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

Designing Training For Different Learning Preferences

Employees rarely approach workplace learning with the same level of experience, confidence or attention. A new supervisor in Brisbane may need guided practice, while an experienced technician in Perth may prefer a concise job aid and the freedom to apply it immediately. Effective learning design recognises these differences without reducing people to rigid categories.

The strongest programmes combine varied learning activities with clear business outcomes. Custom training design must account for different learning styles, but it should do so thoughtfully: by offering multiple ways to engage with information, practise skills and demonstrate competence, rather than labelling every employee as a fixed “visual” or “auditory” learner.

Start With The Work, Not A Learning Label

Learning preferences can help designers vary delivery, yet they should not become assumptions about capability. Someone who enjoys demonstrations may still benefit most from a written checklist when working under pressure. Someone who prefers discussion may need a simulation before handling a difficult performance conversation.

The first design question should be practical: what must employees do differently after training? Interviews, observation, performance data and manager input can reveal whether the real barrier is knowledge, confidence, access to systems or inconsistent processes. This creates a stronger foundation than relying on a questionnaire alone.

Australian workplaces also have diverse communication needs. A national organisation may train staff across Sydney, regional Queensland and remote Western Australia, with different access to technology, rosters and local operating conditions. A flexible programme can respect these realities while preserving a consistent standard.

Blend Methods Around Real Situations

A useful custom programme may open with a short explanation, move into a worked example, and then ask participants to solve a realistic problem. This sequence supports employees who need context, those who learn through observation and those who build confidence through practice.

For compliance training, short modules can fit more naturally into busy schedules than a single annual session. The discussion of learning bursts shows how brief, targeted activities can reinforce essential behaviours over time. A burst might include a two-minute scenario, a quick decision, feedback and a prompt to apply the rule during the next shift.

Examples should reflect the local operating environment. A safety simulation might involve a construction site in Melbourne, a customer interaction in Adelaide or a remote team coordinating work across different time zones. Relevance makes learning easier to remember and easier to transfer into daily performance.

Compare Design Choices Before Delivery

Different formats serve different purposes. The right combination depends on risk, complexity, learner access and the amount of practice required.

Design choice	Best used for	Strength	Watch point
Short video or demonstration	Showing a process or behaviour	Clear, repeatable modelling	Passive viewing can hide weak understanding
Scenario and discussion	Judgement, communication and leadership	Surfaces reasoning and different perspectives	Needs skilled facilitation
Simulation or role play	High-risk or interpersonal tasks	Builds confidence through practice	Must feel relevant, not theatrical
Job aid or checklist	Tasks performed at work	Supports recall at the point of need	Cannot replace deeper practice
Self-paced digital module	Foundational knowledge across locations	Scalable and trackable	Requires accessibility and follow-up

The comparison also highlights an important principle: learning format should match the performance demand. If an employee must make a decision, provide decisions to make. If they must use software, provide guided screen practice. If they must coach others, create a safe space for rehearsal and feedback.

Apply Practical Design Moves

A flexible programme can be designed systematically rather than assembled as a collection of disconnected activities. Build a clear pathway from explanation to application, and ensure every activity has a reason linked to the required capability.

Useful design moves include:

Presenting key ideas through concise text, visuals and spoken explanation
Offering examples from different roles, locations and levels of experience
Using branching scenarios to reflect genuine workplace decisions
Providing downloadable checklists, templates or reference guides
Including practice with feedback before formal assessment

Accessibility should be part of the design from the beginning. Captions, readable layouts, plain English and mobile-friendly resources support many employees, including those working in the field or using English as an additional language. They also improve usability for everyone.

Facilitators and digital platforms can reinforce the same learning journey. A live session might introduce a leadership framework, while a learning burst, peer discussion or manager check-in helps employees apply it over the following weeks.

Ask managers to reinforce one behaviour during team meetings
Use short knowledge checks after critical concepts
Give learners choices in examples or practice pathways
Make support materials available at the point of work
Review feedback from metropolitan and regional participants

Measure Adoption And Business Value

A programme is successful when employees use the capability consistently and the organisation sees a meaningful result. Attendance, completion and satisfaction provide useful signals, but they do not prove that learning has transferred to work.

Measurement should connect learner behaviour with operational indicators. Depending on the programme, this might include fewer safety incidents, faster onboarding, stronger manager conversations, improved customer outcomes or higher process compliance. Baseline data and follow-up checks make the change easier to interpret.

Predictive Evaluation can help organisations forecast likely adoption, impact and return on investment before committing to a large rollout. Dave Basarab Consulting supports this kind of connection between learning strategy, instructional design and measurable business performance.

For an Australian organisation, the next step is to select one priority capability, map the real workplace behaviours it requires, and design a pilot that combines explanation, practice, support and follow-up measurement.

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.