The business world is getting more competitive, technology is advancing quickly, and more companies are working with global teams. Because of this, there’s a stronger need to invest in employee learning and development.
To keep up with these changes and make the
most of training investments, Learning and Development (L&D) teams need to create better learning experiences. This can be done by using a clear instructional design model that helps build a practical training plan based on the 70-20-10 learning approach.
Over time, many instructional design models have been introduced, but only a few are commonly used by top corporate training professionals. This article will look at the most popular and widely used instructional design models.

What Are Instructional Design Models?

Instructional design models serve as roadmaps for creating effective learning experiences. Think of them as blueprints that guide you through building helpful educational content.
Random content creation leads to confused learners and wasted resources. Models provide proven pathways that educational professionals have tested and refined over decades. They eliminate guesswork and replace trial-and-error approaches that often fall flat.
The key difference between using instructional design models and creating content on the fly lies in the intentionality behind each approach. Models force you to consider your audience, define clear objectives, and measure success.

Read our detailed guide on - What is Instructional design

The 8 Most Popular Instructional Design Models

Let’s look at eight instructional design models that are widely used (for good reason) and how each one can help you design content that sticks. 🎨

1. ADDIE model

The ADDIE model — which stands for Analysis, Design, Development, Implementation, and Evaluation — is a flexible and repeatable process that helps instructional designers create effective eLearning courses. It offers a clear, step-by-step approach and includes regular feedback to support ongoing improvement. The ADDIE model is one of the most well-known and widely used instructional design models out there. This five-phase approach guides you through each stage of content creation systematically.

Here are the five phases of the ADDIE model.

a) Analysis phase (25% of project time)
This phase begins with conducting comprehensive needs assessments through surveys, interviews, and performance gap analyses. It also involves defining the target audience in terms of demographics, existing skill levels, and learning preferences. Business objectives are then translated into measurable performance outcomes, while delivery constraints such as budget, timeline, and technological infrastructure are carefully analyzed.

b) Design phase (20% of project time)
Detailed learning objectives are created here. Content architecture and learning pathways are mapped out, with assessment strategies selected to align with the defined objectives. This phase also includes designing user experience wireframes and interaction patterns to support an engaging and accessible learning environment.

c) Development phase (35% of project time)
Content development involves building a range of assets, including videos, animations, and interactive elements. Supporting materials such as instructor guides, learner workbooks, and job aids are curated to enhance the learning experience. Assessment tools and scoring rubrics are developed, and the learning management system (LMS) configurations are programmed to support content delivery and tracking.

d) Implementation phase (10% of project time)
This phase focuses on deploying the technical infrastructure and conducting system testing to ensure functionality. Instructors and support staff are trained on delivery methods, followed by the launch of pilot programs to collect initial feedback. Once validated, the learning solution is scaled for full audience rollout.

e) Evaluation phase (10% of project time)
Data such as completion rates, assessment scores, and observed behavior changes are analyzed to assess impact. Stakeholder feedback is gathered, and return on investment is calculated. Finally, the team documents lessons learned and outlines recommendations for future improvements.

ADDIE model is Best for Large-scale projects, corporate training programs, academic courses, compliance training Its strengths include comprehensive coverage, stakeholder trust, quality control, proven track record. Its Limitations are that the linear process feels rigid, time-intensive phases, less flexible for rapid changes

ADDIE Model Example
Suppose you need to train 500 customer service reps on a new CRM system. ADDIE would start by analyzing why the current performance is lacking and what specific skills reps need. Then you’d design a structured program with clear milestones. Development creates the training material, like videos, job aids, and practice scenarios. Implementation rolls it out with proper support systems. Finally, you evaluate whether call resolution times improved and customer satisfaction scores went up.

🚨 Fact Alert: 
The ADDIE model was originally developed by the U.S. military in the 1970s to streamline training design.

2. SAM model

The Successive Approximation Model (SAM), created by Dr. Michael Allen of Allen Interactions, is an instructional design approach that focuses on speed, collaboration, and repeated improvements. Unlike traditional models like ADDIE, SAM is more flexible and doesn’t follow a straight, step-by-step process. Instead, it uses an agile, ongoing cycle to develop courses and learning content.

The original SAM Model, SAM1, consists three major phases:
1. Preparation:
We gather background information, figure out what the project should achieve, and make a plan. This includes understanding who the learners are, setting goals, creating a timeline, and deciding on a budget.
2. terative Design:
We create a rough version of the learning materials, share it, get feedback, and make changes. This process happens several times to improve the design.
3. Iterative Development:
We build a more complete version of the materials, test it, and keep making improvements until it’s ready to launch.

SAM Model Example
Your sales team needs to learn about three new product features launching next month. Instead of spending weeks on detailed analysis, SAM has you quickly interview a few top performers about their biggest challenges.
Within days, you create a rough prototype—maybe just slides or a simple video walkthrough. The sales team tests it immediately and says, ‘This is great, but we need more pricing scenarios.’ You iterate quickly, adding what they need, testing again, and refining until launch day.

🎥 Trupeer Insight: Need something rough, fast? Trupeer’s your go-to. You can create a working draft in minutes—record, add a voiceover, and get feedback early. Iterating is as easy as editing text.

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3. Dick and Carey model

This nine-step systematic approach treats instruction as a complete system where each component affects the others. The instructional design model emphasizes the interconnections between context, content, learning objectives, and instructional strategies.

The 9 steps of these model are -
Step 1: Identify Goals: Set clear instructional goals and performance objectives. Define what learners should know or be able to do by the end of the instruction. This gives the project clear direction and purpose.
Step 2: Analyze Skills: Break down complex instructional goals into smaller, manageable skills.
Identify the steps and knowledge needed to reach the desired outcomes. This ensures no important skills are overlooked.
Step 3: Understand Learners and Context: Study who the learners are and where the instruction will take place. Consider their backgrounds, needs, and learning environments. This helps tailor the instruction to fit the audience and setting.
Step 4: Write Objectives: Create clear, measurable performance objectives. Describe exactly what learners should do and how success will be measured. This makes learning expectations specific and trackable.
Step 5: Develop Assessments: Design tests or activities that measure the learning objectives. Make sure each assessment aligns with the skills and knowledge being taught.This confirms whether learners are meeting the goals.
Step 6: Plan Instructional Strategy: Choose teaching methods based on how people learn best. Organize content and activities in a way that supports understanding and retention. This makes learning more effective and engaging.
Step 7: Create Materials and Media: Develop or select the content, visuals, and tools for instruction.
Ensure everything supports the learning goals and is accessible to learners. This helps deliver the content clearly and effectively.
Step 8: Test with Learners: Conduct a small-scale trial run with your target audience. Gather feedback on what works and what doesn’t. This identifies areas for improvement before the full launch.
Step 9: Revise Instruction: Make changes based on feedback and evaluation results. Adjust content, materials, or methods to improve effectiveness. This ensures the final instruction meets learners’ needs and achieves the goals.

The Dick and Carey model is best for academic courses, certification programs, complex skill training, systematic curriculum development Its strengths is the systematic approach prevents oversight, strong learner focus, clear component connections
Its limitations are that the complexity overwhelms newcomers, systematic nature restricts creative freedom
Dick and Carey Example
A nursing school uses Dick and Carey to design clinical skills training.
They identify specific patient care goals, analyze complex procedures, assess student backgrounds, write measurable objectives, develop practical assessments, create hands-on instruction strategies, and test the entire system through clinical rotations.

🎥 Trupeer Insight: 
If your instructional design depends on structured objectives, Trupeer has your back. Every video generates a clear, step-by-step user guide with screenshots, titles, and summaries. It makes alignment with learning outcomes easier and saves hours of manual formatting.

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4. Kemp model

Morrison, Ross, and Kemp developed this circular model in 1994 to address ADDIE’s rigidity. The oval design emphasizes that instructional design is iterative, not linear, and you can enter the process at any point based on available information.
The nine elements (not sequential steps):

1. Recognize problems and specify goals: Define performance gaps and desired outcomes
2. Examine learner characteristics: Analyze demographics, prior knowledge, motivation levels, and learning preferences
3. Identify content and analyze tasks: Break down subject matter and discover prerequisite skills
4. State learning objectives: Write measurable outcomes that guide design decisions
5. Sequence content logically: Organize information to support natural learning progression
6. Design instructional strategies: Select methods that match content type and learner needs
7. Plan instructional messages: Outline information presentation and interaction patterns
8. Form evaluation instruments: Create tools to measure learning and program effectiveness
9. Select resources: Choose or fabricate materials that support learning objectives

The model is best for projects with flexible timelines, teams with varied starting resources, and adaptive learning environments.
Its strengths lie in its flexible entry points that accommodate constraints, a circular design that emphasizes iteration, and a strong focus on learner characteristics.
However, its limitations include the potential for inconsistent application due to its flexibility, and the fact that new designers may struggle without more structured guidance.

Example of Kemp Model
You’re updating safety training, but different departments have different needs and starting points. Manufacturing already has great safety videos but needs better assessments. The warehouse has solid procedures, but workers keep forgetting PPE requirements. Office staff need basic emergency procedures.
Kemp lets you start wherever makes sense—maybe with the warehouse's existing procedures, then work around the circle to address each group’s specific needs while maintaining consistent safety standards.

🚨 Fact Alert: 
The Kemp Model is one of the few that includes support services (like tech or admin support) as part of the design process. It’s one of the most holistic instructional design models out there.

5. Gagne's Nine Events of Instruction

Robert Gagne identified nine instructional events that mirror how humans process information cognitively. These events create optimal conditions for learning through careful attention to mental processes.

The nine events are -

Event 1: Gain attention through compelling openings or scenarios
Event 2: Inform learners of objectives and expected outcomes
Event 3: Stimulate recall of prior learning and prerequisite knowledge
Event 4: Present the content using appropriate media and examples
Event 5: Provide learning guidance through structure and cognitive strategies
Event 6: Elicit performance through practice activities and application
Event 7: Provide feedback on performance accuracy and quality
Event 8: Assess performance through formal evaluation methods
Event 9: Enhance retention and transfer through reinforcement activities

The model is best for skills-based training and development, procedural learning, and performance improvement.
Its strengths include a solid foundation in cognitive science, broad applicability across different content types, and a clear structure that is especially helpful for novice designers.
However, its limitations are that the event sequence can feel formulaic for experienced learners, and the rigid structure may restrict creative approaches.

Gagne's Nine Example
You’re teaching restaurant staff how to handle food allergies.
Following Gagne’s events: grab attention with a real story about allergic reactions, explain what they’ll learn to do, remind them about ingredients they already know, show proper procedures step-by-step, guide them through practice scenarios, give feedback on their technique, test them with realistic situations, then provide reference cards they can use during actual service.

🎥 Trupeer Insight: 
Trupeer naturally supports Gagné’s model: zoom-ins and annotations help grab attention, synced captions guide the learning, and auto-generated docs reinforce it.You can even personalize delivery with brand visuals or avatars for more engagement.

Design Engaging Lessons Faster With Trupeer

6. Action Mapping by Cathy Moore

Action Mapping is a visual instructional design model developed by Cathy Moore. It helps training professionals create learning experiences that drive real behavior change in the workplace. Rather than focusing on delivering information, Action Mapping centers around what people need to do to meet business goals.

Phases of Action Mapping
1. Identify the Business Goal: Define the real-world problem the training aims to solve.
2. Identify What People Need to Do: Focus on specific, observable actions tied to performance.
3. Design Practice Activities: Create real-world, decision-making scenarios learners can engage with.
4. Include Only Essential Content: Trim down content to support the activity; avoid information
overload.

Example for Action Mapping
Imagine a retail company where sales associates often forget to offer product add-ons during checkout. To address this, the business goal is defined as increasing the average transaction value by 15%. The desired action is for sales staff to consistently suggest relevant add-ons to customers. A suitable practice activity would involve realistic role-play scenarios where learners handle customer checkout interactions and practice making upsell recommendations. Only essential content—such as customer need identification tips and product pairing suggestions—is included to support the scenario.

Trupeer Insight
Action Mapping is ideal when training must tie directly to performance improvement. Its laser-focus on behavior makes it especially useful in fast-paced business environments where ROI is key.

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7. Bloom’s Taxonomy

Bloom’s Taxonomy is a framework that classifies learning objectives according to cognitive complexity. It’s widely used by instructional designers to ensure learning outcomes are well structured and promote deeper understanding over time.
Phases of Bloom’s Taxonomy (Cognitive Domain)

1. Remember: Recall facts and basic concepts.
2. Understand: Explain ideas or concepts.
3. Apply: Use information in new situations.
4. Analyze: Draw connections among ideas.
5. Evaluate: Justify a decision or course of action.
6. Create: Produce original work.

Example of NoBloom's Taxonomy
Consider a cybersecurity training program designed for employees. The course begins by asking learners to list various types of malware, helping them remember key concepts. Next, they are taught to explain how phishing attacks work, moving into the understanding phase. Learners then apply this knowledge by identifying phishing attempts in email examples. In the analysis phase, they compare different types of malware to determine their impact. For evaluation, participants assess which security policy would be most effective in preventing threats. Finally, to demonstrate creation, learners design a team presentation outlining their personalized cyber-safety strategy.

Trupeer Insight
Bloom’s Taxonomy helps designers create layered learning that builds from foundational recall to advanced problem-solving. It’s an effective tool for mapping learning objectives to assessments and activities.

8 . Merrill’s Principles of Instruction (MPI)

Merrill’s Principles of Instruction, also called the First Principles of Instruction, provide a research-based foundation for effective learning design. The model emphasizes active problem-solving and structured practice through five key phases.

Phases of Merrill’s Model
1. Problem-Centered Learning starts with real-world tasks that engage and motivate.
2. Activation: Learners activate existing knowledge that connects to new material.
3. Demonstration: New knowledge is shown in context using visuals, stories, or simulations.
4. Application: Learners practice new skills and receive feedback in realistic scenarios.
5. Integration: Learners reflect on and apply what they've learned in real-life contexts.

Example of Merill' Model
In a leadership training course, learners are introduced to a scenario involving team conflict. This sets the stage for a problem-centered experience. They are then encouraged to reflect on past leadership challenges they’ve faced, helping to activate prior knowledge. A model video follows, where a skilled manager demonstrates how to conduct a difficult feedback conversation. Next, learners apply what they've learned by role-playing their own feedback sessions with peers and receiving targeted feedback. Finally, the integration phase encourages learners to share personal insights and discuss how they will implement these strategies in their actual leadership roles.

Trupeer Insight
Merrill’s model is especially effective in corporate learning settings where real-world relevance and hands-on practice matter. Its structure supports learning transfer and helps learners internalize what they’ve practiced.

Make Instructional Design Models Work for You Through Trupeer

Choosing the right instructional design model helps you move faster and teach better. But good content alone isn’t enough; your delivery has to land, too.
That’s where Trupeer comes in.
Trupeer turns simple screen recordings into professional-grade product videos using AI. You don’t need fancy equipment or editing skills. Just record your walkthrough, and Trupeer handles the rest—script polishing, voiceovers, visuals, branding, and even multilingual translation.
Designers using the ADDIE model can create video content at each stage—from outlining requirements to final evaluation—without getting slowed down in production. Teams working within the SAM model can rapidly prototype scripts, tweak recordings, and publish multiple iterations in minutes. Trupeer matches the speed and structure of your process while keeping everything polished and on-brand.

Start with one instructional design model that fits your workflow, and let Trupeer bring it to life. Try it for free today! ✅

Frequently Asked Questions

1. What are the steps in the Agile instructional design model?

The Agile model in instructional design doesn’t follow a fixed path like traditional frameworks. Instead, it breaks down the process into short, repeatable cycles where teams can build, test, and refine learning content quickly. 
It usually starts with scoping the project, then moves into fast-paced design and prototyping sprints, followed by testing, feedback, and continuous iteration. This approach blends core instructional system design principles with flexibility, making it ideal for teams working in e-learning design or fast-changing environments.

2. What are the 5 instructional models?

There are several instructional design models, but five of the most commonly used ones are ADDIE, SAM, Dick and Carey, Kemp, and Gagné’s Nine Events. 
Each model supports a different learning design philosophy. ADDIE offers a structured, step-by-step framework, while the SAM model focuses more on speed and iteration. Others like Gagné emphasize cognitive steps and problem-solving.

3. What is the best model of instructional design?

The best model of instructional design really depends on your needs, but many instructional designers start with ADDIE because it’s clear, proven, and adaptable. 
It gives you a complete roadmap that works well for both traditional and digital learning environments. That said, if you’re building an e-learning course with lots of moving parts or working in a tight timeframe, the SAM model of instructional design can be more efficient. It’s less rigid and lets you make changes on the fly without breaking the entire structure.

4. Which is better, ADDIE or SAM?

If you prefer a structured approach with defined phases and clear checkpoints, ADDIE is the way to go. It’s been the foundation of instructional system design for decades and works well when you have time to plan everything upfront. 
On the other hand, the SAM model offers more flexibility and is perfect for situations where you need to experiment and iterate quickly. There’s no universal ‘better’ option; it depends on your project, your team, and how much room you have to experiment.

5. How to design an instructional video?

Good instructional video design starts with clear goals and a strong instructional design framework. Whether you follow the ADDIE model or something more agile, your goal is to map the learner’s journey from start to finish. Think of the flow: what do learners need to know first, what visual or interactive support can help them understand it better, and how can you reinforce the content before they move on? Designing with intention makes all the difference in instructional training design.

6. How to film instructional videos?

To film instructional videos, make sure the visuals are clean and the focus is sharp. Good instructional videos don’t need a full studio setup. A clear screen recording, decent audio, and steady visuals are enough. 
Tools like Trupeer support screen zoom, callouts, or cursor highlighting to guide learners. Align the video with your instructional design goals—show only what’s essential to understanding the topic. Good framing, minimal distractions, and thoughtful pacing can make even simple educational design feel professional and polished.

7. How to write an instructional video script?

Writing a script starts with knowing what the learner should walk away with. Once you’ve nailed that down, structure your content around a clear beginning, middle, and end. 

Open strong, explain the core idea simply, and guide the learner step by step, keeping the tone clear and conversational. If you’re using the ADDIE model of instructional design, your script should align with the design and development phases, ensuring every word adds value.