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Latest update - *New date and location added for ScotlandThe DVSA Business Plan confirms that the change-over date, for replacing the current Part 3 test with a standards check, is October 2017. Tri-Coaching Train the Trainer courses will bring you right up to speed with the changes. Here are the dates of the next few courses:
20th and 21st June in Gatwick SOLD OUT 12th and 13th July in Stoke on Trent LIMITED PLACES 1st and 2nd August in Sheffield PLACES AVAILABLE 25th and 26th September in Livingston *NEW DATE If you are already a trainer; or you would like to start training people to be driving instructors you might be interested in one of our Train the Trainer courses. These courses are proving to be very popular and sell out fast. The Tri-Coaching Train the Trainer course lasts two days and gives you an instructor training package that you can use for your own instructor training. Tri-Coaching Partnership has a complete online driving instructor training package with 12 in-car sessions and a Course Book, which you can sell to your trainee driving instructors and then use in conjunction with your own training programme. When you attend the two-day Train the Trainer course you will take away a set of reference materials and we will organise for you the Tri-Coaching Instructor Training (TCIT) Package, which:
For further information about the content of the two-day course please click here. To book your place on one of these courses please follow one of these links: 20th and 21st June in Gatwick SOLD OUT 12th and 13th July in Stoke on Trent 1st and 2nd August in Sheffield 25th and 26th September in Livingston Some reviews - Sandra Harper - Gloucester "Very enjoyable, quality course and also a timely reminder of how to excel in the profession as well as train others the best way possible. Great people in both the other candidates and trainers." Zoe Anstey - Steyning "I recently attended the Train the Trainer course in Newport Pagnell and I have to say that it was a revelation. The course delivered a dynamic, refreshing way of thinking and working when training people in the car. It has encouraged me to reflect on my training techniques and give me confidence to implement new ideas into my current practice and will support me to develop my instructor training for the future." Pete Leach -Worcester "The course completely blew me away! It was everything I expected and nothing I expected all at the same time. The rest of the industry needs to get its act together as this course is a revelation. I always think twice before spending money on training but this was worth every penny. Don't waste time thinking get your hand in your pocket and book a course with Tri-Coaching you will never look back." Give me a ring if you would like to discuss any of the details or call 0800 058 8009 to book your place over the phone.  Feedback - how to use it
Delivered well, feedback can lead to an improved understanding of one another's needs and perspectives, as well as improving performance and learning. On the other hand, people will often reject feedback when given poorly - it can be viewed as destructive and can damage relationships. The information below looks at how to give feedback effectively in everyday situations. Adapt this to enhance the way you use feedback in your driver training. Giving Feedback Effectively Make It a Positive Process and Experience Before giving feedback make sure you remind yourself why you are doing it. The purpose for giving feedback is to improve the situation or performance. You won't accomplish that by being harsh, critical, or offensive. That's not to say you must always be positive. There is a role for negativity if someone isn't paying sufficient attention to what you're saying. However this should be used sparingly. Be Timely The closer to the event you address the issue, the better. Feedback isn't about surprising someone so the sooner you do it, the more the person will be expecting it. Think of it this way: It's much easier to feed back about a 10 minute training session that hasn't been done well than it is to feed back about a whole lesson of mistakes. Tip: The exception to this is if the situation involved is highly emotional. Wait until someone has calmed down before you engage in feedback. You can't risk letting yourself get worked up and saying something you will regret later. Make It Regular Feedback is a process that requires constant attention. When something needs to be said, say it. People then know where they stand all the time and there are few surprises. Also, problems don't get out of hand. With frequent informal feedback like this, nothing said during formal feedback sessions should be unexpected, surprising or particularly difficult. Prepare Your Comments You don't want to read a script but you do need to be clear about what you are going to say. This helps you stay on track and stick to the issues. Be Specific Tell the person exactly what they need to improve on. This ensures that you stick to facts and there is less room for ambiguity. If you tell someone they acted incorrectly what does that mean exactly? Were they unaware, not focused, confused or thought they were correct at the time? You must find out and a good feedback session unearths any misunderstandings. Tip: Try not to exaggerate to make a point. Avoid words like "never", "all," and "always" because the person will get defensive. Discuss the direct impact of the behavior and don't get personal or seek to blame. Criticise in Private If you need to criticise in front of parents or observers you have to be extremely careful as people will feel like it is a direct attack on them. Be aware that criticism will often hurt people's feelings, this is disastrous for rapport and will break the trust you may have worked so hard to build up. Use "I" Statements Give the feedback from your perspective. This way you avoid labelling the person. Especially if you work with more than one person in the vehicle. Try not to accuse by saying 'you'. For example 'I would have behaved differently in that last situation' rather than 'you should have behaved differently' Limit Your Focus A feedback session should discuss at best no more than two issues. Any more than that and you risk the person feeling attacked and demoralized. You should also stick to behaviours the person can actually change or influence. Too much negativity is soul destroying. Talk About Positives Too A good rule is start off with something positive. This helps put the person at ease. It also lets them see what success looks like and this helps them to take the right steps next time. As long as it's not forced, it can also help to give positive feedback at the end of a feedback session too. Otherwise, people can finish feeling despondent and worthless. Tip: Many people can tend to overdo this and they end up sandwiching the constructive feedback between too many positives. Then the takeaway message becomes, "Wow, I'm doing really well" instead of "I have areas of development' Provide Specific Suggestions Make sure you both know what needs to be done to improve the situation. The main message should be that you care and want to help the person grow and develop. Set goals and make plans to monitor and evaluate progress. Use the SMART acronym and define specific steps and milestones, or the GROW model to motivate people to deliver the change you want. Want to know more about SMART and GROW? SMART goals and GROW coaching conversations are covered in the BTEC Level 4 in Coaching for Driver Development. Tip: You may not agree on everything so it is a good idea to ask the person to provide their perspective first. Use phrases like, "What is your reaction to this?" or "Is this a fair representation of what happened?" Listen actively to what he or she has to say and try to get him or her to offer some suggestions for improvement. This way they have an opportunity to own the solution and are much more likely to follow through with it. To avoid sounding like you're preaching, stay away from words like "good," "bad," "must," "need to," etc. Follow Up The whole purpose of feedback is to improve performance. You need to measure whether or not that is happening and then make adjustments as you go. Be sure to make notes and discuss what is working and what needs to be modified. Tip: It's also important that you encourage your clients to actively seek feedback from you. Key Points Feedback is a two-way street. You need to know how to give it effectively and at the same time model how to receive it constructively. When you make a conscious choice to give and receive feedback on a regular basis you demonstrate that feedback is a powerful means of personal development. Done properly, feedback need not be agonizing, demoralizing, or daunting and the more practice you get the better you will become at it. Use it to create a reflective practice with your clients and it will often become a natural process through out the lessons. During the BTEC 4 course Module 2 extensively covers feedback and Module 3 helps you develop the GROW model as a coaching conversational tool. Please contact us if you would like to know more.  BTEC Level 4 Professional Award in Coaching for Driver Development The industry leading coaching qualification in driver development for ADIs Do you want to develop by growing yourself and your business? Here are five tips to help you do just that: 1. Take risks and learn from mistakes Taking risks is simply trying something new because if you never do you will never improve. You will learn more from experimentation with the knock-on effect of helping your clients manage their own fear of failure. 2. Enjoy your work and do it well Steve Jobs, the former CEO of Apple Inc™, once said, "The only way to do great work is to love what you do." Some people have jobs that perfectly match their experience, values and interests, and they pour effort and creativity into them. They have an advantage over those who are less emotionally engaged in their work. 3. Be comfortable with yourself If you are embarking on improving yourself be aware that many of your colleagues will try to burst your bubble. Remember to look at them and ask yourself, 'Who do you aspire to be?' 4. Specialise Focus on what you do best - teaching and training is a fantastic skill that grows and grows. You have to nurture that growth inside yourself. 5. Have a sense of mission A sense of mission gives people purpose, focus, motivation, and the courage to commit to a cause or goal. If you are interested in your own development and self improvement then Tri-Coaching Partnership have the course that ticks all the above boxes - so come and find out why so many ADIs have chosen to improve themselves and reaped the rewards that self-improvement brings.
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