Instructional Design Models: The 7 Essentials

Instructional design plays a vital role in professional training and skills development. This approach focuses on creating tailored training programs aligned with specific job objectives. Several instructional design models exist, with the ADDIE model being the most recognized. Understanding these pedagogical approaches is essential to structuring training programs that meet organizational needs effectively.

1. SAM Model (Successive Approximation Model)

The SAM model, created by e-learning pioneer Michael Allen, is an agile instructional design methodology. It helps create engaging and memorable learning experiences. Unlike ADDIE, which adheres to strict sequential steps, SAM allows for greater creativity and flexibility. The SAM model includes three main phases:

• Preparation phase: Gather baseline information about learners, including strengths, weaknesses, and existing knowledge. Brainstorm ideas to outline the foundational aspects of the training program.
• Iterative design phase: Develop iterative prototypes for each content area, allowing room for testing and refinement.
• Iterative development phase: Once prototypes are reviewed by team members and feedback is implemented, finalize the training modules and roll them out.

Throughout the process, learner feedback is collected to assess program effectiveness, ensuring continuous improvement by revisiting earlier stages as needed.

2. ADDIE Model

The ADDIE model is one of the most widely used instructional design frameworks, encompassing five key stages:

1. Analysis: Identify the target audience and their learning needs. Define the skills or knowledge they should acquire by the end of the program.
2. Design: Plan the instructional methods, course content, and assessment tools tailored to learners’ profiles and objectives.
3. Development: Create course materials, activities, and multimedia resources to deliver a cohesive learning experience.
4. Implementation: Execute the training program, ensuring logistical readiness and proper deployment of developed resources.
5. Evaluation: Assess the program’s success in meeting learning objectives and identify areas for refinement.

ADDIE is a highly structured model that ensures a methodical approach to instructional design, making it particularly suitable for large-scale training initiatives.

Proposed by David Merrill, this model focuses on five core principles to foster effective learning:

1. Problem-centered learning: Use real-world problems to contextualize learning.
2. Activation: Leverage learners’ prior knowledge as a foundation for new content.
3. Demonstration: Show learners how to apply new concepts or skills.
4. Application: Allow learners to practice what they’ve learned through hands-on activities.
5. Integration: Encourage learners to share and apply their knowledge in different contexts.

This model emphasizes active engagement, ensuring that learners not only understand concepts but also know how to apply them in practical settings.

4. Gagné’s Nine Events of Instruction

Gagné’s model outlines a sequence of instructional steps to optimize the learning process:

1. Gain attention.
2. Provide learning objectives.
3. Stimulate recall of prior knowledge.
4. Present new content.
5. Offer learning guidance.
6. Elicit performance.
7. Provide feedback.
8. Assess performance.
9. Enhance retention and transfer.

These steps create a clear structure, making this model ideal for designing e-learning, blended learning, or face-to-face training programs.

5. Kemp Design Model

The Kemp model focuses on learner-centered instructional design. Key benefits include:

• Addressing learners’ specific needs, preferences, and backgrounds.
• Flexibility to adapt course elements throughout the project lifecycle.
• Streamlining the design process by eliminating unnecessary steps.

The Kemp model emphasizes clarity and evaluation, helping designers create engaging courses that align with learners’ expectations while optimizing resources.

6. Action Mapping by Cathy Moore

Action Mapping, developed by Cathy Moore in 2018, is a practical framework aimed at solving performance issues within organizations. It starts by identifying measurable business goals and analyzing problems to find practical solutions, often extending beyond training.

For example, if poor communication or ineffective tools are hindering performance, addressing these issues may be more impactful than providing training. Action Mapping ensures that training interventions are aligned with real organizational needs, avoiding unnecessary or ineffective courses.

7. Dick and Carey Model

Developed in the 1970s by Walter Dick and Lou Carey, the Dick and Carey model is a systematic instructional design approach that breaks down training development into ten interconnected steps. It ensures that all components of the training process work together to create an effective learning experience.

The 10 Steps of the Dick and Carey Model:

1. Identify instructional goals: Define what learners should be able to accomplish after training.
2. Conduct a learning analysis: Determine what learners need to know and the best way to present the material.
3. Analyze learners and learning context: Assess learners’ backgrounds, prior knowledge, and the learning environment.
4. Define learning objectives: Develop measurable and specific learning goals.
5. Develop assessments: Design tests and evaluations that align with objectives.
6. Design an instructional strategy: Select instructional methods, activities, and resources.
7. Select and develop instructional materials: Create content, training modules, and interactive materials.
8. Organize learning activities: Structure the training sessions for optimal knowledge retention.
9. Conduct formative evaluation: Test and refine instructional materials based on feedback.
10. Revise and improve the instructional system: Make adjustments to enhance learning outcomes.

Advantages of the Dick and Carey Model

• Ensures a structured approach to instructional design.
• Maintains consistency between learning objectives, activities, and assessments.
• Integrates formative evaluations to improve training effectiveness.
• Suitable for large-scale e-learning projects and detailed instructional planning.

Challenges of the Dick and Carey Model

• Requires significant time and resources to implement.
• Demands extensive expertise in instructional design.
• Can be too rigid for fast-paced or small-scale training needs.

Mastering Instructional Design

To design effective training programs, instructional designers must be well-versed in these models and the tools of educational sciences. This knowledge enables them to select the most appropriate approach for any given learning context. Whether the goal is to develop e-learning modules, blended learning programs, or traditional classroom instruction, these models provide a robust foundation for success.

By integrating modern technologies and adapting to evolving workplace demands, instructional designers can create impactful learning experiences that drive both individual and organizational growth.