What is ADDIE?

What Is ADDIE?

ADDIE is a five-step process for designing learning experiences, such as classroom training, webinars, and online courses. The acronym stands for Analysis, Design, Development, Implementation, and Evaluation.

The presenter explains that ADDIE is technically closer to a project-management model than a learning theory: it provides a sequence of steps for producing a result. It is widely used in Learning and Development because, when each step is done well, it can help create an effective learning experience.

The Five Steps

1. Analysis

Identify the target audience, their needs and pain points, and the resources they require. Then decide what kind of solution is appropriate. Options might include formal training, an online course, coaching or mentoring, a job aid, or an article.

Example: An analysis finds that project managers need basic problem-solving skills. They work between clients and software development teams, are comfortable with technology, and have asked for training.

2. Design

Choose learning activities and methods based on what was discovered during analysis. Account for learners’ preferences and constraints. For example, hands-on learners may benefit from role plays or simulations, while busy learners may need a shorter but still effective session.

In the example, learners begin with a realistic problem, learn several problem-solving techniques, try them out, and discuss what worked.

Gather feedback on the proposed plan from stakeholders, attendees, or managers. Revise it as needed to improve its relevance and practical usefulness.

3. Development

Create the materials and resources needed to deliver the design. For a classroom session, these might include handouts, slides, presentations, workbooks, and feedback surveys.

For an online course, this phase may include piloting a test version with a small group and collecting feedback.

4. Implementation

Deliver the classroom session or launch the online course on a learning management system.

5. Evaluation

Assess the quality of the training and materials, and whether the learning objectives were met.

Learner satisfaction ratings can be useful, but the presenter cautions that satisfaction alone is a “vanity” metric: it does not show whether anything changed as a result of the training. Follow up after the training to assess whether learners’ performance has changed.

Overall Guidance

The presenter recommends moving through all five stages rather than stopping after delivery. She also mentions sharing a free ADDIE checklist to help apply the process.

Speakers and Sources Featured

• Irina, presenter from The L&D Academy.
• Stakeholders, attendees, managers, and learners are mentioned as people who may provide feedback or help assess training outcomes. They are not identified as separate speakers in the subtitles.