At this stage, most of the work is complete and it is now time to implement the delivery plan you should have developed in previous ADDIE steps. Do you have a learning system you would like to implement for the project? Do you need the training materials in a guidebook for easy access after a face-to-face course? These questions can be answered during this phase.
Once it is determined what is needed, designing of the training delivery occurs. During this stage, IA collaborates closely with you to determine what type of training is best for the problem we are trying to solve including associated details.
*2015. 24x7 Learning. Workplace Learning - 2015.
TURNING A VISION INTO REALITY
At this point the details of the solution should already be determined. Now it is time to create it! This is where IA really gets into the specifics of the training, developing content based on previous discussions with decision makers and Subject Matter Experts (SMEs).
The success of these relationships and, ultimately training deliverables, involves a cyclical process called the ADDIE Model including analysis, design, development, implementation and evaluation. The information below provides more insight into each step of this process.
This final step is often forgotten, and therefore, rarely implemented. Its importance, however, is still a critical factor in training success. During this phase, data is gathered, analyzed and presented to take an overall look of what went well and, quite honestly, what needs improvement.
Employees are less likely to use information if it is not applicable to their job and not beneficial for them to use.
Every successful training begins with analyzing the current issue or situation your business is trying to solve. IA dives deep during each analysis to determine or confirm what problem exists with potential solutions.
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Our main focus is to create exciting, interesting, engaging material that appeals to the audience and is something they actually understand. We want learners leaving training feeling invigorated, inspired and ready to apply their new found knowledge.
Innovative Alignments is dedicated to changing current training ideas and processes so this mindset can change as well.
The work we do at Innovative Alignments (IA) is focused on more than just developing training materials. We thrive on developing relationships and immersing ourselves in your culture to really gather an understanding of what you need to meet goals.
In the days of instant gratification with immediate access to news and updates around the world via websites and social media, it is not surprising that people expect that same instant gratification at their place of employment. Organizations are listening, with approximately 81% of organizations using microlearning to reinforce or supplement formal training.*
Microlearning includes brief training modules, which contain bite-sized learning opportunities delivered in chunks of information.**
One of the easiest ways to do this is to make training involving interaction, meaning learners practice their new found skills immediately after receiving the new information. More importantly, it must apply!!
Approximately only 12% of employees within organizations say they are applying the skills they learn in training to the job*. Yes, only 12 PERCENT!!! Our goal is to increase this percentage during our collaboration with all organizations.
Typical morsel learning:
So what makes Innovative Alignments different? Morsel learning is embedded in all our learning materials. It is the foundation of our learning theory and, regardless of the learning delivery, is always present to break the monotony of, otherwise, boring content.
*2017. Cole, M. Just How Micro is Microlearning?
**2019. Leap9. A Definition of Microlearning and Why We Need It.