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

The First-Month Drop in Training Adoption and What Stops It

Most learning leaders in Australia know the pattern well. The launch event is packed, attendance hits 95 percent, post-session surveys glow with positive feedback, and the executive sponsor sends a congratulatory note. Then week three arrives, inboxes fill up with quarterly priorities, and the new skills quietly slide back to where they started.

The drop-off is rarely about the quality of the facilitator or the design of the workshop. It reflects what happens when a learning event stops being a moment and tries to become a habit. In workplaces stretching from Parramatta to Perth, the gap between a great training day and a measurable change in behaviour is where most learning investment quietly evaporates.

Why Skills Slip in the First Thirty Days

The brain treats a one-off training session like a one-off event, not a permanent change in practice. Within seventy-two hours, a significant slice of new information is already fading unless it is reinforced through application. By week four, the typical Australian learner has shifted attention to operational deadlines, client demands in the eastern states, or, for FIFO teams, the logistics of a swing back to site.

Layer on the reality of long commutes between suburbs, school pick-ups, and the constant pull of the daily standup, and the new framework sits unused on a SharePoint page. The result is the familiar graph that learning leaders see on dashboards: a sharp spike followed by a slow, steady decline toward the baseline.

The Real Gap Between Output and Outcome

Attendance, completion rates, and even quiz scores measure output. They tell you the training was delivered, not that it changed how someone leads a conversation, runs a safety briefing in a Pilbara camp, or coaches a junior analyst in a Brisbane back office. Understanding the output versus business outcome is the first shift leaders need to make if they want adoption to last past month one.

The second shift is recognising that new ways of working often trigger quiet resistance in the workplace, even when no one openly objects. People default to what is familiar under pressure, and the new model loses to muscle memory until someone actively protects time to practise it.

Comparing Approaches to Sustained Adoption

Different reinforcement strategies produce very different results. The table below compares three common approaches used by Australian organisations, scored against typical adoption rates at the ninety-day mark.

Approach	Cost per learner	Manager time required	Adoption at 90 days	Best fit
Workshop only	Low	None	10–15%	Compliance refreshers
Workshop plus e-learning modules	Medium	Low	25–35%	Software rollouts
Workshop plus coaching and Predictive Evaluation	Higher upfront	Moderate	55–70%	Leadership and behavioural change

The pattern is consistent across sectors from retail to resources: the heavier the human reinforcement after the workshop, the longer the skills survive.

Habits and Levers That Keep Learning Alive

Sustainable adoption is built from small, deliberate habits layered on top of the original event. The most reliable levers fall into two camps.

Practical tactics for the first thirty days:

Schedule a fifteen-minute manager one-on-one in week two, focused on one specific skill practised that week.
Send a series of short learning bursts on day four, day nine, and day twenty-one, each matched to the original learning objective.
Capture a real example in a team meeting where someone applied the new approach, and name it publicly.
Add a single line item to the existing standup agenda for the first month, with no new meetings required.
Track one behaviour, not five, and celebrate the first repeat performance loudly.

Conditions that protect adoption across longer cycles:

Tie the skill to a metric already reviewed in the monthly business review.
Build peer triads that meet monthly for thirty minutes, with a rotating host.
Review progress in the leadership team meeting, not just the L&D dashboard.
Recalibrate the training content when the workflow itself changes, such as new ERP releases.
Invest in manager training as seriously as employee training, because the line manager is the actual intervention.

Making Adoption a Business Metric

When adoption is treated as a learning metric, it stays inside the learning team. When it is treated as a business metric, it travels up the chain, into budget conversations and operational planning. Australian organisations that have cracked this problem tend to invest in measurable leadership pipeline results rather than treating leadership development as a calendar of events.

Predictive Evaluation gives executives a forward view of who is likely to apply, drop, or extend the new skill, which turns a hopeful training spend into a forecastable return. That forecast is what changes the conversation from "did we run it" to "did it move the number."

A useful starting move is to pick one recent training program, identify the single behaviour that would prove it worked, and ask the relevant managers to commit to one thirty-minute coaching conversation per direct report in the next fortnight.

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.