Overview of the ADDIE Model

A brief introduction to the most popular instructional design models: ADDIE. 

When it comes to design processes for developing training (i.e. instruction design processes), the most well-known model is ADDIE. ADDIE was created in the mid-1970s by Florida State University and has been used as a foundational framework for many learning and training development. The acronym, ADDIE,  is usually represented as linear (i.e. moving in one direction) and circular cycle of: analyze, design, develop, implement, and evaluate (and repeat).

Image credit: ADDIE Model by Centers for Disease Control, Division of Scientific Education and Professional Development

Although ADDIE is a famously popular model, some argue that its waterfall process makes it too limiting, time-consuming, and expensive. There are variations of the ADDIE model that represent the process as more iterative and complex (i.e. non-linear) such as the Dick and Carey model and the Kemp model.

Analysis

The ADDIE model starts with analysis. This is when you assess whether there is an  instructional problem. At this phase, you want to make sure that the problem presented is actually a learning problem and not primarily related to something else (e.g. resources, organization, or employee motivation). This is also when you determine who your audience is and what their characteristics are (e.g. a learner’s current proficiency level for performing a task).

Design

The design phase is when you write your learning outcomes and outline a solution that maps learning activities such as assessments and exercises to the outcomes that they support.

During the design phase, you will also evaluate project constraints and resources such as: How much time do I have to develop this training?

Development

During the development phase, you create the actual product based on the outline that you designed. This phase can involve the creation of any training materials or products such as slide sets, interactive courses, or instructor notes.

Implementation

Once the training has been developed, it is ready to be presented to learners and implemented. Implementation is when your learners are  actively participating in your training.

Evaluation

After your training has been implemented, this is your opportunity to evaluate what you observed. Did your product work? Was your training effective? Based on your findings, reflect and modify your product accordingly.

Cover Image Source: Water Bear Learning