July 2008

Announcement: - Another New On-Line Course

General Instructor Guide – Classroom - is now on-line!

Would this course be useful to you? Here is a scenario that may be familiar…

1. Because you have done the work that you do for a long time, you will be assuming the role of instructor of other workers. You have never taught anything before - except perhaps when you gave your teenaged children driving lessons in the mini-van, but you are still trying to block that out… -

You have quite a lot of knowledge, but no clue of how to pass that knowledge along to others, particularly in a classroom. You feel that you might do just fine when actually showing someone else some procedures, but standing up in a classroom and teaching?? Well, that boggles your mind.

2. You have been given the job of instructing groups of people. You have been given all of the course materials, and a place to do the job, but you are very nervous and worried about how you will survive in this new role of instructor!

3. You are thinking about taking on the task of instructing, and you would like to learn what it is all about.

4. You are already an instructor of adults. You have been doing the job for a long time.
You could use a “refresher” course.


We have a friendly on-line course that might just be what you are looking for.

We are instructors. We know what it is like to have the job of instructing in a classroom setting, in meetings, in a lunchroom. We create lots of presentations! We deliver lots of presentations. We are aware of most of the pitfalls out there for the new instructor. We know what your concerns are. This is why we created this course, and why it is now available in an on-line format.

Our course can be done at home, on-line, on the privacy of your computer. Or you may take it in your workplace – whatever works best. The course looks at the main aspects of classroom instructing, and does it in an easy-to-follow format. Topics covered include:

Personal Instructing Inventories©
A Definition of Learning
Setting Course Objectives
Lesson Planning
Instructing Strategies
Assessment
And more

The on-line course package includes:

The course, General Instructor Guide
An interactive Glossary of Terms
Some quizzes
A Final Multiple Choice Quiz
Our Course Companion©, a downloadable text reference to the course
A personalized Course Completion Certificate

If you are interested, check our web site, www.coastaltraining.ca

You might wish to try our free demo course, The Fuel Miser, which gives a small sampling of our on-line course formats. You must register for the course (a simple procedure); then you are issued a password that you use to access the course at your convenience.

And more on-line courses are coming very shortly:

Effective Writing for Grown-Ups
Backhoe Theory On-Line
Forklift Theory On-Line


Comments? Contact me!

Hope you are enjoying your safe and healthy summer. Until next month,



Randy Wasstrom
Coastal Training Consultants Ltd.

August 2007

Are We Prepared for Winter?!

It’s hard to believe, but the fall is approaching quickly and it is time to consider the possibility of snow and ice showing up in the near future. Most of Coastal Training’s clients are in some way involved in the winter road maintenance task, even if it comes down to simply driving on winter roads. For those of us who have the responsibility for ensuring safety on winter roadways, we know our additional obligations:

▪ The preparation of all equipment;
▪ The preparation of personnel to do the jobs – training, upgrading,
refreshment, remediation;
▪ The awareness of changes in equipment, in the routing of the
equipment, in shifts, in personnel.

In British Columbia, the last winter season challenged even the most prepared organizations – we remember the frequency of storms and the intensity of wind. This may be the case this year, too, since extreme weather is occurring everywhere. We need to be ready.


Equipment:

Equipment must be examined. Are there any needed repairs to the equipment that have not yet been done? Is there a need for equipment modification? Have we planned any “dry runs” with the equipment to ensure that it is working correctly and that the equipment still fits on the roads? Recent changes to municipal streets through traffic calming and traffic flow direction, including adding new curbs or traffic circles, have resulted in problems in snow and ice control. It has come down to some front-mount plows no longer fitting on routes. Practices can be a big help here and can also assist in determining if previous task timeframes are valid. Changes can affect equipment coverage during a storm and even in simple route patrols.


Are We Ready?

Are we as operators ready for snow and ice control? Being ready does not mean simply being physically ready, but we must be mentally ready for the storms of snow and ice. Now it seems that this readiness must include possible other affects of winter such as wind and downed trees over our routes. Have we considered the possibility of having to change shifts for the winter? How might that affect us and have we made provisions for this change if it happens during the storms? Perhaps others will have to assume home errands as we meet the personal and professional challenges of working for long hours and over different hours during the winter months. Maybe the extra year added to our age will be felt this year: for example, we may need glasses for driving, and even bifocals for reading computer screens on electronic spreaders, particularly in cases where screens cannot be read easily. Have a look in the truck the next time you get a chance to see if this is going to be a problem for you. If you are in change of the vehicles you may also want to have a look, because vision issues and accessibility can adversely affect operator performance during storms and can actually slow down the process of snow and ice control.

Are we and our colleagues trained in the use of the vehicles and equipment? Do we need some upgrading, a refresher course, or even a remedial course in order to be as good as we can be? If you are a fleet manager, have you considered these issues? Training is always important, since it ultimately affects the conditions of vehicles and of equipment, the amount of material used, the effectiveness of the distribution of the material, the knowledge and confidence of the operator, and so much more. Naturally it is best to get your training needs addressed before the start of the winter season!

Do you have a full staff in place? It seems that many longtime operators are retiring and this is leaving shortages. Do you have back-up personnel for when other operators are ‘over their hours’, burned out, or inadequate in number? Do you have senior operators who can mentor the junior ones? Who can be called, and who can be relied upon in tough winter situations?

Is your material adequate? Does your supplier have adequate stock, and surplus?


Changes:

Are managers and operators aware of any changes to equipment? Perhaps some equipment has been replaced. Maybe there have been modifications to the equipment and to operating procedures. Are there more/fewer vehicles in the fleet now and are there any changes to the routing? These are all questions that have to be answered prior to the season.


And…

Has research been done on new operating procedures and new equipment in the field in order to see if they might be beneficial to your operation?

Some organizations now have established a position of Snow Foreman, responsible for checking all the equipment and personnel and for researching any procedures that may be helpful to your operation. This is usually someone who has extensive experience in this field along with a progressive attitude.


To Conclude:

Winter is coming – no denying that! In order to be the most effective, whether as an operator, manager, or other key player in snow and ice control, it is always best to be prepared. This will reduce challenges as the season develops.

Check our new web site, www.snowandicecontrol.com
There you will find options in training, both on-site and on-line, ideas to help you through the winter season, and answers to frequently asked questions. And our first on-line theory course, Snow and Ice Control – The Basics will be there soon!

Be sure to visit our main site, www.coastaltraining.ca where you can find all of your options in full programs, individual courses, and additional services that our company provides. We train, we re-train, we assess, and we can even provide a “slap-and-a-hair-pull” to those professional drivers who need a refresher course! We now have on-line training courses up-and-running, with more options being added weekly. The official launch date for the on-line training is September 15th and we’ll send you a reminder. Have a look and send along your feedback – we value your opinion!

Until next month,


Randy Wasstrom

June 2007 
Just in Time ? What a Concept!

In our last newsletter we discussed 7 concepts related to effective training.

For this month, we are looking at the concept of time as it relates to driving?

It seems that everything we do in life is controlled by time:

Our driving is very much related to our management of and relationship with time.

The misuse of our time can result in the following on the road:

• Unnecessary wear on vehicles
• Ongoing personal stress
• Silly/dangerous driving behaviours ? eg: 'road rage'
• Problems at the workplace
• The development of a negative corporate or municipal image
• A total lack of professionalism on the road

I have a friend who, for years, was late for work, about 5 minutes each day.  One day, he was called in by his supervisor to discuss this problem. He was told that his employer would no longer tolerate his tardiness and that he had to shape up. 'But it's only five minutes! ' my friend protested.  "Yes", his boss replied, "but at five minutes per day, we are losing about 1200 minutes per year of your paid-for time." My friend grumbled later, "There are days when I am slowed down by a train crossing on my way to work, and that makes me a little late.  What does my boss expect me to do? Give up my coffee and breakfast time in order to get to work earlier?"

Well, yes.

This is an extreme example, but it does illustrate the point:sometimes we cannot control whether or not a train will cross our path, but at least if we leave for work earlier, we know that the chances are good that we will be ahead of the train. By starting out for work a few minutes earlier, we will likely arrive at our destination less stressed out, more in shape to start our work days, and perhaps we will even have enough time to have that coffee before starting work? We need to manage our time, and only we have the power to do it.

Traffic can be a nightmare, and we all know that.  However, by leaving for work earlier and by leaving more time to get around during our work days, we are assuming at least a little control.With that extra time at our disposal, while driving

We will not be on and off of the brakes constantly; we can be gentler!
For the same reason, we will likely save fuel - a huge issue!
We may not be as inclined to practice risky driving behaviour since we won't be late
We likely won't make the various mistakes that come from being in a rush
We will likely feel much less stressed out knowing that we have a cushion of time
We will maintain more reasonable speeds and following distances
We will not experience problems in the workplace when we arrive on time each day - no negativity from supervisors, no resentment from colleagues
If we are municipal or corporate drivers during the day, our calm, courteous, professional demeanors will only make us look good to the public

We only have so much time.  Let's use it well.

On that topic, to save time, we have provided you with a link to our web site, and there, among other things, you will now find our first on-line course, WHMIS. This is the first of many of our theory courses that you can access on-line. Have a look. You may find that by using these on-line options, you may save some time, for yourself, your operators, and for others!

Next month, we will be launching our separate Snow and Ice Control site, which addresses the needs of those involved in municipal winter road maintenance. We will have on-line courses on a variety of those topics, too.

Until next month,
Randy Wasstrom

May 2007:

“Training is the secret to a great operation, one with safe, competent, confident employees” - Coastal Training's mission statement!

RANDY WASSTROM - THINKING ABOUT TRAINING…7 points to consider

Training people in any area can be a challenge. When setting up any training course or full training program, we should be aware of the following:

1. We must set an objective for the training:

▪ What is our overall goal(s)?
▪ What is it that we wish each trainee to be able to do by the end of the training?

It is always best to set goals that can be easily observed. For example, we cannot see inside someone’s head to observe what knowledge is in there, but we sure can see what someone is able to do!


2. We must ensure that the best possible training can be accomplished during the
timeframe that is in place.

▪ Is it realistic to expect that the particular course of training can be done in the time
we have set aside?

We estimate training times based upon an average trainee. If we have knowledge of the capabilities of the trainee who is scheduled to be trained, then we can predict a timeframe in conjunction with the expectations and requirements of the trainer. It is necessary to have realistic expectations!


3. The training program must be set up to optimize learning:

▪ Do we have to break down the overall program into a number of shorter sessions?
▪ Should we do the training over an extended period in order to allow practice or other
reinforcement of the learning to occur in between training sessions?
▪ How many people should be trained at one time?

Depending on the program, it can be better at times to have several smaller training modules that will lead trainees to your goal. This breakdown may result in improved learning and skills that will be retained over time. “Throwing everything” at a trainee at one time may not be productive!
As well, too large a group in any training may be negative. In classroom courses this may not be as much of an issue; however, with practical training the smaller the trainer-trainee ratio the better.


4. The training should be in response to what is actually needed in the workplace.

▪ How can we ensure that the training will respond to what is actually needed in our
workplace?

Sometimes trainees are “overtrained’ – this means that more training has been provided than what is actually needed. That training may be too extensive and may result in frustration or in stress on the part of the trainee.


5. The level of expertise required should be determined before training is done.

▪ What level of expertise is required for the job?

In many areas, a high level of training is desirable – in others, trainees need only the training that will enable them to do a specific task. It may be more time- and cost-effective to train for the basics of a task – this may allow for more trainees to be trained and at a reasonable cost.


6. The end result of the training should be outlined before training is done.

▪ Will the trainee achieve qualification, certification, or be licensed through a licensing
body?
▪ Will there be future training required or re-certification over a period of time?


7. It should be determined whether the training can be done ‘In-House’, on-site by an
outside trainer, or on-site by a current staff member.

▪ Is there a dedicated in-house trainer? One who is actually trained as an instructor?
▪ Is there good training available from outside of the organization? Is that training up-to-
date, relevant, and industry-current; and can the trainer operate effectively in your
environment?
▪ Is there in-house personnel that has the task of training part of the time, and working
with the trainees as a colleague the rest of the time? (this is often problematic)

In-house training should be done only where there is a complete program set up and the trainer is trained at training people! Being an expert in a subject or function does not make a person a trainer!! An organization with an in-house trainer is best served when:

▪ The trainer has a background in the subject, and recent upgrading/re-training
▪ The trainer has experience at doing the functions of the subject
▪ The trainer has had training in training – he or she understands concepts of learning
and of effective training, knows a number of strategies, can assess, and can develop,
analyze, and articulate training program components
▪ The trainer does not work too closely at other times with those he/she is training – we
will look at this issue in another article.


Conclusion:

No matter what the training, the requirement will always be the same: the trainee will have to perform a job as a result of the training. If the training is positive – that is, is not done simply as a reaction to something gone wrong, or done as a punitive action - then the trainee can grow a great deal from the training and can become a great resource over time.

Training can be empowerment for many people – employers and supervisors can create an efficient and stable work environment. The trainees can reach a professional and/or personal goal and may even see a chance for promotion.

Even when training occurs as a result of something negative, the training itself should always be seen as constructive! Negative occurrences such as errors, audits or accidents can be turned into something affirmative through training. That training should result in:

ƒÀ Refreshment or skills and knowledge
ƒÀ An affirmation of existing skills and knowledge
ƒÀ Excitement!
ƒÀ Renewed commitment to a task
ƒÀ A higher quality of operation

The best training in my experience has always come from class participation and interactivity. This allows for all trainees to be involved in the process of learning. An effective instructor will get everyone involved through one process or another. Everyone should have a chance to participate in the training.

Until next month,


Randy Wasstrom