Designing training isn’t exclusive to what you can develop and create as the end product. A lot goes into getting to the development of training, and that’s really where the magic happens. 

As a well-seasoned Instructional Designer, I have witnessed first-hand the evolution of training and training design over the years. There have been multiple processes, theories, and approaches to designing training, and if you spend just a few minutes Googling such topics it can get overwhelming! 

All of this said, I have found two primary processes and methodologies that I use and follow whenever I am consulting and/or designing training. 

ADDIE: Following the ADDIE process is a sure-fire way to ensure you are designing effective training from start to finish. This process has been around for decades, and in spite of multiple attempts to debunk the use of this process in modern training design ADDIE has stood the test of time. It is still the most commonly followed Instructional Design process in the Learning and Development industry. Here is a great infographic that I have posted up in my office highlighting each element of ADDIE.

The Six Disciplines of Breakthrough Learning (aka – The 6Ds): Following this methodology takes ADDIE to the next level, ensuring learning is converted into improved performance. The disciplines of this methodology creates a foundation to define why you’re doing the training, critical tasks to perform before, during, and after the training, and (of course) documenting the results. Watch this video for an introduction to the 6Ds, and visit www.the6Ds.com for more information.

Used in tandem, the ADDIE process and the 6D methodology help to design and develop training in a succinct and efficient way, while ensuring learning engagement, learning transfer, and ultimately performance improvement happens!

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