Coaching summit 2013

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Outline of new women into coaching programme being delivered in the South East by seven County Sports Partnerships.

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  • Self explanatory
  • Data taken from scUK Coaching in UK III, 2012 (confirm and edit as required) although this is not to suggest women should only coach women and vice versa
  • Data taken from scUK Coaching in UK III, 2012 (confirm and edit as required)
  • Sport Hampshire and IOW ran a successful programme around getting more females into coaching and it evolved from this pilot project – CJ pitched to group to take it to regional delivery Seven Counties agreed to work collaboratively on the project to, which has a number of benefits : Able to pool resources, time and effort Seven Experts: We have seven Coaching Leads that are experts in coaching and have been in there role for at least three years so have a huge amount of local knowledge and experience Wide Skill set: We are able to use our skill sets appropriately within the group, e.g. social media, monitoring and evaluation, delivery of CPD, mentoring and project management etc Equal Role: We all have an equal role on the group in terms of decision making. Sports coach UK’s role on the group as the eighth member is to help coordinate regional delivery, e.g. plan meetings, provide access to technical leads from sports coach UK, e.g. research, diversity specialists, communication channels (Links to media contacts and production of marketing material etc) National Partners: Once we formulated the project plan, we took it to Sport England and the Women’s Sport and Fitness Foundation & although they cannot provide any direct funding support we can use their expertise NGB Partners: Since we have approached a number of NGBs nationally and locally. At a National Level we have the buy in from: England Netball, England Handball, Exercise Movement and Dance Partnership, RFU, FA and British Cycling Delivery for NGB partners: Now we are at the stage whereby we are having discussions around formulating delivery plans with the sports, which are starting to take shape (two of which will be presented later) We have been careful to cap the number of sports nationally as we have decided to put intensive resource into a handful of sports as opposed to a high number (quality rather than quantity) As the programme is 2-years we will approach further sports in-line with capacity
  • Self explanatory
  • 1. And/Or is because we want to build the system based on the need of NGBs are female coaches. It might be that there is more of a need to develop female coaches (CPD and moving from Level 1 to Level 2) as opposed to recruiting new coaches. Although we keep mentioning 500, we won’t get to 499 and say one more coach, Project 500 is a minimum aspiration we are working towards 2. Relates back to objective 1, we want to ensure the right support processes are in place to support the exact needs of every female coach on the programme. This might mean 1:1 mentoring for one coach and a coaching forum for another 3. The women’s coaching network has two level’s of membership: The first is a general membership base for which anyone can join. This will provide access to news about female coaches and any articles / blogs etc The second level of membership is the 500 involved in the project, these are the females on the project that are being recruited, developed, deployed or retained (will be tracked for M&E puropses) 4. We are implementing a clear M & E process to ensure we track all coaches on the system. We do not want Project 500 to be just another project or initiative, we want to provide a clear case for better supporting female coaches from now and indefinitely We are also in the position whereby we are speaking to potential funders for the future of this programme
  • LATER ON IN THE PRESENTATION WE WILL BE PROVIDING AN OVERVIEW OF THE CSP OFFER BUT FOR NOW HERE ARE SOME OF THE BENEFITS A more fit-for-purpose and diverse workforce to drive female participation at all levels: i.e. supporting NGB products and programmes Profile, reward and recognition of your female coaches Greater access to local awards, discounted funding for Coach Education and CPD / Encourage female nominations for local and national coach awards Promote role models by recruiting local ambassadors We are recruiting local and national ambassadors to ensure every coach can have access to a role model. We will ask ambassadors to fulfil a number of roles Dedicated on-line presence to promote and recognise local coaches We are looking to establish an online women’s coaching network and membership data base Access to forums, workshops and events for your female coaches Varied offer from County to County to ensure those coaches that wish to develop have access to CPD in a number of forms to suit their needs Access to local mentoring programmes & other support for your coaches including coach observation sessions and communities of practice As above
  • Self explanatory, perhaps detail examples of how we are linking project 500 to programmes: i.e. B2N, Chance to Shine, Girls for Gold etc
  • Us this slide to introduce next section which will be looking at the Current CSP off to NGBs on project 500 Important to mention that each offer to an NGB will be tailored to suit them, we will give some examples of the work we are doing with NGBs later in the presentation. Basically, the CSP offer is not final and there maybe a number of other areas we support an NGB with linked to this project. i.e. Research
  • Important to mention that this is the CURRENT OFFER, we expect to see a lot more green as the project develops. Just because there is a X does not mean this service will never be available. At a local level we have to deliver based on demand. For example if there is not a local demand for a coaching conference then we cannot deliver one for just a handful of coaches Outline the Key: TBC = To be confirmed WIP = Work in Progress X = Currently not being delivered NEG = Negotiable – The reason some area’s are negotiable is because they mean different things to different NGBs. For example some consider co-coaching as a form of mentoring. Also to establish something that is tailored to an NGB may be out of the CSPs scope in terms of available funds, so there is an opportunity to discuss match funding
  • Overview of work with ECB Presented to ECB National and Regional Team at Lords Full buy-in to the project established (Sue Redfern – Inclusion & Diversity Manager for Women and Girls at the ECB) For each County in the South East the ECB name a Project manager to lead Project 500 with the County Coaching Lead County delivery plans are now being developed between the ECB and CSPs to identify the right coaches for Project 500 (support also being given by the CSPs to identify the right coaches through workforce planning if they are not known) Initial feedback is that Project 500 will be used to mainly support Chance to Shine Coaches and Coaches on the Talent Pathway A further meeting is scheduled to take place in June with Current England Women’s Captain Charlotte Edwards and Former Captain Claire Connor to discuss where else the project can link in terms of ambassadors and taking the project to the next level
  • Overview of work with the RFU: Sign off agreed nationally by the RFU to support Project 500 South East is split into 2 areas by the RFU (We already have one area scoping out plans to be agreed this week. This work is being supported and managed by Catherine Spencer, former England Captain and World Cup finalist) The RFU have highlighted a potential issue with progressing female coaches from leadership, parental and support roles in to a coaching qualification. Sports coach UK are currently working up a survey to send to 160 female coaches that undertook the Rugby Ready qualification (‘safety course’ and a pre-requisite to the level 1 Coaching Children course) to identify what the barriers are to females coaches progressing in Rugby. Once the survey is in place it will be used to identify coaches that can be supported through Project 500 to progress. This survey also will go out nationally to inform future support needs to female coaches. We are also looking to recruit a number of ambassadors, two of which are female coaches currently coaching men's first teams in Buckinghamshire
  • Self explanatory, perhaps detail examples of how we are linking project 500 to programmes: i.e. B2N, Chance to Shine, Girls for Gold etc
  • Coaching summit 2013

    1. 1. • Session overview– Why is there a need for Project 500?– How did Project 500 come about?– Who is involved with Project 500?– What is Project 500?– What does the delivery of Project 500look like?– Q & A
    2. 2. • Why Project 500?- Women are underrepresented in coaching (31% ofcoaches, of which only 18% hold a qualification)- Women offer different life and leadership qualities- Women understand the psychological and socialpressures female athletes and participants experience
    3. 3. • Why Project 500?- The majority of high-profile are male- Increasing the number of female coaches provides rolemodels for female participants- Sport England Youth and Community strategy i.e.engaging a more diverse population in sport
    4. 4. • How did Project 500 come about?- One year pilot programme established in Hampshire• Who is involved in Project 500?- Seven CSPs from across the South East- sports coach UK- Sport England- Women’s Sport and Fitness Foundation (WSFF)- National Governing Bodies of Sport
    5. 5. • What is Project 500?- Launched on International Women’s day to address theimbalance of females in coaching- A two-year project (April 2013-March 2015)- Looks to achieve four main objectives
    6. 6. • Project 500 Objectives1. Recruit, develop, deploy and/or retain 500 femalecoaches across the South East between April 2013 andMarch 20152. Establish a culture of support for female coachesincluding mentoring, co-coaching, communities oflearning and coach observations to underpin coachdevelopment and deployment3. Raise the profile of females in coaching through thedevelopment of a “women’s coaching network”4. Create clear guidelines and provide a body of evidenceto encourage the roll out of this project nationally fromApril 2015 “Project 5000”
    7. 7. • Benefits to an NGB- A more fit-for-purpose and diverse workforce to drive femaleparticipation at all levels i.e. supporting NGB products andprogrammes- Profile, reward and recognition of your female coaches- Promote role models by recruiting local ambassadors- Dedicated on-line presence to promote and recognise localcoaches- Access to forums, workshops and events for your female coaches- Access to local mentoring programmes & other support for yourcoaches including coach observation sessions and communities ofpractice
    8. 8. • NGB involvement- Endorsement; help raise awareness within specific sportingcommunities- Use of NGB branding and logos- Link programmes, including NGB Scholarships, marketing andlocal county workforce plans to the project- Where possible support with coach education e.g. providetutors, discounted resources, flexibility to deliver local courseswhere there is a clear need- Access to ambassadors from sports, e.g. to facilitate coachingforums targeted at local female coaches.
    9. 9. • What does the delivery look like?- County Sports Partnership offer- Practical examples of working with NGBs
    10. 10. -Presented to ECB National and Regional Team at Lords-For each County in the South East the ECB name a Projectmanager to lead Project 500 with the County Coaching Lead-County delivery plans are now being developed between the ECBand CSPs-Project 500 will be used to mainly support Chance to ShineCoaches and Coaches on the Talent Pathway-Charlotte Edwards & Claire Connor ambassadors
    11. 11. -Sign off agreed nationally by the RFU-Project 500 supported and managed by Catherine Spencer,former England Captain and World Cup finalist-The RFU have highlighted a potential issue with progressingfemale coaches-sports coach UK to survey 160 female coaches that undertookthe Rugby Ready qualification-Survey also will go out nationally to inform future supportneeds for female coaches.-Recruiting a number of ambassadors
    12. 12. “It’s a real privilege for England Handball to have beenapproached to be a part of Project 500 and to have been involvedright from its inception. It is our belief that not enough is beingdone to engage young women and girls in coaching and leadershippathways in England, and it’s an honour to be working with aspecial group of people who want to change that.”Liam McCarthy, Coaching Development ManagerEngland Handball
    13. 13. “This is a fantastic opportunity to both support the development offemale coaches in sport and recognise and celebrate theirachievements. As a largely female dominated sport we at EnglandNetball understand the importance of developing female coachesas role models for our participants and future athletes and areproud supporters of this project.”Amy Willis, Coaching Development ManagerEngland Netball
    14. 14. “EMDP are delighted to be part of this innovative project. As thenational governing body for exercise, movement and dance wehave a predominantly female workforce and have the added valueof being a very attractive option for women wishing to bothparticipate and coach. We look forward to working with allpartners to increase opportunities for women across the southeast.”Emma Forward, Development DirectorExercise Movement and Dance Partnership
    15. 15. • Challenges & risk factors– ‘call to action’ or project– no new resource– evidencing impact– data collection– managing the project– managing expectations
    16. 16. Q & A
    17. 17. • Contact for further information:CJ Lee, Sport Hampshire and IOWCoaching Development Managercj.lee@hants.gov.uk01962 847523Clare Fallis, sports coach UKCoaching Network ManagerCfallis@sportscoachuk.org07595 779 237

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