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 training delivery timing matters more than content quality

A carefully researched course can still fail when employees encounter it at the wrong moment. People may be distracted by a major system rollout, preparing for a peak trading period, or simply unable to connect the lesson with a task they need to perform today. In those conditions, even excellent content becomes background noise.

Timing influences attention, memory and behaviour. A short learning burst delivered before a difficult conversation may be more useful than a polished half-day workshop delivered months earlier. The issue is less about reducing standards and more about placing the right learning experience close to the point of need.

This matters across Australia, where organisations often operate across several time zones, dispersed worksites and mixed employment patterns. A team in Perth may be working to AWST while colleagues in Sydney or Brisbane plan around AEST, and a FIFO crew in the Pilbara may have a very different learning window from an office team in Melbourne.

Effective learning strategy therefore treats delivery timing as a business decision. Custom instructional design, leadership development and training delivery should be planned around operational pressures, employee readiness and the moment when new capability can create measurable value.

Why timing changes learning value

Employees retain information more readily when it answers an immediate question. A supervisor who receives coaching before conducting performance reviews can apply the skill within days. The same module delivered after review season may be well received but rarely remembered in enough detail to change behaviour.

Timing also determines whether managers can reinforce the message. A learning programme needs space for practice, feedback and observation. If training is scheduled during a product launch or end-of-financial-year reporting, participants may attend while mentally managing other priorities.

This is why learning effectiveness depends on a delivery window, not simply a content standard. The strongest material needs a receptive audience, a supportive manager and a realistic opportunity to apply it.

When good content misses the moment

Organisations often begin with the course they want to build rather than the decision employees need to make. That can lead to broad curricula, lengthy sessions and impressive resources that arrive too early, too late or at the wrong level of complexity.

For example, compliance training may be scheduled annually because the calendar says so, even though risk rises during seasonal hiring or a new contract. A concise refresher before those changes may influence conduct more effectively than a comprehensive session delivered on a fixed date.

Content quality still matters. Clear examples, accessible design and credible facilitators support learning transfer. Their impact is limited, however, when the learner cannot see an immediate connection between the session and the work in front of them.

Australian conditions shape the window

Australian organisations need to account for practical scheduling realities. School holiday periods can reduce attendance for office-based teams, while summer heat can affect outdoor crews in regional Queensland or Western Australia. Public holidays and long weekends can also make follow-up activities difficult to coordinate.

A national workforce may need separate delivery times for Perth, Darwin, Adelaide, Melbourne, Sydney and Brisbane. A live session scheduled for 9 am in Sydney may be starting at 7 am in Perth, which creates an avoidable barrier for a distributed team.

Work patterns matter as well. Mining and energy businesses may train around FIFO swings, hospitals around shift changes, and retailers around Christmas demand. In everyday Australian terms, a quick “arvo” session might suit one group, while another needs a recorded module and a short supervisor huddle during a handover.

Compare delivery choices

The best format depends on urgency, workforce access and the time available for application. A learning burst can prepare people for a specific task, while a facilitated programme may be more suitable when judgement, collaboration or leadership practice is required.

Delivery approach	Useful timing	Main strength	Common risk
Learning burst	Before a task or decision	Fast, relevant reinforcement	Too little depth for complex capability
Live workshop	During a planned capability cycle	Practice and discussion	Attendance suffers during operational peaks
Self-paced module	Across dispersed or shift-based teams	Flexible access	Low completion without manager support
Coaching session	Immediately after a challenge	Personalised behaviour change	Depends on skilled coaches and follow-up
Refresher campaign	Before seasonal or regulatory risk	Reinforces key actions	Can feel repetitive if poorly targeted

A blended approach often creates the strongest learning transfer. Employees might complete a short digital primer, attend a practical workshop and receive a manager-led application task within the following week. The sequence matters because each stage supports the next.

Forecast adoption and business impact

Predictive Evaluation helps organisations assess whether training is likely to be adopted before significant resources are committed. It connects learner readiness, manager reinforcement and operational conditions with measures such as performance, retention, safety or sales outcomes. A useful explanation of this approach appears in Predictive Evaluation.

Forecasting also improves timing decisions. If adoption is likely to be low because managers cannot reinforce a new process, the organisation can shift the delivery date, adjust the format or prepare leaders first. This is more practical than waiting for a post-course survey to reveal that attendance did not translate into workplace use.

Evaluation should begin before delivery. Baseline measures, expected behaviours and business indicators make it possible to distinguish a timing problem from a content problem. Feedback from readers of the methodology, including the book praise, reflects the value of linking training decisions to observable results.

Build a delivery rhythm

A reliable learning calendar starts with operational intelligence rather than a list of available courses. Learning teams should map business cycles, employee availability and the moments when managers can reinforce new skills.

Use these checks before setting a date:

Identify the business event the training is meant to support.
Check shifts, time zones, leave patterns and peak workloads.
Define the behaviour learners should use within two weeks.
Prepare managers with prompts, tools and follow-up expectations.
Select a format that matches urgency and task complexity.

After delivery, maintain momentum with simple reinforcement:

Send a short practice activity within a few days.
Ask managers to observe one relevant behaviour.
Track adoption alongside operational measures.
Offer targeted refreshers when errors or confidence gaps appear.
Review timing assumptions before the next delivery cycle.

The practical test is straightforward: can employees use the learning soon, and can the organisation observe a meaningful result? When the answer is yes, timely delivery gives high-quality content the conditions it needs to work. Schedule training close to the decision, task or risk it is designed to improve.

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.