Your Chief Virtual Learning Architect

Learning to Performance

Read More
Custom Design & Delivery

Read More
Predictive Evaluation

Read More
Enterprise Learning Strategy

Read More

› ‹

1
2
3
4

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 Training Bursts Should Be Designed for Mobile First Access

Modern Australian workers travel between job sites, home offices, and client locations with a smartphone never far from reach. In Sydney and Melbourne, where average commute times exceed forty minutes, staff spend much of the day away from a laptop. Learning must fit the small windows people actually have: on the train between Parramatta and the CBD, at a Brisbane worksite, or while waiting for a flight out of Perth.

Training bursts fit the rhythm well, yet they only succeed if designed mobile first. A burst that looks tidy on a desktop but fights the thumb on a phone will be skipped. Treating the smartphone as the default lifts completion rates and retention from the same content.

The mobile reality in Australian workplaces

Smartphone penetration in Australia sits near ninety percent, and most people reach for their phone before their wallet or keys. Staff in regional towns such as Tamworth or Cairns often rely on a personal device because work laptops are shared or slow. In mining and construction, crews rotate through long shifts and FIFO rosters, so classroom time is hard to find.

When bursts open instantly on the handset already in hand, friction drops. No waiting for a laptop, no VPN login, no excuse to postpone a two-minute module. For a look at modules that travel well across devices, see sample-courses.html.

How attention spans shape effective bursts

Focused attention is a finite resource. A worker juggling a calendar invite, a Slack ping, and a coffee order at a Melbourne café will not sit down for a forty-five minute course. They have time for a burst, perhaps three to five minutes, and only if the content respects their attention.

Designing for that constraint tightens everything: a single learning objective per burst, voiceover under three minutes, captions that work without sound, and swipeable interactions replace dense text blocks.

Features that make a burst feel short and respectful:

A single learning point per module
Voiceover capped at three minutes
Captions that work with sound off
One question per screen
A clear next action at the end

Designing for smaller screens

A desktop learner can scan a wide paragraph and click through layered menus. A phone learner taps with a thumb, often one-handed, sometimes while standing on a train near Redfern. Typography must be larger, tap targets generous, and every interaction reachable without zooming.

Design element	Desktop default	Mobile first approach
Font size	14-16pt, dense paragraphs	18pt minimum, short lines
Video length	10-15 minutes acceptable	Under three minutes per burst
Navigation	Multi-level menus	Single column, visible back button
Assessments	Long-form quizzes	One question per screen
Download size	Large media files welcome	Optimised for patchy signal

This side-by-side view helps when pitching phone-first thinking to a learning team that has only built for the LMS. Once the differences are visible, the conversation shifts from whether to redesign to how quickly.

Connectivity realities across the country

Bandwidth is uneven. NBN and 5G coverage across the Brisbane and Sydney metro areas is fast, yet regional and remote workers often deal with slower speeds and patchy signal. FIFO crews in the Pilbara or station hands in the Western Australian wheat belt may have only a few bars of coverage at any moment.

A mobile first design acknowledges this. Compressed video, downloadable offline content, and lightweight assessments mean learning still works when the network does not. A large share of the Australian workforce operates outside capital city CBDs, and ignoring their connectivity means ignoring their development.

Privacy and compliance on personal handsets

Phone-first design does not mean privacy last. In Australia, the Privacy Act 1988 and the Australian Privacy Principles govern how employee information is handled, including learning records stored in the cloud or on personal devices. The Notifiable Data Breaches scheme adds another layer, requiring organisations to report serious incidents.

Phone-first design must include single sign-on, clear consent prompts, and the ability to wipe learning data when a device is lost. WHS legislation in each state carries mandatory modules, from manual handling to psychosocial safety, often on the job. A burst that respects privacy is easier to defend at audit than a folder of PDF handouts.

Practical privacy moves for mobile learning:

Single sign-on tied to the company directory
Explicit consent at first launch
Remote wipe for lost devices
Local storage and encrypted caching
Annual review of vendor data handling

Measuring adoption and impact

Designing for mobile is half the work. Proving it works is the other half. Predictive Evaluation, offered by Dave Basarab Consulting, helps organisations forecast adoption and measure impact before a full rollout. The approach treats bursts as a measurable business intervention, not a content project.

Teams that adopt this discipline track completion, time-to-first-completion, and confidence ratings after each burst. When business unit leaders join the conversation, results become stronger. A useful primer is the post-training impact review guide, which walks through questions worth asking once learning is finished.

Building a mobile first library

A reusable library means choosing feature patterns that travel well across devices. Swipeable card stacks work for scenario learning, single tap questions keep assessments brief, and audio bursts under three minutes suit hands free listening. Downloadable PDF summaries help when signal drops, and push notifications timed to the start of a shift catch workers when they are ready to learn.

These choices reflect how Australians already use their phones. Leadership programs often rely on longer workshops, but the follow-up bursts that reinforce behaviour should still be phone-first. For leadership pipelines, see competency-based leadership assessments, which scale better at a mobile size.

A practical takeaway: design every new burst as if the learner will only ever touch a phone, with patchy signal, one eye on a customer, and ninety seconds to spare. If it works there, it will work almost anywhere.

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.