Presentation to Portfolio Committee

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• Presentation to Portfolio Committee
• Agenda
• Introduction
• Setting the scene
• High performance strategy and demographics
• Provision of facilities

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A world class organization has the following
components in its Strategic Development

Dream
Vision
Values
Objectives
Action plans
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The SARFU strategy has the same components

• In the beginning
• we addressed the symptoms
• The first black Springboks
• Black executives
• Quota systems
• Elite squads
• Audit

• Then we created the pillars
• of our future system
• Transform
• Grow
• Win
• Make money
• All our plans must
• include these imperatives

Blueprint for a Dream
We want to develop a rugby society that
is defined by its values
Vision 2003
Values
We have developed objectives and action plans to
bring our dream and vision into reality
Objectives
Action plans
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High PerformanceStrategy 2003-2011 Talent
Identification andSkills Development
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High PerformanceStrategy 2003-2011 Talent
Identification andSkills Development If the
problem we have now is the same as the problem
we had before Chances are we are all contributors
to the problem
We cant solve todays problems with yesterdays
solutions
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Many people feel we have a problem with our
results i.e. we are not doing as well as we used
to
Years Played Won Drawn Lost WIN
1891-1989
1992-2002 113 70 3 40 62
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The Springboks test record history
Years Played Won Drawn Lost WIN
1891-1989 174 112 15 47 64
1992-2002 113 70 3 40 62
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However.. the comparative situation against the
top three rugby nations in the world
Since 1992 internationals against Australia (7 won from 13) New Zealand (6 won from 23) England (5 won from 11) Total Played 47 Won 18
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We expect Tiger Woods to win
For 120 years The Springboks have had Some
great coaches, some great players, Some good
luck, some bad luck, Some good referees, some bad
referees, A lot of faith and hope. This has
delivered 63 success.

• In future,
• we will still have the above
• but additionally we will operate in a
• managed system
• with predictable
• competitive advantages
• Then, we can also be expect to win

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In Vision 2003 SA Rugby identified four
strategic imperativesthat had to be included in
everything we do
Financial sustainability
Transform the game
Grow the game
Win the game
Included
Included
Included
High Performance Strategy
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Changes in Teams and Individuals
Lack of commitment
Secondary process
Primary process

• We dont get commitment because
• People feel left out (not consulted)
• We ignore what is working
• They find the changes too big

Dream
A blueprint for a dream
Vision
Vision 2003

• We run into negative mindsets
• because of
• SARFU-Pessimism (Anger)
• Rank, turf and power clashes
• Victim or entitlement beliefs

SARFU Success
Unhealthy Conflict
Strategy
Strategic imperatives

• We dont get support because
• we have clashes on
• What the bottom line is
• Culture and values issues
• Past loyalties

Clash of Values and beliefs
Delivery
Erosion
Peripheral vision
High performance Strategy
Objectives
Lack of ability

• We dont get effective implementation
• because we lack the intellectual capital
• The competencies to implement
• To capacity to implement
• The will to lead and manage

Objectives and Action plans
Action plans
Failure or Mediocrity
Lack of teamwork

• We run out of delivery motivation because
• We confuse passion with teamwork
• We blame, stereo type and scapegoat
• We dont generate spirit and pride

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Some of the negative issues and mindsets driving
SARFU pessimism
SARFU does not have the ability to do the job
Provinces put regional interests before national
interests
SARFU does not care about club rugby
SARFU does not care about schools
SA Rugby has sold out to the ANC
It is more important to transform than develop
talent
Rugby is still controlled by racist Afrikaners
The coloured community is being marginalized
Whites dont have a place in rugby administration
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High Performance Vision2003 - 2011
To have a talent identification and development
system that delivers the majority of our Super 12
and Springbok players. This system results in SA
Rugby maintaining a place in the top three rugby
nations in the world.
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• Strategic imperativesShort,medium and long
  termInclusive holistic and seamlesssystemic
  managed ,drivencontinuously refinedmeasurable ,
  performance drivenlinked to a central data base
  Age specific , player
  centered

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Key Result Areas
1. Seamless, high performance blue print
15. Coach development system
2. Black development programme for S12 and WC 2003
14. Scout development system
3. Talent identification method
13. Management organization for elite development
4. Seamless Coaching Curriculum
12. Competitive advantage training
5. Seamless Physical, Nutritional and Skills
Curriculum
11. Web enabled database system
10. Academy development system
6. Seamless Psychological curriculum
9. Rugby schools magnification
7. Seamless Life Skills curriculum
8. Game and player analysis service
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The Green and Gold System
Provincial
Entry Game
U9-U13 Train for fun
Springbok team
SA Rugby
Primary Schools
SA U23/A
U13 Regional tournaments
SARFU
Primary Rugby Curriculum
National Gold squad
Senior schools
Scouts at all levels from U16
Talent Identification methods
U14-U16 Train for talent
Super 12 Competition
7s National Tournament
World cup 2011
U16 National tournament
Senior Rugby Curriculum
Rugby Schools Support
Advanced Rugby Curriculum
National Green squad U16,
Currie cup Competition
U17-U18 Train to compete

• Assessments
• Programmes
• Data base

U18 National tournament
U20
U18,
National Teams U18,U19
National Club Champs
U19-U21 Train to win
Vodacom competition
National Student Champs
Student rugby
U19
U21
U21
World cup 2007
U20 National Competition
Academy System
Academies

• Clubs
• support

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Summary of action plans
1. Develop a rugby development strategy, vision,
objectives and action plans
2. Create a blue print representing the
development steps
3. Identify an entry game to increase rugby
accessibility
4. Regionalize the U13 tournament to create
greater participation
5. Identify a talent identification methodology
for u14 plus
6. Develop a seamless coaching curriculum from U7
to U21
7. Develop a seamless conditioning, nutritional
and medical curriculum
8. Develop a seamless psychological skills
curriculum
9. Develop rugby life skills manual and implement
10. Identify the best rugby schools, benchmark
and spread their abilities
11. Investigate the possibilities of rugby as a
school subject
12. Introduce a national U16 tournament
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13. Select national Green squads for U16, U18,
U20
14. Assess, record, interpret, prescribe 500
players every four months
15. Consolidate national and schools selection
panel plus training
16. Select / develop a national Gold squad with
competitive advantages
17. Introduce and train national scouts
18. Select U19 and U21 9 months before tournament
19. Develop a system that makes better use of
Academies
20. Create a user friendly game and player
analysis service for all levels
21. Integrate all data into a holistic, web
enabled database
22. Identify and implement an organization with
intellectual capital
23. Identify and implement seamless development
framework for coaches
24. Select and develop at least 20 black players
for Super 12
25. Initiate a process of sustainable solutions
for club rugby
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Green Squad System

• A broad based, seamless talent identification and
  development system to serve the needs of
  provinces and national teams.
• Comprising five national squads starting from U16
  through U17, U18, U19 and finally U20.
• Each squad has a 100 players (total 500) selected
  on rugby skills by a nation panel of selectors
  with inputs from national scouts.
• Every four months, players will be assessed for
  physical development, skills development and
  nutritional requirements.
• Based on these assessments they will have
  improvement programs prescribed for them.
• Results are collated, analyzed, interpreted and
  posted on a web enabled database.

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Green squads
3 x Physical assessments 3 x Skills assessments 3
x Nutrition assessments
U14 Talent ID Methods
U16 Tournament
100 players
3 x Physical prescription 3 x Skills
prescriptions 3 x Nutrition prescriptions
U17
-100 players
U18 Tournament
100 players

• Data capture
• Analysis
• Interpretation
• Feedback and culling
• Web enabled database

U19
-100 players
U20 Tournament
100 players
Outcomes

• Early talent identification for provinces
• Early prediction of Super 12 and Springboks
• Selection of Gold squad
• Retention of future Springboks
• Selection tool for competitive advantage
• Transformation plan

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Academies Curriculum 2003

• Rugby competencies
• Physical development
• Playing skills
• Game components
• Psychological competence

• 3. Career Skills
• Vocational courses
• Academic courses

• 2. Life Skills
• Pride and spirit
• History of sport
• Rugby organization
• Values and ethics
• Relationships
• Stress management
• Health and risk
• Commercial skills
• Professional skills
• Social responsibility
• Career guidance

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Green squads
3 x Physical assessments 3 x Skills assessments 3
x Nutrition assessments
Transformation plan
U16 Tournament
100 players
5O
3 x Physical prescription 3 x Skills
prescriptions 3 x Nutrition prescriptions
U17
-100 players
U18 Tournament
100 players
50

• Data capture
• Analysis
• Interpretation
• Feedback and culling
• Web enabled database

U19
-100 players
U20 Tournament
100 players
50

• Early talent identification for provinces
• Early prediction of Super 12 and Springboks
• Selection of Gold squad
• Retention of future Springboks
• Competitive advantage implementation
• Creation of better players
• Transformation plan and controls

Outcomes
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The Gold Squad We cant continue to do the
same things and expect a different result

• The Gold squad is a long term investment in
  future results
• We will give Springbok teams a competitive
  advantage by training Gold squad players in
  carefully identified aspects of the game that can
  be relied on to win 75 of test matches from 2006
  onwards
• We aim to retain our best talent in South Africa
  through early notification to the players of
  their potential future
• The squad members will be selected from U18 level
  upwards
• A maximum of twenty members will be in the squad
• They will be bound by a strict code of honour
• They will not be paid but offered a lucrative
  incentive to be paid when they play their first
  test

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In 1995, if the going got tough.
we could simply put in more hard work and still
win But in 2002, in addition to the hard work we
will have to improve our talent identification
and development as well