ADDIE - Let’s Break It Down
When I was entering the world of L&D, specifically learning design, I had no idea about design models.
I didn’t know anything about ADDIE and how it was used in the creation of learning solutions. I wish I had a place I could go to, to find this information. Moreso, I wish I had someone to explain it to me.
Over the years I've gained this knowledge through experience, hard work within various organisations, and being truly curious about learning design. Also, from other folks who were willing and open to teach me.
In a previous newsletter, I wrote about design models, and how it made me think of supermodels and their impact. One of those models is called ADDIE, and I promised that we would look at it in more detail in the future.
The future has arrived!
Let’s Get Into ADDIE
I always enjoy starting with a definition, so that you can read what others are saying about the topic at hand. It also helps to have an overview and understanding of said topic. In this case ADDIE.
“The ADDIE framework is a systematic instructional design model used to develop educational and training programs. It stands for Analysis, Design, Development, Implementation, and Evaluation. Each phase provides a step-by-step approach to creating effective learning experiences by addressing the specific needs of the learners and the goals of the instruction.” - Branch, R. M
Each phase of the ADDIE process is important in ensuring that learning materials are well-organised, learner-centric, and results-oriented.
Please note: I have mentioned this before, but in my experience, ADDIE is not always used or practiced in the ideal state. Often, there is no time to follow all the steps. (something I will discuss in more detail in the future)
In this week’s newsletter, I want to go into each phase in detail, showing how ADDIE can help the creation of efficient and impactful learning experiences.
ADDIE stands for:
A - Analysis
D - Design
D - Development
I - Implementation
E - Evaluation
Analysis
The Analysis phase is where it all starts. It is the building block in identifying the learning problem, the goals and objectives, the audience, learner's existing knowledge and skills. This phase is vital for understanding what kind of learning solution needs to be developed, if at all.
*We will come back to this topic in the future, but we all need to understand that “training” is not always the answer.
Key activities in the Analysis phase include:
Training needs analysis (TNA) to determine the skills gap. I cannot stress and emphasize this enough.
Defining learning objectives.
Analyse the target audience to create learning that is fit for purpose and with their needs in mind.
Identifying constraints, such as time, stakeholder support, and resources.
Depending on the organisation and the structure of the L&D team, there are key stakeholders that are necessary during this phase, i.e. program/project managers, learning designers, facilitators, product teams etc.
The outcome of the Analysis phase should ideally give you an outline, that will inform the rest of the phases as you move forward.
Design
In the Design phase, the instructional strategies and learning activities are planned. This phase involves creating a detailed design plan that specifies how the instructional goals will be achieved.
Key activities in the Design phase include:
Writing clear and measurable learning objectives that align with the instructional goals. This is extremely important.
Selecting appropriate instructional strategies.
Designing the content structure.
Developing assessment tools to measure learner progress and the effectiveness of the solution.
The Design phase ensures that the instruction is systematically planned and that all elements work together to facilitate learning.
This happens to be my favourite part of the framework, and where I truly get to work.
I know this is the “Design” phase, but it is here where I already start looking at the assessment portion of the solution, and how it will be structured and designed. Over time I have come to learn that people don’t pay enough attention to designing and creating good assessment tools.
Development
The Development phase involves the actual creation of the training materials. This phase translates the design plan into something tangible. This can be a sample of what the solution may look like.
Key activities in the Development phase include:
Creating instructional materials, such as manuals, slides, videos, and interactive modules.
Developing supporting resources, such as job aids and reference guides.
Pilot testing the materials with a small group of learners to gather feedback and make necessary revisions.
The Development phase is iterative, often involving multiple cycles of testing and revision to ensure the materials are effective and user-friendly.
*This is where I want to mention SAM. Please keep this in mind, as I will go into more detail about this in a future newsletter.
Implementation
The Implementation phase is where the learning materials are delivered to the learners/end users. This phase focuses on ensuring that the instruction is executed as planned and that learners have the necessary support to succeed.
Key activities in the Implementation phase include:
Training instructors or facilitators (TTT) on how to deliver the instruction effectively.
Preparing the learning environment, whether it's a classroom, online platform, or workplace setting.
Enrolling learners and providing them with the necessary materials and resources.
Delivering the instruction according to the design plan.
The Implementation phase also involves monitoring the delivery process to identify any issues and make real-time adjustments as needed.
This phase requires a great deal of communication and co-operation between the various teams and needs everyone’s input. I’ve been in situations where teams have come off the rails a bit due to a lack of communication and clear planning.
Evaluation
The Evaluation phase is a continuous process that occurs throughout the ADDIE model. It involves assessing the effectiveness of the learning solution and making improvements based on the evaluation results.
Key activities in the Evaluation phase include:
Formative evaluation, which takes place during the development and implementation phases to gather feedback and make ongoing improvements.
Summative evaluation, which occurs after the instruction has been delivered to assess its overall effectiveness and impact.
Evaluation methods can include tests, surveys, interviews, observations, and performance assessments. The goal is to determine whether the learning goals have been achieved and to identify areas for further improvement.
This is a phase that I find quite hard at times. I would like to flesh this out more and explore it separately, as I think it’s extremely important. In my experience over the years, we don’t spend enough time evaluating these results.
What I like about ADDIE
The ADDIE framework offers several benefits:
Structured Approach: ADDIE provides a clear and systematic process for instructional design, ensuring that all aspects of instruction are carefully considered and planned.
Flexibility: While ADDIE is a linear model, it allows for iterative development, enabling designers to revisit and refine each phase as needed. (we will come back to SAM)
Focus on Learner Needs: By emphasizing analysis and evaluation, ADDIE ensures that the instruction is tailored to the needs of the learners and that its effectiveness is continually assessed and improved.
Full Coverage: The five phases of ADDIE cover all aspects of instructional design, from initial analysis to final evaluation, providing a holistic approach to creating effective learning experiences.
That’s All Folks
By following the systematic process of Analysis, Design, Development, Implementation, and Evaluation, instructional designers can create educational and training programs that are well-structured, learner-focused, and results-driven.
I did not really discuss the pros and cons of ADDIE in this edition, however, we will get into it.
What I wanted to provide today, is an overview of the framework, and a way for you all to understand it better, and hopefully implement and use when creating your own learning solutions.
See you next Saturday.
References:
Branch, R. M. (2009). Instructional Design: The ADDIE Approach. Springer.
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