PAUL VARIAN CHIEF ADMINISTRATIVE OFFICER OAKVILLE SOCCER CLUB CONTENTS • Brief Intro To Oakville Soccer Club • Instituting LTPD – The OSC Story • Key Lessons Learnt BRIEF INTRO TO OAKVILLE SOCCER CLUB OAKVILLE SOCCER CLUB Established in 1972 Community soccer club • Largest soccer Club in North America • Largest sports Club of any kind in Canada $6.5m operating budget Pine Glen Soccer Centre • 100,000ft sq indoor soccer facility OSA Gold Standard in Club Excellence • Acquired in 2010, renewed in 2012 OAKVILLE SOCCER CLUB +12,700 Players • • • • 18,000 aggregate registrants 50 Rep teams 9,000 in youth House League 130-team adult indoor House League +900 Coaches • +900 coaches • professional coaching team of 29 full time & part time +300 Active Referees • Over 250 new referees recruited and trained each year +1,500 Volunteers • Mostly coaches, but also conveners, team managers, trainers and event volunteers INSTITUTING LTPD THE OSC STORY THE OSC STORY AUG-DEC 2010 Development of New Five-Year Strategic Plan • Board & Club commitment to LTPD • Strategic technical targets focussed on player development • No goals focussed on ‘silverware success’ • Crucial mandate to progress with long-term technical direction aligned to LTPD THE OSC STORY NOV 2010 Jason de Vos joins OSC as new Technical Director • Understanding and support of LTPD a core requirement • Able to enshrine it in a fully-integrated technical plan • Spokesman for technical plan (LTPD) • Able to articulate LTPD to non-technical people • Credibility in the game, particularly in Ontario THE OSC STORY DEC 2010 - FEB 2011 Development of Technical Development Plan • Geared to execute strategic technical goals in Strategic Plan • Integrating player, coach and referee development • Based on LTPD framework • Tailored for Oakville Soccer Club’s program and player base • Written to be understood and embraced by parents YOUTH REC’ SOCCER Players participate in fun-focused soccer, without taxing developmental goals or expectations, supported by strong base-level House League coaching. INTRO AND FUN Kids learn to enjoy the game, be active, develop desire to progress TEACH THEM TO PLAY Kids learn basic core skills, rules of the game and are assessed (every kid) in terms of potential to develop into a ‘competitive’ player. U8 – U12 Adult players who play recreationally throughout their lives, based on a positive experience growing up with the game at OSC TEACH THEM TO COMPETE Kids learn how to train and play in a higher level, and in a more competitive environment. U4 – U7 ‘SOCCER FOR LIFE’ U13 – U16 ELITE PLAYER DEV’T A handful of players with the ability to possibly play at a provincial level of higher. U17 – U18 U19+ THE OSC STORY FEB - JUNE 2011 Board Approval of Technical Development Plan • Feb 2011 – Initial presentation To The Board – 3hrs • April 2011 – Further questions from the Board – 2hrs • May 2011 – 65 written questions from the Board – 4hrs • June 2011 – Further questions from the Board – 2hrs • June 2011 – Formal Board approval THE OSC STORY JULY - SEPT 2011 Promotion of Technical Development Plan JULY 4 Technical Plan and FAQ posted to website AUGUST 20-28 ADP and Rep program brochures released (pending fee approval) EARLY SEPT Introduction of new Coach Development Manager and Age Group Head Coaches JULY 5 JULY 12 JULY 19 Letter from PV/JDV to club users introducing tech’ changes, with link to Tech’ Plan and FAQ Email invitation to each audience segment re webinar presentation & proceeding Q&A sessions Rep and ADP program brochure content finalized AUGUST 9 – 16 JULY 26 – AUG 2 JULY 12-21 Q&A sessions held for each audience segment, 1 wk after release of webinar Webinar presentations targeted to the four target audiences released Promotion of August Q&A sessions via club website & email reminders EARLY SEPT Live demo of an integrated Rep training session by TD THE OSC STORY SEPT 2011 Launch of Technical Development Plan • New professional coaching structure • Fall/Winter Development Program THE OSC STORY JAN 2012 Launch of Coach Development Plan • Rafael Carbajal, Coach Development Manager • Joins OSC in July 2011 • OSC Coach Orientation Program • Hosting LTPD Active Start, Fundamentals, Learn-To-Train • On-field LTPD-focused coach development & mentoring THE OSC STORY JAN 2012 - PRESENT Advocating for LTPD-Driven Competition Reform • Jan 2012 – Establishment of Peel Halton Development League (U8-11) • Commencing 2012 • April 2012 – Announcement of Ontario Player Development League • Commencing 2014 THE OSC STORY THE FUTURE - MAY 2012 Introduction of Quality Assessment Program for OSC’s Technical Programs • Reporting to the Board of Directors on success of technical programs introduced in: • Technical development of players • Satisfaction of players, parents, coaches, referees • Financial performance of the programs • Crucial long-term validation of LTPD THE OSC STORY THE FUTURE - MAY 2013 Driving LTPD principles into House League • Major program adjustments • Team size • Volume of teams • Field sizing and volumes • Patron traffic and other logistical considerations • Fee adjustments • Communications • Advancing LTPD to a large but lessinvested user group KEY LESSONS LEARNT KEY LESSONS LEARNT Build confidence in your Boardroom When working with amateur sport Boards, remember the following rules: • They probably aren’t technical • Don’t resent them for that • They are legally responsible for the organisation’s well-being • Expect them to question, probe, doubt • They are doing their job! • Beware of disregarding the question of finance or organisational risk • Failure to address this or recognise its importance will be a big red flag for your Board • Don’t ask them to make decisions without proper information • • • An overall context Proper due diligence A recommendation with rationale that move CLUB goals • Don’t get overly-technical • Present technical goals in terms of their overall objectives, not their technical design KEY LESSONS LEARNT Start by building a strong planning platform Strategic Plan Commitment to Player Development Organisation’s Core Business & Objectives Technical Development Plan Working to LTPD-driven goals Player pathway in line with LTPD Coach Development Plan Embracing LTPD-focused coaching levels Driving LTPD principles into all coaches, particularly new ones KEY LESSONS LEARNT Follow a simple process that your Board buy’s in to and understands your progress in. KEY LESSONS LEARNT Ensure you have strong technical leadership Your top technical leader must be able to: • Explain what LTPD is and does in simple nontechnical language • Be able to demonstrate what LTPD looks like in a technical plan • Understand and explain what change the club will be faced with in implementing LTPD-driven changes • Have patience to constantly deliver the message and inspire those who “don’t get it” • Above all, your technical leader must believe in LTPD! KEY LESSONS LEARNT Take it one step at a time • You can’t get it all done at once • This is a multi-year change management exercise • If you have a clear path ahead, it won’t seem so daunting • Plan and communicate your progress! • Celebrate your successes, no matter how small • Don’t avoid the need for structured assessment • Sooner or later, your Board will demand it! KEY LESSONS LEARNT Don’t let the tail wag the dog! • Your club isn’t there to ‘help’ implement LTPD • LTPD is there to help your club develop your players • Ensure its principles are entrenched in your coaches’ beliefs and philosophies • Use it as a framework for your technical planning • Clearly link your planning and programs to it, but make your plan your own! • Your plan must be tailored to your club’s idiosyncrasies • For your plan to effective, it must be about your club and not ‘off the shelf’ LTPD STARTING POINTS • Long Term Athlete Development is a scientifically based structure which is being adopted and endorsed in sport organizations around the world. • Mandated by the CSA across the country • LTPD is not a quick fix • Many LTPD formats a structures challenge the classical North American mentality to competition. • LTPD is the direction that our governments and governing bodies are focused on. • Shifting focus to a structure that is player centric requires major adjustments. CHANGE IS SCARY STEPS TO BUY-IN At The BOD Education Communication Why is LTPD the right pathway? What are the benefits? What are parents going to say? Support A Plan Will we loose registrations? What will this cost? Who else is doing this? Why change? BOD ROLES & RESPONSIBILITIES • Champion LTPD initiatives. • Endorse, support and initiate rules & systems to support a smooth transition at all levels. • Establish standards based guidelines and assist in the transition. • Monitor and aid in the transition. • Champion early adopters. • Engage all levels in the transition. WHAT CLUB BOD’s NEED TO UNDERSTAND • LTPD is a CSA mandated program supported by both the Federal government and being embraced around the world. • OSA member Club’s will all be following the path • Is based on developing players, coaches, referees and administrators. • The pathway will build early skills and lead to more players staying in the game longer. COMMUNICATE DIARMUID SALVADORI VICE PRESIDENT LTPD BENEFITS CASE STUDY: RDP Raiders Development Program (RDP) • • • • • LTPD approach to player development Focus on skill development, SSG All players are accepted and developed Began in 2009 with a trial pool of U7 players Growth from ~30 players to over ~160 players enrolled Results • Doubled the number of competitive players U8-U10 • From a standing start, approximately 15% of all players are now participating in a development program • Funding to hire full-time staff coach ROLE OF BOARD •Technical staff need to drive program development •Boards need to ask the right questions and provide proper support • Budget • Facilities • Staffing • Administrative requirements • Marketing & Communications •Boards need to make sure that all the tools are in place to make a program successful. WHAT WE LEARNED •Don’t impede progress because of history or fear. •Ongoing parent and coaching education is key to success. •Parents are willing to pay for quality programming. •Evaluate your programs. •Don’t be afraid to change programs – for the better!
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