Comparing CEFR and FASTVIA-LLC™
Evaluation.
A.D.D.I.E.2™
What is the A.D.D.I.E.2™ Model of Agile Instruction Design?
The A.D.D.I.E.2™ agile instructional design framework is an evolution of the A.D.D.I.E.2™model, enriched with elements from cognitive, experiential, and social learning theories and featuring a robust evaluation approach. It aims to create effective, adaptable training programs that drive organizational performance. It was conceptualized by the Founder and CEO of BK One Learning, Dr. Bikram Kumar Singh, to design and develop customized face-to-face, eLearning, and blended training programs for high-stakes, cross-cultural customer-facing workplaces. It is designed to ensure that training content and evaluation methods drive real, measurable changes in learner performance.
Unlike traditional, linear instructional design models, A.D.D.I.E.2™ is part of a continuous improvement strategy that relies on a data-driven, cyclical framework. Key characteristics of the A.D.D.I.E.2™ model include:
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Backward Skills-Gap Analysis: As an Agile methodology, it identifies skill gaps through backward performance skills-gap analysis.
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Business Alignment: It is designed to complement the '70-20-10 framework' to focus improvement efforts across all three learning types, ensuring that every training initiative is tightly aligned with broader business goals.
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Outcome-Based Measurement: The model replaces outdated evaluation metrics with outcome-based Key Performance Indicators (KPIs), including time-to-proficiency and actual knowledge application.
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Technological Integration: The framework leverages AI-powered analytics and micro-feedback loops to deliver real-time insights across an enterprise.
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Rapid Content Iteration: By leveraging these real-time insights, the approach enables rapid content iteration through on-demand microlearning.
Breakdown of the A.D.D.I.E.2™ Model
A
Anaysis
Identifying the learning needs, performance gaps, and organizational goals.
Enhancement in A.D.D.I.E.2™ :
Incorporates a deeper analysis of learners' experiential backgrounds and social contexts to ensure training aligns with real-world applications. This involves assessing how employees interact in team settings or how prior experiences shape their learning readiness.
I
Implementation
Delivering the training to the target audience.
Enhancement in A.D.D.I.E.2™ :
Prioritizes immersive delivery methods, such as role-playing and real-time problem-solving, to reinforce experiential learning. Social learning is supported through group activities or communities of practice that foster collaboration and knowledge sharing.
D
Design
Crafting a blueprint for the training program, including objectives, content, and delivery methods.
Enhancement in A.D.D.I.E.2™ :
Emphasizing the design of interactive, socially collaborative learning experiences (e.g., peer-to-peer learning, simulations) grounded in experiential learning theory (learning by doing), ensuring the design reflects workplace scenarios relevant to BPM or call center environments.
E
Evaluation
Assessing the effectiveness of the training on workforce performance.
Enhancement in A.D.D.I.E.2™ :
Explicitly incorporates Backward Evaluation and Kirkpatrick's Four Levels of Evaluation: Level 1: Reaction (Measuring learners' satisfaction and engagement), Level 2: Learning (Assessing knowledge and skill acquisition), Level 3: Behavior (Evaluating changes in on-the-job performance), and Level 4: Results (Linking training outcomes to organizational impact).
D
Development
Creating the actual training materials and resources.
Enhancement in A.D.D.I.E.2™ :
Integrates the latest learning technologies and hands-on tools to facilitate active participation, drawing on social learning theory (e.g., modeling behavior through mentors or peers). Materials are designed to be flexible and adaptable to diverse global workforces.
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Agilty & Adaptation
The framework adjusts dynamically to changing conditions, learner feedback, or organizational goals post-implementation..
Enhancement in A.D.D.I.E.2™ :
This structure aligns with an agile approach, contrasting with ADDIE's sometimes sequential nature, and integrates experiential and social learning to make training more practical and impactful.
Key Features of A.D.D.I.E.2™
Dr. Bikram Kumar Singh developed the A.D.D.I.E.2™ agile instructional design framework to meet the evolving demands of training in fast-paced, results-oriented sectors. It is an agile evolution of the ADDIE model, enriched by cognitive, experiential, and social learning theories, as well as a rigorous evaluation approach. While the original ADDIE is a systematic, often linear process for designing training programs, ADDIE2 integrates additional theoretical foundations and practical adaptations to meet modern learning needs.
At BK One Learning, this framework supports programs such as Customer Experience (CSAT, NPS, CX) Improvement Training, New Hire Training, Train-the-Trainer, Leadership Development, Customer Service, and Communications Training, with the aim of creating 'high-performance teams.' Its innovation lies in blending traditional instructional design with modern pedagogical theories, ensuring training is both engaging and impactful. Below are some key Features of A.D.D.I.E.2™:
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Experiential Learning: Rooted in David Kolb's theory, it emphasizes learning through experience—concrete experiences, reflection, conceptualization, and active experimentation. For example, trainees might simulate customer interactions to refine communication skills.
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Social Learning: Inspired by Albert Bandura's work, it leverages observation, imitation, and collaboration. Trainees learn from peers or leaders (BK One Coaches), enhancing real-life skills such as teamwork and leadership.
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Kirkpatrick Alignment: Ensures training isn't just theoretical but delivers measurable business value, a critical factor for BK One Learning's corporate clients (e.g., Fortune 100 companies and several Government Organizations).
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Adaptability: Designed for global scalability, addressing diverse cultural and operational needs in industries like BPO/BPM, where communication and process efficiency are paramount.
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Agility: Unlike the traditional ADDIE, A.D.D.I.E.2™ prioritizes rapid iterations and flexibility, enabling instruction designers to pivot quickly in response to feedback or new requirements. The framework adjusts dynamically to changing conditions, learner feedback, or organizational goals post-implementation.
A.D.D.I.E.2™ and Continuous Learning
Within the BK One Learning training ecosystem, the ADDIE2™ agile instructional design framework and Communities of Practice (CoPs) are integrated to create a highly effective, continuous learning environment.
While A.D.D.I.E.2™ handles the structural and analytical side of training development, Communities of Practice, based on Lave & Wenger's model, serve as the social learning engine that sustains it.
Here is how the two concepts work together to drive performance:
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Constructivism and Social Learning: While ADDIE2 uses backward skills-gap analysis to identify what needs training, CoPs build a strong learning foundation rooted in constructivism and social learning. This means employees don't just learn from official training modules; they learn context and application from one another.
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Sharing Best Practices: The agile nature of ADDIE2 enables rapid content iteration, but CoPs ensure that real-world, on-the-job best practices are continuously shared among peers. This peer-to-peer knowledge transfer keeps the workforce agile and informed without waiting for the next formal training rollout.
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Driving Sustainable KPIs: By combining ADDIE2's targeted, outcome-based measurements with the collaborative environment of CoPs, organizations are better equipped to achieve and sustain critical business metrics, such as Customer Experience (CX), Customer Satisfaction (CSAT), and Net Promoter Scores (NPS).
In short, A.D.D.I.E.2™ builds and measures training agilely, while Communities of Practice ensure that knowledge is actively lived, shared, and refined by the workforce on a daily basis.