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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.

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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.

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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.

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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.

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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.

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Predictive Evaluation

Why Your Training Delivery Format Matters More Than You Think

Training content may be accurate, relevant, and carefully designed, yet still fail to change workplace behavior. The missing factor is often delivery format. How employees encounter, practice, discuss, and revisit a capability can influence adoption as much as the subject itself.

A live workshop, virtual classroom, self-paced course, coaching session, learning burst, or blended pathway creates a different learning experience. Each format affects attention, participation, feedback, scheduling, accessibility, and the speed at which new skills become part of daily work.

Organizations that connect delivery choices to business needs are better positioned to improve employee capability and demonstrate measurable value. Format should be treated as a strategic decision rather than a production detail made after the content has been approved.

Format Shapes Attention And Participation

Employees engage differently depending on the environment. A facilitated classroom can create energy, peer accountability, and immediate conversation. A self-paced module can provide flexibility for distributed teams, shift workers, and employees who need to review complex material more than once.

Virtual delivery offers reach and convenience, but it requires purposeful interaction. Without discussion, practice, or visible facilitation, participants may become passive viewers. Short activities, breakout conversations, polls, and applied assignments help turn online training into an active experience.

The right format therefore begins with the behavior a program must produce. If learners need to rehearse difficult conversations, they need practice and feedback. If they need to understand a policy, a concise digital resource may be sufficient.

The Delivery Method Must Fit The Capability

Knowledge transfer and skill development are different training problems. Informational content can often be delivered through short videos, job aids, or learning bursts. Behavioral capabilities usually require demonstration, practice, coaching, and reinforcement over time.

Leadership development is a clear example. A manager may understand a feedback model after completing an online lesson, but understanding does not guarantee confident use. Facilitated scenarios, peer discussion, manager observation, and follow-up coaching can bridge the gap between awareness and performance.

Custom instructional design should account for this distinction. A well-built program may combine formats so that each stage has a clear purpose: introduce the concept, apply it in a realistic setting, receive feedback, and transfer it to the job.

Business Constraints Should Guide The Choice

Delivery format also affects operational feasibility. Travel costs, release time, technology access, team schedules, geographic distribution, and facilitator availability all shape what an organization can sustain. A format that works for headquarters may be impractical for frontline employees.

Blended learning can balance consistency with flexibility. A short digital primer can establish a common foundation before a live workshop, while post-session practice and manager check-ins support transfer. This approach can reduce classroom time without removing the human interaction required for complex skills.

Organizations seeking a broader learning strategy can explore learning consultancy services that connect instructional decisions with workforce needs and business outcomes. The goal is not to select the most fashionable method, but to create an experience employees can access, use, and remember.

Delivery format Works well for Common risk Strengthening tactic
Instructor-led classroom Practice, discussion, team alignment High time and travel demands Use realistic cases and structured application
Virtual instructor-led Distributed teams and live collaboration Passive participation and screen fatigue Add frequent interaction and small-group work
Self-paced digital Foundational knowledge and compliance Low completion or limited retention Keep modules focused and add reinforcement
Learning bursts Just-in-time concepts and refreshers Fragmented learning without context Link each burst to a job task or larger pathway
Coaching and peer learning Behavior change and leadership growth Inconsistent quality or participation Give coaches tools, expectations, and follow-up points

Reinforcement Determines Whether Learning Sticks

A single event rarely creates durable performance change. Employees need opportunities to retrieve information, apply it in context, and receive timely feedback. Delivery format should make reinforcement easy rather than treating it as an optional add-on.

Learning bursts, manager prompts, practice assignments, and team discussions can keep a new capability visible after formal training ends. Digital reminders are useful, but they work best when tied to real decisions and work processes.

Measurement should follow the same logic. Completion rates may show exposure, but they do not demonstrate adoption or business impact. Predictive Evaluation provides a useful way to forecast and measure whether training is likely to be used, produce results, and generate a worthwhile return on investment.

Accessibility And Inclusion Affect Results

A format can be technically available while remaining difficult to use. Employees may have limited bandwidth, different levels of digital confidence, language needs, disabilities, or schedules that prevent attendance at fixed times. These realities should influence design from the beginning.

Accessible materials, captions, readable interfaces, alternative activities, recordings, and flexible participation options can widen engagement. However, flexibility should not mean removing structure. Learners still need clear expectations, support, deadlines, and opportunities to connect the content with their work.

Inclusive delivery also recognizes that people learn through different modes. Offering a thoughtful combination of explanation, demonstration, practice, reflection, and collaboration creates more routes to capability without producing unnecessary content.

Use A Deliberate Selection Process

Training leaders can make stronger delivery decisions by evaluating the audience, the behavior, and the operating environment together. The following considerations provide a practical starting point:

  • Define whether the primary outcome is knowledge, skill, behavior change, or business performance.
  • Assess employee access, schedules, technology, language, and accessibility requirements.
  • Match interaction level to task complexity, using practice and feedback for high-stakes behaviors.
  • Plan reinforcement before launch, including manager involvement and workplace application.
  • Select measures that track adoption, performance improvement, and organizational results.

This process also helps avoid format bias. A preference for classroom learning or digital learning should not drive the decision without evidence. The best delivery architecture is the one that supports the required behavior within the realities of the organization.

Turn Delivery Into A Performance Advantage

Training delivery format matters because it shapes the path from content to capability. When the method matches the learner, the task, and the business context, participation becomes more meaningful and transfer becomes more likely.

Review your current programs through that lens. Identify where learners need explanation, practice, feedback, and reinforcement, then redesign the delivery journey around those needs. Build learning that employees can use—and that leaders can measure through improved performance and business results.

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.

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