Steve Griffith Powerpoint Presentation

Talent Identification and Development A Consultancy Approach

Objective To outline an approach to Talent Identification and Development for the ARLB as if they were clients of the griffology consultancy organisation.

Relevant Experience 

    

HR Background – Training, Management Development – Personal Development First RFU Referee Development Officer – 3 Development Squads – Investors in People First IRB Referee Development Officer  U19’s – U21’s – Sevens The Natal Experience NSW NZ experience

Talent Identification Assessment Reports

Referee Coaching Reports

Club Reports

DATABASE Networks

Structured Appointments

DEVELOPMENT PROCESS

Development Squad Objective To improve the performance of development squad members by education, training and coaching so that they provide a better service to the teams they are refereeing and thereby provide opportunities for their advancement.

Input – Output Process INPUT

ANALYSIS

OUTPUT

S.W.O.T. INPUT S.W.O.T.

ANALYSIS

OUTPUT

Each development squad member has different strengths, weaknesses, opportunities and threats

Detailed individual Personal Referee Development Plans (PRDP)

Each development squad member will have different needs

Detailed group development plans.

There will be group or generic needs

Enables the development of tailored development interventions

TEAMWORK INPUT Teamwork

ANALYSIS

OUTPUT

More teamwork involved in the world of match officials

Group development

Teamwork encourages the development of each other

Peer support and assistance

Poor performance by one is a reflection on all. In our interests to support each other

Lack of dependence on development staff

Peer Review

Learning Styles INPUT Learning Styles

ANALYSIS

OUTPUT

Everybody has preferred Learning styles

Stylised coaching and learning inputs

Honey and Mumford

Squad members appreciate the need to complete the learning cycle

• Activist • Reflector •Theorist • Pragmatist Other theories – Aural – Visual - Kinaesthetic

Self Discovery and Problem Solving Models INPUT Self Discovery and Problem Solving Models

ANALYSIS

UNCOVER CAUSE PROBLEM SOLUTION ACTIONS

OUTPUT

Action plans that have been developed by the squad members that have their commitment

Athlete Diary INPUT Athlete Diary

ANALYSIS 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

OUTPUT Detailed Targets Development Action Plans. PRDP Reinforcement of learning Self Assessment File Coaching File

Technical Models INPUT Technical Models

ANALYSIS 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

OUTPUT Models that work for the development squad members practiced in live situations

Resource Facilitation INPUT Resource Facilitation

ANALYSIS

OUTPUT

The Development squad Manager or Facilitator cannot be an expert on all subjects

Expert Tailored Inputs

The person has to become a resource investigator

Technical Modules

e.g. Fitness Nutrition

Massage Therapy

S.A.Q. INPUT S.A.Q.

ANALYSIS 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

OUTPUT Maintenance and improvement in referee specific fitness Fitness levels reviewed regularly

Communication Skills and Behavioural Models INPUT Communication Skills and Behavioural models

ANALYSIS 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

OUTPUT Communication models that will work with Administrators, coaches, captains and players orally and with the body

Mental Skills Development INPUT Mental Skills Development

ANALYSIS

OUTPUT

Every referee is different

Mental Skills strategy for each squad member

Arousal Arousal suppression Behaviours under pressure Visioning skills

Appointments INPUT Appointments

ANALYSIS To develop the referee needs a range and a variety of experiences Speedy matches Tough aggressive matches Testing matches

Practice matches

OUTPUT Profiled appointments that develop the squad

Coaching INPUT Coaching

ANALYSIS Analysis of performance Quantitative Qualitative Self Assessment – Bruce Cooks presentation at the pre season meeting

OUTPUT

Individual Performance Improvement

Assessment INPUT Assessment

ANALYSIS Quantative assessment of performance

OUTPUT Benchmarking of performance and performance improvement

Squad Database INPUT Squad Database

ANALYSIS Significant amount of information is gathered

On field performance from assessments and coaching reports Off field performance – fitness and Mental skills

OUTPUT Detailed information on each Referee

Profiling INPUT Profiling

ANALYSIS Database information On field Off field Progress

OUTPUT Information used for

Appointments Promotion Further Development

Development Managers Performance Review Process INPUT Development Managers Review Process

ANALYSIS 2 matches during the season From morning to night Observe preparation Observe performance Observe interactions: • Administrators – Captains – players – assessor - spectators

OUTPUT A review of the referee’s performance in its entirety

Development Process Review INPUT Development Process Review

ANALYSIS A review by the squad members

SWOT What worked What did not What could be improved

OUTPUT An improved process for the next group

FUN INPUT FUN

ANALYSIS Process has to be enjoyable or the squad will disintegrate

OUTPUT Balanced group who know when and how to have FUN

Typical Programme

SAQ 1hour

Change 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 Identification and Development for the ARLB as if they were clients of the griffology consultancy organisation.