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Talent ID & Selection Training & Competitive Readiness – TCM2 First Year NCI Facilitator – Beth Barz [email protected]
Goals for TCM2 Module Increase understanding of Talent ID and
Selection in your sport context
Realize the positives and negatives to the Talent ID and Selection process
Use time to create a plan for your portfolio entry for this module
Self Task
Group Task
Talent ID vs Selection What’s the difference?
Talent identification for coaches is generating a pool of athletes who may have the genetic make up (physical, mental, tactical, technical and lifestyle) that you are looking for
Selection is choosing from this pool
Another definition of Talent identification is “that process by which children are encouraged to participate in the sports at which they are most likely to succeed, based on results of testing selected parameters. These parameters are designed to predict performance capacity, taking into account the child's current level of fitness and maturity” (Peltola, 1992).
Talent ID: within or without? Development of talent that is within your sport
system
Bringing in new athletes that are not currently in your sport system
How will you determine your priority?
What other factors besides anthropometric markers are important?
Talent ID and Selection Across the Globe It’s happening everywhere, and
not just in a sporting context
Recent data and articles: Bahrain
Australia
Haiti
Zimbabwe
Zambia
Germany
USA
England
Canada
Northern Ireland
India
North Wales
Scotland
South Africa
Trinidad & Tobago
Talent Decoded Symposium Share one insight you gained from the
presentations at the Symposium in the dialogue box to the right
Do you have an specific thoughts or questions that have yet to be answered when you try to apply Talent ID and Selection to your sport?
Resources Talent ID Working Group Resources
SDRCC – Team Selection document and Selection Criteria for Amateur Sport
Kathryn Shaw, prof at Stanford – tons of resources online
Various CSC presentations from across the country
Books: The Rare Find by George Anders (on spotting talent) Talent is Overrated by Geoff Colvin (on developing talent) The Talent Code by Dan Coyle (on developing talent) Bounce by Matthew Syed (on practice)
Talent ID: Team vs Individual Sport
Evidence Based Talent ID Tests must be HIGHLY diagnostic to influence selection decisions.
Team Selection in Rugby Team sport selection – art or science?
Quick Overview
• Measurable vs non-measurable characteristics
• Team balance and cohesiveness
• Team Position Skills Handbook
• General vs Position-Specific Skills
• Quantified Intangibles
• Final Selection
• Filling the need
How can I measure performance adequately?
• Fitness tests – NSO similar?
• Skills competitions
• Game play
• Observation on & off field
• Specific need identified by coach
Needs Assessment
Measurable
Non-measurable
Team Culture
Summary of Policy
• Cuts vs no cuts – high school or entry level
• Playing time?
• Attitude, Fitness and Skills – most levels
• At National level, players who have all of these plus immediate adaptability
Can you summarize your selection policy in a sentence or phrase?
Culture & Skills
• What is your team culture?
• How can you effectively coach skills and show athletes what they should be able to accomplish at a certain level?
• What do you want to accomplish now?
General vs Position Specific Skills
General Skills
Position Specific
Skills
General vs Position Specific
Athletic, ball-handling, tackling,
running ability, kicking ability
Passing left and right with
accuracy, kick accuracy,
cover defense, tactical
decision-making
Rugby Scrumhalf
Intangibles
Position Specific
Skills
General Skills
Intangibles…
• Coachable
• Listener
• Leadership qualities
• Killer Instinct
• Composure under pressure
• Parents
• Initiative
• Non-negotiables
Team with a number of ‘particulars’ to fill
Style of play vs players available
Measureables vs non-measurables
Females vs males on and off field
Worst case scenario
Best case scenario
Final Selection
Best Team Selection
Best team is the best collection of individuals who are willing to put aside their individual choices for the good of the team.
Keep this in mind when putting together your selection policy and realize that mistakes will happen – be aware and ready to deal with them when they do.
Art AND Science of selection in teams…there is no way to select teams without both processes.
Reflection on Team Selection vs Talent ID What do each of these terms mean in your
sport?
Are there larger implications for these terms as you coach at different levels?
How effective are your current policies on these areas? NSO/PSO/club alignment?
For those coaching individual sports that also have a team component, how does this apply?
SDRCC Section Identifying Policies & Practices
What is SDRCC? Sport Dispute Resolution Centre of Canada
Proactive approach to dispute resolution and offers education and information on possible approaches
Tribunal for disputes
Available for NSOs and Multisport Service Organizations
Links to SDRCC SDRCC homepage
Team Selection
Selection Criteria for Major Events in Sport
Miriam Chamilova Case Study Application:
How should Chamilova proceed from here?
While recognizing the bias of the article, what “errors” does Chamilova allege of Gymnastics Canada?
Are there other points we feel are important to examine?
Use SDRCC info to determine
Plan - Action Plan - Portfolio Identify normative data/guidelines used in/for Talent ID by NSO
Identify how you select for teams and how you publicize/communicate the selection criteria to stakeholders
Example: Queen's Women's Rugby Selection Criteria
Challenges of designing and implementing these policies are?
How do/will you recruit to support your program?
How to follow SDRCC policy? How will you follow the policy of SDRCC in your
team selection?
How will you announce your team selection or testing results?
If an athlete disagrees with your assessment, how will you address this disagreement?
Break
Action Plan What criteria do you currently use for Talent ID and Selection?
Group Task Form into groups based on team vs individual
sports
Share the selection criteria you currently use in your sport
Brainstorm: Are there better criteria to use?
If similar, what criteria can you “steal” from others?
Are there grants available to help you?
help each other to better select
Is your testing relevant? Is your testing in Talent ID or with your current group
of athletes relevant?
How do you test for Talent and if you aren’t yet, how can you test?
Are your tests “repeatable” and “measurable”? How?
Do you provide goals/targets for athletes to achieve?
Action Plan Talent ID vs Selection
What is the difference? What is the difference between Talent ID and
Testing in your sport?
How can you explain the difference to participants?
How do you currently implement these processes?
Action Plan Testing criteria, justifying team selection
If you… …could develop your own testing criteria and
money was not an object, what would you do?
…did not have much money, what tests would give you the most return on investment?
…had the testing criteria of your NSO in front of you, how would you make it better?
…have an athlete protest your selections, how will you justify the process?
Monitor Testing Methods When will you test and retest?
How will you monitor the tests and know when to modify if necessary?
New Zealand Talent ID Development Report: “Successful talent identification consists of three
aspects: extensive knowledge of the performance demands within a particular sport; an accurate assessment of athlete capabilities in relation to these demands; and the ability to predict future performance levels based on current athlete’s characteristics” (Grove, 2001).
U.S. Army Approach
“Every few years, Army statisticians analyze the candidate’s records from the Special Forces to see if there is an easier way of identifying winners, without churning up so many thousands of hours of assessor’s time….There is no shortcut” (Anders, 2011).
FBI’s Multifaceted Approach “At the end of one drill, candidates were told to
gather sandbags strewn across a field….Some sandbags were tiny and nearby. Others were bigger and further away. Candidates might think it didn’t matter which ones they hauled, but it did. Assessors were standing by, watching to see who took a fair share of the work, who did more and who shirked work” (Anders, 2011).
“Talent That Shouts” Top of the “class”, used to winning, overachievers
“those aren’t easy people to manage – and they can be harder to assess. What seems like bountiful, overflowing talent can turn into a minefield of petulance, frustration and selfishness….The best strategies involve a tough love approach” (Anders, 2011).
CEOs and Coaches “CEOs who are persistent and proactive get
things done. Those who are not, do not get things done, even if they are good listeners, team players, etc. And, if you don’t get things done, the people working for you get frustrated and leave, particularly the better ones.” (Kaplan)
How can we be more proactive as coaches in our current setting?
Break
Rugby Ontario 2012 7s Talent ID & Selection to 2016/2020 Games
The Rugby Ontario plan to 2016 Announcement of 7s Rugby
in the Olympics in 2016
Weaknesses of 7s rugby in Canada:
Funding (pay to play)
Underdeveloped athlete skills
Lack of coaching and refereeing experience
http://www.rugbyontario.com/Portals/214/Highway%20to%20High%20Performance%20Project%20Outline.pdf
HW2HP was a result of Gap Analysis in Ontario
No pathway for Ontario athletes to get to 2016 in 7s
No TID of HP 7s
Limited 7s competitions
No HP structure
Underdevelopment of game
Athletes need gains in physical, mental, tactical and technical areas
Lack of coaches and referees with 7s exposure
No HP academies for 7s
Need entry point for other athletes due to Olympic opportunity
No clear selection guidelines
No links to CSC-Ontario and sport specialists
Highway to High Performance - HW2HP Key strategies of plan:
Create domestic 7s calendar & increase competition
ID national pool of 7s athletes age 16 and up
Elite exposure opportunities
Possible centralization, co-ed training environments, coach & official development
Culture of excellence
ISTs focused on 7s specifically
HW2HP to close the gap TID targeting Train to
Compete athletes in 2011
Coaches identified
Referees identified
S&C specialists identified
Regional 7s academies
Develop key tactical, technical, mental and physical capabilities
Outcomes:
Address IRB, Rugby Canada and Rugby Ontario needs
Expand athlete pool
Develop coaches & referees
Promote rugby in other areas
Start HP pathway for athletes
Provide depth chart for Ontario athletes in Ultimate Perf stage for PanAms and Olympics
Culture of excellence through training and competition
Specifics of HW2HP 4 regions
4 regional managers
10 referees
16 coaches
ID camps to identify 500 Train to Compete athletes
Camps in ~22 centres
Total of 192 selected athletes
Academies run Feb 2012 to April 2012
Ontario Summer Games competition August 2012
Time will tell for HW2HP… 3 teams at OSG were separated based on A/B
splits
1 team was split evenly
Of the eight teams, the two even teams finished 4/5th, right in the middle of the pack
2013 – inconsistent levels of commitment to sustaining the program
Your Talent ID & Selection Will time prove your Talent ID and Selection?
What quantifiable measures do you have to know if you have been successful?
Is winning the only statistic that matters in the level in which you coach?
Action Plan Share highlights of your plan with your peers.
Share with coaches… What are the highlights of your plan?
What works best for you?
What will you avoid?
What were your “aha” moments today?
What will you plan to do and when will you do it once you leave here to finish this task?
Did We Meet Our Goals? Increase understanding of Talent ID and
Selection in your sport context
Realize the positives and negatives to the Talent ID and Selection process
Use time to create your portfolio entry for this module
Create a plan to complete this module
Where will Talent ID and Selection
lead for you?
