DEVELOPMENT / ASSESSMENTS
Development.Made measurable.
Development fails when it becomes intention. Elite environments make progress visible — and owned.
We take your current observations, reviews and performance data — and upgrade them into role-based assessments and development plans with rhythm, ownership and follow-through.
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Less theatre. More change.
Progress is a system.
Input
Observations, role demands, match/training data, staff feedback, context.
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Assessment logic, focus selection, evidence standards, cadence & ownership.
Output
A development plan with measurable behaviours — reviewed on a fixed rhythm.
ASSESSMENT + DEVELOPMENT PLAN
Subject: Head Coach (example)
CYCLE: 12 WEEKS
Review v0.6
01
Role Standard
Defines the non-negotiables for the role in this club: decision rhythm, clarity of model, staff alignment and behavioural leadership.
02
Assessment Snapshot
Model clarity: 8.2 · Staff alignment: 6.4 · Decision cadence: 7.1 · Pressure behaviour: 6.8
Evidence is required: observed moments, patterns, and examples — not impressions.
Evidence is required: observed moments, patterns, and examples — not impressions.
03
Priority Focus (1–2 only)
Alignment between staff and board-facing language. Reduce mixed messaging by defining one shared narrative and one weekly decision checkpoint.
04
Plan (12-week)
Weekly: staff alignment meeting (30 min). Bi-weekly: decision review (pressure moments). Month-end: leadership feedback loop.
Every action links to a measurable behaviour.
Every action links to a measurable behaviour.
05
Ownership & Review
Owner: Sporting Director. Partner: CEO / Board liaison. Review cadence: Week 4 / 8 / 12.
No review without evidence — and a decision.
No review without evidence — and a decision.
Full, expanded version becomes available in-product after access — customised to your roles, staff structure and performance context.