Vaga Associates Leicester Leicestershire Rutland Sporting Workforce Strategy Training Event 11 th August 2004Welcome Nikki Enoch and Jeremy Harries

Vaga Associates Leicester Leicestershire Rutland Agenda  Introductions  Reconnecting  Story Board  Learning tools Strategic framework Successful change model  Employers dimension – sharing learning  Employees dimension – next phase  Outstanding matters  Agreed actions

Vaga Associates Leicester Leicestershire Rutland Reconnecting One thing:  You’ve done towards developing workforce in Leics.  You hope to get out of today’s event  You want from the strategy

Vaga Associates Leicester Leicestershire Rutland Storyboard

Vaga Associates Leicester Leicestershire Rutland Brief Aim  Research & develop strategy with priorities for Future actions Resources Outputs  Current and future demands of coaching workforce community, school partnership, LAs & sports setting  Definition and understanding of employers network  Future priorities, actions and targets for partners

Vaga Associates Leicester Leicestershire Rutland Your Key Questions Last meeting:  My role and that of others  How do we: Manage employers expectations of coaches? Plan for requirements 5+ years? Use evidence effectively/successfully? Ensure inclusively and equity? Sell the concept to funding partners? Overcome the barrier of ‘not another initiative’? Will the strategy be rolled out across Leics.? Build partnerships amongst the different agencies?

Vaga Associates Leicester Leicestershire Rutland Definitions Coach  Anyone who delivers or assists the delivery of a sporting, recreation or physical activity Level one  Able to assist the delivery of an activity; basic understanding of delivering an activity; enthusiastic, well-motivated and good role model Level two  Able to plan and deliver a programme/session; supervise level one coaches and work unsupervised

Vaga Associates Leicester Leicestershire Rutland Reconnecting One thing:  You’ve done towards developing workforce in Leics.  You hope to get out of today’s event  You want from the strategy

Vaga Associates Leicester Leicestershire Rutland Roles Coach 1 Coach 2 Coach 3 Coach 4 Competencies Technical Personal Managerial Other Knowledge Skill Mastery

Vaga Associates Leicester Leicestershire Rutland Employers Questions What…  Does it do?  Type and level of sport?  Recruitment and selection processes?  Management, development & retention practices?  Existing baseline data?  Difficulties and issues?  Aspirations / growth potentials?  Does success look like?  Support needs?

Vaga Associates Leicester Leicestershire Rutland Relationship Mapping  Identify the organisations in your network  Write a list of the organisations with who you interact and are key to your future success.  Plot the names on a relationship map. For example: What conclusions do you draw?  Are some relationships that are well established that will look after themselves for a while?  Are there some (large bubbles) you need to develop stronger relationships (long lines)?  Make a note of the relationships that need attention Organisation Length of this line indicates the closeness of the relationship – the shorter the line, the stronger the relationship Size of this bubble indicates the importance of that organisation in your future success – the bigger the circle, the more important they are You

Vaga Associates Leicester Leicestershire Rutland Conclusions Good Relationships  LAs  NGBs  Clubs Areas for Improvement  Education  Community sector  Commercial sector  Employment network Complementary Maps

Vaga Associates Leicester Leicestershire Rutland Workplace Settings  Schools – King Edward VII, Coalville  Community – Braunstone, Leicester  Borough Charnwood Hinckley & Bosworth  Sports Rugby Swimming

Vaga Associates Leicester Leicestershire Rutland Approach  You lead in the settings With our support  We lead in ‘county analysis’ With your support  Considerations/options Individual or sample interviews Interactive workshops Analysis of existing information and questionnaires  Share and embed learning  Champion the work

Vaga Associates Leicester Leicestershire Rutland Route Map Training Event Shared Learning & Planning 6 x settings: Employers 6 x settings: Employees (workforce) Workforce Conference Shared Learning & Planning

Vaga Associates Leicester Leicestershire Rutland Actions  ‘Employers’ list  Questionnaires devised  Competency matrix devised  Meetings and workshops held  Dates agreed 28 th Sept – learning event 19 th Oct or 2 nd Nov - conference

Vaga Associates Leicester Leicestershire Rutland Achievements&Changes

Vaga Associates Leicester Leicestershire Rutland Achievements Support  Interview questionnaire  Competency matrix Planning Meetings  Hinckley and Bosworth  King Edward VII  SAZ Employers list Employers map 30% sample interviewed Initial analysis

Vaga Associates Leicester Leicestershire Rutland SAZ Employers

Vaga Associates Leicester Leicestershire Rutland Changes  CSCS 5fte coaches 37 pt coaches 10 sports (multi and outdoor sports) 42 different partners/settings  Sports coach UK World Class Coaching Outcome based strategy Baseline research Coach recruitment plan SLA  Case Study In2sports Ltd  Conference opportunity New Partnership

Vaga Associates Leicester Leicestershire Rutland Learning Tools Strategic Framework Managing Change Model

Vaga Associates Leicester Leicestershire Rutland Strategy ‘Strategy’ has many definitions. Mintzberg’s ideas are wider than most: a plan, some consistently intended course of action a pattern which emerges over time a position which provides for competitive advantage a perspective or abstraction which exists in the minds of people

Vaga Associates Leicester Leicestershire Rutland InsightForesightPurpose/Values Evaluation Operating ModelCore processes Business Environment Climate - culture Customers Employee Capability Environment Resources Why are we here? What underpins our approach? Vision and Objectives Success Model Relationships Strategic initiatives Breakthroughs Milestone identification Principles and Policies Behavioural Standards Core competencies Finance, marketing, Admin, Engineering, Operations etc. Balanced Scorecard People dimensions Customers Leadership Strategic Framework

Vaga Associates Leicester Leicestershire Rutland Strategy Is not… ….the status quo!!!!

Vaga Associates Leicester Leicestershire Rutland Managing Change Model Key Components 1.Pressure for change 2.Clear shared vision 3.Capacity for change 4.Actionable first steps 5.Model the way 6.Reinforce and solidify change 7.Evaluate and improve

Vaga Associates Leicester Leicestershire Rutland Managing Change Key Components 1.Pressure for change 2.Clear shared vision 3.Capacity for change 4.Actionable first steps 5.Model the way 6.Reinforce and solidify change 7.Evaluate and improve Consequences (if component is missing) 1.Bottom of the box 2.Quick start - fizzes out 3.Anxiety, frustration 4.False starts 5.Cynicism & mistrust 6.Back to old ways 7.Stagnate

Vaga Associates Leicester Leicestershire Rutland Exercise  Agree a really good example from Leics.  Test model  Apply model to workforce strategy Outputs  Agree three actions that would make a difference One basic One breakthrough  Record on flip chart

Vaga Associates Leicester Leicestershire Rutland Employers Dimension SAZ Tools & process Findings, analysis and value Applying to other Settings

Vaga Associates Leicester Leicestershire Rutland Tools and Process Victoria and Caron

Vaga Associates Leicester Leicestershire Rutland Exercise  Discuss SAZ employer responses Outputs  List conclusions

Vaga Associates Leicester Leicestershire Rutland Findings and Value Victoria and Caron

Vaga Associates Leicester Leicestershire Rutland Employees Dimension Purpose Key questions Approach Support Discuss!

Vaga Associates Leicester Leicestershire Rutland Outstanding Matters Open Forum

Vaga Associates Leicester Leicestershire Rutland Agreed Actions Open Forum

Vaga Associates Leicester Leicestershire Rutland Thanks