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Using the ADDIE Model to create harassment prevention training that actually prevents harassment
- Evaluate your current harassment prevention training against behaviors needed to prevent harassment, such as respect and assertiveness
- Use the ADDIE Model to design and deliver training that teaches the behaviors you do want from employees, rather than those you don’t
- Use the ADDIE Model to design and deliver training that solidifies a “see something, say something culture”
- Implement additional pieces that must be in place to support accountability for the training, such as a healthy workplace policy and coaching for those crossing the line
Overview of the webinar
The ADDIE model is an instructional design methodology used to help organize and streamline the production of your course content. ADDIE is still the most commonly used model for instructional design. Why? – It’s simple and effective! In this post, we take a look at the various stages involved and also how you can begin using ADDIE today.
Addie is an acronym for the five stages of a development process: Analysis, Design, Development, Implementation, and Evaluation. The ADDIE model relies on each stage being done in the given order but with a focus on reflection and iteration. The model gives you a streamlined, focused approach that provides feedback for continuous improvement.
Who should attend?
- HR Managers
- HR Directors
- HR Administrators
- VP’s of Human Resources
- EAP’s
- Business Owners
- Leaders, Directors, Managers, and Supervisors
- Employee Relations
Why should you attend?
To make it clear harassment prevention training does not actually prevent harassment - and that’s because it’s too focused on compliance and corrective action, rather than actually preventing harassment. Enter trusty ol’ ADDIE, that suggests we first analyze the behavior we want, and then develop training around that. Take a step back from the training you’re doing and learn how to develop and deliver training that actually prevents harassment.
Often times, sexual harassment training checks the compliance box and then stops there. While it may protect your organization from legal ramifications, it may not be enough to actually influence proper behavior. You have to include training and hands-on exercises around how employees should be treating each other on a daily basis. By using the ADDIE model, you can develop a training that meets all your needs. From analysis all the way to evaluation, the model will ensure that you are maximizing employee training to actually prevent harassment.
Faculty - Ms.Catherine Mattice Zundel, MA, SPHR, SHRM-SCP
Catherine is a professional consultant and trainer who assists organizations in developing systemic action plans to build positive corporate cultures. Her firm, Civility Partners, offers coaching, consulting, and training.
Catherine has presented programs both nationally and internationally, including the Association for Conflict Resolution, Society for Human Resources Management (SHRM), Professionals in Human Resources Association (PIHRA), Project Management Institute (PMI), Employee Assistance Professionals Association (EAPA), International Public Management Association, and the International Association for Workplace Bullying & Harassment. She has also made several appearances on news stations around the country, including FOX, NBC, and ABC as an expert, and has been cited as an expert in such media outlets as Huffington Post, MSNBC, Inc Magazine, Entrepreneur, The Conference Board Review, and USA Today.