Learning, Understanding, Retaining, Implementing

It’s ADDIE and, let’s face it, ADDIE has its list of credibility, though I have come across many who disagree. It is simple and straightforward and tells a course creator to focus and work on precisely what is required to create an effective learning solution.

This has to be done to understand the waters you are going to be wading in. Who are the learners, what is the problem being solved here (there has to be an objective to the learning. If there is not one, why the need for training), what are the challenges, does this really need a training to achieve the desired change, is there an alternative, what form of training would be the best? At the same time, keeping in mind the client’s requirements and preferences.

This is where the ground work is laid. Without a design in place, there is nothing to give shape to. So here come decisions and actions to create the blueprint, define the learning objectives, give shape to the course structure, finalise the method of teaching best suited to the audience, identify the level of interactivity and freeze upon the tools to use.

The wheel is in motion by now and the kind of product to create has been finalised. All that remains now is to plonk the clay on to the wheel and give it the decided shape. This begins with the scripting and ends with the final integrated course. It is a carefully executed process that needs mindfulness and precision — during development and review phases. 

This is where the course, efforts poured into its creation, will be put to test. The course is presented to the learners and how they react to it will define its effectiveness.

Did the course meet its objectives? Was it useful for the learners? Did it help solve the problems it had set out to? Are the learners any wiser than they were before they took the course? Was the training method effective and engaging? There are multiple parameters on which the effectiveness of a course can be evaluated.