The art and science of instructional Design
Mission
Invoke insights and create change while supporting communities through instructional design.
Background
Evergreen Paradigms meets business program goals using a collaborative, systematic, instructional design approach to training. This iterative approach builds ownership and alignment internally and externally, while adult learning principles engage learners and inspire change, leading to training solutions that are easily integrated into an overall change management process.
Approach
Feedback is gathered early and often to ensure an effective and well-documented foundation supports mutually beneficial goals. The approach utilizes a blend of the PADDIE+M instructional design model and a Successive Approximation Model (SAM), focusing on rapid prototyping using a collaborative approach to build trust and alignment. The PADDIE+M model differentiates the planning, analysis, design, development, implementation, and evaluation stages while adding a maintenance component.
PHases
The planning phase includes a go /no-go process and a revisiting of target audiences and their performance gaps, motivations, resources, and current processes.
The analysis and design phase, coupled with evaluation, take place to ensure communications:
• Performs as predicted (solves a real business need)
• Flows with the job performance needs (improves job performance rather than interrupts it)
• Supports target audience needs
• Ensures the target audience perceives training platform as doable so that they are motivated to engage with it [i]
A Needs Analysis Questionnaire is combined with a Design Document to capture, document, refine, and share a draft final design for feedback and evaluation from stakeholders. See Portfolio for examples.
Once a design has been vetted with stakeholders and learners, a prototype is rapidly developed and shared for feedback. This iterative process continues until the final product is launched, producing a solution aligned with stakeholder and learner needs.
Kirkpatrick’s Evaluation Model provides universally accepted evaluation levels that build upon each other and are focused on delivering real-world results. Although learner reaction and internalizing learning are essential building blocks, the focus is on behavior change supporting the learner and overall organizational performance.
The maintenance phase incorporates data-driven feedback to improve relevancy and effectiveness. One of the benefits of the process is documenting agreed-upon standards and “the why” behind them. The final product produces a training product and a design document illuminating the training’s foundation and framework. This approach lays the groundwork for other instructional designers to hit the ground running when updating training solutions.
SUMMARY
This hybrid process, using ADDIE and SAM, focuses on rapid prototyping during the design and development phases, ensuring the end product is aligned with business and learner needs while providing critical stakeholders with pride and ownership in the product and purpose. The ownership and alignment component paves the way for smooth integration into an overall change management process by bolstering key stakeholder and management support. Although the core elements of the process traditionally remain the same, they continue to evolve and morph depending on client, stakeholder, and learner needs.
[i] (Markus, Ruvolo, 1990)
Services
Aligning business needs with effective learning solutions
A-Z Instructional design services, support, and coaching
A-Z eLearning solutions
Needs analysis
Collaborative problem solving meeting facilitation
Storyboarding
Job aid creation
Process improvement
Project management
Training facilitation
Learning Management System (LMS) integration and support
Request for proposal support