talent identification and development a consultancy approach
TRANSCRIPT
Talent Identification and Development
A Consultancy ApproachA Consultancy Approach
Objective
To outline an approach to Talent To outline an approach to Talent Identification and Development for Identification and Development for the ARLB as if they were clients of the ARLB as if they were clients of
the griffology consultancy the griffology consultancy organisation. organisation.
Relevant Experience HR Background – Training, Management HR Background – Training, Management
Development – Personal DevelopmentDevelopment – Personal Development First RFU Referee Development Officer – 3 First RFU Referee Development Officer – 3
Development Squads – Investors in PeopleDevelopment Squads – Investors in People First IRB Referee Development OfficerFirst IRB Referee Development Officer
U19’s – U21’s – SevensU19’s – U21’s – Sevens The Natal ExperienceThe Natal Experience NSWNSW NZ experienceNZ experience
Talent Identification
Assessment Reports
Referee Coaching Reports
Club Reports
Structured Appointmen
ts
Networks
DATABASE
DEVELOPMENT PROCESS
Development Squad
ObjectiveObjective
To improve the performance of development To improve the performance of development squad members by education, training and squad members by education, training and coaching so that they provide a better service coaching so that they provide a better service to the teams they are refereeing and thereby to the teams they are refereeing and thereby provide opportunities for their advancement.provide opportunities for their advancement.
Input – Output Process
INPUT ANALYSIS OUTPUT
S.W.O.T.
INPUT ANALYSIS OUTPUT
S.W.O.T. Each development squad member has different strengths, weaknesses, opportunities and threats
Each development squad member will have different needs
There will be group or generic needs
Detailed individual Personal Referee Development Plans (PRDP)
Detailed group development plans.
Enables the development of tailored development interventions
TEAMWORK
INPUT ANALYSIS OUTPUT
Teamwork More teamwork involved in the world of match officials
Teamwork encourages the development of each other
Poor performance by one is a reflection on all. In our interests to support each other
Group development
Peer Review
Peer support and assistance
Lack of dependence on development staff
Learning Styles
INPUT ANALYSIS OUTPUT
Learning Styles
Everybody has preferred Learning styles
Honey and Mumford
• Activist
• Reflector
•Theorist
• Pragmatist
Other theories – Aural – Visual - Kinaesthetic
Stylised coaching and learning inputs
Squad members appreciate the need to complete the learning cycle
Self Discovery and Problem Solving Models
INPUT ANALYSIS OUTPUT
Self Discovery and Problem Solving Models
PROBLEM
SOLUTION
UNCOVER CAUSE
ACTIONS
Action plans that have been developed by the squad members that have their commitment
Athlete Diary
INPUT ANALYSIS OUTPUT
Athlete Diary There will be a great deal of information generated during the year
There is a need to to set and monitor targets e.g.
• Fitness
• Performance improvement
Detailed Targets
Development Action Plans.
PRDP
Reinforcement of learning
Self Assessment File
Coaching File
Technical Models
INPUT ANALYSIS OUTPUT
Technical Models
Lists in Aide memoirs are helpful but not personal
Need to make them real for the individual
Lists are not active they are motionless, the game is dynamic
Models that work for the development squad members practiced in live situations
Resource Facilitation
INPUT ANALYSIS OUTPUT
Resource Facilitation
The Development squad Manager or Facilitator cannot be an expert on all subjects
The person has to become a resource investigator
Expert Tailored Inputs
e.g.
Technical Modules
Fitness
Nutrition
Massage Therapy
S.A.Q.
INPUT ANALYSIS OUTPUT
S.A.Q. Can be designed to reflect referee work:
Get there – get away – positioning – keeping out of the way – lasting 80 minutes all using drills designed around SAQ
Maintenance and improvement in referee specific fitness
Fitness levels reviewed regularly
Communication Skills and Behavioural Models
INPUT ANALYSIS OUTPUT
Communication Skills and Behavioural models
Is there too much chat, is there too little
Is the behaviour assertive v aggressive
Effect of body language
Do I know the effect my behaviour has on others
Communication models that will work with Administrators, coaches, captains and players orally and with the body
Mental Skills Development
INPUT ANALYSIS OUTPUT
Mental Skills Development
Every referee is different
Arousal
Arousal suppression
Behaviours under pressure
Visioning skills
Mental Skills strategy for each squad member
Appointments
INPUT ANALYSIS OUTPUT
Appointments To develop the referee needs a range and a variety of experiences
Speedy matches
Tough aggressive matches
Testing matches
Practice matches
Profiled appointments that develop the squad
Coaching
INPUT ANALYSIS OUTPUT
Coaching Analysis of performance
Quantitative
Qualitative
Self Assessment – Bruce Cooks presentation at the pre season meeting
Individual Performance Improvement
Assessment
INPUT ANALYSIS OUTPUT
Assessment Quantative assessment of performance
Benchmarking of performance and performance improvement
Squad Database
INPUT ANALYSIS OUTPUT
Squad Database
Significant amount of information is gathered
On field performance from assessments and coaching reports
Off field performance – fitness and Mental skills
Detailed information on each Referee
Profiling
INPUT ANALYSIS OUTPUT
Profiling Database information
On field
Off field
Progress
Information used for
Appointments
Promotion
Further Development
Development Managers Performance Review Process
INPUT ANALYSIS OUTPUT
Development Managers Review Process
2 matches during the season
From morning to night
Observe preparation
Observe performance
Observe interactions:
• Administrators – Captains – players – assessor - spectators
A review of the referee’s performance in its entirety
Development Process ReviewINPUT ANALYSIS OUTPUT
Development Process Review
A review by the squad members
SWOT
What worked
What did not
What could be improved
An improved process for the next group
FUN
INPUT ANALYSIS OUTPUT
FUN Process has to be enjoyable or the squad will disintegrate
Balanced group who know when and how to have FUN
Typical Programme
SAQ 1hourChange and Shower – eat 30 minutes
Technical Session 1 – 1.5 hours
INVESTMENT
12 development squad meetings 3 hours duration – 36 hours
Preparation for the meetings 1 hour – 12 hours
Database and record maintenance – 30 hours in the season
Resource investigation and organisation - 12 hours
Review days - 72 hours
Coaching - 60 hours
Objective
To outline an approach to Talent To outline an approach to Talent Identification and Development for Identification and Development for the ARLB as if they were clients of the ARLB as if they were clients of
the griffology consultancy the griffology consultancy organisation. organisation.