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While ADDIE is a popular approach to developing learning and development projects, it is one of many models available. You paid attention to everything you learned in the implementation stage and delivered the course. You can find out by checking assessment targets through the LMS, surveying learners and instructors, conducting interviews—whatever method you choose to get feedback. Reflect back on how the course went, both as an individual reflection and with clients and team. The absence of a structured model in instructional design can lead to a messy process and, ultimately, disappointing learning experiences that do not match your client’s expectations.
The ADDIE Model Evaluation Phase
The analysis step is one often overlooked during instructional design. However, taking the time to set the foundations for your new training program gives you the base needed for the steps to come. The ADDIE model is generic and applicable to any type of learning experience, audience, or industry.
Traditional ADDIE Analysis Process
The evaluation phase also informs subsequent courses or training, as the insights gained about potential improvements can be employed so that the start of your next analysis phase is faster and more effective. 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.
The 5 Phases of the ADDIE Model
Training the educators before the start of the course will help increase their understanding and awareness of the content and materials. It is imperative that the learners have access to the essential materials, tools, and knowledge, so that they may contribute more effectively to group discussions and activities. The learners should be familiar with the information presented in the course, in order to ensure the expansion of knowledge and skillsets, learning, and growth.
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The fact that it is not industry-specific has helped ADDIE become one of the most common design models in use. Several other models for instructional design are based on variations of the ADDIE model. Unfortunately, this approach often fails to capture the original need of the program and the impact it has on employees. While perhaps requiring additional time and examination, ADDIE goes further to understand the goals and outcomes of new learning and development courses. The development phase is probably where you will spend most of your time when creating a new learning program.
Evaluation phase
DesignThe design phase of the ADDIE model nails down learning objectives, instructional methods and activities, storyboards, content, subject matter knowledge, lesson outlines, and media assets. SAM attempts to counter one of the main drawbacks of the ADDIE model, the time-consuming nature of getting the program created and implemented. Instead, SAM is a rapid development model, quickly producing new training programs with periodic reviews and evaluations to iterate the process and improve course outcomes. Suppose the root cause of the problem is employees lacking specific knowledge, skills, or the right mindset.
ADDIE is a leading learning development model used for instructional design, which is the complete process of designing, developing, and serving learning content. The model is often used to design training and learning & development programs in organizations. However, the recent emergence of artificial intelligence (AI) technologies in instructional design has revolutionized how courses are created, implemented, and evaluated. One such AI tool, ChatGPT, plays a significant role in transforming the traditional ADDIE model, making it even more efficient and effective for modern instructional design needs. This article will explore the changes AI-driven tools like ChatGPT bring to the ADDIE model, ultimately enhancing the process of creating personalized and engaging learning experiences. Ultimately, the ADDIE model is still widely used by instructional designers and trainers in many learning environments.
After the analysis phase, the instructional designers will design a planned approach to address performance-based challenges. It is important for the design phase to be specific and systematic, in order to develop a logical approach, and, to recognize and evaluate the developed planned policies and procedures to achieve the project goals. Instructional designers need to focus on specific components and implement them with meticulous attention to detail. The learning objectives of structural design are usually measured according to performance-based metrics. For many years now, educators and instructional designers alike have used the ADDIE Instructional Design (ID) method as a framework in designing and developing educational and training programs. “ADDIE” stands for Analyze, Design, Develop, Implement, and Evaluate.
For example, many point to an ADDIE-style model in Branson’s Interservice Procedures for Instructional Systems Development from 1975. However, as Michael Molenda showed in a crucial essay from 2003, no major author has ever set out to explain an “ADDIE model”. Furthermore, even discipline-leading books on instructional design seldom refer directly to the ADDIE model. 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.
However, to get the ideas and methodology across, it can help to be more specific and look at an example. However you choose to assess the impact of the training program, the implementation phase is your chance to gather as much data as possible for evaluation. 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. These five clearly defined processes help ensure training programs and their resources have the required elements to succeed. Crucially, it’s important to remember that learners will never go through your materials exactly the way you imagine they will. Try “breaking” the course by following links in unexpected ways or trying to do things “wrong” (e.g. submitting assignments late, or twice).
The final step is to develop a communication strategy to reinforce the importance of learning to your audience. How can you help them prioritize this at work while managing their main job responsibilities? Creating a clear communication strategy will make the learning top-of-mind and help to create more impact. Although it is considered a leading learning development model, there are multiple advantages and disadvantages of the ADDIE model, as with all models. This is also the phase where the project manager ensures that the books, hands on equipment, tools, CD-ROMs and software are in place, and that the learning application or Web site is functional. People have different stories about the origins of the “ADDIE model”.
For a comprehensive list of other design models, read our blog post 18 Influential Instructional Design Models & Theories. ADDIE is a five-step process that offers a guide to determining learning goals, assessing training and education materials, developing and deploying assets and materials and then evaluating the results. Dr. Ruben Puentedura is the Founder and President of Hippasus, a consulting firm based in Western Massachusetts, focusing on transformative applications of information technologies to education. He has implemented these approaches for over twenty-five years at a range of K-20 educational institutions, as well as health and arts organizations. His current work explores new directions in mobile computing, digital storytelling, learning analytics, and educational gaming, focusing on applications in areas where they have not been traditionally employed.
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