Use of the ADDIE Process

One of the great strengths of IPS is our dedication to consistency in our overall training approach; we use the ADDIE model, an industry recognized process that training designers and developers use to produce and deliver high quality, results-driven training. It represents a guideline for building effective training and performance support tools in five phases. Not all clients require us to employ every phase of ADDIE but we are prepared to offer our expertise in detail through all five phases, if requested.

Needs Analysis

In this process we will analyze and define your organization’s performance gaps between ‘as is’ and ‘should be.’ An IPS designer will hold discovery meetings with stakeholders to learn about your specific organizational objectives, culture, structures, and current practices in context of the stated goals for the training program. We collect and analyze data from interviews and surveys to understand the current and desired performance and training needs.



IPS takes the information from the needs analysis and we create a high level design for your program based on the instructional strategy suited to the target audience and the desired behavioral outcomes of the training. We apply principles of adult learning in the content structure to keep motivation and engagement at the highest levels. Our designers understand that learners are diverse and enter the learning experience through different learning styles, experiences, and personalities. All of this process is done with input from your stakeholders.


The development phase is where our developers create and assemble the training materials that were outlined in the design phase. We create facilitator materials, participant materials, and presentation content. Our clients perform a review and we revise according to their feedback.

Note: Invista already has hundreds of pre-developed training modules that can be delivered to our clients in one of the following three ways:

  • Off-the-Shelf

    We deliver the modules as they are, with no changes to the course content.

  • Customization

    We employ ADDIE “light” to determine reasonable modifications to our pre-existing course content that make the program more suitable for your specific organization. This includes industry and company-specific examples, language, case studies, situations for role plays, and cultural descriptions and explanations, etc.

  • Full Design

    We design and custom build a completely new program from the first step to the end product in consultation with our client throughout the entire process.


The facilitators will perform on-site instruction at all locations using a very adult-oriented interactive training methodology including group discussion, reflection, self-assessment, lecture, activities, and roleplaying.

  • Watch us describe how we use adult learning principles in our trainings.

    See our Director describe our Adult Learning approach 0:00 to 2:50
    See Joe demonstrating a learning activity 2:50 to 9:13
    See Agnes demonstrating an activity 9:13 to 11:30

Evaluation (Kirkpatrick Levels)

Immediately following the training, IPS collects feedback from participants on their reaction to the training program, the instructor, and the training materials (Level 1). Throughout the training we check to ensure that trainees are mastering the materials with assessments and trainer observations (Level 2). IPS has an electronic participant feedback system with 80 remotes called I-Click® to assess knowledge and show gains in real time in the classroom.

By collecting in-class evaluations of participant feedback immediately following a session, our facilitators are able to identify any changes to the content or methods that would improve the learning transfer, and incorporate those into subsequent sessions. We provide all course feedback to you and collaboratively determine what changes to make.

IPS also offers our clients evaluations on how the training has impacted behavior change on the job over time (Level 3). We provide surveys, guide manager/consultant observations, run focus groups, or collect other data to determine how well trainees are using what they’ve learned within 3 months of the training program. This evaluation demonstrates the success of the program and provides insight into changes that improve on-the-job learning transfer.

For certain types of projects, where the effects of the training solution can be isolated, and our client is able to track historical business performance metrics, Invista will produce a report on the business impact of training (Level 4), and the Return On Investment (Level 5).

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