I integrate the ADDIE model into my learning design process with a strategic edge that blends behavioural science, performance psychology, and real-world coaching insight. In the Analysis phase, I go beyond standard needs assessments by using performance data, stakeholder interviews, and behavior-based observations to uncover not just what learners need to know—but why they need it and how they’re likely to engage. During the Design stage, I create learning journeys that are outcome-driven and deeply rooted in adult learning theory, ensuring content is relevant, personalized, and immediately applicable. My Development process is agile and collaborative, incorporating multimedia tools, scenario-based learning, and learner feedback loops to build dynamic, accessible materials. When it comes to Implementation, I don’t just roll out training, I activate it, coaching facilitators, testing delivery methods, and ensuring alignment with the organization’s culture. Finally, my Evaluation phase includes both formative and summative assessments, but also uniquely incorporates performance tracking and psychological engagement metrics to measure deeper behavioural change. This holistic and adaptive approach makes my application of ADDIE not only rigorous but uniquely human-centered and impact-focused.