INSTRUCTIONAL SYSTEMS DESIGN
What is Instructional Systems Design?
Instructional Systems Design is the art & science of creating powerful and effective training and learning experiences.
This discipline by applying principles of neurosciences, pedagogy, learning theories, and educational psychology to develop unique and impactful training products that meet each client’s needs.
Instructional Systems Design can create custom learning experiences to meet whatever your needs may be.
• Instructor-led courses
• eLearning or online courses
• Webinars or virtual training experiences
• Manuals or workbooks for self-guided learning
• Blended learning
• Train-the-Trainer Courses
• Gamified Learning
• Social Learning Experiences
• Scenario-Based Training Modules
INSTRUCTIONAL DESIGN MODELS
Instructional Design Models are used to define the activities that will guide the development of eLearning projects. It allows you to communicate the purpose and reason behind a strategy. A framework gives you the birds-eye view of all the major components that have to be included in the course. Here are a few models commonly used.
A.D.D.I.E. Model of Development
The ADDIE model is the generic process traditionally used by instructional designers and training developers. The five phases—Analysis, Design, Development, Implementation, and Evaluation—represent a dynamic, flexible guideline for building effective training and performance support tools. While perhaps the most common design model, there are a number of weaknesses to the ADDIE model which have led to a number of spin-offs or variations.
ANALYZE
We spend time getting to know you and the needs of your company. We determine where this training needs to be directed in order to solve your pain points, and work with you to ensure that we understand your difficulties as well as you do.
DESIGN
Using the information we gather, we construct the framework for a tailor-made training solution. With your help, we align objectives and strategies with your goals.
DEVELOP
We build the components to create all the resources you will need for training (i.e. videos, courses, curricula, etc.). Developing media in-house, keeping the integrity of the design and desired learning outcomes.
IMPLEMENT
Prepare the learning space or engage participants – whether that means providing trained facilitators, providing technical support for e-learning deployment via your LMS, or distributing copies of videos.
EVALUATE
Constantly evaluating what works, what doesn’t, and how we can improve the quality of learning. Our training products come with evaluation tools like tests, surveys, and tools to help evaluate the effectiveness of your training.
6Ds of Development
The 6Ds® model as a way to apply process thinking to training and development (Wick et al., 2010). The 6Ds extend and complement traditional instructional design models like ADDIE. Specifically developed for corporate training, they place much greater emphasis on clarifying the business, not just the learning, objectives at the outset and measuring the business, not just the learning, outcomes at the end.
DEFINE
Define the Business Outcomes. That is, don’t start designing training until you have reached a clear and shared understanding with the business about the on-the-job outcomes the training is expected to achieve.
DESIGN
Design the Complete Experience. Apply process thinking to training. Take into account and plan for all the steps necessary to convert learning into results including on the job transfer and post-training support.
DELIVER
Deliver for Application. This means to select instructional methods, content, and exercises that deliver training in ways that make it easy to use, not just easy to teach. Keep the focus on helping trainees bridge the learning-doing gap.
DRIVE
Drive Learning Transfer. Put in place structure, support, and accountability to ensure that participants apply their new skills and knowledge when they return to work. Engage the trainee’s manager; they can make or break the success of any training program.
DEPLOY
Deploy Performance Support. Provide job aids, peer coaches, checklists, and other forms of performance support to help ensure that trainees can perform on the job as they were taught. Also provide support to the trainees’ managers to help them be more effective coaches and mentors on the job.
DOCUMENT
Document Results. Evaluate whether or not the training and performance support achieved the business objectives for which it was created. Seek insights that can be used to improve the process on subsequent iterations. Exit surveys are great resources to help improve your courses too.
