Instructional Design Models

The Architecture of Learning

Educators, instructional designers, and e-learning specialists follow common models that help our clients understand how we work and why we structure courses and training the way we do.

These models will help you understand the strategic approach we take to designing learning that drives measurable results.

The A.D.D.I.E. Model

The ADDIE Model is a commonly used 5-step framework used to build training and education programs. It is the most common model used in instructional design and follows a very step-by-step linear path to success.

Analysis - Needs assessment, learner analysis, job-task analysis, context, and goals.

Design - Learn and plan objectives, designing document frameworks, scripts, facilitator guides.

Development - Build and test materials, storyboards.

Implementation - Deliver the training materials, launch courses.

Evaluation - Test and measure the effectiveness and success of the materials created. Do people like it? Are they learning and applying?

The S.A.M Model

The SAM Model or Successive Approximation Model was created by Dr. Michael Allen as a new alternative and more agile method to ADDIE.

Where ADDIE follows a very step by step linear path, often called a "waterfall" path, SAM is much more iterative in nature with multiple short sprints for a more repetitive cycle of design, development, and evaluation. SAM is used for smaller projects that require quick turnarounds and small teams.

Kirkpatrick Model

The Kirkpatrick Model is more of an evaluation model, originally developed by Dr. Donald Kirkpatrick in the 1950's. The model outlines the steps in evaluating the overall effectiveness of learning and training programs. There are 4 levels of evaluation as follows:

Level 1: Reaction - Specifically measuring how participants feel about the training or learning materials. It evaluates whether people find it engaging, relevant, and ease of use.

Level 2: Learning - Assesses the degree of learning through whether participants acquired the intended knowledge, skills, and commitment to learning. This can be done through simulations, discussions, or quizzes.

Level 3: Behaviour - Evaluates whether the learners can apply the learning to the job or to the workplace. Looks for changes in performance through feedback, KPI's, observations.

Level 4: Results - Determines the overall business impact of the training initiative such as outcomes, increased revenue, improved quality, customer satisfaction, lower costs.

Universal Design For Learning (UDL)

Universal Design For Learning is an education framework originally designed by CAST (Center for Applied Special Technology) to remove some of the barriers to learning and help to accommodate the needs of many learners. Several educational institutions follow this framework when building courses and programs to ensure accessibility needs are met and all students have the opportunity to learn.

Click here for a link to the CAST UDL guidelines website