The problem and the solution. Systematic training models include elements that facilitate the methodical planning and organization of the instructional events that lead to an effective learning experience. By applying a systematic approach to the design and development of an individual program or an entire training function, it is far more likely that the important learning outcomes will be realized.This article discusses several systematic training model alternatives to the analysis, design, develop, implement, evaluate (ADDIE) model.The most commonly used conceptual model for systematic training is the ADDIE model. The "ADDIE model" is an idiomatic term describing a systematic approach to training including the analysis, design, develop, implement, and evaluate phases. Although originating through the U.S. military, Robert Gagne is credited as being the "father of ADDIE." ADDIE has formally and informally evolved through written and oral tradition (Molenda, 2003). Many other current training and instructional development models are spinoffs or variations of ADDIE. The introductory article in this issue-Overview and Evolution of the ADDIE Training System-presents a thorough introduction to ADDIE and its five phases. ADDIE is an extremely effective training model when applied in the highly structured and regimented environment of the military. However, few training environments match the military setting. Most training situations lend themselves to an approach that can address diverse training audiences, differences in organizational culture, and the learners' desire to understand the "why" of the training. Numerous contemporary systematic training models purport to be more flexible and adaptable than ADDIE. From among these, seven models have been chosen for discussion. These models have been arranged into three groups. The first group presupposes that the decision has been made that training is needed. Models in the