Are you building some new courses and wondering what learning model or framework you should use? Are you deciding between Bloom’s Taxonomy, Kirkpatrick model or even our “Tell me. Show me. Let me Try. Test Me” model but not sure which way to go? In this blog, we cover some of the basic questions about the ADDIE model and in what applications this instructional design framework works best.
What is the ADDIE model of training?
What is the purpose of the ADDIE learning model?
What are the 5 phases of the ADDIE model?
What is the most part of the ADDIE model?
Where is ADDIE used?
What are some ADDIE model examples?
How to implement the ADDIE model?
How LEAI supports ADDIE model?
What are instructional design frameworks?
Building an efficient and effective learning environment is simpler with learning and instructional design frameworks. ADDIE, which stands for Analyze, Design, Develop, Implement, and Evaluate, serves as a guiding map to help create or revise course materials and connect learning goals with course content and assessment methods.
In other words, instructional design frameworks provide a course template for course creators that allows them to build well-structured courses that will deliver results.
What is the ADDIE model of training?
ADDIE is an ISD (Instructional Systems Development) process used by training designers and developers to create effective learning experiences. It is considered to have originated when Florida State University researchers worked to develop a model for the U.S. Army, Navy, Air Force and Marine Corps in the 1970s.
What is the ADDIE model
What is the purpose of ADDIE?
The ADDIE model of training provides a standard procedure and proven method to design effective training programs. It can be applied by instructional designers and developers to create a wide variety of learning experiences for many audiences from K–12 curriculum lesson plans to corporate training programs.
The ADDIE model is designed to be a flexible and continuous process of improvements and iterations.
What are the 5 steps of the ADDIE training model?
ADDIE is an acronym for the five instructional design phases in the model: Analysis, Design, Development, Implementation and Evaluation. They are intended to be structured in order and are described below:
Analysis – Analyze the needs of your learners
The Analysis phase exists to assess the current state of knowledge of the subject and what gaps need to be filled. Instructional designer will need to determine what the audience knows now and what they still need to learn. Good questions should be asked like what, where, why, when, who and how? Examples:
- What is the need to be addressed?
- Why does this training need to be done now?
- Who is the audience for the training?
- What does the audience know about the subject?
- Which tools are best for this type of information?
- How will training be evaluated for success?
- When does this training need to be completed?
Design – Design your course content
In the design phase, the Analysis phase information is reviewed to decide:
- Learning objectives
- Evaluation tools
- Structure of the material to be delivered
- Participant’s knowledge and skills required to learn and retain the material
- Presentation tools
- Videos or other methods to present the material
- Length of time of each session, etc.
The model suggests using a storyboard or script of the program content. This will assist in visualizing the scope of the material to be created and can speed up the development process. Outputs of the Design phase should include a course outline, overall course design and optionally the storyboard or script when the intended output is eLearning or a video.
Development – Develop your course materials
The Development phase is where the training assets are created or developed. Activities In this phase include
- Course content is written
- Course content is laid out visually
- Graphics or videos are created and recorded
- Presentation details like colours and fonts are selected
- The course is assembled
During this phase, courses should be pilot tested for suitability and presentation, with weaknesses identified and addressed. It is also important to keep stakeholders aware of the testing and progress of the course development so they can confirm the intended purpose is being met and provide approval.
Implementation – Implement your course
This phase is where the learners register and take the course. This may involve uploading a course or courses to an LMS (Learning Management System) and monitoring the learners’ training experience for issues or opportunities for improvement.
Evaluation – Evaluate its effectiveness
This phase is all about determining if the training is doing its job and learners are learning the intended material. Since the ADDIE model can be used as a continuous improvement cycle, gathered feedback can be inserted into the Analysis phase for another iteration of the course.
There are two types of evaluations to consider; Formative evaluation is done at each stage of the ADDIE model with results fed back into subsequent iterations. Summative evaluation occurs after the Evaluation phase and focuses on the outcome of the overall training program.
What is the most important part of ADDIE?
Arguably all phases of the ADDIE model of training are important, but the Analysis phase is probably the most important one as it creates a solid foundation for the rest of the model. A thorough analysis can be used to design the training to what the audience needs, and not towards what the training instructors think they want.
Another important phase is the third phase or Development as this is the phase of ADDIE where the course content created. Storyboarding or wireframing occurs in this phase, as a precursor to the Implementation phase.
Where is the ADDIE model used?
The ADDIE model is used by many instructional designers in providing technology-based programs. It is effective in designing efficient, professionally developed, high-quality distance learning programs and it is increasingly being used for corporate training and e-learning as it is a valuable for complex and large-scale training programs.
What are some ADDIE model examples?
Example 1: New hire training
New hires are typically onboarded with limited skills and capabilities, so the training needs can be analyzed to provide the essential skills, understanding of company procedures and compliance to policies.
Knowing the learners needs and common gaps in learning, training can be designed to be situational, allowing all learners to be brought along from the same starting point through the new hire training journey.
The development of the learning modules can include the wide spectrum of material needed by employees as identified in the analysis phase, but not known by new employees.
After initial trial runs, the implement phase can provide new hires with an overview of the training contents, teach them how to use the LMS and provide instruction on the communication structure to support their training.
Once learners have successfully completed their training, in the evaluate phase, formative evaluation can be assessed through learner surveys and training effectiveness testing. Job performance and employee retention summative evaluation from HR data analysis can also feed into this phase.
Example 2: Librarian online literacy course
The ADDIE model was used by Oakland University librarians for an online information literacy course to strengthen student engagement (Nichols Hess & Greer, 2016). During the course creation, the librarians discovered the ADDIE model resulted in a structure the librarians could use for more collaborative and interactive instructional methods. The model also enabled student engagement and assessment being more intentional, without impacting literacy-specific standards.
Example 3: University online blended learning course
The ADDIE model was followed at a small branch campus of a research university to redesign a blended learning course from a general chemistry course (Shibley et al., 2011). The resulting collaborative learning environment and class guides facilitated more effective online learning when the Analysis phase student learner characteristics and learning objectives were included. Once the learning program was complete, the average student average was improved.
How to use the ADDIE model
How to implement ADDIE?
The team at Thinkific have created two good examples of how to implement an ADDIE training plan for a corporate environment. We have enhanced the training plans to go beyond eLearning and include other modalities such as instructor-led training and other modalities.
ADDIE training plan for corporate training
Analysis
- Determine course goals
- Work with business partners to determine outcomes
- Who will be delivering the content?
- What is timeline for creation?
- How will course be delivered? In-person, online, or hybrid?
Design
- What tools are being used to create?
- Create learning objectives
- Inventory existing content
- Write content for various learning pieces
- Storyboard
Develop
- Create media elements following storyboard – Record video, record audio, create graphics
- Create presentations, worksheets, etc. for instructor-led training
- Pilot instructor-led courses to verify timing
- Have all assets reviewed and tested
Implement
- Load to LMS or tool for delivery
- Schedule In-person sessions
- Assign learners or open registration
- Track completion
- Monitor
Evaluate
- Survey learners
- Evaluate if goals are met
- Evaluate behavior change
- Determine changes needed and revise course based on content
ADDIE training plan example for professional development
Analysis
- Conduct focus groups/poll existing groups
- Research similar courses online
- Determine course goals/needs
- Work with business partners to determine outcomes
- Who will be delivering the content?
- What is timeline for creation?
- How will course be delivered? In-person, online, or hybrid?
Design
- What tools are being used to create?
- Create learning objectives
- Inventory existing content
- Write content for various learning pieces
- Storyboard
Develop
- Create media elements following storyboard – Record video, record audio, create graphics
- Create presentations, worksheets, etc. for instructor-led training
- Pilot instructor-led courses to verify timing
- Have all assets reviewed and tested
Implement
- Load to LMS or tool for delivery
- Schedule In-person sessions
- Assign learners or open registration
- Track completion
- Monitor
Evaluate
- Survey learners
- Evaluate if goals were met
- Evaluate sales
- Evaluate repeat business
- Determine changes needed and revise course
- Evaluate behavior change
- Determine changes needed and revise course
What are the advantages of ADDIE model?
ADDIE is widely accepted, used in training development and is the foundation of other learning models. It has been proven to produce effective learning and can be used to easily measure time and training costs.
ADDIE is favored by many due to its adaptability, effortless modification process, and compatibility with other models. This user-friendly approach provides an array of advantages that makes it a go-to choice for many people.
The model’s flexibility allows different steps in the process to be conducted and planned at different times. Initially considered a linear concept, it has since transformed into an iterative cycle that can successfully fulfill any project demands if developers think out of the box, employ each phase’s results, and maintain a wider perspective.
Though it may look like each stage stands alone, the five stages of the ADDIE model are in reality highly interconnected and modifiable. Developers can use one phase to inform another and determine which tasks should be executed for every step. For example, the Analysis phase directly affects the Design process while results from the Design phase might necessitate further analysis.
Finally, by incorporating ADDIE with other models, such as rapid application development (RAD) and the successive approximation model (SAM), you can create a custom learning experience that provides clear direction.
How LEAi supports the ADDIE model
LEAi is a course content creation tool designed to support the design and development phase of ADDIE.
Once the analysis of the course program is complete, cloud-based LEAI is used to generate the content for whatever output is needed to support development. This includes the content for videos, instructor-led training, or whatever modality is needed to support the learning program.
One of the benefits of the tool is that it can take the content for one modality and automatically transform it for other forms. This means that instructional designers or course creators can let the tool transform their eLearning content into content for videos, microlearning, instructor-led training and much more – with a click of a button.
ADDIE and LEAi are valuable tools for developing great learning experiences. To learn more about how these can support you deliver better courses in less time, contact us.
Last Updated : August 30, 2024
