ADDIE Model Design Basics When the square doesnt fit the circle Teaming Development and Training Dev

1
ADDIE Model Design Basics When the square
doesnt fit the circleTeaming Development and
Training Development

• Patrice Atkinson, MED HRD
• Recreation Supervisor New Brighton Parks
  Recreation
• Anne Scanlon
• Recreation Supervisor Shoreview Tropics Water
  Park

2
Session Impact Map

• Learn theory behind ADDIE Model and its process
• Mapping Activities
• Review and after this session you will be able
  to
• Draw and describe the ADDIE model
• Use analysis to find disconnect
• Explain a performance gap
• Map recognizable key components of an
  Instructional Design Plan
• Develop information and design for knowledge
  transfer and team function

3

• One day Alice came to a fork in the road and saw
  a Cheshire cat in a tree.  
• 'Which road do I take?' she asked.  
• His response was a question"
• 'Where do you want to go?'
• 'I don't know,' Alice answered.  
• 'Then,' said the cat, 'it doesn't matter.'
• Lewis Carroll, writer of Alice in Wonderland

4
If you dont know where you are going any road
will take you there.

• Using ADDIE modeled training principles will help
  you create a position in the marketplace that is
  so advantages competitors can retaliate but only
  over a period of time at a prohibitive cost.
• Mission
• Vision
• Core Competencies, Values or Commitments
• Provide access to various markets
• Make a significant contribution to customers
  perceived value
• Difficult to imitate not outspending the
  competition
• Motto (the language)
• Logo (the symbols to cut through the noise)

5
Im Lovin it
Have it your way
Be Prepared
Just do it
Just reach out and touch someone
6
Work Share
Understand Believe in organizations shared
message
Work Life Cycle
Stars High Share-High Growth Attract competitions
stars Model employee
? Low Share-High Growth Great potential require
many resources to increase share develop
business skills
Maturity
V
Reposition
Cash Cows High Share-Low Growth Market
leaders Ownership driven
Need Change Low Share-Low Growth Only loyal
Consumers Need change quickly
Intro
Decline
Volume
Time
7
Knowledge Transfer - Reasons Behind the Goal
Most Important in Achieving Belief in Systems.

human psychology
A manager is responsible for the application and
performance of knowledge. Peter Drucker
8
ADDIE Model
Analyze
9
Analysis

• What is to be learned-Policy/task identification
• Define the audience-Learning needs analysis
• Identification of constraints
• Task Analysis
• Steps Discover existing materials, define
  measurable goals, conduct instructional, learner
  and context analysis

10
Analysis

• What are the policy needs driving the training
  project
• What are the goals and objectives for the
  training
• Define success for both the learner and the
  project
• How will you measure that success (define gap)
• Who are the intended learners (responsive, not
  one size fits all)
• What do the learners already know
  (assumed/actual)
• What do they need to learn
• What resources already exist

11
Analyze Needs
Determine Performance Gap Possible
Solutions Provides a basis of measurement gains
support for project
12
Analyze Training gap consider
The process or structure (anatomy) of whats to
be learned The task or function (physiology) The
thought, emotion and behaviors of the learner
profile and constraints (psychology).
A problem is an opportunity to Think Critically
and Creatively
13
AnalysisDefine the gap
Organization
Goal
Individual
Preferred State Common Identity
Measure twice, cut once
14
ADDIE Model
Analyze
15
Design

• Analyze subject matter of policy in depth
• Identify objective, i.e. core competencies
  (skills, knowledge, attitudes, etc.) to be
  achieved.
• Identify learning types. (Visual, Auditory,
  Tactile See it, Here it, do it be responsive,
  not one size fits all)
• Identify a sequence to meet these objectives (or
  Impact mapping)
• Create learning scenarios for each policy
  objective
• Identify learning materials tools needed,
  taking the material from what they know to what
  they need to know

16
DesignTheories behind organization
presentation of material

• At hire can you change the culture of your
  organization and implement ADDIE by changing your
  job descriptions into career maps showing new
  talent they are a part of a greater good
• Belief in knowledge is by design systems not by
  accident

17
Visual Fusion
18
(No Transcript)
19
Career Mapping
20
ADDIE Model
Develop
21
Develop

• Builds off your analysis and design
• Utilize a strategic process
• Involve individuals with key specific knowledge
• Create an overview (layout)
• Purpose
• Basic structure
• Content policy/information they need
• Write/create the training
• Who and what are you developing the training for?
• Critical points included
• How are going to transfer the policy knowledge?
• Objectives/goals clearly identifiable?

22
Develop

• Determine your method of delivery
• Classroom
• Intranet
• Self guided
• Blended
• Review the material
• Complete a dry run or have a neutral party review
  it

23
DevelopRed Cross Manual Design course map
24
ADDIE Model
Develop
25
Implementation

• Who, what, when, where and why
• Instructional events
• Determine delivery timetable?
• Schedule class/course
• Will training be1x or 3x?
• Will training be offered on-site or off-site?
• What are the media needs
• How will you establish participants / choose
  trainers
• What materials do you need to bundle/print
  learning material

26
ImplementationInstructional events

• Gain attention
• Inform learners of objectives
• Stimulate prior learning/knowledge
• Present stimulus
• Provide learning guidance
• Elicit performance
• Provide feedback
• Asses performance
• Enhance retention/belief and knowledge transfer

27
ImplementationInstruction Example Policy

• Gain attention pictures of uniforms
• Identify objective staff will be wearing a
  complete uniform
• Recall prior learning ask questions about
  uniforms at other locations (Target)
• Present stimulus present the new uniform,
  variations
• Guide learning role play employee
  identification with/with out uniform
• Elicit performance explain the new uniform
• Provide feedback recognize staff in complete
  uniform
• Assess performance are they wearing the
  complete uniform
• Enhance retention/belief and knowledge transfer

28
Mapping
SWOT Strengths Weakness Opportunity Threats
Where going on a trip!
29
ADDIE Model
30
Evaluation

• Does the training meet the goals/objectives
• Proper amount of material covered/provided
• Active participation
• Learned something
• Attentive during the training
• Survey What do learners like learn from
  course
• Types immediate, post training
• One on One
• Consistent on going
• Every evaluation is revisited in time (ownership)
• Observation of increased productivity, revenues

31
(No Transcript)
32
ADDIE Model Cycle
33
Review

• Theory behind the ADDIE Model and its process
• Map recognizable key components of an
  Instructional Design Plan
• Develop information designed for knowledge
  transfer in team function
• Tools
• Analyze, Design, Develop, Implement, Evaluate
• SWOT Strength Weaknesses Opportunities Threats
• Career Map
• Mind/Impact Map
• Use analysis to find disconnect explain a
  performance gap

34
Reference

• http//www.intulogy.com/addie/index.html
• Developing a Partnership Between Information
  Development and Training JoAnn Hackos, July 2007
• CIDM Information Management News July 2007
• Strategically Integrated HRD by Gilley, Jerry W.
  / Maycunich, Ann Gilley, Jerry W. / Maycunich,
  Ann
• Strategically integrated HRD six
  transformational roles by Ann Maycunich Gilley -
  2003 - Business Economics - 298 pages
• High-impact learning strategies for leveraging,
  business results by Robert O. Brinkerhoff, Anne
  M. Apking - 2001 - Business Economics - 241
  pages
• http//www.druckerinstitute.com/ Peter Drucker
  and Peter Sungie
• Understanding change theory, implementation and
  success - Google Books Result by Linda Holbeche -
  2006 - Business Economics - 455 pages
• Motivating People In Lean Organizations, Linda
  Holbeche, Book Date May 2001 ISBN-13
  9780750633758 320pp
• http//www.youtube.com/watch?vwMkRH94KrfA