Trond Iden - CoffeewiththeCoach

ILT, VILT… and now AILT? Welcome to the next era of learning. I have built blended learning approach for 25 years. Instructor-led training (ILT) and its virtual version (VILT) remain valuable pillars in corporate L&D. But they often hit operational limits: scheduling, facilitator capacity, personalization, and cost. At Edflex, we believe the future lies in a new format: AILT – AI-Led Training. We’re entering the agentic era—where AI doesn’t just assist, it acts, adapts, and accelerates human learning. By combining advanced instructional design with generative AI, AILT enables dynamic roleplays, instant coaching, and contextual feedback—delivered at scale, in real time, and in the learner’s native language. Why does this matter? Because AILT unlocks 5 critical ROIs for modern L&D leaders: - Scalability – No more bottlenecks. Thousands of learners can benefit from expert-level simulations and guidance simultaneously. - Personalization – Each learner receives tailored feedback and scenarios, matched to their role, level, and learning path. - Engagement – AILT complements our 25+ content formats (podcasts, videos, labs, top voices…) to create dynamic, multimodal learning journeys. - Performance Impact – Focused practice and AI coaching accelerate behavior change, making soft skills and leadership training more actionable. According to the National Training Laboratories research, the average retention rate for active practice through role-play is 75%, compared to 5% for lecture-style learning and 10% for reading. - Language Inclusivity – AI delivers in the learner’s own language, making global upskilling more accessible than ever. 🚨It’s a powerful breakthrough. But it’s not plug-and-play. To make AILT truly effective, you need: - Mastery of prompt engineering to shape relevant, safe, and high-impact interactions - Deep instructional design expertise to structure realistic scenarios that drive learning - Strong SME support to validate content and ensure business alignment - A robust feedback loop to test, improve, and monitor every roleplay for quality - Full compliance with GDPR and local data regulations to ensure responsible, transparent AI usage - Technical integration capabilities to securely embed AILT into your ecosystem (SSO, LMS, analytics, etc.) This is not “just ChatGPT in a box.” It’s a new learning architecture—designed, curated, and deployed with precision. And the best part? AILT is already live in the Edflex catalog — ready to enrich your programs with one of the most promising formats of the decade. 500 roleplays has been delivered for managers, sales rep, finance or HR employees... The future of learning isn’t just digital. It’s intelligent, adaptive, and human-centered. Let’s explore it together!

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Why warm-ups matter in LEGO® SERIOUS PLAY® When people first sit down at a LEGO® SERIOUS PLAY® (LSP) session, they often wonder why we start with what seem like very simple activities. “Are we just playing with bricks?” someone might ask. The truth is, those opening activities, called warm-ups or skills builds, are anything but trivial. They are an essential part of the method, designed to prepare both individuals and the group for meaningful exploration and dialogue. First, they help lower barriers and build confidence. Not everyone has handled LEGO® bricks recently, or at all. A warm-up allows participants to get comfortable, reducing the common “I’m not creative” anxiety. By giving everyone a quick win, it builds confidence and gets people ready to contribute. Second, warm-ups help participants learn the language of metaphors. LSP is not about making perfect LEGO® creations; it is about telling stories and expressing ideas through models. Warm-ups help people see that a brick can represent more than just a brick e.g. a ladder can mean growth, a wheel can symbolise progress. This shift into metaphor is key to unlocking insight. Third, they equalise voices. Warm-ups immediately demonstrate one of the golden rules of LSP: everyone builds, everyone shares. It ensures all voices are heard from the very beginning, creating a sense of equality and respect in the group. Fourth, warm-ups engage the hand–brain connection. Building with bricks engages both hands and mind, tapping into tacit knowledge we do not always put into words. By starting with simple builds, participants begin to experience how ideas and insights can “emerge through the hands.” Fifth, they introduce the process. Every LSP session follows a rhythm: build, share, reflect. Warm-ups provide a safe way to practise this cycle so that when deeper, more complex questions arrive, the group is already fluent in the method. Finally, warm-ups create psychological safety. Perhaps most importantly, they set the tone. They bring a sense of playfulness, reduce tension, and allow participants to connect with each other. This creates the psychological safety needed for people to open up, share honestly, and engage deeply with the session’s purpose. So next time you are in an LSP session and you are asked early in the session to build a tower, a bridge or something else, remember it is not just an icebreaker. It is a carefully designed step that ensures hands, minds, and voices are fully prepared for the journey ahead. Like stretching before exercise, warm-ups in LEGO® SERIOUS PLAY® are essential. They set the stage for insights, collaboration, and the powerful conversations that follow. If you want to learn more about LEGO® SERIOUS PLAY® facilitation training you can find my brochures and courses here: https://lnkd.in/ee_Aw2FU #LEGO #LEGOSeriousPlay #Facilitation #LearningByDoing #PsychologicalSafety #SkillsBuild #WarmUp

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Can we coach everyone? Technically, yes. But ethically, we shouldn’t.
 Coaching is a powerful tool, and its global impact is growing. In fact, the International Coaching Federation projects that there will be more than 167,000 active coaches worldwide in 2025, with coaching continuing to grow across sectors and cultures. But with that growth comes an important reminder that coaching is not one-size-fits-all. Each client brings their own stories, patterns, beliefs, traumas, and ways of being. 
And each coach brings their own personality, style, strengths, and blind spots. This is why fit matters, because coaching works best when the relationship is aligned - when the two puzzle pieces click. That’s why, as coaches, we must be selective. Not from a place of ego, but from a place of service. We can’t serve everyone equally well. But we can do transformational work with the right clients. But to get there, you need to be deeply self-aware. That’s why I believe so strongly in coaching supervision. It’s where you start to see your patterns, where you hear your own voice more clearly, and where you build the courage to choose the kind of clients that align with who you really are and who you’re becoming. When you know your impact, you honour your gift.
And when you honour your gift, you serve others more fully.

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Fellow Coaches, Let's Learn Together! As someone trained in Solution-Focused Brief Coaching, I would love to share insights from revisiting "Coaching Plain and Simple – Solution-focused (SF) Brief Coaching Essentials" by Peter Szabo, Daniel Meier and Kirsten Dierolf. This methodology proves that impactful coaching doesn't require lengthy engagements. For those of us with SF training, these questions likely resonate: ✅ What enables some clients to achieve breakthrough results so quickly? ✅ What distinguishes our most effective coaching conversations from the rest? The answer lies in SF Coaching's core principle: focusing on "what might work" rather than "what caused the problem." This solution-building approach has enabled coaches to reduce average coaching duration by 70%. Key Framework Elements: Solution-Oriented Structure Coaches create the right environment through goal-focused questioning, allowing clients space to organize their thoughts, establish objectives, recognize available resources, and develop action plans. Three Coaching Outcomes: ✅ Awareness Building: Helping clients recognize hope and possibilities ahead ✅ Expanding Options: Supporting clients in discovering new alternatives and generating their own solutions ✅ Confidence Enhancement: Strengthening clients' belief in their expertise and capability to navigate challenges while accessing their existing competencies Facilitating Personalized Change: Coaches support solution creation while clients maintain ownership and responsibility. Success occurs when clients progress toward their goals and no longer need coaching support. Think of coaches as navigators helping travellers reach their chosen destinations. Core Principles: ✅ Solution-building accelerates problem resolution >"If your challenge were resolved, what would be different?" > "When do these difficulties not occur?" ✅Clients possess solution experience > Problems aren't constant or consistently intense. What happens during the exceptions, and how can we leverage those experiences? ✅Trust client expertise > Clients understand their own contexts best. Coaches facilitate rather than advise, helping refine client-generated solutions. ✅Embrace not-knowing > This prevents assumptions and enables fresh perspectives, unconventional questions, and complete trust in client expertise. Reflection Questions for Us: ✅ On the scale of 1 to 10, how confident are you that your clients have everything they need to build their own solutions? ✅ Suppose your fully trusted your client is the expert for his or her solutions, how would you coach differently? How would your client observe differently? I'd love to hear your thoughts and experiences so we can continue learning from each other. #coaching 🔔 Follow Alison Shee (MSHRI, CSFC and IHRP-SP) for HR business partnering, coaching, leadership development, employee engagement, learning & development and wellbeing. ♻️ Repost if you found this helpful.

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Big news and a big milestone… Last year, I registered the Include-Performance Framework® so that I could train facilitators, consultants, and coaches to utilise it in their own organisations. What makes it different? 1. It focuses on the ‘how’ and ‘what’. 2. It incorporates a glo-localised model, empowering local regions of organisations while also creating global alignment. 3. It does what it says on the tin supporting performance and problem-solving through data-informed solutions and embedding inclusive ways of working. This not only solves problems and improves solutions but also embeds good people practices. Since the book was published in May 2024, the focus has been on helping professionals weave a data-driven approach to inclusion and performance into every level of the business. It is purposefully affordable not at the usual corporate rates I or others would charge because my aim is greater impact. The focus is on simplifying approaches while increasing results and embedding good workplace practices. Who is this for? The Include-Performance Framework® is designed for professionals and organisations committed to advancing performance and inclusive leadership at every level across diverse contexts, including: - Multinational corporations operating in varied legal jurisdictions and sociocultural environments - Public sector bodies and NGOs with international reach - Higher education institutions and professional development bodies - Professional services and consultancy firms delivering leadership and inclusion strategies at scale - Organisations navigating complexity in finance, technology, healthcare, manufacturing, and social impact This framework supports any organisation that recognises inclusion as a performance lever and is committed to adapting strategies to local realities while maintaining global cohesion. What’s next? - In June 2026, we will launch the first list of licensed facilitators. - One open programme will be available for individuals to self-select and attend, while all other training will be delivered in-house with HR, training, and delivery teams. - From September 2027, ELIS Advantage will also be looking for licensed facilitators to deliver some of this work on our behalf. This is about creating real, scalable change performance powered by inclusion. If you’re curious about becoming a facilitator or bringing the Include-Performance Framework® into your organisation, pop me a DM Dates for the open programme haven't been agreed yet, but spots are limited.

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