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 Predictive Evaluation Improves Training Design Before Building Content

Training is often designed from a topic rather than a business need. A manager requests communication training, a compliance team asks for a refresher, or a new system launches, and the response is a slide deck, facilitator guide and online module. The programme may be polished while still failing to change workplace performance.

Predictive Evaluation changes the sequence. It examines the conditions that must exist for learning to be adopted, applied and connected to measurable business results before instructional design begins. This gives decision-makers a way to test the likely value of a proposed programme while there is still time to reshape it.

That early view is especially useful in Australia, where organisations may need to coordinate metropolitan offices in Sydney and Melbourne with regional sites, remote teams or fly-in fly-out workforces. A training solution that works in a central classroom may be impractical at a mine site, warehouse or hospital operating around the clock.

The method also supports better conversations between learning teams and executives. Instead of promising that employees will enjoy a course, designers can investigate expected behaviour, operational constraints, adoption risks and indicators of return on investment. Those findings create a stronger foundation for content, delivery and evaluation.

Start With The Performance Gap

Predictive Evaluation begins by clarifying the performance outcome. The question is not simply what employees need to know, but what they must do differently and how that change will affect safety, quality, productivity, customer experience or revenue.

For example, a manufacturer might request training on a new process. The real requirement could be fewer line stoppages, better handover discipline or a reduction in rework. If the cause is unclear, building content around procedures alone may leave the actual problem untouched.

Test The Adoption Conditions

A learning intervention depends on more than learner motivation. Supervisors may need to reinforce new practices, systems may need to support the required workflow, and employees may need protected time to practise. Predictive Evaluation surfaces these conditions before they are hidden inside a completed programme.

This is particularly important for Australian workplaces governed by strong work health and safety expectations. In a manufacturing environment, training must fit production schedules, toolbox meetings, shift patterns and site controls. Guidance on manufacturing safety training illustrates why delivery conditions can influence whether learning transfers into safer, more efficient work.

Shape The Learning Architecture

Early evidence can determine whether a full course is appropriate. Some performance gaps require structured practice, coaching and assessment. Others may be addressed through a short learning burst, a job aid, manager reinforcement or a redesigned process.

This prevents the common habit of treating every need as a long e-learning package. A dispersed Australian sales organisation may need mobile access and brief application activities, while a clinical or technical team may require supervised practice. Design decisions become responses to the work, rather than assumptions made before the work is understood.

Define Evidence Before Development

Measurement should be considered while the intervention is still a concept. Useful indicators might include time to proficiency, error rates, customer complaints, safety observations, conversion rates or manager assessments. The right measures depend on the intended business result and the reliability of available data.

This approach also exposes weak proposals early. If nobody can explain how adoption will be observed or which operational result should move, the programme may need a narrower objective. Clear prediction does not mean claiming certainty; it means identifying assumptions, risks and evidence that can later confirm or challenge them.

Compare Investment And Delivery Options

Predictive Evaluation allows learning leaders to compare alternatives before committing development funds. A short series of targeted learning bursts may produce faster application than a traditional programme, particularly when employees cannot leave operational roles for a full day. The economics of learning bursts and traditional programmes can help frame that decision in terms of reach, time away from work and expected value.

The comparison should include more than production cost. Consider manager involvement, technology access, travel across regional Queensland or Western Australia, assessment requirements and the consequences of delayed capability. A lower-cost course may be poor value if adoption is unlikely, while a carefully supported intervention may justify a higher initial investment.

Turn Predictions Into Design Decisions

The strongest use of this methodology is a visible chain from business need to design choice. A project team can record the predicted behaviour, the conditions supporting it, the evidence of adoption and the result the organisation expects. That record guides content development and gives sponsors a common basis for decisions.

Design question	Predictive Evaluation focus	Possible design response
What must improve?	Observable performance and business outcome	Define a specific objective
Why is performance weak?	Capability, process, system or motivation	Address the actual cause
Will people apply it?	Manager support, workflow and access	Add reinforcement and practice
How will value appear?	Adoption, impact and financial indicators	Set measures before launch
Which format fits?	Work patterns, risk and learner context	Choose bursts, workshops, coaching or digital learning

A practical workflow is to involve operational leaders, subject experts, managers and representative employees before any storyboard is approved. Their evidence can reveal whether the proposed solution fits a site in Perth, a contact centre in Melbourne or a hybrid team in Sydney.

The practical takeaway is simple: forecast the conditions for adoption and the evidence of impact first, then build only the content that supports those findings. This makes training design more focused, more defensible and more closely connected to the results an Australian organisation needs.

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.