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

Presented by Heidi NagelMLA Annual Conference

October 2011

Why am I here?

Who am I?

Who are you?

Why are you here?

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

What is ADDIE?

Analysis

Design

DevelopmentImplementation

Evaluation

Analysis = Needs Assessment

Find the difference between what people ARE currently doing...

… And what the organization NEEDS them to be doing to meet strategic goals.

Analysis, Methods Look to the Strategic Plan Observe Interviews (individual/group) Surveys (staff and supervisors) Study Performance Reviews

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?

Analysis, WARNING

Is training the answer?

… Or is it a problem of:CommunicationPerformance (individual

employee or a supervisor)PolicySomething else?

Analysis, Deliverables

Learning Objectives which identify1. 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

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).

Analysis, Deliverables

Example Learning Objectives …

Following this session, participantswill be able to identify the five components of instructional systems design which comprise the ADDIE model.

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

Design

2. What methods are best to convey content? Instructor-led Group Discussion Role Playing/Scenarios E-Learning?

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)

Design, DeliverableA training course Outline

Development

PowerPoint Handouts Glossary Resources

Job Aids Activities Evaluation …?

What do you need to actually teach the material?

Development, Helpful Tip

Plan for another person to be able to teach the class using the materials you create in the Development phase.

Development

At the end of Development,

1. Practice

2. Practice

3. Practice

Implementation

1. Show up

2. Show up early

3. Show up prepared

4. Show up breathing

5. Show up engaged

6. Show’s on!

Evaluation

Level 1 Reaction

Level 2 Learning

Level 3 Behavior

Level 4 Results

Classic Kirkpatrick Model

EvaluationSMILE SHEETS get immediate Level 1 Reaction (Customer Satisfaction) and a bit of Level 2 Learning

EvaluationSMILE SHEETS, Option 1

Likert Scale, rate a statement on a scale of 1 to 5. Be consistent!

Strongly Agree 5Agree 4Neutral 3Disagree 2Strongly Disagree 1

EvaluationSMILE SHEETS, Option 2

Index Cards Write what you Liked Best

flip over Write what you’d prefer Next

Time

Evaluation, Helpful Tips

Don’t ask if you can’t do anything about it.

&

People will always express their dissatisfaction with food & temperature!

Bonus Acronym!

R for Report

What is ADDIER?

Analysis

Design

Development

Implementation

Evaluation

Report

Bonus Acronym!

Report = Sharing:

Share Learning Objectives with Supervisors! = Learning Transfer

Training Evaluation Results

Thank you!

Heidi NagelTraining Manager, KDLhnagel@kdl.org