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The ADDIE Process

DO:

Greet the team and thank them for their time.

SAY:

Hello and welcome to this session on the ADDIE Process
Quick disclaimer: The world of formal Instructional Design is very academic- we love labels and a lot of this is based in theory, which means it’s created for a “perfect world” scenario. It’s also likely that you’ll notice several best practices we already use, or that you have encountered similar principals in processes like AGILE/SAM. All that to say, ADDIE is a great model to start off with, but its demand for perfection means that it’s rare that I’ve been at a company where we stick to a rigid ADDIE model.
ADDIE is the foundation which most ID processes are built on, however. You’ll see why as we move forward- these principals can cross-pollinate with most other workflows.

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Objectives

What is ADDIE?�

Deep Dive: Phases of ADDIE

Discussion/Q&A

Resources

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WHAT IS ADDIE?

Five phases—Analysis, Design, Development, Implementation, and Evaluation
Dynamic & flexible guideline for building effective training and performance support tools
Cyclical: can be repeated again and again

Analyze

Design

Develop

Implement

Evaluate

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ANALYZE

Instructional problem is clarified, instructional goals and objectives are established, and the learner’s existing knowledge and skills are identified.

Includes Subject Matter Expert (SME) meetings, looking at existing KPIs, talking with management, etc.
Goals are to discover as much about the problem, product or service, and audience before you start to design the training product
Format of training (video, VILT, job aid, etc.) is NOT decided here, no matter what your SME tells you

SAY:

In the analysis phase, the instructional problem is clarified, the instructional goals and objectives are established, and the learner’s existing knowledge and skills are identified.

The analysis phase includes SME meetings, looking at existing KPIs, talking with management, etc. The goals are to discover what the audience of the training is like, and to establish business goals and desired skills and behaviors after the training.

It’s important to note: The format of the training is not established during your analysis meeting. Often your SME will tell you “we want a video that does X,” but you will find that your end product is much different once you’ve had time to consider the issue.

DO:

If learners require explanation, use [srubbed; learning module name] as example- the learners didn’t need a training, they needed a WIFFM to motivate behavioral change

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ANALYZE: Example Questions

What background info do we have about this project?

What are we expecting the learners to be able to do after the training?

What tools are best to deliver this type of information?

SAY:

In the analysis phase, the instructional problem is clarified, the instructional goals and objectives are established, and the learner’s existing knowledge and skills are identified.

The analysis phase includes SME meetings, looking at existing KPIs, talking with management, etc. The goals are to discover what the audience of the training is like, and to establish business goals and desired skills and behaviors after the training.

It’s important to note: The format of the training is not established during your analysis meeting. Often your SME will tell you “we want a video that does X,” but you will find that your end product is much different once you’ve had time to consider the issue.

DO:

If learners require explanation, use [srubbed; learning module name] as example- the learners didn’t need a training, they needed a WIFFM to motivate behavioral change

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DESIGN

Gather all the information found in the Analysis phase
Decide on learning objectives, tools to use, and what skills and knowledge learners need to retain
Storyboarding & information gathering phase

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DEVELOP

Build the content
Making the Premiere file, creating the FG, etc.
Includes SME and ID review process

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IMPLEMENTATION

For eLearning: Exporting the course & uploading it into the LMS
Course is distributed throughout the company and users begin taking the course.

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EVALUATION

Gathering important information to see if the course needs to be revised and improved�
Ways to gather data: back-end data from the LMS, focus groups with management and learners (should be quantitative, not simply whether learners liked the training or found it useful; see Kirkpatrick’s Levels of Evaluation or LTEM)�
Continuous process: Analyze the data gathered in the Evaluation process and begin again

SAY:

And that brings us to the final phase of ADDIE: Evaluation. The Evaluation phase is all about gathering important information to see if the course needs to be revised and improved. This is another reason why the Analysis phase must be taken seriously. The KPIs that are discovered and tied to business goals in the Analysis phase are the ones the instructional designer should be looking at here. If possible, it’s good to get the KPIs for 90 days before and after the training is completed by most of the company; if the training has done its job, those KPIs should improve. If the KPIs have not improved, it’s time to go back to the Analysis phase and find out why that is.

One important thing to note here: Evaluation should be a continuous process. The more information we have, the more we can improve.

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Discussion

Opening the floor: How do you think ADDIE can improve our processes at [company]? What are some things we’re already doing well? Where can we improve?

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LEARNING RESOURCES & SMEs

Analysis

eLearning industry: https://elearningindustry.com/getting-know-addie-analysis
5 Questions You Need to Ask: https://blog.alleninteractions.com/analyze-this-5-questions-you-need-to-ask

Design:

eLearning industry: https://elearningindustry.com/getting-to-know-addie-design
How to Storyboard like a boss: https://www.dashe.com/blog/how-to-storyboard-what-is-a-storyboard
Devlin Peck eLearning Storyboard: https://www.devlinpeck.com/content/create-storyboard-for-elearning

Develop:

Adobe tutorials: https://helpx.adobe.com/premiere-pro/tutorials.html

Evaluation

Implementation:

Unique within every company [links to company LMS tutorials scrubbed]

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Thank You

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Instructional Design Notes

This was created as part of a presentation to the Sales Enablement team. While there were team members who had experience in Sales, and others who had experience in video editing, I was the only team member who had a background in adult learning theory. I was asked to create a “20-minute crash course” on the ADDIE process. This is a simplistic breakdown of ADDIE, designed for consumption during a quarterly team meeting. The design aesthetics match that of the company, although the proprietary assets have been scrubbed from this file.

-Created by Zoe N. Sugg

Instructional Designer

08/2022

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