The ADDIE Model

Instructional design is the creation and development of relatable instructional materials. To ensure the designed materials are effective, the designer must carefully consider the different ways that individuals learn and the specific methods and materials that will most effectively accomplish a desired outcome for those individuals. Modern instructional design places emphasis on collaboration, creativity, critical thinking, and problem solving. “Quite simply, learning designs for today’s students must be highly contextualized, personal and collaborative.” (Herrington and Herrington, 2007)

The ADDIE model originated from design systems used by the U.S. Military during World War II, and was officially developed for military use in the 1970’s. Many instructional designers prefer the ADDIE model because of the flexibility of its phases and its adaptability in different environments. For these reasons, the ADDIE model is one of the preferred models for designing technology-based training and is often used in corporate eLearning and training because of its ability to develop efficient and high-quality training for large, complex teaching designs. The five interrelated phases of the ADDIE model are easily modified to meet the developers’ requirements. The ADDIE model may also be combined with other design models.

Alternatively, the ADDIE model is sometimes criticized for being too linear, meaning each phase must be completed before a subsequent phase begins. While the linear approach may be effective when dealing with static outcomes, it is generally not as effective with user generated content or learning outcomes that don’t have a predetermined end state. Another criticism of this model is that it may be too rigid and limits creativity and adaptability in the development of instructional materials. For example, my employer conducts annual compliance training for its multinational workforce. As new laws and directives are passed in the U.S. and other parts of the world, it is a challenge to incorporate constantly evolving global and local regulatory requirements facing our industry into course content. These dynamic requirements demand constant evaluation and rapid implementation to ensure that adequate training is administered to each employee in a timely manner. Given the static nature of the ADDIE model, it might be considered too inflexible for use in designing compliance training.