Coach Development Model

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Coach Development Model

• Andy Gair, Colin Allen and Mark Drummond

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Programme

• Session 1
• Background
• Process since April 2008
• High level principles and messages
• Session 2
• Principles and messages under review /
  development
• Developmental to April 09
• Lunch
• Session 3
• Review of CDMs by GBs/Sports

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Outcomes

• Clarify Coach Development Model
• Develop understanding of CDM
• Contribute to ongoing developments
• Review your current models
• Identify development areas for your CDM
• Clarify process to develop your CDM

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Session 1

• Background
• Process, messages and developments since April
  2008
• High Level principles, messages

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Background

• Workforce development plans, Supply and Demand
  issues, Industry framework
• UK Coaching Framework
• Strategic Area 1
• Specific Action 3 (coach Pathways)
• To set out clear, comprehensive and inclusive
  model for the long-term development of coaches
  across the UK

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Process to date

• Initial developments 2007 2008
• Presentation at the 3rd Coaching Summit in
  Coventry, April 2008
• Internal working group established
• Production of internal briefing paper and further
  external consultation
• GB/Sport updates Nov/Dec

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Developments to dateBuilding the Foundations

• Clarification of high level principles and
  messages
• Refined understanding of the CDM
• Clarification of relationships with
• Participant Development Model
• Education, qualifications, training and MOS
• Coaching industry employment or coach development
• Exploring the entry pathways, systems, routes,
  populations etc

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Principles and messagesprocess
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Principles and messagesCharacteristics of a CDM

• Not a direct qualification map!
• Blueprint model that will be challenging towards
  2016 and beyond
• Clear relationship to current PDM
• Relationship between
• coaching role,
• population being coached and
• development of expertise of the coach
• Clear understanding of knowledge and competencies
  required
• Systems that provide for both formal and informal
  learning

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Coach Development model
Populations being coached
Childrens Coaching
Participation Coaching
Performance Development Coaching
High Performance Coaching
Coaching Role
Independent deliver
Coach Coach Coach
Assistant
Pre-coaching sampling
Life Experiences - Sport Experiences (LTPD) -
Coaching experiences
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Key Messages Summary

• 3 dimensions
• (population, role and expertise)
• Development of expertise
• (higher quality workforce)
• Knowledge and Competencies
• Qualification MOS
• Career pathways are
• flexible, unique to the coach,
• may change over time
• Movement / changes in coaching role requires
  additional learning and establishing expertise
  again

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Session 2

• Principles and messages under review /
  development
• Developmental to April 09

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Areas of workBuilding the Foundation

• Further guidance to be provided on the following
  areas
• Expertise
• Changes in coaching levels
• Mapping of entry pathways
• Coach Capabilities
• NOS review and implications

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Key messagesApplication / implementation

• Extending current provision
• Supporting coaches achieving MOS
• Supporting develop expertise in delivery
• MOS review and implications
• Process underway
• Minimum employment standards
• Minimum operating standards
• Impact on regional and local structures

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Coach Capabilities
Why
Where
Sports Outcomes
Who
How
What
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Coach Capability areas

• What
• Participant Development Model Capabilities /
  sporting curricula including personal, physical,
  psychological, technical, tactical and lifestyle
  elements
• How
• Organisation and delivery teaching knowledge
  and skills
• Why
• Development aspects of coaching practice model
  development and refinement reflection in action
  reflection of practice review

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Coach Capabilities

• Who
• Reflecting the people and relationships involved.
  
• Intra / inter personal characteristics of
  participant, coach, parents and others
• Informed by life histories, ethics, morals,
  values, self-awareness, self-belief, confidence,
  lifestyle
• Knowledge/skills understanding of situation,
  people, group issues (gender, ethnicity, social
  inclusion/exclusion), building relationships,
• Where
• Broadly relates to the environments identified in
  the LTPD model and includes

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Lunch
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Session 3

• Any opening questions for clarification
• Any other related issues UK Coaching Framework
• In preparation of the completion of the Building
  the Foundation phase
• What actions does your sport have to undertake?

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Session 3

• 4 breakout groups
• What are you going to use the CDM for?
• Review your work to date
• Have you gone through the process?
• What can be learnt from other sports?
• What is missing from your model?
• What additional information/support do we need?
• Progress v timeline
• Action plan to March 09
• Action plan for Delivering the Goals (towards
  2012)

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2016

• Continuing to evolve our understanding of the CDM
• GB current models meeting the current and short
  term future needs of your sport
• GB future models Transforming the sports models
  towards 2012/2016 and beyond

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Rugby Union
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Gymnastics