I appreciate your down-to-earth, real world experiences. I'm interviewing for ID jobs in higher ed (and some industry) and the mysticism around whatever ADDIE is seems to go both ways; everyone seems to think it's something different. I think that's fine and inevitable, but I'd appreciate teams or organizations being more transparent about what kind of process they have.
I'm glad you liked the examples! There is certainly plenty of confusion and mystery around these processes. I think it's a great interview question to ask the interviewers to describe their workflow and design process. Having done quite a few instructional design interviews, I love it when candidates want to know more about how we design learning experiences and what strategies we utilize!
I have a genuine question here, but it is going to sound facetious. As I'm translating my own higher ed career into a potential ID career, I see ADDIE all the time. But, everytime I try to figure out what the magic of this term is I run into the basic outline you've given (very expertly) here. I just dont get the industry's fixation. My question is this: Are there really so many people who do not, by pure instinct alone, look into a problem, think about a solution, try the solution, and then see how it went that this mythic acronym is really needed? Basically, doesn't most everyone ADDIE by default? Again, this is a well crafted explanation in the video. My confusion (befuddlement?) is at the industry cultural level.
Honestly, I totally hear where you are coming from! My mindset, even before becoming an ID, was to reverse engineer problems. I naturally did this, and then I was trained on an ID model that follows this to the letter called, Backward Design. Most educators and IDs of know have always practiced Backward Design or ADDIE and just didn't know that all of this research existed. It's difficult to speak at large though with the entire industry. Some of the updates to these various processes and models have caused a ton of confusion and backlash. Guy Wallace, a longtime expert in our field, shared the other day about how ADDIE was under attack back in the early 2000s and the same topics keep coming up. It's also difficult with some organizations operating so differently compared to what you think would be normal. Often times when I make these videos, I'm hoping that they bring about more conversation between employee and employer to talk about how they operate and what they can do to make their lives (and their learners' lives) easier. Also, thank you for the kind words about my explanation!
@@DrLukeHobson Thanks for the thoughtful reply! I had a coffee chat with a senior ID at my current institution this morning and they mentioned without prompting how they were told at some point they were doing ADDIE by accident. I'm really feeling seen now!
We often get tossed a list of course titles a company has asked for; we send them a bullet point proposal with cost of each, they choose a few, may then impose delivery method, dates and times, knock us down on price and sign off on it. We design or trainer designs course and give it. So only two of the 5 steps take place....design and implementation. We would love to follow Addie to avoid disconnect with what we deliver and learners' realities but we are not given the chance and as the training managers are price driven, they wouldn't be prepared to pay the real cost of doing things properly anyway. We don't even get proper feedback from the client so we can get it right or at least improve it the next time. Our feedack comes from what the trainer gleans from learners and general feedback on what worked, was useful etc to make changes and hone it if we get another crack at it. This is our reality and as much as we might suggest otherwise to the client, they don't seem that interested.
Thank you for sharing your perspective, Sean! This supports what I was saying in the video with how different all of this can really be depending upon the org, the people, etc. I know you certainly aren't alone in facing these challenges.
