whether you're trying to ace an instructional design interview or just learn more about the field ADDIE is a great place to start it will teach you more about what an instructional designer does and you can also use ADDIE as a foundation for your instructional design process whereas ADDIE used to be a very specific set in stone process these days it's really five different buckets of tasks that you can pull from as needed for your individual instructional design process so ADDIE is an acronym the A stands for analysis the D stands for design which refers to instructional design the other D stands for development the I is implementation and the E is evaluation so let's take a closer look at each of these so for analysis this is where you are doing that up front work you want to learn more about the problem your audience and the solution so the best place to start with analysis is with a needs assessment this is where you determine if training is actually going to help solve the problem because you look into what's causing the problem so if the problem is being caused by some environmental issues or some kind of software malfunctions and things like that then throwing training at that problem isn't going to help solve it so this is probably the most important step in in all of instructional design it's conducting a strong needs assessment learner analysis also falls under this category this is where you might conduct user interviews create user personas learn more about who your audience is because then you can you can design for that specific audience job task analysis this is where you really break down the tasks that make up an individual job so once you have those tasks outlined really clearly like that it's much easier to design training to a direct to train people in those tasks context analyses this is instructional context and performance context you want the two to be pretty similar we're not going to dive super far into that here but and there are other things that can go into this analysis phase but again this is where you're you're trying to learn about your audience and the problem and the potential solutions the problem is that analysis is very often overlooked in the modern instructional design environment how it usually happens is the stakeholder says we need this training and then the instructional designer just designs and develops it because of how the the culture is at the organization or the company so while this is probably the most important phase in all of ADDIE it is unfortunately overlooked a lot design again this refers to that these specific instructional design tasks so this is where you would you would look at the results from the analysis and you would create your learning objectives you would maybe create a design document like talking about the findings from the analysis but also how you're going to use those findings to design this solution so you would include your objectives you would talk about how you're using these different science and theories to support this learning goal this is a very it's a technical instructional design document you would also design the storyboard, the script, the facilitator guide this is where you would actually be writing out the content for the learning solutions so this again more traditional instructional designers they operate very much in this first realm with these objectives and the writing and the storyboarding but more of more often than not in these modern instructional design roles you're expected to do this piece and this next piece which is development so this is where you take that storyboard and that script and that's you know maybe outline of a facilitator guide and you start developing it into the final products that will be put in front of the audience so you would take that storyboard and you would develop it in an authoring tool like storyline or captivate you would develop the facilitator guide into this nice you know well-organized final guide or document maybe if there's a slide deck to go along with that you would actually develop that slide deck get it in its final form so that it's ready to go in front of the audience so again this is where a lot of modern instructional designers sit there right on that design and development phase we need more of the analysis and of course we're going to need more evaluation which comes at the back end but just for context and so you know what you're getting into these are the two most common areas that that instructional designers work within today and of course there are some companies where you're niched into a very specific one of these areas and obviously that does have its benefits if you have someone who's really good at analysis someone else is really good at design someone else is really good at development having all of those people work together you know you can be a very effective team that way but again for better or worse many IDs are expected to do it all so next up is implementation so this is where you deliver the learning experience to the audience it's where you actually roll out the learning program and start getting it in front of people so most of the time since a lot of the the training and learning products out there are these e-learning packages you would upload it to a learning management system and enroll the users the facilitator you know if it's a face-to-face or virtual session the facilitator would deliver this to the live audience this wouldn't be the instructional designer in most cases the instructional designer would hand off that facilitator guide in that slide deck and the facilitator would use it to actually deliver the session during this implementation so yeah long story short the main goal here is to ensure that the program gets rolled out smoothly so the instructional designer may be the one actually uploading things to the learning management system they may be observing these facilitations and taking notes to think about how the program can be improved but again that falls more into this next category which is evaluation which is the E here so Kirkpatrick's model of evaluation that is very popular and comprehensive approach to evaluation in this field and i'll do a video on that down the line but we're really answering these main questions do people like the learning experience is this measuring their reaction to it like you know are they having a good time how do they feel about it are they learning something so are they learning new skills or new knowledge based off of this learning experience that's usually evaluated with the assessments maybe some observation next we want to know are they applying what they learn to the job so this is where we look at like business metrics and key performance metrics to see what people are actually doing on the job are they improving because of this learning experience and finally is is this helping the organization like what kind of organizational results are we seeing here are we not just seeing better customer satisfaction rates but are we seeing more sales or better customer retention those are the type of things we dive into with evaluation so that is ADDIE in a nutshell again we would be much better off as an industry if we spent as much time on analysis and evaluation as we do on design and development but yeah again most instructional designers are expected to do that design and development if you really like one of these areas and you want to niche down into it the odds are you can probably get work if you really build up your credibility in that space but there is very much a demand for people who can do everything from analysis through evaluation so if you enjoyed this video please go ahead and give it a thumbs up if you are interested in becoming an instructional designer then I have a full video dedicated to that topic and I will link that right in the description and I will see you in the next video