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Make Training Count: An Intro to the ADDIE Model

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Make Training Count: An Introduction to the ADDIE Model, presented during the 2012 Michigan Library Association Annual Conference, by Heidi Nagel, Training Manager for the Kent District Library

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Make Training Count: An Intro to the ADDIE Model

  1. 1. Make Training Count:An Intro to the ADDIE Model Presented by Heidi Nagel MLA Annual Conference October 2011
  2. 2. Who am I? Why am I here? Who are you? Why are you here?
  3. 3. What is ADDIE? A. A cute Golden Retriever puppy B. An acronym for a basic method of Instructional Systems Design (ISD) C. A pretty girl in a bikini
  4. 4. What is ADDIE? Analysis Evaluation Design Implementation Development
  5. 5. Analysis = Needs AssessmentFind the difference between what people ARE currently doing...… And what the organization NEEDS them to be doing to meet strategic goals.
  6. 6. Analysis, Methods  Look to the Strategic Plan  Observe  Interviews (individual/group)  Surveys (staff and supervisors)  Study Performance Reviews
  7. 7. Analysis, Methods  Ask what competencies are needed to meet organizational goals?  What do people need to be doing that they aren’t?  Why aren’t they?  What does success look like?
  8. 8. Analysis, WARNING Is training the answer? … Or is it a problem of:  Communication  Performance (individual employee or a supervisor)  Policy  Something else?
  9. 9. Analysis, Deliverables Learning Objectives which identify 1. An observable task that can be performed as a result of the training 2. Under what conditions 3. What criteria will be used to measure success
  10. 10. Analysis, Helpful Tip Write learning objectives to complete this sentence, As a result of this training, participants will __________ (be able to do something), __________ (know something), OR __________ (appreciate/be aware of something).
  11. 11. Analysis, Deliverables Example Learning Objectives … Following this session, participants will be able to identify the five components of instructional systems design which comprise the ADDIE model.
  12. 12. Design Flesh out Learning Objectives for content. Then (3 steps): 1. What are the major points to get across and in what order should they be conveyed:  Sequential/Step-by-step  Part to Whole  Whole to Part
  13. 13. Design 2. What methods are best to convey content?  Instructor-led  Group Discussion  Role Playing/Scenarios  E-Learning?
  14. 14. Design 3. How will you measure success?  Degree or level of proficiency necessary to perform the job  Or, how well do they need to perform for you to be satisfied? (Harder to define for service)
  15. 15. Design, Deliverable A training course Outline
  16. 16. Development What do you need to actually teach the material?  PowerPoint  Job Aids  Handouts  Activities  Glossary  Evaluation  Resources  …?
  17. 17. Development, Helpful Tip Plan for another person to be able to teach the class using the materials you create in the Development phase.
  18. 18. Development At the end of Development, 1. Practice 2. Practice 3. Practice
  19. 19. Implementation 1. Show up 2. Show up early 3. Show up prepared 4. Show up breathing 5. Show up engaged 6. Show’s on!
  20. 20. Evaluation Classic Kirkpatrick Model Level 4 Results Level 3 Behavior Level 2 Learning Level 1 Reaction
  21. 21. Evaluation SMILE SHEETS get immediate Level 1 Reaction (Customer Satisfaction) and a bit of Level 2 Learning
  22. 22. Evaluation SMILE SHEETS, Option 1 Likert Scale, rate a statement on a scale of 1 to 5. Be consistent! Strongly Agree 5 Agree 4 Neutral 3 Disagree 2 Strongly Disagree 1
  23. 23. Evaluation SMILE SHEETS, Option 2 Index Cards  Write what you Liked Best flip over  Write what you’d prefer Next Time
  24. 24. Evaluation, Helpful Tips Don’t ask if you can’t do anything about it. & People will always express their dissatisfaction with food & temperature!
  25. 25. Bonus Acronym! R for Report
  26. 26. What is ADDIER? Analysis Report Design Evaluation Development Implementation
  27. 27. Bonus Acronym! Report = Sharing:  Share Learning Objectives with Supervisors! = Learning Transfer  Training Evaluation Results
  28. 28. Thank you! Heidi Nagel Training Manager, KDL hnagel@kdl.org

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