RIGHT COACH RIGHT PLACE RIGHT TIME

Transcription

1 RIGHT COACH RIGHT PLACE RIGHT TIME A GOLF COACHING VISION 2008 to 2016 enhancing the quality of coaching at all stages and providing active, skilled and qualified coaches to meet demand UK Coaching Framework, 2008 Page 1 of 12

2 Why this plan is important Effective coaches play a vital role in developing, sustaining and increasing participation in sport, sports coach UK, 2008 Coaching and the development of high quality coaches at all levels of participation and performance are crucial factors in the development and growth of the game of golf. The value of coaching and its impact on increasing and sustaining participation across all sports has been well documented in recent years, with a number of high profile studies adding weight to this commonly held belief, (e.g. North, 2007). The governing bodies of golf within Great Britain and Ireland all share the desire to introduce more people to golf and to help more golfers reach their true potential as they strive to ensure that more golfers are retained within the game for life. The Home Nations golf unions are also inevitably driven by competition and have recognised the critical role that effective coaching plays in delivering both sustainable participation and better performances on a world stage. The ultimate aim of the golf coaching system will be to develop and sustain an appropriate and effective coaching workforce which will ultimately always deliver the right coach to the right place at the right time. This is a strategic and longterm desire that sets a significant challenge for shapers and leaders of golf development and coaching in the UK. It provides a fantastic opportunity to transform the way in which coaches are recruited, trained, supported and retained across Great Britain and Ireland to meet the demands and needs of golfers in line with governing body lead plans, interventions and pathways. The golf coaching system today Worldwide responsibility for the rules of golf and development of the game lies with the Royal and Ancient (R&A) in St. Andrews, Scotland. The R&A place particular emphasis on the encouragement of junior golf, the development of the game in emerging golfing nations, coaching and the provision of open-to-all courses and practice facilities. More specifically the development of the game of golf in Great Britain and Ireland is governed by the Home Nations Golfing Unions 1. These bodies are responsible for administering the Rules of Golf and the Rules of Amateur Status, as laid down by The R&A, at national level. These associations and unions implement development and performance programmes in line with individual strategic plans as they strive to grow the game of golf across their nation. Historically the lead agency for coach education has been the Professional Golfers Association, (PGA), as the body responsible for the training and education of aspiring golf Professionals. More recently the scope of this responsibility has grown with the increasing recognition of the importance of coaching and coach education and the Home Nations Golfing Unions continue to regard the PGA as the expert organisation in this field. 1 ENGLAND - English Golf Union, English Women s Golf Association; IRELAND Irish Golfing Union, Irish Ladies Golf Union; SCOTLAND Scottish Golf Union. Scottish Ladies Golfing Association; Wales Golf Union of Wales Page 2 of 12

3 The new millennium Since the year 2000 a number of significant developments have occurred within the game of golf across Great Britain and Ireland that provide a positive starting point for the establishment of a golf coaching system. These include: Formation of the National Source Group for Golf Development of a new structure of golf coach education Achievement of UK Coaching Certificate (UKCC) endorsement for coaching qualifications at Levels 1, 2 and 3 Selection of golf as one of the sports to nationally pilot the development of a Level 4 coaching qualification Development of effective partnerships between the Home Nations Golf Unions and the PGA in relation to coaching, coach education and development Agreed commitment of the Chief Executive Officers of each partner agency to the concept of the UK Coaching Framework Recognition of golf as one of the Trailblazer sports as part of the UK Coaching Framework development Evolution of the National Source Group for Golf into the group tasked with the development of a world-leading coaching system for golf Recognition of coaching as an underpinning foundation to all aspects of golf development, delivery and performance Moving on The developments to date demonstrate a clear recognition of the importance and relevance of coaching from the leaders and policy makers within golf. The challenge for golf going forward is to echo this commitment throughout the partner organisations and wider stakeholders. In order for this change to be embedded within the golfing culture, the industry as a whole needs to embrace this challenge for change, be enthused by this exciting development and be motivated by the opportunity to create a system that will leave a lasting legacy for golf and golf coaching. The golf coaching system of tomorrow The Vision To always ensure the right coach, in the right place at the right time We will achieve this through The development of a system that recruits, trains, supports and retains high quality coaches to meet the needs of golf By 2016 we will have begun the journey of coaching change and transformation through the building of solid foundations and development of a strategically coordinate and directed delivery plan that will result in the creation of a worldleading coaching system that leaves a lasting legacy. We believe that ultimately, this world-leading coaching system will lead to: More people playing golf More people achieving their golfing potential More people retained in golf Better performances on a world stage Page 3 of 12

4 What is the scope of the system? The game of golf plans to create a coaching system across Great Britain and Ireland that supports all coaches involved in developing the sport at all levels. The needs of coaches from all parts of the spectrum will be considered as the system becomes established, regardless of whether they are paid or voluntary; full or part time; high performance or grass roots; novice or experienced. As a sport, golf recognises the fact that the needs of the player should be at the heart of any development system and the new golf coaching system will reflect this view. By developing an understanding of player capabilities, characteristics and skills, the agencies within the partnership will ensure that the coaching system is appropriate and therefore produces and retains effective coaches that support the growth and development of golf at all levels. Golf Coaching System COACHES PLAYERS Page 4 of 12

5 Definitions: Right Coach; Right Place; Right Time Players Coaches Workforce planning supply and demand Recruitment, training, support and retention Performance monitoring Research and Development System governance Golf Coaching System The people who play the game of golf The individuals who provide coaching or instruction to people who play golf What type of coaches and how many of each do we need? Where do we need them? What coaches do we currently have? What is the gap? Who do we need in place to train, support and manage this workforce? Attracting the required number of appropriate coaches into the golf delivery system; providing them with the right initial and ongoing training and education; developing systems of support for all coaches and establishing systems of recognition and reward that retains these coaches within the golf coaching system. Measurement and evaluation of the progress of the golf coaching system Maintaining the partnership knowledge to ensure the golf coaching system remains innovative and cutting edge A system of governance and management involving all partners that ensures the alignment of the coaching system with the wider delivery system for golf A co-ordinated, cohesive system that enables the right coach to be deployed in the right place at the right time Page 5 of 12

6 2016 Coaching System Outcomes By 2016, the golf coaching system (coaching model UKCF Action Area 1), will have achieved the following: # System area What does it look like? UKCF Area 1 Golf Coaching System The infrastructure and networks of coaching in the UK that supports and delivers Golf s coaching vision of having the right coaching in the right place in the right time. Strategic Action 1 UK Coaching System 2 Players A comprehensive golf participant model, based on market research and segmentation, is established and accepted by all partners. This model is used to drive all strategic planning and development interventions throughout GB&I. The model continually evolves based on research. 3 Coaches A clear coach development model is in place, linked directly to the participant model. Coaching roles that meet the needs of participants and the sport are identified through the model, with appropriate development support in place. This model constantly evolves in line with the participant model and sport interventions and developments. 4 Workforce Planning Supply and Demand 5 Recruitment, Training, Support, Retention 6 Research and Development Systems are in place to effectively monitor and predict the supply and demand levels of the coaching workforce in relation to the long-term coaching model. Golf as an industry seeks to understand the demands for coaches and continuously evaluates its position. All coaches are recruited, trained, supported and retained in accordance with demand identified under system area 3 and in line with governing body intervention plans. Coach Education programmes are quality assured through the UKCC and all training and development is relevant to coaches need and specific coaching role. Golf has adopted and implemented an evidence based approach to all development. Research findings inform and underpin strategic and operational decision making. Golf identifies areas for development and directs research. 7 Performance Monitoring Golf is fully engaged in the process of measured continuous improvement in line with the golf coaching system outcomes. The Coaching Scorecard tool is utilised to identify industry best practice; golf seeks innovative solutions to the ongoing challenge of change and improvement. 8 System Governance All partners are fully engaged in transforming the golf coaching system with clearly defined relationships, roles, responsibilities, resources. The process of change is being inspirationally lead and effectively managed. Specific Action 2 Participant Pathways Specific Action 3 Coach Pathways Specific Action 5 and 12 Active, Skilled and Qualified Coaches and Research Strategic Action Area 2,3 and 4 - Front Line Coaching; Support for Coaches; A Professionally Regulated Vocation Strategic Action Area 5 Research and Development The UK Coaching System; 4 Coaching Strategies 1 The UK Coaching Model; 4 Coaching Strategies Page 6 of 12

7 2009 System Building Outcomes The following outcomes will be completed during 2009 as golf progresses towards delivering the goals of the golf coaching system. # System area Outcomes 1 Golf Coaching System Establishment of Golf s Coaching Model A high level representation of the Golf s world leading coaching system in terms of the key components, how these are developed sequentially and their inter-relationships Educate and consult the Golf industry on Golf s Coaching System for 2016 Further evolvement of RC;RP;RT Strategy 2 Players Outline participant model in place principles agreed across GB&I Partners utilising the model to map current interventions and identify potential gaps in participant provision Partners exploring the potential of the participant model as a planning tool 3 Coaches Basic coach model, considering capabilities, skills and experience, formulated by each partner based on current interventions Coach model utilised as a tool for development in new initiatives in pilot cases Coach model lags behind participant model Coach model will evolve over time according to specific partner interventions and ongoing research 4 Workforce Planning Supply and Demand Appropriate analysis of current coaching workforce underway within each partner agency Framework in place to establish future coaching demand based on current interventions and participant model Partners considering how future coaching demand can be predicted through the utilisation of the participant model and related research 5 Recruitment, Training, Support, Retention Coach education qualifications maintained as fit for purpose (UKCC endorsement; QCF accreditation) Partners consider current recruitment, training, support and retention policies in line with outline participant and specific interventions consideration given to resource boundaries and current strategies and interventions 6 Research and Development Principles behind outline participant model confirmed based on trawl of existing research relating to player development and coaching links to participation Golf specific participation research collated across GB&I to effectively inform the participant model Research gaps relating to participant development in golf identified; potential solutions explored 7 Performance Monitoring Clear outcomes agreed; both long-term (2016) and short-term (2009) System of monitoring established Coaching scorecard considered as a tool for continuous improvement to help develop the golf coaching system 8 System Governance Commitment and buy-in to principles of the golf coaching system firmly obtained from all partners at all levels implications for the sport clearly understood Decision makers fully engaged in process Clear roles and responsibilities agreed between partners Meeting structure in place with appropriate representation from all partners at relevant levels Resource implications for the ongoing development of the golf coaching system explored and understood; ongoing resource plan in place Page 7 of 12

8 2010 System Building Outcomes # System area Outcomes 1 Golf Coaching System RCRPRT brand firmly established within GB&I RCRPRT widely recognised as the vision for golf coaching in the 21 st Century and regularly utilised as the reference point for the development of coaching across GB&I Principles of RCRPRT understood by key people at all levels of the system 2 Players Participant model version 2 completed based on collated research Capabilities defined within each initial phase of the version 2 participant model Model tested within a Home Country setting to reflect current interventions Basic user guide produced to introduce and explain the concept of a golf participant model 3 Coaches 2 Basic GB&I coach model, considering capabilities, skills and experience, formulated linked to participant model version 2 Coach model utilised as a tool for development in new initiatives in pilot cases Coach model lags behind participant model Coach model will evolve over time according to specific partner interventions and ongoing research 4 Workforce Planning Supply and Demand Benchmark of current workforce established (including coach education workforce) Home Country specific goals to support this section 5a Recruitment Home Country specific goals to support this section 5b Training Qualifications at Levels 1 and 2 migrated to the QCF framework Framework for Levels 3 and 4 in place with University of Birmingham (UG Cert and PG Dip) UKCC endorsement for all qualifications maintained following UK wide review of UKCC 5c Support Need for formal GB&I Coaches Association debated and formal outcome agreed with plan in place if required Appropriate programmes of CPD in place for coaches; national, regional and local Home Country specific goals to support this section 5d Retention Home Country specific goals to support this section 6 Research and Comprehensive research strategy in place across GB&I Development Strategy reflects existing research and identified gaps to be addressed Strategy directly supports development of participant and coach models and links to coaching system outcomes 7 Performance Monitoring Coaching scorecard utilised by all partners as a tool to support continuous improvement Initial benchmark complete individually and collectively 12 month improvement plan in place individual partners and collective system plan Long-term (2016) targets agreed individually and collectively 8 System Governance Roles and responsibilities of all partners clearly identified and agreed RCRPRT reflected in all plans and strategies and clearly recognised as the director/guider of coaching strategy and development 2010 GB&I meeting structure agreed Role of GB&I group confirmed PGA lead on behalf of all partners PGA development lead; Home Country implementation Home Country lead Collective responsibility (managed through group) 2 NB. Outcomes consistent with 2009 as no progress achieved in the previous year Page 8 of 12

9 Towards A Golf Participant Model A world-leading coaching system places the golfer at the centre and develops its components in accordance with their demands and needs. Therefore in order to effectively develop a coaching system, the first step is to fully understand the golfing market place and the golfers within that market. The model below represents Version 2 of the Golf Participant Development Model, which builds on the first basic market segmentation exercise outlined in earlier versions of this document. Golf Participant Model version 2 75 Drop out / Time out Social Recreational Competitive Elite Developing Talent Entry 5 Potential / Possible Never Will / Never could Entry trying any form of the game Social engaged in golfing activities for purely social aspect Recreational engaged in golf for mainly social aspect, but with some club competition participation Competition engaged in golf and exhibiting behaviours designed to compete to be the best of one s ability (no GB support) Talent part of a GB programme to develop skills to the highest level Elite Performance performing at the highest level on Main Professional Tours Dropout/Time Out left the game on a temporary or permanent basis Never will/never could unable to access the game for a variety of reasons (social, social-economic, geographic), or have no desire to play, now or in the future Notes: Each section of the model and each participant have: Satisfaction Drivers Performance Indicators Training Interventions Page 9 of 12

10 Satisfaction drivers: Officials Diversion Release Ease of participating Coaching Performance Facilities and playing environment 10 domains People & staff Exertion and fitness Value for Money Social Aspects Performance and Training Drivers: Performance Indicators Te Ta P M L Training Interventions Towards a Coach Development Model Recent research suggests that the coach plays a significant role in inducing and sustaining participation in sport (e.g. Biddle and Mutrie, 2001; Weinburg and Gould, 2002). There is also a growing body of evidence to suggest that effective coaching is inextricably linked to the needs of the participant, (e.g. Jones et al, 2004). The golf participant model outlines the golfing market in terms of player needs and therefore a coaching model is required to identify the different types of coach and coaching role required to service this market. In the first instance it has been recognised that different coaches will be required at each level of the participant model outlined above; these initial descriptions are listed in the table on the following page. There has been agreement on the following basic assumptions for a golf coach model: There are differences in the skills, abilities, experience and knowledge required to coach different players Adults and children will require coaches with different capabilities Recreational, participation and performance participants will require different types of coaches A UK wide model identifying coaching roles and competences will be developed; each home union will use this model to shape interventions NB. These assumptions will be tested and checked through a thorough research investigation to support the development of an effective, relevant model. Page 10 of 12

11 Challenges to be faced The sport of golf must address the following challenges to support the long-term development and implementation of a world-leading coaching system for golf. Promoting the importance and value of the development of a plan to support coaches and coaching within the sport of golf. Seeking and maintaining commitment and support from the Home Nations Golf Unions and Associations in order to progress the development of a Golf Action Plan for Coaching. Changing the culture and traditions within the sport of golf, with particular reference to clubs, the PGA Membership and the governance structures. Securing funding to support the long-term development and implementation of the Golf Coaching System. Securing sufficient resources, including human resources, to support, implement, monitor and evaluate the impact of the Golf Coaching System. Questions to be addressed: What are the roles and responsibilities of each party? What are the relationships between each organisation? How are these relationships managed? What does the governance/management structure of the system look like? What are the outcomes of the system? How will the success of the system be measured? (Critical Success Factors) What are the resource demands on each partner/of the whole system? What are the priorities? What research and evidence is there to support the development of a coaching system? What are the gaps? What else do we need to know? What are the assumptions, dependencies risks involved? Page 11 of 12

12 Original statement of intent regarding Golf Framework for Coaching: Timescale Status Comment Phase December 2006 WILLING The PGA is willing to assume a lead agency role and seek commitment and support from the sport of golf to lead the development of the UK Coaching Framework for golf By April 2007 By December 2007 READY The PGA will be ready to lead the development of the UK Coaching Framework for golf, having obtained commitment and support from the Home Nations Each Home Nation Golf Union will have at least a draft Coaching Plan to identify their long-term coaching aspirations and short-term (12 month) goals BUILDING THE FOUNDATIONS By April 2008 The PGA will have developed a Coaching Plan to identify its aims, objectives and targets in support of the sport of golf and will have commenced implementation By January 2009 The sport of golf will be able to implement, monitor and review the agreed actions identified within the nationally agreed Plan for Coaching DELIVERING THE GOALS ABLE By April 2016 The sport of golf will have a cohesive and valued coaching system that supports coaches and coaching at every level TRANSFORMING THE SYSTEM April 2010 We are now starting to transform the system Page 12 of 12