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

Why Custom Instructional Design Should Include Pre-Training Marketing Tactics

A well-designed learning program can still fail if employees do not understand its value before it begins. Invitations are often treated as administration, yet the messages, manager conversations and reminders sent beforehand strongly influence attendance, motivation and later application.

Why custom instructional design should include pre-training marketing tactics is straightforward: learning must earn attention before it can change behaviour. By borrowing from internal marketing, instructional designers can create anticipation, clarify the business purpose and help participants see how the experience relates to their daily work.

Pre-training tactic	Learning effect	Useful measure
Manager endorsement	Builds relevance and trust	Registration and attendance rates
Short teaser content	Creates curiosity and context	Email or intranet engagement
Job-specific messaging	Connects learning to real tasks	Confidence before training
Early success stories	Makes outcomes tangible	Application and adoption after training

Turn Training Into A Relevant Offer

Employees rarely reject development because they dislike learning. They avoid programs that appear generic, inconvenient or disconnected from immediate priorities. A pre-training campaign should therefore answer the practical question, “Why should I spend time on this now?” The answer might relate to customer complaints, sales conversion, safety performance or a new operating model.

Custom instructional design makes this message more precise. Audience research can reveal the language, pressures and performance gaps that matter to different groups. A frontline supervisor may respond to a message about difficult conversations, while a senior leader may care about retention, risk and measurable capability.

The message should sound like the organisation, not like an advertisement copied from a vendor. In Australia, a straightforward tone usually works better than exaggerated claims. A short note from a respected manager saying, “This will help us handle the new process with fewer handovers,” can be more persuasive than polished promotional copy.

Build Awareness Before The Calendar Invite

A calendar invitation is useful, but it is rarely enough to create commitment. Pre-training marketing can begin with a short video, a workplace story, an internal article or a two-minute diagnostic. These materials give participants a reason to pay attention and allow the course to start before the formal session.

Learning bursts are particularly effective for this purpose. A brief scenario, quiz or customer insight can introduce the issue without creating another major time demand. For an example of how short learning interventions can support commercial performance, explore sales learning bursts as part of a broader campaign.

Timing also matters. A national organisation may need to account for teams working across Sydney, Melbourne, Brisbane and Perth, as well as employees on rotating rosters. A message scheduled for 9 am in New South Wales may arrive during a different part of the working day in Western Australia. Campaign assets should be accessible through the channels people actually use, including Microsoft Teams, the intranet, email and mobile-friendly platforms.

Give Managers A Role In The Campaign

Managers are a high-trust communication channel, particularly when learning requires a change in habits. They can explain why the program has been introduced, connect it to team objectives and protect time for attendance. Without that reinforcement, employees may interpret training as optional, regardless of the formal invitation.

A manager toolkit might include a 60-second briefing, three discussion prompts, a team email and a follow-up question for use after the session. The content should be simple enough for a busy warehouse leader, contact-centre supervisor or project manager to use without extensive preparation.

This approach is important in industries with dispersed or mobile workforces. A resources organisation may have employees moving between Perth and FIFO sites, while a healthcare provider may need to reach staff across regional New South Wales. Local managers can translate a central learning message into the realities of each workplace and roster.

Connect Promotion With Measurement

Pre-training activity should be measured as part of the learning journey, rather than treated as a separate communications exercise. Baseline data might include registrations, attendance, confidence, manager referrals and engagement with teaser content. After training, the organisation can compare these signals with observed behaviour, productivity, quality or customer outcomes.

Predictive Evaluation provides a useful way to connect early indicators with adoption, impact and return on investment. If a campaign produces strong registrations but weak workplace application, the issue may lie in manager reinforcement, workflow design or the relevance of the practice activities. If early engagement predicts successful adoption, the organisation can refine future campaigns around the messages and channels that work.

Design teams can also examine which audience segments respond differently. A sales group may engage with competitive scenarios, while compliance learners may need clearer explanations of risk. Reviewing sample courses can help stakeholders discuss how content structure, interactivity and audience relevance support a stronger learning experience.

Make The First Step Count

The strongest pre-training campaigns do not create hype for its own sake. They prepare people to recognise a problem, understand the desired behaviour and arrive ready to practise. That preparation can include a short reflection, a manager conversation, a customer example or a request to bring a real workplace challenge to the session.

The campaign should then continue after delivery. A follow-up prompt, peer discussion or short reinforcement activity helps transfer learning into normal work. In an Australian business environment, where teams may be stretched across time zones, sites and rosters, simple repetition is often more dependable than a single large launch.

The practical takeaway is to design the invitation, manager briefing and early learning experience with the same care as the course itself, then measure whether that preparation leads to attendance, application and business 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.