By exploring ADDIE and applications to instructional design, you are empowered to apply the methods to your design process.
- [Instructor] Imagine all the work it must take to plan a mission to Mars. First a team must choose who they're sending, then they design a mission, which I imagine involves deep consideration of past experiences and future goals. As calculations are made and plans start turning into reality, a constant cycle of analysis and evaluation takes place to ensure a solid and safe mission. Even though designing an e-learning training program isn't as complicated as sending anyone to Mars, it does require attention to detail and planning, execution, and evaluation.
When you develop a training program, there are instructional design models you can apply that help you along in the process and ensure you are not mission any steps. Let's take a took at one industry standard. ADDIE is an instructional design model used by instructional designers, subject matter experts, and content creators to plan and create instruction. This model has been used in various learning spaces from higher ed to corporate training because it is applicable to any environment, audience, and topic. ADDIE breaks down the instructional content development process into five phases: analysis, design, development, implementation, and evaluation.
The five phases can guide your decision-making process and offer a structure to create thoughtful and comprehensive instruction. It is not only crucial to focus on each phase, but also to understand how each phase can impact the overall development and effectiveness of the process. Let's dive into each phase in a little bit more detail. In the analysis phase, organizational needs and existing knowledge gaps are identified. This information is used to develop instructional goals for the training.
Articulating the instructional goals within the first stage enables you to create a vision for the entire program. As we move forward in building a learning experience, we continue to refer back to those goals to make sure we're on track. Having a goal is great, but if a training isn't designed with a learner in mind, you may never be able to reach that goal, so understanding the learner's perspective is critical for a successful training program. To determine this, ask, what are the areas of the subject that the learner typically struggles with? What is a common level of prior knowledge the learner has when entering the training? What tone and style is appropriate for the learner demographic? With all these factors in mind, we move on to the design phase.
The design phase shapes your teaching approach and the training program organization, learning outcomes, assessment, and materials. It is during this phase you address such questions as, what methodology will you use? How should the content be organized to optimize the learning experience? What are the learner outcomes and the accompanying assessments? What materials or resources will be used in the instruction? In the next phase, development, you put your plan to action.
Now is the time to create all the content you have determined you need. This might start out with building storyboards and creating any other assets. One tip here is to give yourself plenty of time in this phase. You wanna make sure you have all the resources you need in place and the time to support the creation of these pieces. Next is the implementation phase, when you are actually delivering the content and rolling it out to your audience. To make this phase successful, develop and communicate the procedures to facilitators and learners.
Facilitators should be able to explain the curriculum, learning outcomes, method of delivery, and testing procedures to their learners. Learners should get training in the use of new software and hardware, and register before the training begins. Evaluation is the final stage of ADDIE, and it is one of the easiest to skip over, but the most important not to. You can start evaluating the impact of your training program by sending out an end of the training survey to learners and reviewing the learner outcomes.
You then can apply the needed changes to the revision of your training program, which takes you back to the analysis phase. Having this information will shape your future learning program and the team who builds it. The key to understand ADDIE is, it's a cyclical process. As soon as you end, you begin again. And the idea is, the more times you move through the process, the better and more polished your instruction becomes. ADDIE is a tried and true ID model for many, however, it might not be right for you.
Experiment with applying the model and changing it up as your projects needs change. We've just scratched the surface here. If you'd like to go deeper into this model, please check out the LinkedIn learning course Instructional Design: Models of ID.
- Recognize features of an LMS.
- Recall the features of backward design.
- Identify the emphasis of andragogy.
- Name the characteristics of an online learner.
- Explain how to determine instructional tone.
- Recognize examples of accessibility.
- Recall which gamification strategy empowers learners almost immediately?