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

Measuring Training Engagement Before Launch With Predictive Evaluation

Most L&D leaders wait until after a program has run before they look at engagement data. By then the cohort has drifted, completion rates have slipped, and the chance to shape uptake in real time is gone. Predictive Evaluation flips that timeline so signals about how a program will land are visible before any learner logs on. That early window matters in Australian workplaces because organisations often run training across distributed teams from Perth to Parramatta, with the cost of a botched launch amplified by distance, time zones, and FIFO rosters.

The shift from lagging to leading indicators changes the conversation between learning teams and the executives who fund them. Language moves from "we hope this lands" to "here is what is about to happen, and what we will do about it". For organisations balancing skills shortages and tight budgets, that is a meaningful shift.

Why Pre-Launch Engagement Signals Matter

Engagement does not begin on day one. It begins when a manager forwards a calendar invite, a learner spots a module title, or a frontline worker hears about training in a toolbox talk. Predictive Evaluation treats those early moments as data, not noise. By mapping friction between awareness, intention, and enrolment, learning leaders see where the program will gain traction and where it will stall.

In Australian contexts this matters because training often reaches people who are not at a desk. Teams on Pilbara mine sites, retail staff across regional centres, and healthcare workers in outer-suburban hospitals experience learning differently. Their engagement signals live in roster patterns, supervisor one-on-ones, and brief windows of downtime between shifts. Predictive Evaluation reads those signals early, before goodwill is spent.

What Predictive Evaluation Actually Measures

The methodology sits on top of existing learning data and adds a forward-looking layer. It looks at intention to participate, perceived relevance, manager support, and time pressure, then models how those inputs translate into completion and on-the-job application. Rather than reporting on what happened, it estimates what is about to happen, and how confident that estimate is.

That confidence rating is one of the most useful features for sponsors. A learning leader can walk into a Melbourne CBD boardroom and say a leadership program targeting 800 managers has a 72 percent predicted engagement rate, with the main drag being senior operations leaders carrying three concurrent priorities. The CFO hears numbers, the L&D leader hears actionable diagnosis.

The Role of Intention Dashboards

Traditional pre-launch surveys produce a PDF nobody reads again. Intention dashboards surface live readouts that can be filtered by region, role, and tenure. Learning teams can compare predicted uptake between a Sydney contact centre and a Brisbane logistics hub, and see which cohorts are about to disengage before the program starts.

Teams that adopt intention dashboards often describe it as having a weather radar for the program. They see storm cells forming, intervene with a manager nudge, and watch the forecast shift within days. That visibility turns L&D into a strategic partner, and gives learning leaders something to point to when a regional general manager asks why their site is treated as a special case.

Dimension	Traditional Pre-Launch Approach	Predictive Evaluation Approach
Timing	Reviewed after completion	Tracked during the ramp-up phase
Primary data	Smile sheets, completion counts	Intention signals, manager support, time pressure
Visibility	Static PDF report	Live intention dashboards
Action window	Closed by the time data arrives	Open during the run-up to launch
Confidence in outcome	Retrospective only	Forecasted with a confidence rating
Use in leadership conversations	Defensive	Forward-looking and specific

Forecasting Adoption and Return on Investment

The next question executives ask is, what will this return us? Predictive Evaluation answers with a structured view of adoption probability, capability lift, and business outcome likelihood. The methodology links leading engagement indicators to downstream results, so the forecast is grounded in evidence rather than optimism.

That grounding matters when programs are funded from a stretched training budget or tied to compliance. Australian organisations operating under modern awards and skills-based reporting need forecasts they can defend in audit and board papers. Material on forecasting training value walks through how those forecasts are constructed and stress-tested against different engagement scenarios. The output is rarely a single number. It is a range with assumptions spelled out.

Applying Predictive Evaluation in Australian Workplaces

The methodology is not a one-size-fits-all overlay. It must be tuned to the rhythms of the business. For a national retailer with stores from Cairns to Hobart, that might mean weighting roster patterns heavily. For a professional services firm where most staff are hybrid, it might mean weighting manager check-in cadence. The model adapts because the inputs come from the workplace, not a generic benchmark.

A Sydney financial services business used Predictive Evaluation ahead of a customer complaints rollout. The pre-launch read showed branch staff in two suburbs were likely to disengage because of a customer volume peak during the proposed window. The launch shifted by ten days, predicted uptake moved from 58 to 84 percent, and forecasted outcome lifted accordingly. That adjustment would have been impossible without the early signal.

Common Pitfalls When Forecasting Engagement

The biggest mistake is treating the forecast as a destination rather than a starting point. Predictive Evaluation works when teams act on what the data tells them, not when it becomes a polished slide filed and forgotten. Another pitfall is ignoring qualitative signals. Numbers tell you where the risk is, but conversations with frontline managers tell you why.

It is also worth being honest about cultural tone in Australian workplaces. The "no worries" attitude can mask genuine concerns, and learners who say everything is "sweet" may actually be signalling disinterest. A good forecast reads between those lines, treats quiet disengagement as a real signal, and prompts action before the cohort has even logged in.

The most useful habit any L&D leader can build is asking, before launch, what the program is about to do. If that question has no data-backed answer, the program is already behind. Predictive Evaluation puts a credible answer in place, and refines it as delivery progresses. Pre-launch engagement is the lever that decides whether training investment compounds or quietly evaporates.

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.