In the course design process, we employ the ADDIE model—a rigorous and systematic framework widely recognized in the industry, encompassing five critical phases: Analysis, Design, Development, Implementation, and Evaluation. Through comprehensive analysis of organizational sales objectives and team capabilities, we meticulously design course content and learning pathways to ensure every component aligns with the organization's practical needs. During the Development phase, special emphasis is placed on the practicality and applicability of instructional materials, enabling learners to effortlessly internalize knowledge and effectively apply it in real-world scenarios.

During the Design and Development phases of the ADDIE-based curriculum design process, we incorporate the ASK Learning Model, which focuses on the integrated development of Attitude, Skill, and Knowledge. This model aligns with our goal-oriented sales training philosophy by addressing three critical dimensions. First, we prioritize stimulating learners' intrinsic motivation and cultivating a proactive learning mindset through interactive teaching methodologies. Second, scenario-based simulations, role-playing exercises, and practical sales drills are implemented to enhance real-world problem-solving skills and tactical adaptability. Third, learners systematically acquire industry-specific knowledge, sales frameworks, and negotiation techniques, ensuring a robust professional foundation for addressing complex business challenges. By synergizing these elements, the program empowers sales teams to deliver measurable results in dynamic market environments.

In the Evaluation phase of the ADDIE-based curriculum design, we utilize the Kirkpatrick Model to holistically assess training effectiveness. This model operates across four dimensions: Reaction, Learning, Behavior, and Results. At the Reaction level, we gather learner feedback and satisfaction data to evaluate their engagement and acceptance of the course content. Moving to the Learning level, we conduct assessments to measure knowledge retention and comprehension, ensuring learners have mastered critical concepts. The Behavior level involves observing post-training behavioral changes to determine how effectively knowledge is translated into real-world tasks. Finally, at the Results level, we analyze the direct impact of training on organizational sales performance, thereby validating its tangible contribution to business objectives. This systematic approach ensures both the alignment of training outcomes with strategic goals and the continuous improvement of our programs.