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 Leadership Development Programs Fail and How to Fix Them

Leadership development is often treated as a dependable investment: enroll promising managers, provide compelling workshops, and expect stronger performance to follow. Yet many organizations discover that attendance rises while leadership behavior, team results, and employee retention barely change.

The problem is rarely a lack of talented facilitators or ambitious content. Programs fail when they are disconnected from business priorities, unsupported by managers, difficult to apply, or evaluated only through participant satisfaction. Effective leadership training must operate as a business system rather than a series of isolated events.

A stronger approach connects capability building with measurable changes in decisions, collaboration, execution, and financial performance. It also recognizes that leaders need repeated practice, relevant feedback, and an environment that rewards the behaviors the program is designed to develop.

Strategic Misalignment Weakens Leadership Training

A leadership curriculum can be polished and still miss the organization’s most urgent needs. Generic modules on communication, delegation, or emotional intelligence may sound valuable, but they do little when leaders are actually struggling with digital transformation, succession gaps, customer experience, or cross-functional execution.

Before selecting content, senior leaders should define the business outcomes the program must support. The desired capabilities might include faster decision-making, stronger sales leadership, improved operational discipline, or better retention of critical talent. Exploring strategic value can help connect learning investments to enterprise priorities and workforce performance.

Good Content Does Not Guarantee Behavior Change

Many programs rely on a workshop-heavy model. Participants attend a memorable session, complete an assessment, and leave with a set of intentions. Without structured application, those intentions compete with deadlines, established habits, and workplace pressures.

Learning transfer improves when participants practice realistic situations, receive coaching, and use tools during actual work. A manager might rehearse a performance conversation, apply a delegation framework to a current project, and review the outcome with a supervisor. Short learning bursts, peer discussion, job aids, and follow-up assignments can reinforce the same capability over time.

Managers Shape The Learning Environment

A participant’s direct manager often determines whether development becomes part of the job. If managers do not discuss goals before the program, observe new behaviors afterward, or allow time for practice, employees receive a clear signal that training is optional.

Leadership development should therefore include manager enablement. Supervisors need simple conversation guides, progress checkpoints, and visibility into the behaviors being developed. This is especially important for quieter or less traditional leadership styles; resources on introverted leadership can broaden program design beyond an overly narrow image of executive presence.

Measurement Must Go Beyond Attendance

Completion rates, satisfaction scores, and quiz results reveal whether an event occurred. They do not prove that leaders adopted new practices or that the practices improved business outcomes. A credible evaluation strategy begins by defining the behavioral and operational indicators that should change after development.

Predictive Evaluation provides a useful way to forecast adoption, impact, and return on investment before and after delivery. The approach encourages organizations to identify evidence at several levels:

Evaluation focus	Useful evidence
Participation	Attendance, completion, engagement
Capability	Demonstrated knowledge and skill
Adoption	Frequency and quality of new behaviors
Team impact	Coaching quality, collaboration, retention
Business results	Productivity, revenue, quality, customer measures
Return on investment	Financial benefit compared with program cost

Evaluation should be designed before launch, not added as an administrative task at the end. When leaders know what success looks like, they can select relevant practice activities, collect baseline data, and adjust the program while it is still running.

Personalization Makes Development More Relevant

A single pathway rarely meets the needs of first-time supervisors, experienced directors, high-potential employees, and executives facing enterprise-wide decisions. Role, business context, experience, and leadership challenge should influence the learning journey.

Personalization does not require building an entirely separate program for every participant. It can involve diagnostic assessments, elective learning bursts, role-specific scenarios, coaching circles, and different application projects. Custom instructional design helps preserve a common leadership language while making practice relevant to the work people actually perform.

Build Conditions That Sustain Progress

Leadership development succeeds when the surrounding organization reinforces the target behaviors. Promotion criteria, performance reviews, recognition systems, team routines, and executive communication should all support the same expectations. If collaboration is taught but individual competition is rewarded, the program is working against the culture.

A practical implementation model can include:

Define two or three business outcomes before selecting curriculum.
Identify observable leadership behaviors linked to those outcomes.
Prepare managers to coach, reinforce, and remove barriers to application.
Use practice, feedback, and spaced reinforcement instead of a single event.
Track adoption and business indicators with a preplanned evaluation design.

Organizations can also use pilot groups to test assumptions before scaling. A well-designed pilot reveals whether the content is credible, whether managers can support transfer, and whether the chosen measures show meaningful movement.

Leadership development becomes more effective when learning strategy, instructional design, delivery, and evaluation are managed together. Dave Basarab Consulting helps organizations connect those elements with enterprise learning strategy, custom development, leadership programs, and Predictive Evaluation.

Start by selecting one important business challenge, defining the leadership behaviors that influence it, and measuring progress from the beginning. When development is treated as a measurable capability-building effort, organizations can replace passive participation with sustained leadership performance.

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.