What Do the U.S. Navy and Corporate Training Have in Common?
The answer is the ADDIE model instructional systems design framework. If you are unfamiliar with the term, the ADDIE model is a training format that lists generic processes that many instructional designers and training developers use. It represents a descriptive guideline for the building of effective training and performance support tools. ADDIE is made up of five phases: analysis, design, development, implementation, and evaluation. The U.S. Navy’s version of ADDIE is called PADDIE+M, which adds a planning phase and a maintenance phase to the framework. Both are so similarly structured because they work toward outlining the process of ongoing educational development of their teams.  
Here is a closer look at the individual phases of the framework:
P – Planning
 The U.S. Navy adds a planning phase to the training framework that focuses exclusively on the project goals, objectives, budget and schedules. The planning phase is thought to add a more complete framework than ADDIE alone.
A – Analysis
Many corporate training methods begin with this analysis phase, which is also a critical part of the U.S. Navy’s educational development programs following the planning phase. The analysis phase helps to clarify instructional objectives and problems which a team will set out to solve through a training program. It identifies the learning environment and existing knowledge and skills, while at the same time clearly asking questions such as who the learners are, what is the new behavior that is desired, what learning constraints exist, what are the training delivery options, do any particular learning theory considerations impact the success of the project, and what is the timeline for project completion.
D – Design
The design phase deals with learning objectives, exercises, content, subject matter analysis, lesson planning, and media selection within the overall training program. It should be systematic and specific in nature and implemented with systematic, logical, and orderly thought. The design phase of a training program allows for strategies to be specifically targeted to attain the project’s goals. It’s important to pay attention to the details, because if the overall project fails, it is most likely due to a flaw in the design of the program.
D – Development
In the development phase, instructional designers and developers create and assemble the learning assets outlined in the design phase. This may require lesson plans to be written, videos to be recorded, tests to be drafted, and so on. In this phase, designers can create storyboards and graphics that will help trainees achieve the desired outcome. In the case of modern forms of eLearning, programmers are engaged within this phase to develop the unique technologies, test and debug materials and procedures. Over the course of the development phase, the content is reviewed and revised according to feedback from relevant stakeholders.
I – Implementation
The implementation phase develops procedures for both facilitators and learners. Instructors review course curriculum, learning outcomes, method of delivery, and testing procedures. Learners engage in the training materials as well during the implementation phase.
E – Evaluation
The evaluation phase is built on the formative and summative evaluation of the training process. Each element is reviewed individually, and in completion, to judge the success of the training program.
M – Maintenance
Just as the U.S. Navy adds a planning phase to the training framework, they add a maintenance phase that completes the overall process. The maintenance phase involves the life cycle maintenance of the training itself using continuous improvement methods. It is often complementary to a more modern educational process that supports the continuous educational development of members through the use social media and other web-based tools.
Are you looking for additional tools for your corporate training toolbox?
Designing a corporate training model that is effective should be focused on the goals of the training.  Before you begin developing a training strategy, consider the outcomes that you need and decide which training model will work best.  For more insight into developing a successful training program for your own team, connect with the Learning and Development experts at Clarity Consultants today.

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