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

What Enterprise Learning Strategy Looks Like in a Post-Pandemic World

Enterprise learning has changed from a scheduled event into an ongoing business capability. Remote and hybrid work, accelerated automation, shifting customer expectations, and persistent skills shortages have made traditional annual training plans too slow and disconnected from operational needs.

A modern learning strategy must help people perform in real conditions. It should support new technology adoption, strengthen leadership, develop role-specific skills, and give employees access to practical guidance at the moment of need. The strongest programs connect learning activity with measurable improvements in productivity, quality, customer experience, and retention.

For organizations working across locations and time zones, this requires an integrated approach to learning and development. Strategy, instructional design, delivery, measurement, and leadership support must work together rather than operate as separate initiatives.

From Training Calendar To Business Capability

A post-pandemic enterprise learning strategy begins with business priorities. Instead of asking which courses should be offered, learning leaders examine the capabilities required to execute the organization’s plans. Those capabilities may include digital fluency, consultative selling, frontline decision-making, project leadership, or compliance behavior.

This shift changes the role of the learning function. L&D becomes a partner in organizational performance, helping business leaders identify critical behaviors and create conditions for adoption. Training remains important, but it is one part of a broader performance system that includes tools, manager reinforcement, peer support, and workflow design.

Designing For Distributed And Hybrid Work

Hybrid teams need learning experiences that are flexible without becoming fragmented. Live virtual sessions can support discussion and practice, while self-paced modules, learning bursts, job aids, and coaching provide reinforcement between formal events.

Effective custom instructional design starts with the learner’s environment. A manager working across several locations may need brief conversation guides and scenario practice. A sales team may benefit from mobile refreshers tied to customer situations. A technical workforce may need searchable resources embedded directly into its systems.

Learning journeys should also account for unequal access to time, technology, and manager support. Clear pathways, accessible content, and multiple delivery formats make participation more practical and improve the likelihood that new skills will be used.

Measuring Adoption, Impact, And Return

Attendance and completion rates describe activity, but they do not establish value. Enterprise learning leaders need to understand whether employees adopted the intended behaviors, whether performance changed, and whether the change contributed to business results.

Predictive Evaluation provides a useful way to plan measurement before a program launches. Organizations can explore forecast training impact by identifying expected adoption levels, business indicators, and likely barriers. This creates a stronger basis for decisions about investment, scale, and program design.

Measurement should combine leading and lagging indicators. Early signals might include manager observations, practice quality, system usage, or confidence in applying a skill. Later indicators could include cycle time, error rates, revenue, customer retention, employee mobility, or safety performance.

Traditional Approach	Modern Enterprise Approach
Focuses on course completion	Focuses on capability and behavior adoption
Uses annual training plans	Uses agile, continuously updated learning priorities
Measures participation	Connects learning data with operational outcomes
Relies mainly on classroom events	Blends virtual, digital, experiential, and workflow learning
Treats managers as attendees	Equips managers to reinforce performance
Evaluates after delivery	Forecasts impact and measures progress throughout

Building An Adaptable Learning Ecosystem

A resilient learning ecosystem is modular. Content can be refreshed as products, policies, and technologies change. Learning bursts can address immediate needs, while deeper academies or leadership programs support complex capability development over time.

Technology enables this flexibility, but technology alone does not create effective learning. A learning experience platform, learning management system, collaboration tool, or knowledge base must be connected to clear outcomes and a usable learner experience. Employees should be able to find the right resource quickly and understand how it applies to their work.

Governance also matters. A central learning team can establish standards, measurement practices, and strategic direction while business units contribute context and expertise. This balance supports consistency without forcing every team into the same delivery model.

Making Leaders Part Of The Learning System

Managers have a decisive influence on whether learning becomes behavior. They allocate time, demonstrate priorities, observe performance, and provide feedback. Enterprise programs should therefore prepare leaders to reinforce learning through team conversations, coaching, practice opportunities, and recognition.

Leadership development is most valuable when it addresses real organizational demands. Programs may focus on leading hybrid teams, managing change, making decisions with incomplete information, building trust, or developing internal talent. Practice should reflect the situations leaders actually face rather than relying on abstract discussion.

Business leaders also need a clear view of learning performance. Connecting L&D metrics to operational outcomes helps create a shared language between the learning function and executive stakeholders. That connection makes it easier to prioritize initiatives and sustain support.

Priorities For A Stronger Learning Strategy

Organizations can strengthen their enterprise learning approach by focusing on a few practical priorities:

Identify the capabilities most directly linked to strategic and operational goals.
Design learning around real workflows, decisions, and performance barriers.
Combine formal training with coaching, job aids, peer learning, and manager reinforcement.
Establish baseline measures and forecast expected adoption before delivery begins.
Review learning investments regularly against business outcomes and employee needs.

These priorities create a disciplined structure without limiting experimentation. Learning teams can test short interventions, compare results, and expand the approaches that produce reliable performance improvement.

The right strategy will look different across industries and workforce groups, but its central principle remains consistent: learning should help the organization perform better through people. Dave Basarab Consulting can help translate business priorities into enterprise learning strategy, custom development, leadership programs, learning bursts, training delivery, and measurable impact. Begin by mapping the capabilities your organization needs next and building a learning system designed to deliver them.

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.