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 Reduce Training Waste

Training waste rarely comes from a single obvious mistake. It accumulates through misaligned objectives, low participation, redundant content, weak transfer to the job, and programs that continue long after their value has become unclear. The result is spending that appears productive on paper but produces little measurable improvement.

Predictive Evaluation offers a more disciplined way to manage this risk. Instead of waiting for end-of-course surveys or annual performance reports, organizations forecast how a learning initiative is likely to be adopted, applied, and connected to business outcomes before committing all available resources.

For organizations seeking to connect employee capability with operational results, Dave Basarab Consulting provides learning strategy, custom instructional design, leadership development, learning bursts, delivery support, and evaluation expertise.

Find Waste Before Development Begins

The first source of waste is often an unclear performance problem. A training request may describe a desired course rather than the behavior, capability, or business result that needs to change. Predictive Evaluation helps decision-makers test whether training is the right intervention before development begins.

This process can expose situations where the real need is better workflow design, manager coaching, updated technology, clearer incentives, or improved communication. When training is appropriate, the organization can define the target audience, expected behaviors, and evidence of success with greater precision.

Link Learning Goals To Business Results

A useful evaluation model connects learning objectives to operational indicators. These may include faster cycle times, fewer errors, improved customer retention, higher sales conversion, stronger compliance, or reduced employee turnover. The specific measures depend on the organization, but the connection must be visible from the start.

Predictive Evaluation also considers adoption. A technically excellent program may create little value if employees lack time to participate, managers do not reinforce the content, or the tools required for application are unavailable. Forecasting these conditions allows learning teams to address barriers before they undermine return on investment.

Compare Investment And Expected Value

Training leaders can use a simple forecast to compare program choices. The figures should be treated as decision-support estimates rather than false precision. Their value comes from making assumptions explicit and identifying where additional evidence is needed.

Evaluation Area	Questions To Examine	Waste Reduction Benefit
Business need	What performance gap matters, and why now?	Prevents unnecessary courses
Adoption	Who will participate and use the learning?	Reveals access and engagement barriers
Application	What behaviors must appear on the job?	Avoids content with weak transfer
Impact	Which operational measures should change?	Connects learning to business value
Investment	What will development, delivery, and support cost?	Improves portfolio prioritization
Confidence	Which assumptions remain uncertain?	Directs targeted validation

A program with impressive content but low adoption may deserve less investment than a smaller learning burst designed around a high-value workflow. Comparing expected reach, application, impact, and cost gives executives a stronger basis for funding decisions than enrollment totals alone.

Build Evaluation Into Instructional Design

Evaluation should shape the design brief, not be added after delivery. The project should specify the audience’s current capability, the desired performance, practice requirements, reinforcement strategy, and indicators that will show whether the change is taking hold.

A detailed custom project plan can organize these decisions across analysis, design, development, testing, implementation, and review. This reduces rework by clarifying approval points and ensuring that evaluation measures are feasible before learning assets are produced.

Measure Adoption Beyond Attendance

Attendance is an activity measure, not proof of value. A stronger evaluation sequence examines whether employees completed the experience, retained essential knowledge, used the new behavior, and achieved a meaningful performance improvement. Each stage answers a different management question.

Data may come from learning platforms, manager observations, quality records, operational dashboards, customer feedback, or employee self-assessments. Combining sources creates a more credible picture than relying on satisfaction scores. It also helps identify where a program is losing value: participation, skill application, reinforcement, or business impact.

Reduce Costs Through Better Delivery Choices

Waste can also arise from delivering every topic in the same format. Some needs require facilitated practice and coaching, while others can be handled through targeted digital resources, job aids, short learning bursts, or manager-led reinforcement. Delivery should match the complexity and risk of the performance gap.

Organizations can review design and delivery methods to select an efficient blend of instructional approaches. A focused solution can shorten development time, improve accessibility, and reduce the burden on employees who need support at the moment of work.

Create A Practical Decision Discipline

Predictive Evaluation works best when it becomes part of portfolio governance rather than a one-time analysis. Learning leaders can use it to rank initiatives, pause weak proposals, strengthen high-potential programs, and redirect funds toward interventions with stronger evidence of adoption and impact.

Useful operating practices include:

Define the performance problem before approving a course request.
Estimate adoption barriers with learners, managers, and operational leaders.
Set leading and lagging indicators before development starts.
Pilot high-risk programs and update forecasts with real evidence.
Stop, redesign, or scale initiatives based on measurable results.

This discipline changes the conversation from “Was the training delivered?” to “What changed because of the investment?” It gives executives a clearer view of capability building and gives learning teams practical guidance for improving program quality.

Organizations that want to reduce training waste can begin by reviewing their current learning portfolio through the lenses of need, adoption, application, impact, and cost. Applying Predictive Evaluation before the next major investment can turn uncertainty into a more focused learning strategy and a stronger connection between workforce development and business performance.

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.