The diagram above does not show how less
visible factors such as the androcentric coaching model or the gender
structure of sport organizations, discussed in Vol. 1, No. 6, also
serve to reinforce the status quo; however, it does reinforce the
need to go beyond simple linear explanations of why so few women coach
at a national team level. It provides a sound analysis for thinking
about how to shape WiCAP so that it becomes the start of real change.
In the diagram, the starred boxes represent points of intervention
by WiCAP with the specifics of those interventions described in the
following table.
Point
Intervention
Women
lack national-level coaching experiences
One
of the prerequisite components of the apprenticeship learning
plan is the inclusion of opportunities to attend, observe, assist,
and coach at international competitions. These opportunities provide
the apprentice with an understanding of the coaching demands of
the international arena in her sport.
Isolation
among women coaches persists
A
key value of WiCAP is the network that develops among the women
coaches. This network is a positive force during the program and
continues, providing a system of support long after the program
ends. The program has also been valuable in fostering excellent
connections among the apprentice coaches and current women national
team coaches. It provides a forum for exchanging ideas and addressing
gender-specific coaching challenges.
There
are few women coach role models
Graduates
of WiCAP become role models for other women coaches; they also
learn the power of being role models through the leadership seminars,
which emphasize that one of the most powerful ways we learn about
leadership is through observation of others. Current national
team coaches also serve as role models for the apprentices.
There
is less pressure to change existing coaching model to address
women’s realities
The
leadership seminars enable the apprentices to develop skills to
bring about positive changes for themselves and other women coaching
in their sport. They help to develop an analysis of the larger
picture of coaching and the barriers that women face.
Program Evolution and Building Blocks
Each of the three phases of WiCAP has been and continues to be unique,
but each has had the same goals. Note how these goals fall out of
the analyses:
Provide qualified Canadian women coaches in selected Olympic,
Paralympic, and Pan American Games sports with advanced training
opportunities and major Games' coaching experience and prepare them
for future coaching opportunities in international competitive events
with national teams.
Facilitate an increase in the number of women coaches who will
have access to international Games' coaching experience.
Provide apprentice coaches with the opportunity to experience
training and team selection activities prior to major international
Games.
Support apprentice coaches in their ongoing professional development
through seminars and practical experience.
Similarly, the program elements reflect the analyses
and have remained constant since the beginning:
Support the NSF, which is essential to facilitating access to
the mentor coach, and include it in national team projects.
Through the mentor coach, support the coaching goals of the apprentice
coach by creating opportunities, sharing knowledge, providing feedback,
and making connections.
Create a learning program that includes on-site coaching opportunities
and coaching development such as tutored completion of NCCP Level
4 or 5 tasks.
Provide seminars that bring together the apprentice coaches and
facilitate development of key leadership skills and the completion
of Task 17.
Establish a supportive network among the apprentice coaches.
The Women in Coaching Program
Coaching Association of Canada
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