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

When to Use Synchronous vs. Asynchronous Training Delivery

Training delivery affects how quickly employees build skills, how well they apply them, and how clearly leaders can connect learning to business performance. Choosing between live instruction and self-paced learning is therefore a strategic decision, not simply a scheduling preference.

Synchronous training brings participants together at the same time, whether in a classroom or virtual session. Asynchronous training allows learners to access lessons, practice activities, and resources when their schedules permit. Each approach can be effective when matched to the learning objective, audience, and workplace context.

Organizations that need a thoughtful learning strategy can work with Dave Basarab Consulting to align instructional design, delivery, and evaluation with measurable business results.

Match Delivery To The Performance Need

Start by defining what employees must do differently after training. If the goal involves decision-making, coaching, negotiation, collaboration, or physical practice, learners may benefit from immediate interaction and feedback. A live setting gives facilitators the ability to observe performance, correct misunderstandings, and adapt examples in real time.

Asynchronous learning is often better for knowledge acquisition, policy awareness, software orientation, and foundational concepts. Employees can pause, revisit difficult content, and complete learning bursts at the point of need. This flexibility is especially valuable for distributed teams, shift workers, and global workforces operating across time zones.

Choose Live Learning For Interaction

Synchronous instruction is the stronger choice when discussion and shared experience are central to the outcome. Leadership programs, team simulations, case-based problem solving, and facilitated planning sessions often gain energy and relevance from live participation.

Virtual classrooms can support this model through breakout rooms, polls, demonstrations, and collaborative exercises. However, live delivery requires careful preparation. Poor technology, overloaded agendas, or passive presentations can reduce engagement, so the design should reserve time for application rather than filling the session with information.

Use Self-Paced Learning For Flexibility

Asynchronous training works well when learners need autonomy and consistent access. A well-designed course can combine short videos, readings, scenario questions, knowledge checks, downloadable tools, and workplace assignments. This structure supports repetition without requiring every employee to attend the same session.

Self-paced learning still needs accountability. Completion deadlines, manager reinforcement, discussion spaces, and practical follow-up help prevent learners from treating training as a box to check. Content should also be accessible, mobile-friendly, and divided into manageable sections that fit real work patterns.

Decision Factor	Synchronous Delivery	Asynchronous Delivery	Strongest Use
Interaction	Immediate dialogue and feedback	Delayed or optional interaction	Skills requiring discussion
Scheduling	Shared time required	Flexible access	Distributed or shift-based teams
Practice	Facilitated role-play and coaching	Individual exercises and simulations	Behavior change with reinforcement
Consistency	Facilitator can adapt delivery	Standardized learner experience	Policy and foundational knowledge
Measurement	Participation and observed performance	Completion, assessment, and application data	Programs needing different evidence

Combine Methods For Better Transfer

A blended learning pathway can use each format where it has the greatest value. Learners might complete an asynchronous foundation before attending a live workshop, allowing synchronous time to focus on practice, coaching, and complex scenarios. Afterward, short digital refreshers and manager-led conversations can reinforce application.

This sequence reduces lecture time while preserving human connection. It also supports learning transfer, because employees encounter the subject before, during, and after the formal event. Custom instructional design should map every activity to a performance requirement instead of adding technology for its own sake.

Connect Training To Business Results

Delivery decisions should be evaluated against the results the organization expects. Attendance and completion data may show reach, but they do not establish whether employees adopted new behaviors or improved operational outcomes. Evaluation should examine knowledge, capability, application, business indicators, and return on investment where appropriate.

Predictive Evaluation provides a useful framework for forecasting likely adoption and impact before a program launches, then measuring whether those expectations are being met. This makes it easier to compare delivery options based on evidence rather than preference. Leadership initiatives, for example, need clear links between learning activities, manager behavior, talent pipelines, and measurable organizational performance. A practical leadership pipeline guide can help frame those connections.

Apply A Practical Selection Checklist

A delivery decision becomes clearer when stakeholders consider the learner population, business urgency, content complexity, available technology, and required evidence of impact. The best format may differ across modules within the same program, so avoid forcing an entire curriculum into one delivery model.

Use these criteria when selecting or combining approaches:

Choose synchronous sessions for sensitive discussions, live demonstrations, coaching, and collaborative problem solving.
Choose asynchronous modules for foundational knowledge, compliance updates, refreshers, and just-in-time support.
Use a blended pathway when learners need both consistent preparation and facilitated practice.
Involve managers when behavior must continue after the course ends.
Define success measures before development so delivery supports adoption and business outcomes.

A strong training strategy treats synchronous and asynchronous learning as complementary tools. Select the format that best supports the desired performance, then reinforce it through practice, leadership involvement, and meaningful evaluation. Begin by mapping the business need to the learner experience, and build a delivery plan that turns training investment into measurable 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.