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 makes a training vendor partnership successful

A training vendor partnership succeeds when learning is treated as a business capability rather than a one-time purchase. The strongest relationships connect instructional design, leadership development, facilitation, and measurement to the outcomes an organization needs to achieve.

This requires more than selecting an experienced provider. Both sides must share expectations about performance, employee adoption, timelines, decision-making, and evidence of value. A vendor should bring specialist expertise while the client contributes business context, access to stakeholders, and a clear view of operational priorities.

The result is a collaborative learning ecosystem that can adapt as goals change. It supports practical behavior change, reinforces accountability, and gives leaders confidence that training investments are producing meaningful results.

Shared ownership of business outcomes

A successful partnership begins with a common definition of success. “Deliver the curriculum” is too narrow because completion rates do not prove that employees can apply new knowledge or that performance has improved. The client and vendor should identify the behaviors, capabilities, and business indicators that matter most.

This shared ownership also clarifies responsibilities. The vendor may lead needs analysis, program architecture, content development, and training delivery, while internal leaders provide subject-matter expertise, communications support, and opportunities for practice. Clear roles prevent gaps and reduce duplicated effort.

Strategic alignment before delivery

Effective learning programs are connected to enterprise strategy, workforce priorities, and the realities of the target audience. Before any materials are created, the partnership should examine the performance problem, its likely causes, and the conditions employees face in their daily work.

A strong learning consultancy will challenge assumptions when training is not the right solution. Sometimes the real need is better technology, clearer processes, manager reinforcement, or improved incentives. This diagnostic discipline protects the budget and ensures that education addresses a genuine capability gap.

Measurement that informs decisions

Measurement should be designed at the beginning of the engagement, not added after the final workshop. Useful evaluation considers more than attendance and satisfaction. It can examine knowledge retention, behavior adoption, manager observations, operational metrics, and financial impact.

Dave Basarab Consulting’s Predictive Evaluation approach illustrates how organizations can forecast likely adoption and return before a program is fully launched. This creates an opportunity to refine the solution early and establish a credible baseline for later evaluation.

Partnership element	Weak arrangement	Successful arrangement
Business alignment	Training goals stand alone	Learning objectives support measurable priorities
Design process	Vendor works from a fixed brief	Both parties investigate needs and constraints
Stakeholder role	Leaders approve the launch only	Leaders reinforce application and accountability
Evaluation	Focuses on completion and ratings	Tracks adoption, performance, and business value
Communication	Updates occur when issues arise	A regular operating rhythm supports transparency

Design employees can use

Engaging learning is relevant, accessible, and built around the decisions employees must make. Custom instructional materials should reflect real workflows, language, tools, and customer situations instead of relying on generic examples. Scenario practice, job aids, simulations, and learning bursts can make application easier.

The client’s insight is essential here. Internal teams understand cultural nuances, operational constraints, and common objections that an external provider may not see immediately. The vendor contributes learning science, content strategy, and production expertise to turn that knowledge into practical experiences. Guidance on custom instructional materials demonstrates why relevance and usability must shape development decisions.

Trust through disciplined governance

Trust does not mean avoiding structure. It grows when the partnership includes agreed milestones, review criteria, escalation paths, and honest conversations about risks. A shared project calendar can coordinate discovery, design reviews, pilot testing, facilitator preparation, launch communications, and evaluation.

The best vendors communicate early when assumptions change or a deliverable needs attention. The best clients provide timely feedback and avoid shifting priorities without discussing the effects on scope and quality. This professional candor protects the relationship while keeping the program moving.

Regular governance meetings should focus on decisions rather than status reporting alone. Leaders can review evidence, remove barriers, confirm stakeholder involvement, and decide whether the solution needs adjustment before scaling.

Practical habits for stronger collaboration

Partnership quality is shaped by everyday behaviors as much as by the contract. Organizations can strengthen the relationship by creating simple routines that support shared accountability and continuous learning.

Name an executive sponsor and an operational owner for the engagement.
Agree on success measures before approving the final learning solution.
Involve managers early so reinforcement is built into the work environment.
Pilot important content with representative employees before broad deployment.
Review adoption data and business indicators together after launch.

A vendor should also remain engaged beyond delivery. Follow-up coaching, refresher learning, manager toolkits, and targeted learning bursts can help employees sustain new behaviors. Public examples of industry recognition can offer additional context about a provider’s expertise, but the most important evidence is the provider’s ability to apply that expertise to the client’s specific situation.

Successful training vendor partnerships are built through alignment, transparency, thoughtful design, and measurable impact. When both parties act as co-creators, learning becomes easier to adopt and more closely connected to business performance.

Organizations ready to strengthen capability and demonstrate training value can begin with a focused conversation about strategic priorities, performance needs, and the evidence required to define success. Engage a learning consultancy that can connect those elements from the first discovery session through sustained results.

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.