Start with the performance gap
Diagnose whether a request should become training by naming the target behavior, current gap, audience, and non-training blockers.
The move: diagnose before you design. ADDIE is often remembered as five phases: Analyze, Design, Develop, Implement, Evaluate. The first phase earns its place because workplace training is not a decoration layer over any business problem. It is a lever for behavior change when people need new knowledge, skill, practice, or judgment. A quick analysis asks four questions: who is the audience, what behavior must change, what evidence proves the current gap, and what conditions will help or block transfer. The fourth question is where many rushed programs fail. If the job aid is missing, the manager rewards speed over…
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