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

Building a scorecard for lasting training adoption

A training program can achieve high attendance and favorable surveys without changing how people work. A training adoption scorecard provides a more useful view: whether employees access the learning, apply the intended skills, and contribute to measurable business outcomes.

The scorecard should combine leading indicators, such as participation and confidence, with lagging indicators, such as productivity, quality, sales performance, safety, or customer satisfaction. This creates a shared measurement system for learning teams, managers, and business leaders.

A strong framework is also practical. It identifies who owns each measure, where the data comes from, how often it is reviewed, and what action should follow a weak or improving result.

Begin with the business result

Every scorecard should start with the business problem the training is expected to address. A broad goal such as “improve leadership” is difficult to measure. A more useful objective might be reducing regrettable turnover among first-line managers, shortening time to proficiency, or improving forecast accuracy.

Translate that objective into observable behaviors and performance indicators. If the desired result is better customer retention, the scorecard might track the use of a new account-review process, manager coaching frequency, renewal rates, and customer feedback. This chain connects learning activity to organizational value without assuming that training alone caused every result.

Track the learner journey

Adoption begins before a course is completed. Include measures for awareness, registration, attendance, completion, knowledge transfer, and early application. Segment the data by role, location, department, tenure, or manager so participation gaps do not remain hidden inside an organization-wide average.

Completion is only a milestone. Add evidence that employees can perform the required skill, such as an assessment, simulation, observation, work sample, or manager check-in. Short, focused reinforcement can support this process; learning bursts may provide more frequent opportunities to practice and apply new behaviors than a single workshop.

Define the adoption measures

An adoption scorecard should distinguish between exposure, capability, and sustained use. Exposure indicates that employees received the learning. Capability shows that they understand or can demonstrate it. Sustained use confirms that the behavior has become part of normal work.

Useful measures include time to first application, frequency of target behavior, manager observation, peer feedback, workflow or system usage, and the percentage of employees meeting a defined proficiency standard. Establish a baseline before launch whenever possible, then set a target and review date for each metric.

Scorecard area	Example measure	Data source	Review signal
Reach	Percentage of target employees enrolled	Learning platform, HR records	Access gap
Engagement	Attendance, completion, practice activity	LMS, virtual classroom, practice tools	Drop-off point
Capability	Assessment or demonstration score	Tests, simulations, manager checks	Readiness gap
Behavior adoption	Frequency of the target behavior	Workflow systems, observations, surveys	Transfer strength
Business impact	Quality, productivity, retention, or revenue metric	Operational dashboards	Value realized
Sustainability	Results maintained after 30, 60, or 90 days	Follow-up reviews and business data	Durability

Connect learning to business impact

Business impact measures should be selected with operational leaders, not added after the program launches. Define the expected direction of change, the comparison period, and relevant external factors. A sales training scorecard may examine pipeline conversion, while a compliance program may focus on audit findings or incident rates.

Predictive evaluation can strengthen the design by estimating likely adoption and impact before major resources are committed. This forecasting approach helps teams identify assumptions, test measurement plans, and focus attention on the conditions most likely to influence return on investment.

Make ownership and evidence clear

Each metric needs an accountable owner. Learning teams may own participation, assessments, and learner communications, while business managers may own behavior observation and operational outcomes. A scorecard should also identify the data steward responsible for quality, privacy, definitions, and reporting consistency.

Avoid filling the scorecard with every available statistic. Choose a small set of decision-ready measures and document how each is calculated. Include thresholds that trigger action, such as targeted coaching when application rates fall below a standard or content revision when proficiency scores remain weak.

Use the scorecard as a management tool

A scorecard becomes valuable when leaders use it to make decisions rather than review it ceremonially. Schedule checkpoints at launch, early adoption, and sustained performance intervals. Compare groups, investigate barriers, and record the intervention taken so the organization learns which support strategies work.

The right format may be a dashboard, a monthly review, or a concise one-page brief. Public examples of learning and evaluation work, including media coverage, can offer useful context for how organizations communicate learning value to wider audiences.

Practical design choices

Build the first version around the decisions leaders need to make, then expand it only when new measures add useful evidence.

Define one primary business outcome and several supporting adoption measures.
Establish baseline values before training begins.
Separate participation, capability, behavior, and business results.
Assign an owner, data source, target, and review cadence to every metric.
Use thresholds to trigger coaching, redesign, reinforcement, or further analysis.

A well-designed scorecard turns training evaluation into an ongoing operating discipline. It shows where learning is gaining traction, where employees need support, and whether new capability is producing meaningful results. Dave Basarab Consulting can help your organization design a measurement approach that connects training adoption with performance, impact, and return on investment.

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.