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SECTION EIGHT The Coaching Conversation How would you approach a coaching conversation with this driver?
There are no particular concerns around situational risk But a coaching conversation around Driving Aggression and Driving Excitement would be a priority followed by work related risk if there is time. You might cover high risk on Driving Fatigue by asking the driver to remain vigilant that they are at high risk for Fatigue and recommending regular breaks and ensuring the driver has a regular sleep pattern of around 8 hours. A coaching conversation around ‘Confrontation’ as a coping strategy would be a priority. Remember that this driver also had a high risk score for Aggression. Therefore the conversation should ask questions around what they think of other road users and how the driver might reduce the tendency to get into conflict with them. The brief coaching samples provide a basic and brief illustration of a coaching conversation based on the four DRI syndromes. The basic coaching conversation process is to use effective questions to identify: •
What is happening with your driving at the moment and what is at stake? ﴾Reality questions to identify behaviours﴿.
•
How do these thoughts/feelings affect your driving? ﴾Emotional questions to identify how behaviours can increase risk﴿.
•
How could you reduce your risk and what steps do you need to take? ﴾Ideal questions to generate goals﴿. Aggressive Driver Syndrome
Anxious Driver Syndrome
Aggressive Driver Syndrome
Anxious Driver Syndrome
•
•
Under what circumstances are you most likely to get annoyed with other road users? ﴾Reality﴿.
How do other road users respond when you make a mistake? ﴾Reality﴿.
annoyed with other road users? ﴾Reality﴿.
mistake? ﴾Reality﴿.
•
What kind of problems do other drivers cause you? ﴾Reality﴿.
•
How does this affect your driving performance when you feel worried and anxious? ﴾Emotional﴿.
•
How is your driving performance affected when you get annoyed/frustrated/angry? ﴾Reality﴿.
•
What do you need to do to reduce your anxiety levels in this kind of situation? ﴾Ideal﴿.
•
What are the triggers for you to get angry? ﴾Emotional﴿.
•
What steps can you take to improve your driving safety? ﴾Ideal﴿.
•
What would your ideal situation be? ﴾Ideal﴿.
•
What would be the safest way of responding to other road users? ﴾Ideal﴿.
•
What can you do in the future to address this? ﴾Ideal﴿.
Distracted Driver Syndrome
Thrill Seeking Syndrome
Distracted Driver Syndrome
Thrill Seeking Syndrome
•
When are you most likely not to notice a hazard? ﴾Reality﴿.
•
What do you find most exciting about driving? ﴾Reality﴿.
•
Under what conditions are you less likely to be vigilant whilst driving? ﴾Reality﴿.
•
What might happen if you drive too fast? ﴾Reality﴿.
•
What could happen if you don’t look out for hazards? ﴾Reality﴿.
•
If you were on the open road with no other traffic in good weather, would you enjoy driving fast? ﴾Emotional﴿.
•
How do you feel when you don’t notice a hazard and have a near miss? ﴾Emotional﴿.
•
How can you avoid wanting to drive too fast? ﴾Ideal﴿.
•
What do you need to do to improve your hazard perception? ﴾Ideal﴿.
•
What action can you take to reduce your thrill seeking tendencies? ﴾Ideal﴿.
•
What do you think you could do to remind you to keep a lookout? ﴾Ideal﴿.
Resistant Learners Generally drivers receiving their profiles will agree with the results. However, some drivers may disagree with their profile and this can be for a number of reasons. •
There may have been some measurement error.
•
Drivers scoring high risk on aggression tend to reject their profiles with greater frequency.
•
Some drivers are reluctant to accept feedback but need to recognise that when compared with the norm group, their responses to the questions were high risk.
The role of the coach is to help the driver explore the possibility that the profile could be right, and think of situations in which the profile might be correct. Some of the questions you could ask are: •
"What do you think IS correct in the profile?"
•
"Are there times when you think the parts you disagree with could be right?"
Course Summary Congratulations! You have almost completed the course, but you now need to complete an assessment to download your course certificate that demonstrate you have achieved the course objectives and are competent to interpret the DRI. Remember that it is important to practise your new coaching skills using the DRI. As with any new skill – it can feel difficult at first ‐ but with repeated practice you will find it becomes much easier. A “drip‐drip” approach is most effective when trying to change behaviour so that people are consistently becoming aware of their behaviours rather than just having a one‐off coaching conversation. Revisiting the DRI profile and updating the coaching goals is an important component of keeping awareness levels high, so you might want to suggest this to the driver at the end of your DRI coaching session. After each coaching conversation reflect on how it went and what could be improved next time. Were your communications skills the best they could have been? Did you accurately interpret the DRI? How did you get the driver to increase their awareness of their behavioural or coping risk? Was there any evidence that the driver had reflected on what they could do to improve their driving safety? If so – then you have done the best you can with the resources you have, and you can be proud that you have helped your driver be as safe as they can be when driving for work. Well done! Thank you for completing these sections, please now move on to the Assessment. Close this window to return to the dashboard.
There are no particular concerns around situational risk But a coaching conversation around Driving Aggression and Driving Excitement would be a priority followed by work related risk if there is time. You might cover high risk on Driving Fatigue by asking the driver to remain vigilant that they are at high risk for Fatigue and recommending regular breaks and ensuring the driver has a regular sleep pattern of around 8 hours. A coaching conversation around ‘Confrontation’ as a coping strategy would be a priority. Remember that this driver also had a high risk score for Aggression. Therefore the conversation should ask questions around what they think of other road users and how the driver might reduce the tendency to get into conflict with them. The brief coaching samples provide a basic and brief illustration of a coaching conversation based on the four DRI syndromes. The basic coaching conversation process is to use effective questions to identify: •
What is happening with your driving at the moment and what is at stake? ﴾Reality questions to identify behaviours﴿.
•
How do these thoughts/feelings affect your driving? ﴾Emotional questions to identify how behaviours can increase risk﴿.
•
How could you reduce your risk and what steps do you need to take? ﴾Ideal questions to generate goals﴿. Aggressive Driver Syndrome
Anxious Driver Syndrome
Aggressive Driver Syndrome
Anxious Driver Syndrome
•
•
Under what circumstances are you most likely to get annoyed with other road users? ﴾Reality﴿.
How do other road users respond when you make a mistake? ﴾Reality﴿.
annoyed with other road users? ﴾Reality﴿.
mistake? ﴾Reality﴿.
•
What kind of problems do other drivers cause you? ﴾Reality﴿.
•
How does this affect your driving performance when you feel worried and anxious? ﴾Emotional﴿.
•
How is your driving performance affected when you get annoyed/frustrated/angry? ﴾Reality﴿.
•
What do you need to do to reduce your anxiety levels in this kind of situation? ﴾Ideal﴿.
•
What are the triggers for you to get angry? ﴾Emotional﴿.
•
What steps can you take to improve your driving safety? ﴾Ideal﴿.
•
What would your ideal situation be? ﴾Ideal﴿.
•
What would be the safest way of responding to other road users? ﴾Ideal﴿.
•
What can you do in the future to address this? ﴾Ideal﴿.
Distracted Driver Syndrome
Thrill Seeking Syndrome
Distracted Driver Syndrome
Thrill Seeking Syndrome
•
When are you most likely not to notice a hazard? ﴾Reality﴿.
•
What do you find most exciting about driving? ﴾Reality﴿.
•
Under what conditions are you less likely to be vigilant whilst driving? ﴾Reality﴿.
•
What might happen if you drive too fast? ﴾Reality﴿.
•
What could happen if you don’t look out for hazards? ﴾Reality﴿.
•
If you were on the open road with no other traffic in good weather, would you enjoy driving fast? ﴾Emotional﴿.
•
How do you feel when you don’t notice a hazard and have a near miss? ﴾Emotional﴿.
•
How can you avoid wanting to drive too fast? ﴾Ideal﴿.
•
What do you need to do to improve your hazard perception? ﴾Ideal﴿.
•
What action can you take to reduce your thrill seeking tendencies? ﴾Ideal﴿.
•
What do you think you could do to remind you to keep a lookout? ﴾Ideal﴿.
Resistant Learners Generally drivers receiving their profiles will agree with the results. However, some drivers may disagree with their profile and this can be for a number of reasons. •
There may have been some measurement error.
•
Drivers scoring high risk on aggression tend to reject their profiles with greater frequency.
•
Some drivers are reluctant to accept feedback but need to recognise that when compared with the norm group, their responses to the questions were high risk.
The role of the coach is to help the driver explore the possibility that the profile could be right, and think of situations in which the profile might be correct. Some of the questions you could ask are: •
"What do you think IS correct in the profile?"
•
"Are there times when you think the parts you disagree with could be right?"
Course Summary Congratulations! You have almost completed the course, but you now need to complete an assessment to download your course certificate that demonstrate you have achieved the course objectives and are competent to interpret the DRI. Remember that it is important to practise your new coaching skills using the DRI. As with any new skill – it can feel difficult at first ‐ but with repeated practice you will find it becomes much easier. A “drip‐drip” approach is most effective when trying to change behaviour so that people are consistently becoming aware of their behaviours rather than just having a one‐off coaching conversation. Revisiting the DRI profile and updating the coaching goals is an important component of keeping awareness levels high, so you might want to suggest this to the driver at the end of your DRI coaching session. After each coaching conversation reflect on how it went and what could be improved next time. Were your communications skills the best they could have been? Did you accurately interpret the DRI? How did you get the driver to increase their awareness of their behavioural or coping risk? Was there any evidence that the driver had reflected on what they could do to improve their driving safety? If so – then you have done the best you can with the resources you have, and you can be proud that you have helped your driver be as safe as they can be when driving for work. Well done! Thank you for completing these sections, please now move on to the Assessment. Close this window to return to the dashboard.
