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.