Services and Methodology

Any successful training project will include all of the phases listed below. While there are at least a half-dozen training development methodologies, at their core each methodology relies on these five elements.  Each phase is critical to the next. Ignoring any one phase or jumping ahead can often result in misdirected efforts.At Meissner Communications we provide each of these services and will work with you to complete every phase from start to finish.  Let us help you conduct your needs analysis so that we can create the right training for your audience(s).

ADDIE Methodology
(Assess, Design, Develop, Implement, Evaluate)

Needs Assessment -  During this critical phase, the instructional problem is clarified and the learners' existing knowledge and skills are identified. The learning environment (classroom, manuals, eLearning, etc.) is defined and the instructional goals and objectives are established. 

Instructional Design utilizes the learning objectives assessment instruments to begin planning exercises, identifying content, creating lesson plans and engaging subject matter experts. The Design phase is where we create the training outline and identify (at a high level) what content we want to include. The Design phase is systematic and specific, not creative and abstract..

The Development of Training  materials is where instructional designers develop, create and assemble the content assets that were blueprinted in the Design phase. In the Design phase, storyboards and graphics are designed. If eLearning is involved, programmers Develop and/or integrate technologies.

As content is produced, Subject Matter Experts (SMEs) and other stakeholders test the content and perform debugging procedures. The project is reviewed and revised according to the feedback received. The Development phase is the most creative part of the process. 

During Implementation a procedure for training the facilitators (ILCT) and the learners is developed. The facilitators' training should cover the course curriculum, learning outcomes, method of delivery, and testing procedures.


Preparation of the learners includes training them on new tools (software or hardware) and student registration. Implementation is also the phase where the project manager ensures that the books, hands-on equipment, tools, CD-ROMs and software are in place, and that the learning application or website is functional.

Implementation of eLearning training materials typically involves IT/IS engagement for deployment to the company intranet and (where applicable) integration with their Learning Management System (LMS).



The Evaluation phase  seeks to measure the effectiveness of the training materials presented. Traditionally, there are four levels of evaluation. 

Level 1  - Reaction - Level 1 evaluation seeks to assess the learners' reaction to the training material through their response to a brief opinion survey (commonly referred to as smiley sheets).

Level 2 - Learning.  Learning evaluation is the measurement of the increase in knowledge before and after. Typically assessments or tests are performed before and after the training.

Level 3 - Behavior.  Behavior evaluation is the extent of applied learning back on the job - implementation. Observation and interviews over time are required to assess change, relevance of change and sustainability of change.

Level 4 - Results.  Results evaluation is the effect on the business or environment by the trainee.  Typically measures are already in place via normal management systems and reporting. The challenge is to relate the results to the training.