addie model

With a focus primarily on the millennial generation, we are highly aware that this population prefers quick, short bursts of information. Most often, the faster they can get through learning, the easier it is on everyone. This is not to say that other generations are conforming to this learning as well. In fact, approximately 81% of organizations use microlearning to reinforce or supplement formal training.*

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.

Typical morsel learning:

  • On average, has a duration of 2-5 minutes 

  • Integrated in traditional (instructor-led) training about every 10-15 minutes within every 1 hour of training

  • Variety of delivery platforms such as:

    • Gamified activites

    • Simulations

    • Videos

    • Learning activities 

*2017. Cole, M. Just How Micro is Microlearning?

turning a vision into a reality   


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.

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. ​

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.  This often involves the collaboration of your subject matter experts (SMEs) and executive staff to come to a plausible solution.


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 and associated details. Perhaps you need an online course accessible to employees on your learning management system or maybe a 1-hour face-to-face training to emphasize previous training. All of this is determined during this stage. 


​At this point the details of the solution should already be determined. Now it’s 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 SMEs. Frequent contact with these members is pertinent to a successful on-time delivery. 


At this stage most of the work is completed. You have a solid deliverable, approved by all affected shareholders, which is often a feat in itself! Now it’s time to determine the specifics of how you plan to deliver this awesome project to the masses. You should have already determined most of this during the analysis and design stages but there may be other people you need to bring in such as a technology spokesperson. Do you have a learning system you would like to push the project to? Do you need it in a guidebook for easy access after a face-to-face course? These questions can be answered during this phase.


This final step is often forgotten, and therefore, rarely implemented. It's importance, however, is still a critical factor in the success of training. After all, how will you know if the training was successful? What worked? What didn't work? What needs more additional training to be effective? All of these questions are answered during the evaluation phase. Data is gathered, analyzed, and presented to take an overall look of what went well and, quite honestly, what needs improvement. End results often lead to refining of current procedures and a look into what else can provide a critical element to your company's success.

morsel learning



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. 

This is currently not the case in corporate training. Approximately only 12% of employees say they are applying the skills they learn in training, to the job*. Yes, 12 PERCENT!!! Our goal is to not just increase this number for organizations, but increase it dramatically.

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!! 

Employees are less likely to use information if it's not applicable to their job and not beneficial for them to use. 

Innovative Alignments is dedicated to changing current training ideas and processes so this mindset can change as well. 

*2015. 24x7 Learning. Workplace Learning - 2015.