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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 schedule training during peak learning windows

Training calendars often reflect operational convenience rather than the moments when employees are most ready to learn. Predictive Evaluation changes that approach by combining business data, learner behaviour and delivery conditions to forecast when a program is most likely to be adopted, applied and linked to measurable results.

For Australian organisations, timing needs to account for distributed workforces, seasonal pressure and competing priorities. A learning burst scheduled during a quiet window in Melbourne may still miss employees supporting a FIFO roster in Western Australia or serving customers through a busy Sydney trading period. The right timing is therefore a performance decision, not merely an administrative one.

Why learning windows matter

A peak learning window is a period when people have sufficient attention, operational access and motivation to absorb and use new knowledge. It may occur before a product launch, after a systems change, at the start of a leadership cycle or during a planned capability uplift.

Predictive Evaluation examines indicators such as attendance, manager support, workload, previous course completion and time-to-application. These signals help learning teams estimate when training will gain traction, rather than relying on assumptions about when employees are available.

Finding signals in business data

Useful evidence can come from learning management systems, workforce schedules, pulse surveys, performance reports and manager interviews. If employees complete short digital modules more consistently on Tuesday mornings, that pattern can inform the timing of a broader program.

Business cycles are equally important. End-of-financial-year reporting can make June a poor period for finance training, while retail teams may have limited capacity before Christmas. In mining and energy, swing changes and site access can determine whether a live session is practical. Predictive modelling brings these factors into one scheduling view.

Connecting readiness with business priorities

A training window should support a specific business outcome, such as reducing safety incidents, improving sales conversion or accelerating adoption of a new customer platform. The forecast becomes more reliable when the desired behaviour and measurement method are defined before dates are selected.

This is where learning strategy and instructional design need to work together. A leadership program may require spaced practice over several weeks, whereas a compliance update might be better delivered as a concise learning burst followed by manager reinforcement. Dr Phil Young’s business acumen is relevant to this connection between capability building and commercial performance.

Comparing scheduling choices

The best schedule is rarely the date with the highest attendance forecast alone. A useful decision balances learner readiness, operational disruption, manager availability and the time required for new skills to produce value.

Scheduling option Likely strength Common risk Predictive indicator
Before a major change Builds confidence early Content may become outdated Change readiness and leader sponsorship
During a quiet operational period Allows focused participation Learners may lack immediate application Workload, access and upcoming tasks
Immediately after launch Addresses real problems quickly Employees may feel overloaded Support requests and early adoption data
Spaced learning bursts Encourages reinforcement Requires calendar discipline Completion and workplace practice
Manager-led team sessions Improves local relevance Quality can vary between teams Coaching capability and team performance

Forecasts should be tested against actual outcomes. Attendance, assessment results, behaviour change and business measures can be compared with the original prediction, creating a feedback loop for future scheduling decisions.

Adapting to Australian work patterns

Australian organisations often operate across several time zones, making a single national workshop inconvenient. A session designed for a Brisbane office may fall outside practical hours for Perth employees. Repeating key sessions or offering a recorded core with facilitated practice can protect access without treating every learner identically.

Local calendars also matter. School holidays can affect attendance for working parents, while public holidays and long weekends may reduce participation. In regional areas, travel distances and limited connectivity can make face-to-face delivery expensive. A short mobile module followed by a local team discussion may work better than a full-day event.

Language and tone influence engagement too. Australian learners often respond well to direct, practical examples and clear explanations of “what’s in it for me”. Scheduling should leave room for questions, informal discussion and an application task, rather than filling every minute with presentation content.

Building the forecast into the learning plan

A practical forecast begins with several candidate windows instead of one fixed date. Each option can be scored against readiness, reach, manager capacity, technology access and expected business impact. This makes trade-offs visible to sponsors and helps avoid late changes driven by intuition.

The plan should also include reinforcement. A workshop may occur during a high-readiness period, followed by fortnightly practice, manager check-ins and targeted reminders. Learning analytics can show whether the initial window translated into adoption or whether a second intervention is required.

Dave Basarab’s learning consultancy story reflects the value of connecting learning activity with evidence, evaluation and organisational outcomes. That discipline keeps scheduling connected to the wider enterprise learning strategy.

Recommendations for stronger scheduling decisions

  • Define the business behaviour the training must change before selecting dates.
  • Combine LMS activity with workload, roster and operational performance data.
  • Model separate windows for metropolitan, regional, remote and FIFO employees.
  • Use short pilots to test attendance, confidence and early workplace application.
  • Schedule manager reinforcement within the same forecasted adoption period.
  • Review predicted results against actual impact and refine the next learning cycle.

Making timing measurable

Predictive Evaluation is most useful when it becomes part of governance rather than a one-off analysis. Sponsors can review the forecast before approval, confirm the assumptions behind it and agree on the evidence that will indicate success.

The central principle is simple: schedule learning when people can attend, engage and apply it, then verify that timing through adoption and business results. For Australian organisations managing diverse teams and demanding operating cycles, the right learning window is the one that turns available attention into lasting capability.

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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