Sporting Workforce Strategy

Vaga Associates

Leicester Leicestershire Rutland

Sporting Workforce Sporting Workforce StrategyStrategyTraining Event

11th August 2004

WelcomeWelcomeNikki Enoch and Jeremy Harries

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Leicester Leicestershire Rutland Agenda

Introductions Reconnecting Story Board Learning tools

• Strategic framework• Successful change model

Employers dimension – sharing learning Employees dimension – next phase Outstanding matters Agreed actions

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Leicester Leicestershire Rutland Reconnecting

One thing: You’ve done towards developing workforce in Leics. You hope to get out of today’s event You want from the strategy

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StoryboardStoryboard

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Leicester Leicestershire Rutland Brief

Aim Research & develop strategy with priorities for

• Future actions• Resources

Outputs Current and future demands of coaching workforce

• community, school partnership, LAs & sports setting

Definition and understanding of employers network Future priorities, actions and targets for partners

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Leicester Leicestershire Rutland Your Key Questions

Last meeting: My role and that of others How do we:

• Manage employers expectations of coaches?• Plan for requirements 5+ years?• Use evidence effectively/successfully?• Ensure inclusively and equity?• Sell the concept to funding partners?• Overcome the barrier of ‘not another initiative’?• Will the strategy be rolled out across Leics.?• Build partnerships amongst the different agencies?

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Leicester Leicestershire Rutland Definitions

Coach Anyone who delivers or assists the delivery of a sporting, recreation

or physical activity

Level one Able to assist the delivery of an activity; basic understanding of

delivering an activity; enthusiastic, well-motivated and good role model

Level two Able to plan and deliver a programme/session; supervise level one

coaches and work unsupervised

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Leicester Leicestershire Rutland Reconnecting

One thing: You’ve done towards developing workforce in Leics. You hope to get out of today’s event You want from the strategy

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Roles

Coach 1

Coach 2

Coach 3

Coach 4

Competencies Technical Personal Managerial Other

Knowledge

Skill

Mastery

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Leicester Leicestershire Rutland Employers Questions

What… Does it do? Type and level of sport? Recruitment and selection processes? Management, development & retention practices? Existing baseline data? Difficulties and issues? Aspirations / growth potentials? Does success look like? Support needs?

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Leicester Leicestershire Rutland Relationship Mapping

Identify the organisations in your network Write a list of the organisations with who you interact and are key to your future

success. Plot the names on a relationship map. For example:

What conclusions do you draw?

Are some relationships that are well established that will look after themselves for a while?

Are there some (large bubbles) you need to develop stronger relationships (long lines)?

Make a note of the relationships that need attention

Organisation

Length of this line indicates the closeness of the relationship – the

shorter the line, the stronger the relationship

Size of this bubble indicates the importance of that

organisation in your future success – the bigger the

circle, the more important they are

You

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Leicester Leicestershire Rutland Conclusions

Good Relationships LAs NGBs Clubs

Areas for Improvement Education Community sector Commercial sector Employment network

Complementary Maps

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Leicester Leicestershire Rutland Workplace Settings

Schools – King Edward VII, Coalville Community – Braunstone, Leicester Borough

• Charnwood• Hinckley & Bosworth

Sports• Rugby• Swimming

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Leicester Leicestershire Rutland Approach

You lead in the settings • With our support

We lead in ‘county analysis’• With your support

Considerations/options• Individual or sample interviews• Interactive workshops• Analysis of existing information and questionnaires

Share and embed learning Champion the work

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Leicester Leicestershire Rutland Route Map

Training Event

Shared Learning & Planning

6 x settings: Employers

6 x settings: Employees (workforce)

Workforce Conference

Shared Learning & Planning

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Leicester Leicestershire Rutland Actions

‘Employers’ list Questionnaires devised Competency matrix devised Meetings and workshops held Dates agreed

• 28th Sept – learning event• 19th Oct or 2nd Nov - conference

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AchievementsAchievements

&&

ChangesChanges

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Leicester Leicestershire Rutland Achievements

Support Interview questionnaire Competency matrix

Planning Meetings Hinckley and Bosworth King Edward VII SAZ

• Employers list• Employers map• 30% sample interviewed • Initial analysis

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Leicester Leicestershire Rutland SAZ Employers

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Leicester Leicestershire Rutland Changes

CSCS• 5fte coaches • 37 pt coaches• 10 sports (multi and outdoor sports)• 42 different partners/settings

Sports coach UK • World Class Coaching

• Outcome based strategy• Baseline research• Coach recruitment plan• SLA

Case Study• In2sports Ltd

Conference opportunity • New Partnership

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Learning ToolsLearning Tools

Strategic Framework

Managing Change Model

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Leicester Leicestershire Rutland Strategy

‘Strategy’ has many definitions. Mintzberg’sideas are wider than most:

• a plan, some consistently intended course of action

• a pattern which emerges over time

• a position which provides for competitive advantage

• a perspective or abstraction which exists in the minds of people

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Insight ForesightPurpose/Values

Evaluation Operating ModelCore processes

Business EnvironmentClimate - cultureCustomersEmployee CapabilityEnvironmentResources

Why are we here?What underpins our approach?

Vision and Objectives Success Model Relationships

Strategic initiativesBreakthroughsMilestone identificationPrinciples and PoliciesBehavioural Standards

Core competenciesFinance, marketing, Admin,Engineering, Operations etc.

Balanced ScorecardPeople dimensionsCustomersLeadership

Strategic Framework

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Leicester Leicestershire Rutland Strategy

Is not…….the status quo!!!!

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Leicester Leicestershire Rutland Managing Change Model

Key Components1. Pressure for change 2. Clear shared vision3. Capacity for change4. Actionable first steps5. Model the way6. Reinforce and solidify change7. Evaluate and improve

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Leicester Leicestershire Rutland Managing Change

Key Components

1. Pressure for change 2. Clear shared vision3. Capacity for change4. Actionable first steps5. Model the way6. Reinforce and solidify change7. Evaluate and improve

Consequences (if component is missing)

1. Bottom of the box2. Quick start - fizzes out3. Anxiety, frustration4. False starts5. Cynicism & mistrust6. Back to old ways7. Stagnate

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Leicester Leicestershire Rutland Exercise

Agree a really good example from Leics. Test model Apply model to workforce strategy

Outputs Agree three actions that would make a difference

• One basic• One breakthrough

Record on flip chart

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Employers Dimension Employers Dimension

SAZSAZTools & process

Findings, analysis and value

Applying to other Settings

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Leicester Leicestershire Rutland Tools and Process

Victoria and Caron

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Leicester Leicestershire Rutland Exercise

Discuss SAZ employer responses

Outputs List conclusions

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Leicester Leicestershire Rutland Findings and Value

Victoria and Caron

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Employees Dimension Employees Dimension

Purpose

Key questions

Approach

Support

Discuss!

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Leicester Leicestershire Rutland Outstanding Matters

Open Forum

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Leicester Leicestershire Rutland Agreed Actions

Open Forum

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ThanksThanks

Sporting Workforce Strategy

Documents

Transcript of Sporting Workforce Strategy