PlanWorking - The Blog

Picture yourself in the midst of designing a critical training program for a valued client. Having completed the initial Analysis stage of the ADDIE process, you're equipped with a clear understanding of the objectives: enhanced customer satisfaction, improving product knowledge, and boosting sales performance. Yet, as you sit down to design the training materials, you find yourself grappling with a lack of inspiration. Inspiration, however, is a fusion of various elements, including knowledge and experience. Fortunately, we can leverage our existing understanding as a springboard, intertwining it with new insights to ignite innovative ideas. Enter Gagné's Nine Events of Instruction—a framework revered in instructional design. By anchoring our design process in these nine events, we can systematically craft training programs that captivate, educate, and endure in learners' memories. Here's an exploration of the Nine Events and their application within the context of c

   In the ADDIE process, the Design stage serves as a critical period where instructional designers translate insights gathered during the Analysis stage into actionable plans for engaging learning experiences.  At its core, the Design stage involves understanding and refining learning objectives to ensure alignment with both learner needs and organisational goals. This is where we lay the foundation for the development of our learning experiences, taking care to create a careful balance of learning principles, technological considerations, and creative flair. Exploring Learning Objectives The Design stage begins with a deep dive into the learning objectives identified during the Analysis stage. Instructional designers facilitate collaborative discussions and brainstorming sessions to explore and refine learning objectives further. By engaging stakeholders and subject matter experts, designers can ensure that learning objectives are relevant, achievable, and aligned with organisa

After conducting a thorough analysis of training needs, meticulously designing the program, and developing the necessary materials, we arrive at the critical implementation stage. This is where the rubber meets the road – the learning experience is finally deployed to the target audience. Diverse Delivery Methods for Diverse Learners: Trainers wield a diverse array of delivery methods to ensure that the learning experience reaches every individual within the target audience. Here are some popular options: Instructor-Led Training (ILT): This traditional method involves a skilled facilitator guiding learners through the material in a classroom setting. ILT provides opportunities for interaction, real-time feedback, and personalized attention, fostering a conducive learning environment for participants. E-Learning Platforms: Online learning platforms offer unparalleled flexibility and accessibility, catering to learners' diverse schedules and locations. Participants can access the mat

Following the ADDIE process shouldn't be a one-shot deal. Effective training programs require continuous monitoring and improvement. This is where the 'E' for evaluation comes in, playing a crucial role throughout all stages of ADDIE. Continuous Feedback through Formative Assessment: Imagine you're driving a car. You point it where you want to go but every few seconds, or even more frequently, you check your direction to ensure you're still going in the right direction and you're not going to crash. Evaluation in ADDIE functions similarly. We use formative assessments throughout the process to gather ongoing feedback and make adjustments as needed. This might involve: PWL, a leading retail corporation, applies formative assessment techniques during the development and implementation of its customer service training program. By pilot testing the training program with a small group of employees, PWL can identify any issues with content, delivery, or learner compre