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

Making Learning Stick Beyond the Training Room

A well-delivered workshop can create energy, clarity and confidence, yet those gains often fade once employees return to competing priorities. Long-term retention depends on what happens after the facilitator leaves: whether people revisit key ideas, practise new behaviours and receive feedback in the flow of work.

Post-training reinforcement turns a single learning event into a sustained capability-building process. It can include manager conversations, short digital activities, job aids, coaching, peer practice and performance prompts. Each contact gives employees another opportunity to retrieve and apply what they learned.

This matters across Australian workplaces, where teams may be spread between Sydney offices, Melbourne operations, regional branches and remote sites. A mining organisation with fly-in fly-out crews, for example, needs reinforcement that works across roster changes and limited onsite access.

The approach also suits the way many Australian employees prefer to learn: practical, relevant and free from unnecessary corporate jargon. A short “have a go” activity linked to a real customer issue may achieve more than another lengthy presentation.

Learning approach	Likely short-term effect	Long-term retention value
One-off workshop	Awareness and initial confidence	Limited without follow-up
Reference materials only	Access to information	Useful when supported by prompts
Spaced reinforcement	Repeated recall and practice	Stronger memory and application
Reinforcement with manager support	Behaviour change in context	Greater adoption and business impact

Memory Needs Repeated Retrieval

People do not retain every detail from a training session simply because they attended it. Recall strengthens when learners are asked to retrieve information at intervals, explain it in their own words and use it to solve realistic problems.

Short learning bursts are effective because they place manageable demands on busy employees. A two-minute scenario, quick quiz or decision prompt delivered a few days after training can bring critical concepts back into working memory without taking people away from customers or operations for half a day.

Practice Connects Knowledge With Work

Retention improves when learners apply a new skill in the environment where it is expected to matter. A leadership participant might practise giving feedback in a team meeting, while a sales employee applies a questioning framework during a client conversation.

Instructional design should therefore include workplace assignments, templates and examples drawn from actual roles. In Australia, that may mean adapting scenarios for a Brisbane contact centre, a Perth logistics team or a regional health service rather than relying on generic overseas case studies.

Managers Make Reinforcement Visible

Managers determine whether learning becomes part of normal work. A simple follow-up conversation can ask what the employee has tried, what happened and what support is needed. These discussions signal that training is connected to performance rather than being an isolated HR activity.

Manager toolkits can include observation checklists, coaching questions and prompts for team meetings. The tone should remain practical and direct. In many Australian workplaces, a quick conversation over a coffee or during a toolbox meeting can be more credible than a formal scripted review.

Digital Prompts Support Distributed Teams

Email reminders alone rarely change behaviour. Effective digital reinforcement is brief, targeted and connected to a specific action. A mobile prompt might ask a supervisor to identify one risk before a shift, while a short video could demonstrate how to handle a difficult customer interaction.

Technology is especially useful for organisations with dispersed or mobile workforces. Employees working across Adelaide, Darwin and remote Western Australian sites can receive consistent follow-up while still accessing examples relevant to their location, role and work conditions.

Measurement Shows What Is Working

Attendance figures and satisfaction scores reveal whether an event occurred, but they do not show whether learning was adopted. Organisations should track indicators such as completion of follow-up activities, manager observations, quality measures, safety behaviour or customer outcomes.

A stronger investment decision comes from connecting reinforcement activity with business evidence. The guidance on prioritising training investments explains how predictive evaluation can help estimate adoption, impact and return before resources are committed.

Measurement should be proportionate. A small programme may need only a baseline measure, a later pulse check and a manager review. Larger enterprise initiatives can use operational data, comparison groups and staged evaluation to identify where reinforcement is producing meaningful change.

Build Reinforcement Into The Learning Strategy

Post-training support should be designed before delivery begins, rather than added after participation drops. The learning plan can specify when prompts will appear, who will coach employees, which resources will be available and what evidence will demonstrate progress.

This is particularly important in sectors with high voluntary turnover. New employees may need reinforcement during onboarding, while experienced staff require concise refreshers that protect capability when teams change. Organisations exploring this issue can review learning strategy for high turnover for a broader approach.

A practical reinforcement cycle might include a workshop, a three-day recall activity, a fortnightly workplace challenge, a manager check-in and a 60-day performance review. The essential takeaway is simple: treat training as the starting point, then schedule repeated practice, coaching and measurement until the desired behaviour becomes part of everyday work.

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.