Performance Coaching Programme Unit 1: Building for Success Session Topic: The Needs Analysis Process Tutors : Roger Keenan/Kevin Mc Guigan Date: 5th October 2011

Who am i? Employment History: 1985 -2003 Factory Manager 2003-2005 Coaching & Games Manager Tyrone 2005- 2008 HP Manager Sini 2008 – Present Coaching Development Manager UC Coaching History: 2000 – 2004 Gortin St Patricks 2005 Carrickmore 2006 – Present Gortin St Patricks 1999-2005 – Tyrone Dev Squads 2005-2009 – Tyrone Minors

What is your Coaching Philosophy?

Outcomes At the end of this Unit you will be able to: Recognise the benefits of agreeing team goals Understand the process/components of a team needs analysis Discuss the obstacles to shared objectives Analyse strategies to negotiate these obstacles Agreed Team Objectives - ownership & accountability -Realistic, achievable, specific, time-bound Sports Team Analysis – personal development plan – review – Critical Success Factors – collective team development plan – Recognising and negotiating potential obstacles to success

Group Contract… brainstorm with the group We agree that during the course we should: Be Punctual Have No put downs Value opinions of others Cooperate Assist others Share ideas …… etc

Agreeing Team Objectives Task: In Groups discuss the traits that you would like your ideal team to demonstrate. Priorities & list these on a flipchart

Traits of the Ideal Team Character Unity Disciplined Composed Committed Confidence Concentration Physical Prepared Resilient Courageous Honest Mentally Prepared Aggressive Winners 1. Get some discussion around the key characteristics that the group would like to see in their teams.

Agreeing Team Objectives Take feedback from group on the flipchart. How do you get your team to buy in to your vision? How do you get the most from your team meeting? Getting the right environment for engagement Giving ownership to the group without losing control Value all inputs – no put downs Group work- a leader per group Avoid being defensive Conclude – sum up

Getting the most from your team meeting Preparation/Structure Desired Outcomes Involve everyone/don’t dominate(conductor) No Put Downs Avoid being defensive Non-Threatening Honesty/Trust Encourage Ownership but stay in control Follow-up action

Tools: Reviewing & Analysing What are the good things we do that we must keep doing? What are the bad things we do that we must stop doing? What did we do occasionally that we need to do consistently? What don’t we do- that we must start doing? Structure: Where are we now? Where do we want to be? What are the obstacles? What needs changing?

Performance Coaching Programme Get real engagement Promote honesty Give the “nay sayers” a role Unit Title: Performance Coaching Programme

Conducting a Team Analysis Task: In Groups use the Team Analysis template for teams that you have coached. List 3 Critical Success Factors that need addressed? Let the groups have a go at this process Get them to come up with 2-3 key issues that have the potential to transform the team

Obstacles to Progress Task: (In a GAA Context) In Groups discuss the potential obstacles to achieving shared objectives. Take feedback using the flipchart List the major obstacles to change

Obstacles to Progress Lack of Trust(Cliques) No self evaluation/complacency Lack of accurate information Lack of communication Lack of ambition Lack of trust Fear of failure Force of habit/comfort zone "IF IT'S OUR DESIRE TO TRIUMPH IN FOOTBALL, WE HAVE TO LOOK OUT FOR NEW HIGHWAYS OF SUCCESS INSTEAD OF USING ALWAYS THE OLD BUMPY ROADS OF THE PAST VICTORIES. A MAJOR OBSTACLE FOR THE PROGRESS OF FOOTBALL IS THE FORCE OF HABIT. BECAUSE OF SLUGGISHNESS MOST OF THE TEACHERS/COACHES CONTINUE WITH THEIR OLD HABITS WITHOUT THINKING SUFFICIENTLY ABOUT WHAT THEY ARE PRACTISING WITH THEIR PUPILS"

Denis O’Grady - Psychologist Fear of the Unknown—The unspoken message from society says that when change occurs, you will lose control. Fear of Failure—If I commit myself to goals for change, there is a chance for failure. Fear of Commitment—Commitment forces an answer to tough questions. "What do I really want?" Commitment to one option is not always fun because it eliminates other options. Fear of Disapproval—If I change, I risk having people say they like me better the way I was. Your own change also forces others to change in relationship to you. Fear of Success—If I change, what other demands will be make of me? Can I sustain this success?

Responses to Change

“Don’t just change what’s easy but what needs changing” Charlesworth GOAL OBSTACLE 1 Get across that you shouldn’t just change what’s easy but what needs changing and will make a real difference 2

Influencing Task: In Groups of 5 discuss approaches that can assist your teams/players to embrace change. Record and present on a flip chart

Negotiating the obstacles Have a vision Create a guiding coalition Share/Agree the vision/goals Communicate the vision/goals Celebrate successes Constantly review activities against the vision Change what needs to be changed not what’s easy Look for win - wins 8 Steps to transforming your organisation- J P Kotter

8 Steps for Change

TTM Model Of Behaviour Change Pre-Contemplation Preparation Maintenance Contemplation Action Progress Relapse (Prochaska & DiClemente, 1982) 17/09/2018

CRITICAL NON ESSENTIALS THAT WOULD SET “THE AREA OF IMMENSE INTEREST TO ME WAS THE IMPORTANCE OF DETAIL, NOT JUST ANY KIND OF DETAIL BUT THE DEVELOPMENT OF THINGS THAT WOULD AND COULD SET US APART FROM ANY OTHER TEAM IN THE WORLD: WE HAD TO ASSUME THAT OUR MAIN COMPETITORS WOULD ALSO HAVE THE SAME QUALITY OF PLAYERS, THE SAME RESOURCES AND THE SAME STANDARD OF COACHING. IF WE ACCEPTED THAT THEN TO BE EVEN BETTER WE HAD TO DO EVERYTHING IN OUR POWER TO FIND HUNDREDS OF IMPROVEMENTS OR CRITICAL NON ESSENTIALS THAT WOULD SET US APART FROM OUR RIVALS.” Clive Woodward

Change Management

Fitness Testing & Profiling Wednesday 19th October – St Patrick’s College Fitness Testing Profiling Analysing Data/Interpreting Results Informing the Training Programme

Good Night Safe Home