1. Talent Identification and Development
A Consultancy Approach

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

3. 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

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

5. 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.

6. Input – Output Process
INPUT
ANALYSIS
OUTPUT

7. 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

8. 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

9. 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

10. 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

11. 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

12. 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

13. 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

14. 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

15. 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

16. 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

17. 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

18. Coaching INPUT ANALYSIS OUTPUT Coaching Analysis of performance
Quantitative
Qualitative
Self Assessment – Bruce Cooks presentation at the pre season meeting
Individual Performance Improvement

19. Assessment INPUT ANALYSIS OUTPUT Quantative assessment of performance
Benchmarking of performance and performance improvement
Assessment

20. 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

21. Profiling INPUT ANALYSIS OUTPUT Information used for Appointments
Promotion
Further Development
Profiling
Database information
On field
Off field
Progress

22. 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 referee’s performance in its entirety

23. 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

24. 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

25. Technical Session 1 – 1.5 hours
Typical Programme
Change and Shower – eat 30 minutes
Technical Session 1 – 1.5 hours
SAQ 1hour

26. 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

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