Inspired by and in response to Dr Philippa Hardman's insightful vision of ADDIE 4.0, I explore how AI is reshaping Instructional Design and why L&D professionals must go beyond validation to create cultural, ethical, and emotionally resonant learning experiences.
I propose an expanded version, ADDIE 4.1 :), where L&D acts as social architects designing not just learning, but connection, equity, and community. The way I see it, the future of L&D lies in intentionally shaping behaviour, meaning, and workplace performance alongside AI!
Image by Iris,Helen,silvy from Pixabay
Last week, I read an insightful post on how AI is impacting the role of instructional designers and the future of Instructional Design. In her latest post, Dr Philippa Hardman argues that Instructional Design isn't dying, it is infact evolving into more "specialised roles that reflect both the capabilities of generative AI and the strategic imperatives facing modern organisations." You can read her post here: https://drphilippahardman.substack.com/p/instructional-design-isnt-dying-its
I really like her take on the complimentary roles of AI & ID especially the breakdown of which tasks in the Instructional Design process are best handled by AI versus those that require human insight. It offers a good roadmap for what lies ahead. In her post, she also proposes an ADDIE 4.0 version of the classic ADDIE model focusing on "Where Humans & Machines Collide".
I appreciate the proposed ADDIE 4.0 model but I also recognize how it assumes a highly mature AI system and organization-wide, bias-free, accurate data to generate valuable learning content on an individual basis.
But this kind of data organization and personalization is very resource-intensive and perhaps somewhat unrealistic for many small and medium-sized organizations.
I am also thinking about the accuracy and fairness of data that is guiding these automated pathways. Isn't there a critical role of L&D to prevent AI from using data sets that might inadvertently reinforce existing biases or limit exposure to diverse perspectives?
Perhaps what is missing in this ADDIE 4.0 model is how L&D work goes beyond the validation function into the more value creation function by bringing the cultural, ethical, and emotional context into the work we do.
To build on Dr Philippa Hardman's vision, I would advocate for ADDIE 4.1, which expands the human L&D tasks column to bring the the lens of learning contexts around ethics, accessibility and building a community.
In my version of ADDIE 4.1, successful L&D roles and functions will need to:
1) actively identify and reduce the bias in datasets collected by AI,
2) consciously add contextual, cultural, and emotional relevance to learning in order to build a community, and
3) intentionally move beyond being the providers and validators of learning experiences to become the architects of equitable and meaningful connection and workplace performance.
In my version of ADDIE 4.1, I see L&D as social architects. Just like architects design spaces not buildings, L&D social architects will design human connection and shared meaning through learning and performance.
Because the real impact of our work lies not only in what people learn but in how they behave and how they connect, with themselves, with each other and with the work they do.
How do you see the role of L&D evolving alongside AI? I am curious to hear your thoughts and perspectives!
#InstructionalDesign #ArtificialIntelligence #AI #LearningandDevelopment #HumanCenteredDesign #FutureOfWork #LDCulture #ADDIEModel #LeveragingAI #ADDIE
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