1. The ADDIE Model
1.1. Analyze
1.1.1. Gathering information about the intended audience
1.1.1.1. describe and analyze learners and resources, analyze outcome goals, assess current performance, identify any performance gaps, determine possible delivery options
1.2. Design
1.2.1. An outline of instructional strategies is created
1.2.1.1. Determine overall instructional strategies, generate testing strategies, identify and sequence instructional topics or blocks, generate high level learning design, determine detailed instructional strategies for each instructional block
1.3. Develop
1.3.1. Creation and assembly of the material and activities that will be utilized in the training course
1.3.1.1. Develop prototype if needed, develop instructional materials and media based on the design, revise using formative or summative evaluation data, conduct pilot tests
1.4. Implement
1.4.1. Encompasses review and testing to ensure that the reference material, workshop activities, equipment, tools, and software are ready for training
1.4.1.1. Develop a training rollout plan, rollout/conduct the training
1.5. Evaluate
1.5.1. Assessment of program intended to ensure the training and content achieved the learning objectives
1.5.1.1. Determine evaluation criteria, determine evaluation methods, create evaluation tools, conduct evaluation and revise if necessary
1.6. Examples: Starbucks Barista Training
1.6.1. Analyze: Informal conversation. What is their background? Are they a coffee drinker? Do they prefer Starbucks over other coffees?
1.6.2. Design: Use a "handbook" with blocks separating the various information paired with hands-on learning from barista trainers
1.6.3. Development: Block 1 intro to Starbucks Block 2 Register and Marking cups Block 3 Hot and Cold Bar Block 4 Customer Service and Starbucks Standards
1.6.4. Implementation: Sit down and go through the handbook provided one block at a time. When that block is completed partner with a certified trainer to gain hands on experience. Finally implement the new knowledge in interactions with guests.
1.6.5. Evaluation: Evaluate the barista's interactions with guests and their trainer. Must complete hands-on drink making for certified barista to receive certification.
1.6.6. How did I determine each step?
1.6.6.1. I complete this training at work quite often. Starbucks provided materials for me to use, but I found the resources too detailed for the allotted hours I have to train a new barista. I have been able to find the pieces that are necessary and expand on other aspects that most people struggle with to create my own version of the corporate training guide.
1.6.6.2. Analyze: It is imperative for me to ask these questions so I know what I need to teach to the incoming barista. If they have never had coffee before, I need to be much more basic in the terminology and teach more thoroughly. If they have worked at a small coffee shop in the past, I can relate these experiences to that job and potentially skip to where I check for their understanding.
1.6.6.3. Design: I teach based on my personal learning style and personalize the training as I get to know the person. I like to see the information, hear the information, and then do the task required of me to practice.
1.6.6.4. Development: This is the order in which I teach the basics of Starbucks. I always start with a basic understanding of the company and the history. It is important to be proud of who you work for and the values they represent. Next I teach the POS system and how to mark cups. This step is partially selfish. Many times we will be understaffed and if the new barista knows how to take a guests order and properly mark the cup, then it benefits the store. This also is the first introduction to the drinks and recipes. The next block is learning the types of drinks on each bar, the foundational build, the variations of the drinks, and then hands-on making drinks. Lastly, I teach how to interact with guests. What to do in those difficult situations, how to turn a bad experience into a good one, how to prevent bad experiences, etc. This also pairs with Starbucks Standards. What is expected of them during each shift. I finish with this because it is very important and I want them to remember this part the most.
1.6.6.5. Implementation: This step is pretty generic. Put the development into action and test what works and what does not work. Don't be afraid to try new things or fail.
1.6.6.6. Evaluate: This is where I reflect on the training with the barista. Did they successfully pass the certification? Did a particular thing confuse them? Did I go to fast? Could I have changed anything to be more effective or efficient?