The “gold standard” of Instructional design is to follow the ADDIE model. While this conventional design processes does an excellent job of integrating skills and knowledge, how far does the process go in providing for on the job evaluation and job performance improvement? The most effective learning experiences are not complete without first considering what performance outcomes are desired.
Traditionally our L&D community utilizes Kirkpatrick Level 3 and 4 evaluations less than 5% of the time. By first determining what we will evaluate, we can then design the lesson or course to better accommodate post training evaluation and provide a built-in Level 3 evaluation and post learning reinforcement.
Consider the role a caboose plays in guiding a train; while it doesn’t provide the locomotion, it does give guidance to the engineer, while doing so from the end of the train. The Outcomes Today® philosophy is to “Start With The End In Mind” and better distribute our efforts with greater attention to the Analysis and Evaluation segments. To affect this we have created a revised model we call E.D.D.I.E.™.
Our E.D.D.I.E.™ model incorporates Optimal Performance Outcomes™, Empowering Objectives ™ and finally the unit learning objectives to insure alignment with program goals. We then engage the 1st line manager/supervisor in an on the job evaluation process through a series of Sustainability Guides™, first line managerial coaching and final certification of the application of skills learned.
Our proven E.D.D.I.E. method of guiding the design of individual learning activities, or entire training curriculums, will keep your learning activities on track for the successful implementation of the competencies having the greatest impact on job outcomes.