We have reviewed different models and what I can say definitively at this point is that they all incorporate to varying degrees the acronym A.D.D.I.E. Whether the model is systematic or systemic in nature, grounded in some form of learning theory or devoid of theory they all incorporate Assessment, Design, Development, Implementation and Evaluation. I am not sure I understand the need to create a new model but as designers it would seem crucial to me that we be able to assess the strength and weaknesses of many models so we can choose the right model for the situation at hand.

In review of the above model we have included items deemed essential to any phase of design. Based on what we know so far the likelihood is that a gap will be identified for us, it will be our job to test whether the proposed gap: 1) is the appropriate issue? 2) Are there other more pressing factors? 3)can the problem be solved with an instructional solution?
We liked the idea behind Bandura's Reciprocal Determinism and the model reflects that design. We start be assessing the environment (here references physical plant, e.g. proper technology and/or software platforms etc.) is it conducive to change? Then we must assess those who will have to perform the task do they have the requisite skills, knowledge and attitude. Lastly we reference the social concerns or business/work atmosphere/political climate do we have sufficient buy in, resources and backing to push through a culture change should we need too.
If we find after reviewing these factors that we can propose an instructional solution than we would move forward to the next phase. If not you see the return to client in the form of a big arrow which represents a failure to find an issue we can solve with an instructional solution.

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