make training count: an intro to the addie model
DESCRIPTION
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 LibraryTRANSCRIPT
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
