Talent Identification and Development

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Talent Identification and Development

• A Consultancy Approach

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Objective

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

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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
• U19s U21s Sevens
• The Natal Experience
• NSW
• NZ experience

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Talent Identification
Referee Coaching Reports
Assessment Reports
Club Reports
DATABASE
Structured Appointments
Networks
DEVELOPMENT PROCESS
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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.
•  

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Input Output Process
INPUT
ANALYSIS
OUTPUT
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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
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TEAMWORK
INPUT
ANALYSIS
OUTPUT
Group development Peer Review Peer support and
assistance Lack of dependence on development staff
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
Teamwork
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Learning Styles
INPUT
ANALYSIS
OUTPUT

• Everybody has preferred Learning styles
• Honey and Mumford
• Activist
• Reflector
• Theorist
• Pragmatist
• Other theories Aural Visual - Kinaesthetic

Learning Styles
Stylised coaching and learning inputs Squad
members appreciate the need to complete the
learning cycle
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Self Discovery and Problem Solving Models
INPUT
ANALYSIS
OUTPUT
Self Discovery and Problem Solving Models
Action plans that have been developed by the
squad members that have their commitment
UNCOVER CAUSE
PROBLEM
SOLUTION
ACTIONS
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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
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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
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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
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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
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Communication Skills and Behavioural Models
INPUT
ANALYSIS
OUTPUT
Communication models that will work with
Administrators, coaches, captains and players
orally and with the body
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
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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
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Appointments
INPUT
ANALYSIS
OUTPUT
Profiled appointments that develop the squad
To develop the referee needs a range and a
variety of experiences Speedy matches Tough
aggressive matches Testing matches Practice
matches
Appointments
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Coaching
INPUT
ANALYSIS
OUTPUT
Coaching
Analysis of performance Quantitative Qualitative
Self Assessment Bruce Cooks presentation at the
pre season meeting
Individual Performance Improvement
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Assessment
INPUT
ANALYSIS
OUTPUT
Quantative assessment of performance
Benchmarking of performance and performance
improvement
Assessment
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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
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Profiling
INPUT
ANALYSIS
OUTPUT
Information used for Appointments Promotion Furthe
r Development
Profiling
Database information On field Off field Progress
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Development Managers Performance Review Process
INPUT
ANALYSIS
OUTPUT

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

Development Managers Review Process
A review of the referees performance in its
entirety
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Development Process Review
INPUT
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
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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
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Typical Programme
Change and Shower eat 30 minutes
Technical Session 1 1.5 hours
SAQ 1hour
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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
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Objective

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