Talent ID & Selection
Training & Competitive Readiness – TCM2
First Year NCI
Facilitator – Beth Barz bethbarz@gmail.com
Goals for TCM2 Module
  Increase understanding of Talent ID and
Selection in your sport context
  Realize the positives ...
Talent ID vs Selection
  What’s the difference?
 Talent identification for coaches is generating a pool of athletes who
...
Talent ID: within or without?
  Development of talent that is within your sport
system
  Bringing in new athletes that a...
Talent ID and Selection
Across the Globe
  It’s happening everywhere, and
not just in a sporting context
  Recent data a...
Talent Decoded Symposium
  Share one insight you gained from the
presentations at the Symposium in the dialogue
box to th...
Resources
  Talent ID Working Group Resources
  SDRCC – Team Selection document and Selection Criteria
for Amateur Sport...
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 Handb...
How can I measure
performance adequately?
• Fitness tests – NSO similar?
• Skills competitions
• Game play
• Observation o...
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 lev...
Culture & Skills
• What is your team
culture?
• How can you effectively
coach skills and show
athletes what they should
be...
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 w...
Intangibles
Position
Specific
Skills
General
Skills
Intangibles…
• Coachable
• Listener
• Leadership qualities
• Killer Instinct
• Composure under pressure
• Parents
• Initia...
 Team with a number of ‘particulars’
to fill
 Style of play vs players available
 Measureables vs non-measurables
 Fem...
Best Team Selection
Best team is the best collection of individuals who
are willing to put aside their individual choices ...
Reflection on Team
Selection vs Talent ID
  What do each of these terms mean in your
sport?
  Are there larger implicati...
SDRCC Section
Identifying Policies & Practices
What is SDRCC?
  Sport Dispute Resolution Centre of Canada
  Proactive approach to dispute resolution and
offers educati...
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 art...
Plan - Action Plan - Portfolio
  Identify normative data/guidelines used in/for Talent ID by NSO
  Identify how you sele...
How to follow SDRCC
policy?
  How will you follow the policy of SDRCC in your
team selection?
  How will you announce yo...
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
you...
Is your testing relevant?
  Is your testing in Talent ID or with your current group
of athletes relevant?
  How do you t...
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 ...
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 mo...
Monitor Testing Methods
  When will you test and retest?
  How will you monitor the tests and know when to
modify if nec...
New Zealand Talent ID
Development Report:
  “Successful talent identification consists of three
aspects: extensive knowle...
U.S. Army Approach
  “Every few years, Army statisticians analyze the
candidate’s records from the Special Forces to
see ...
FBI’s Multifaceted Approach
  “At the end of one drill, candidates were told to
gather sandbags strewn across a field….So...
“Talent That Shouts”
  Top of the “class”, used to winning, overachievers
  “those aren’t easy people to manage – and th...
CEOs and Coaches
  “CEOs who are persistent and proactive get
things done. Those who are not, do not get things
done, eve...
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:
 ...
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
...
Highway to High Performance
- HW2HP
  Key strategies of plan:
  Create domestic 7s calendar & increase
competition
  ID...
HW2HP to close the gap
  TID targeting Train to
Compete athletes in 2011
  Coaches identified
  Referees identified
  ...
Specifics of HW2HP
  4 regions
  4 regional managers
  10 referees
  16 coaches
  ID camps to identify 500
Train to C...
Time will tell for HW2HP…
  3 teams at OSG were separated based on A/B
splits
  1 team was split evenly
  Of the eight ...
Your Talent ID & Selection
  Will time prove your Talent ID and Selection?
  What quantifiable measures do you have to
k...
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 w...
Did We Meet Our Goals?
  Increase understanding of Talent ID and
Selection in your sport context
  Realize the positives...
Where will Talent
ID and Selection
lead for you?
Beth Barz
bethbarz@gmail.com
@bethbarz
BB
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Talent identification and Selection in Elite Sport Coaching

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This slidedeck is what I used to form the basis of a full day workshop at the Canadian Sport Institute - Ontario on how to evaluate talent and then to select athletes to make the best team. This could also inform business leaders in helping to select and develop the best team possible.

Published in: Sports, Technology

Talent identification and Selection in Elite Sport Coaching

  1. 1. Talent ID & Selection Training & Competitive Readiness – TCM2 First Year NCI Facilitator – Beth Barz bethbarz@gmail.com
  2. 2. 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
  3. 3. 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).
  4. 4. 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?
  5. 5. 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
  6. 6. 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?
  7. 7. 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)
  8. 8. Talent ID: Team vs Individual Sport
  9. 9. Evidence Based Talent ID Tests must be HIGHLY diagnostic to influence selection decisions.
  10. 10. Team Selection in Rugby Team sport selection – art or science?
  11. 11. 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
  12. 12. How can I measure performance adequately? • Fitness tests – NSO similar? • Skills competitions • Game play • Observation on & off field • Specific need identified by coach
  13. 13. Needs Assessment Measurable Non- measurable Team Culture
  14. 14. 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?
  15. 15. 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?
  16. 16. General vs Position Specific Skills General Skills Position Specific Skills
  17. 17. 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
  18. 18. Intangibles Position Specific Skills General Skills
  19. 19. Intangibles… • Coachable • Listener • Leadership qualities • Killer Instinct • Composure under pressure • Parents • Initiative • Non-negotiables
  20. 20.  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
  21. 21. 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.
  22. 22. 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?
  23. 23. SDRCC Section Identifying Policies & Practices
  24. 24. 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
  25. 25. Links to SDRCC   SDRCC homepage   Team Selection   Selection Criteria for Major Events in Sport
  26. 26. 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
  27. 27. 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?
  28. 28. 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?
  29. 29. Break
  30. 30. Action Plan What criteria do you currently use for Talent ID and Selection?
  31. 31. 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
  32. 32. 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?
  33. 33. Action Plan Talent ID vs Selection
  34. 34. 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?
  35. 35. Action Plan Testing criteria, justifying team selection
  36. 36. 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?
  37. 37. Monitor Testing Methods   When will you test and retest?   How will you monitor the tests and know when to modify if necessary?
  38. 38. 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).
  39. 39. 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).
  40. 40. 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).
  41. 41. “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).
  42. 42. 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?
  43. 43. Break
  44. 44. Rugby Ontario 2012 7s Talent ID & Selection to 2016/2020 Games
  45. 45. 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
  46. 46. 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
  47. 47. 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
  48. 48. 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
  49. 49. 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
  50. 50. 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
  51. 51. 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?
  52. 52. Action Plan Share highlights of your plan with your peers.
  53. 53. 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?
  54. 54. 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
  55. 55. Where will Talent ID and Selection lead for you?
  56. 56. Beth Barz bethbarz@gmail.com @bethbarz BB
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