ADDIE

It is more than just the “go-to” process for instructional designers. Analyze, Design, Develop, Implement, and Evaluate. ADDIE can also guide the project development and management process as we identify and deploy solutions for performance gaps. The ADDIE model is popular among instructional designers and performance consultants managing a project through a flexible and cyclical process.

Three Levels of Performance

Three levels of performance make up the systems of the performance environment. In order to understand what is happening within the 4 W’s (World, Workplace, Work, Worker), we need to understand the framework within performance improvement.

Organization Level

At the organization level, considerations involve strategic initiatives and organizational structure. The HPT Model for change management is a great model for examining a system at the workplace and world levels. Tiered evaluations throughout each of the phases of the HPT Model inform alignment, successes, and failures throughout the life of a project.

Process Level

The process level is a link between performance and organization levels. It is the processes and procedures within the work level of a system. The 6 Boxes of Performance Drivers can guide the evaluation of causes related to missed performance expectations. At this level, we dig into barriers that are creating performance gaps from the environment and/or individual employees.

Performer Level

The performer level involves the worker portion of the system. The Mager & Pipe Model utilizes a flowchart to evaluate a solution based on a gap in the performance of individual worker(s). Possible solutions that the model advise are feedback, adjusting rewards, modifying a task, train, or replace the individual. There are countless factors that could influence an employee’s performance such as motivation, emotion, and task expertise. When evaluating possible solutions to performance gaps at the performer level, we want to ensure that critical factors such as the employee’s understanding of expectations are known when taking interventions towards modifying behavior.

Learning Transfer Evaluation Model (LTEM)

Will Thalheimer’s LTEM improves upon the widely popular Kirkpatrick model by placing learning outcomes as a foundation throughout the process. This emphasis on learning throughout ensures alignment that can support meaningful learning above behavioral results. When training is necessary, it is important that instructional design principles are in effect. A learner-centered focus in training and development can lead to employees maintaining competence with newly acquired knowledge and skills.

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