The universal GP Training website for everyone, not just Bradford. Created in 2002 by Dr Ramesh Mehay
Ramesh Mehay
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Bradford VTS was created by Dr. Ramesh Mehay, a Programme Director for Bradford GP Training Scheme back in 2001. Over the years, it has seen many permutations. At the time, there were very few resources for GP trainees and their trainers so Bradford decided to create one FOR EVERYONE.
So, we see Bradford VTS as the INDEPENDENT vocational training scheme website providing a wealth of free medical resources for GP trainees, their trainers and TPDs everywhere and anywhere. We also welcome other health professionals – as we know the site is used by both those qualified and in training – such as Associate Physicians, ANPs, Medical & Nursing Students.
Our fundamental belief is to openly and freely share knowledge to help learn and develop with each other. Feel free to use the information – as long as it is not for a commercial purpose.
We have a wealth of downloadable resources and we also welcome copyright-free educational material from all our users to help build our rich resource (send to bradfordvts@gmail.com).
Our sections on (medical) COMMUNICATION SKILLS and (medical) TEACHING & LEARNING are perhaps the best and most comprehensive on the world wide web (see white-on-black menu header section on the homepage).
The relationship is dynamic-it’s both of us who affect it.
The realisation that some trainees are always a friend afterwards and that’s great but fine if not
Get to know trainee well & establish relationship early on. Use personal shield etc
Be wary of preconceived ideas regarding trainees.
Try to identify common ground and work from there.
Labelling your trainee can be unhelpful for both you and the practice but more importantly the trainee.
Motivational interviewing principles can be really helpful with trainers. Ask questions, explore resistance, work with ambivalence.
Thinking about what might demotivate a trainee was really helpful to detail practice, relationship, and other factors that are important for motivating the trainee. In particular being a valued member of the team is vital for the trainee
Emotional banking is a good way to build up trust, so challenge is both easier to do by the trainer and easier to accept by the trainee.
Principles of motivational interviewing- encourage,motivate, inspire
Use these techniques where appropriate in practice
Assessments are reductionist and make us behave in a tick box way and forget the trainee as a person.
Consider doing personal shields to get to know the registrar better.
Eg with where from, greatest achievement, personal aspiration, hobby/interest
Or Timelines.
Motivational Interviewing
Ask q’s like
What do you make of that?
Is there another way?
Like the idea of a positive feedback relationship ‘account’ – building credit which can be ‘drawn upon’ later.
The MI presentation was really helpful: I’ve done MI for patients but it was good to think about how it can apply to training.
“The difficult trainees are the ones who teach us most’.
Importance of knowing your GPR and having rapport which you can use to influence.
But also that intrinsic motivation is more powerful, so we need to be finding ways to provoke this.
Staggering statistic for the conference: non verbal communication 58% of all communication; tone 34% and words just 8%!!!!
From Katrina Butterworth:
I liked the idea of using motivational interview techniques with our trainees. Reinforced using their statements to encourage positive change. Help trainees to identify cognitive dissonance and address this.
Awareness of the risk of labelling, and the effects that can have on the trainee and the team. The labels we make are sticky.
Don’t make you decisions to early, and not just on first impressions.
The mandatory assessments are reductionist, important to think and plan our educational schedules in practice, and as a scheme, to counter that with a bit of Holism.