before Launch

A technically accurate course can still fail if employees do not see its relevance, managers do not reinforce it, or the work environment makes application difficult. Predictive Evaluation surfaces these adoption risks before launch by examining learner readiness, leadership support, workflow alignment, and opportunities to use the new capability.

Learning teams can use interviews, pilot groups, confidence measures, manager input, and workflow analysis to estimate likely participation and transfer. If employees understand the content but lack time or permission to apply it, the solution needs operational changes as well as instruction.

Evaluation question	Early evidence	Possible response
Can employees perform the target skill?	Assessment results and demonstrations	Add practice and feedback
Will employees use the skill?	Manager input and workflow analysis	Build reinforcement into daily work
Is the skill relevant?	Learner interviews and business priorities	Refine outcomes and examples
Can impact be measured?	Baseline metrics and data access	Define indicators before launch

Connect Learning Measures To Business Results

Course satisfaction is useful for identifying immediate reactions, but it does not show whether capability improved or business performance changed. A stronger measurement chain connects learning activity to behavior, operational indicators, and organizational outcomes.

For instance, a leadership program might track manager confidence, observed coaching behaviors, employee retention, and team productivity. The measures should be selected before delivery so that baseline data is available and stakeholders agree on what success means. Dave Basarab Consulting’s impact evaluation perspective provides a useful framework for linking learning interventions with performance and return on investment.

The goal is not to claim that training caused every business result. It is to make the contribution visible, testable, and useful for future decisions. That discipline helps leaders distinguish a genuine training gap from a process, technology, or management problem.

Use Findings To Shape The Learning Strategy

Predictive insights become more valuable when they inform the wider learning portfolio. Patterns across departments may reveal a need for common foundational skills, role-specific pathways, leadership development, or better support for internal mobility.

An enterprise view also prevents isolated course requests from consuming resources. Learning leaders can compare capability risks, business priorities, audience size, urgency, and expected value. Guidance on building an enterprise learning strategy can help connect these decisions with workforce plans and organizational objectives.

This approach encourages modular solutions. A high-risk gap may require instructor-led practice and manager coaching, while a smaller knowledge gap may be addressed through a short digital learning burst and searchable performance support.

Build A Repeatable Evaluation Cycle

The strongest organizations treat gap analysis as an ongoing cycle rather than a one-time project. They establish baseline measures, forecast adoption and impact, monitor early results, and revise the intervention as evidence develops.

A practical cycle can include these actions:

Define the desired business and performance outcomes.
Gather evidence from learners, managers, operations, and customers.
Identify barriers that training alone cannot solve.
Pilot the learning experience with a representative audience.
Review adoption, behavior, and business indicators at agreed intervals.

Regular review makes it possible to intervene while a gap is still manageable. It also creates a shared language between learning professionals and business leaders, replacing vague claims about engagement with evidence about capability and performance.

Predictive Evaluation helps organizations act before capability weaknesses become expensive, widespread, or difficult to reverse. By combining early-warning indicators with thoughtful instructional design and disciplined measurement, learning teams can direct resources toward the interventions most likely to improve results. Explore how Dave Basarab Consulting can help your organization forecast training impact and turn learning priorities into measurable business value.

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.