Talent development professionals can look to the ADDIE model for leading organizational change.
If you're facing organizational performance issues well beyond training courses, look no further than the staple instructional design model ADDIE. The steps—analysis, design, development, implementation, and evaluation—will remain the same, but you can adjust the intricacies of those steps to create lasting change.
In "Guide Organizational Change With ADDIE," Eric Nalian details how to adapt the model for company-wide change initiatives.
Analysis. During the first step, interview employees, conduct focus groups, and review processes and procedures that may provide context as to why the organization is facing its current challenge.
Design. Once you have determined the organizational gaps—those related to training as well as leadership and communication—work with your internal client on appropriate solutions, accounting for budgetary considerations.
Development. After the client approves the design, the consultant begins to develop solutions that address the leadership, communication, and training issues that are at the heart of the organizational gap.
Implementation. "Each of the leadership initiatives, communication adjustments, and training programs will have its own timeline to assist in a smooth change transition," explains Nalian. Thus, implementation will occur over an extended period to improve chances that change will stick.
Evaluation. In this step, expand on your usual work with a method such as Kirkpatrick's levels of evaluation to measure the success of the change initiative in meeting the organizational gaps.
These tips were adapted from the May 2020 issue of TD at Work. Learn more at td.org/TDatWork.
