The document outlines instructional design principles, focusing on the ADDIE model (Analysis, Design, Development, Implementation, Evaluation) and contemporary adult learning theories. It emphasizes the importance of understanding adult learners' needs, motivations, and capacities, while providing a structured approach to creating effective learning experiences. Evaluation methods and the nine events of learning are also discussed to enhance retention and application of knowledge.

1. Instructional Design: Demystified
Aaron Wolowiec
Founder | Event Garde
EventGarde.com

4. Learn Network Transfer

6. Name
Organization
One reason you decided to
attend this session

7. Learner Objectives
1. Understand contemporary adult learning
theory.
2. Learn the ADDIE model of instructional
design.
3. Create a plan to implement instructional
design principles.

10. Adult learners
Are pressed for time.

11. Adult learners
Are goal oriented.

12. Adult learners
Bring previous knowledge and
experiences.

13. Adult learners
Have a finite capacity for information.

14. Adult learners
Have different motivation levels.

15. Adult learners
Have different learning preferences.

16. People usually
forget 90
percent of what
they learn within
30 days.

17. Stimuli Attention
Retrieval
Rehearsal
Sensory
Memory
Memory Loss
Short-Term
(Working)
Memory
Memory Loss
Long-Term
Memory
(Consolidation)
Memory Loss
Cognitive Processing
This model was adapted from Atkins and Schiffrin and their article, The Control Processes of Short-term Memory – Scientific American. It has
been updated with some information and naming conventions from John Medina and his book, Brain Rules.

18. Analysis
Design
Development
Implementation
Evaluation

19. >> What’s in it for me?

20. Analysis
Conduct an assessment (e.g., survey,
interview, focus group) to pinpoint the learning
needs of your target audience.

21. Design
Carefully plan (e.g., segment, sequence) how
content will be presented, practiced and
assessed to ensure attendees achieve
established learning objectives.

22. Development

23. Implementation
Develop an implementation plan to meet the
unique attributes of adult learners (i.e., pressed
for time, goal oriented, knowledgeable).

24. Evaluation
Collect data that illustrates attendee reactions
and learning outcomes, as well as the
degree of job transfer and business
impact.

28. Analysis Questions
Organizational analysis What do we want to achieve
as an organization?
Performance analysis What are the required
performance levels for key
tasks and competencies?
Performer analysis Who are the individuals
performing key tasks?
Learning needs and
evaluation
How will we know if our
learning is effective?
Write and present analysis
report
What do our stakeholders
need/want to know?

32. Nine Events of Learning
1. Gain attention
2. Inform learners of objectives
3. Stimulate recall of prior learning
4. Present content
5. Provide learning guidance
6. Elicit performance (practice)
7. Provide feedback
8. Assess performance
9. Enhance retention and transfer to the job

34. Step 1
Create and assemble content assets.

35. Step 2
Conduct quality reviews, alpha/beta tests
and/or pilot programs.

36. Step 3
Review and revise program according
to feedback.

39. What topics should
comprise facilitator
training?

43. Formative evaluation
A range of formal and informal assessment
procedures employed throughout the learning
process (across all phases) in order to modify
teaching and learning activities to improve
learner attainment.

44. Summative evaluation
The assessment of participants at the outcome
of a program.

45. Level Description Focus
1
Reaction and
satisfaction
Defines a specific level of reaction and satisfaction
to the learning program as it is delivered to
participants.
2 Learning
Defines specific knowledge and skills to be
developed/acquired by participants.
3
Behavior,
application or
job transfer
Defines behavior that must change as the
knowledge and skills are applied in the work setting
following the learning program.
4
Business impact
or results
Defines the specific business measures that will
change or improve as a result of the application of
the learning program.
5 ROI
Defines the specific return on investment from the
implementation of the learning program.

47. During the implementation
phase of the ADDIE model
we’re concerned with training
which two stakeholder
groups?

48. During which phase of the
ADDIE model would you be
most likely to conduct a
survey, interview or focus
group?

49. During which phase of the
ADDIE model would you be
most likely to conduct a beta
test or a pilot program?

50. An evaluation question
focused on behavior,
application or job transfer
reflects what level of
Kirkpatrick’s training
evaluation model?

51. Which is the first of Gagne’s
Nine Events of Learning?

52. Focused Conversation

54. Aaron Wolowiec
Founder | Event Garde
EventGarde.com
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