The ADDIE model is a widely used framework in instructional design for creating effective learning experiences. ADDIE stands for Analysis, Design, Development, Implementation, and Evaluation. Here’s a breakdown of each stage along with examples:

  1. Analysis:
    • Example: Let’s say a company wants to develop an online training program for its employees to improve customer service skills. In the analysis phase, the instructional designer would gather information about the current customer service practices, identify areas for improvement, and assess the training needs of the employees.
  2. Design:
    • Example: After analyzing the training needs, the designer would proceed to the design phase. They would outline the learning objectives, decide on the instructional strategies (e.g., role-playing scenarios, interactive modules), and design the overall structure of the training program. For instance, they might decide to include modules on active listening, conflict resolution, and empathy building.
  3. Development:
    • Example: In the development phase, the instructional designer would create the actual training materials based on the design specifications. This could involve writing scripts for videos, designing interactive exercises, and developing quizzes or assessments. For our customer service training example, the development phase might involve creating video demonstrations of effective communication techniques and designing interactive scenarios for learners to practice their skills.
  4. Implementation:
    • Example: Once the training materials are developed, they are ready for implementation. This could involve launching the training program on a learning management system (LMS) where employees can access it at their convenience. The company might also schedule live training sessions or workshops facilitated by trainers. During implementation, employees engage with the training materials and participate in learning activities.
  5. Evaluation:
    • Example: After the training program has been delivered, it’s essential to evaluate its effectiveness. This could be done through various means, such as quizzes, surveys, observations, or performance metrics. For our customer service training example, the evaluation might involve assessing whether employees demonstrate improved communication skills with customers and whether there’s a measurable impact on customer satisfaction scores.

Throughout the ADDIE process, feedback loops are essential for continuous improvement. Based on the evaluation results, adjustments can be made to the training materials or delivery methods to enhance effectiveness and address any identified issues.



For more information, check out our free eLearning course, Overview of the ADDIE Process.