ADDIE Model Training for Instructional Design

Table Of Content

• Advantages of Learning ADDIE Model
• Analysis phase
• Phases of ADDIE (Analysis, Design, Development, Implementation and Evaluation)
• Involve stakeholders early
• Stages of Moral Development – Lawrence Kohlberg
• An Introduction to the ADDIE Model for Instructional Designers
• And, finally...
• A step-by-step guide to planning a workshop

Regular check-in meetings also help ease the conversation and provide a set time for checking-in on the priority and status of this initiative. One thing to keep in mind, if you gather all your assets up front, the development portion of creating your course will go more quickly. Different delivery strategies will impact the overall course design and potentially your budget. The more complex course features you add (such as interactive quizzes or custom certificates), the more expensive your course development will become. The findings from this step feed back into the next project’s analysis stage, allowing you to refine training practices and enhance your success rate and efficiency moving forward.

Advantages of Learning ADDIE Model

Alternatively, courses could start with the most complex topics first and break down the subject in following segments. The development stage takes the outline defined in step 2, creates the assets required to bring it to life, and tests various methodologies for delivering the content. Research shows that ADDIE methodologies offer a systems-based, iterative learning and development design strategy while incorporating feedback and review to improve. While some instructional designers might dismiss ADDIE as a throwback approach that limits creativity, there’s something to be said for doing everything you can to get it right the first time.

Analysis phase

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As we’ve argued throughout this article, high-level models like ADDIE continue to be useful in 2024. But the fundamental aspects of planning are just the same as ever. ADDIE model evaluation happens in many ways throughout the course of this model, and not just in the final stage. As we’ve already discussed, formative evaluation happens in every step. This is where you ask questions related to the content you’re developing with the goal of ensuring that it is meeting your objectives and building successfully on previous steps. DevelopmentThe development phase of the ADDIE model is where instructional designers develop the content and learning interactions outlined in the design phase.

Phases of ADDIE (Analysis, Design, Development, Implementation and Evaluation)

Learning and development courses must have a clear goal matching the audience’s skills and intelligence to succeed. When designing a new training program, it can be easy to get lost in the details. When you progress to the evaluation phase, you need to go back to the very first phase of the ADDIE process, in which you (hopefully!) completed a training needs analysis. During that phase, you identified specific performance improvements that your training would address, as well as how to measure those improvements.

Involve stakeholders early

Its adaptability allows for seamless integration into different contexts, making it a widely applicable framework for instructional design. The ADDIE model design phase includes figuring out exactly what materials you will use to transmit the learning materials, how you will design them, and even what they will look like. Only by thinking through these issues can training developers actually come up with the correct materials for the job. “Technology is always evolving, and as a result, the tools we use to create learning content are constantly changing too. However, despite these changes, the ADDIE model has remained a timeless framework for instructional design.

Stages of Moral Development – Lawrence Kohlberg

The evaluation phase in the ADDIE model is the final step, serving as a crucial feedback loop for training improvement. This iterative approach is favored in educational technology and corporate training in the U.S. because of its adaptability and comprehensive structure. In the world of instructional design, so much has changed in the past two decades. But at an organizational level, training now has a very close link to core business outcomes.

While not every training program requires individual assessments, you should have a strategy in place to measure its impact and track its value. Organizations should create a high-level outline of the entire program to structure the learning interventions and specify objectives for each aspect participants receive. This is where all the information gathered during the analysis step is dissected to make informed decisions about the design of the development program. To manage, plan, and monitor existing and desired skills for a role, team, department, project, or an entire company you can use the Skill matrix framework.

And, finally...

Trainees will build these skills through training methods such as in-person practice sessions. They will also receive theory instruction to gain knowledge of what makes a great presentation. I find it especially important to use Kolb’s learning cycle when training on communication skills, emotional intelligence, or other topics such as facilitators training, or sustainability. It may not be the model you go to for more technical topics where sharing data and information is the core of your training. This is a template that summarizes how to use Kolb’s learning cycle in the classroom.

Over the years, practitioners and learning designers have developed a more modern take on ADDIE to make the model more dynamic and iterative. In this updated circular flow, evaluation is not a final “step,” but is now at the heart of the process. Every phase invites an opportunity to evaluate the current approach, iterate on the process and then inform the following phases.

The ADDIE model was developed by the Center for Educational Technology at Florida State University for the U.S. The ADDIE model is the generic process traditionally used by instructional designers and training developers. The five phases—Analysis, Design, Development, Implementation, and Evaluation—represent a dynamic, flexible guideline for building effective training and performance support tools.

The ADDIE model of instructional design was one of the first instructional design models developed and quickly became a gold standard. Now the ADDIE training method is widely used to provide a skeleton for all types of instructional design materials creation, and the ADDIE training model is used around the world in teaching instructional design. There are plenty of helpful models and frameworks that help instructional designers assess and create training materials. Suppose the root cause of the problem is employees lacking specific knowledge, skills, or the right mindset.

This happens because business requirements ask for courses to be created quickly to start generating additional revenue streams for the company. In doing so, they ignore time-consuming steps that actually improve the quality of the course in the long-run. The five phases of the ADDIE model are designed to help guide you (and your team) through the course design process. Essentially, it’s a roadmap for building training that ensures learners meet specific objectives. New designers have a tendency to want to jump directly into development (I totally get it; that’s the fun part!), but it’s important to understand the bigger picture before making that leap.

It is called “development” for a reason, though, and the outcomes of this step will evolve during the process. Therefore, you should be prepared to try multiple approaches to determine the content and delivery that best fits the target audience. Also, always double-check the content’s accuracy and look at the course as a whole to ensure it flows naturally. Finally, before developing the program’s specifics, the design stage should conclude with buy-in from all stakeholders. This means briefings on learning objectives, their impact, and the decisions that went into the course’s outline.

This includes the audience’s existing knowledge and skills, future training needs, and the appropriate training environment and methods that organizations could deploy. This places a significant burden on instructional design and producing learning and development courses with tangible results. The ADDIE model is a well-known and widely adopted tool that can increase the success of new training programs. The term “ADDIE” represents a five-phase instructional design framework, encompassing Analysis, Design, Development, Implementation, and Evaluation.

At the end of this course, learners will be able to demonstrate actions that lead to cross-selling. How to set up a virtual event if your physical event is cancelled during the coronavirus outbreak, in seven steps. Furthermore, L&D professionals increasingly use learning analytics and automation to identify the weak points of learning, patterns and potential of employees. A simple way of identifying areas of improvement is gap analysis – comparing the desired situation to your current situation. The Centre for Education Technology at Florida State University first introduced the ADDIE model in 1975 for the US army. Its use later spread across all other branches of the US armed forces.