Jolls
Well-known member
AHX, I like that and the vid. A bit different to my philosopghy of moral courage, leadership and mateship but along similar lines. I need to read a bit more about this dude!
Wests Tigers Deep Dive of the Week
- Thread starter Jolls
- Start date
Buttface
Well-known member
I’ve been banging on for ages about coaching recruitment and long term development with the aim of developing NRL coaches for our club, (or any such club I guess), and yes I believe Ink was involved in the convo. It really annoyed me again recently watching us shaft Webster and Gardiner for Humpty Dumpty’s. They would have been good candidates for such a program. You are no doubt gunna loose some, but like players you need to keep the best ones. And from that you are gunna get consistency for the players and the club.
Buttface
Well-known member
That’s a great quote X.
A moment of gold that. 👍🏻
Jolls
Well-known member
Are you interested in having a crack at doing a deep dive on this?
I feel like Ivan did this when he coached us in 2018. We won games against the odds due to how we would approach that particular opposition.
Benji would of been key to delivering that on the field.
Jolls
Well-known member
So we had a bit of interation and discussion in this one, doesn't look like too much more though. So before launching into another one - how sis this work. Too much detail, not enough, not of interest or about right.
What would you like to see changed when for the next one?
Don't have any volunteers yet but I think I can probably pull together something on coaching recruitment, development and retention. It is not somethign I have a lot of depth in it but if there are differeing opinions it might generate some good discussion. Should we invite Richo along? 🤣 🤣 🤣 🤣 🤣
What would you like to see changed when for the next one?
Don't have any volunteers yet but I think I can probably pull together something on coaching recruitment, development and retention. It is not somethign I have a lot of depth in it but if there are differeing opinions it might generate some good discussion. Should we invite Richo along? 🤣 🤣 🤣 🤣 🤣
Buttface
Well-known member
Been trying to find the time. Haven’t been able. New work, teething issues to work through.
Jolls
Well-known member
No issues, how about I pull something together and shoot it to you to have a quick look over. If it is going in the right direction we can run with it, if not I can pull somethingtogether on NRL tactics.
Jolls
Well-known member
Hi Team,
Time to switch your mind to building the foundations of a successful club. One of the key enablers being the coaching staff. We're not talking about Benji and his mates here either we are talking about how we could develop a Wests Tigers coaching team from Matts to NRL/NRLW and how that might look.
With the assistance of Buttface a strawman solution, that has a bit of meat on the bones, is outlined below for the forum to pick over and generate ideas. If you have a teaching/coaching/sports science background your input would be greatly appreciated. Of course if you have none of those skills and just love your footy your two cents is just as valuable and appreciated.
Who knows - if we get it right we can send it to Richo and maybe have a hand in guiding the club to the top 4 in the land.
Building a Best-Practice Coaching System for the Wests Tigers: A Blueprint for Long-Term Success
Introduction
Wests Tigers has produced some elite playing talent, yet sustained on-field success has remained elusive. One consistent shortfall has been instability in the coaching ranks—both at NRL level and throughout the club’s development pathways.
Building a winning culture and a high-performance identity at Wests Tigers requires a systematic, but dynamic, approach to all facets of the organisation. Coaching is no exception. If the club is to achieve its strategic goal of becoming a top 4 club in the NRL & NRLW, a systemic club-wide approach to coach recruitment, development, and retention is a key enabler. This medium to long term approach will not result in an immediate improvement in the Club’s performance; therefore, an element of outside recruiting maybe required to bridge the gap.
This deep dive outlines a potential tailored, evidence-based framework for Wests Tigers—one that can position the club as a leader in professional sports coaching systems.
1. The Problem: Instability, Short-Termism, and Cultural Misalignment
Since 2012, the Wests Tigers have had seven head coaches, with most appointments lasting less than three seasons. This turnover, combined with inconsistent philosophies across junior and senior pathways, has led to:
2. A Systems-Based Solution: A potential Wests Tigers Coaching Framework
A systems approach (Senge, 1990) views coaching, not as a collection of individuals, but as an interconnected ecosystem. The goal is to align every coach—from Harold Matthews to NRL Head Coach—around a shared vision, with structured pathways, ongoing development, and long-term retention strategies.
Core Pillars of an aligned Wests Tigers Coaching System:
Rather than recruiting based on reputation or availability, the Tigers should recruit based on alignment to a club-defined coaching and playing philosophy.
Key Actions:
4. Pillar Two: Integrated Coaching Pathways
Create a formal, visible, and supported coaching ladder within the club—from junior development to NRL coaching—providing clarity, incentives, and mentoring at each level.
Key Actions:
The Tigers should adopt a model of ongoing, structured professional development, guided by internal and external expertise.
Key Actions:
6. Pillar Four: Performance Analytics and Feedback Loops
What is not measured is not done. Therefore, coaching evaluation must go beyond win/loss ratios and consider development outcomes, system adherence, and player feedback.
Key Actions:
Long-term success comes from keeping the right people. The Tigers must invest in career progression, recognition, and psychological safety for coaches.
Key Actions:
8. Governance: Oversight by a Coaching Unit
Establish a Wests Tigers Coaching Unit to oversee the implementation, evaluation, and continuous improvement of the system.
Responsibilities:
Conclusion: Becoming the Benchmark
By embracing a structured, strategic approach to coaching recruitment, development, and retention, Wests Tigers can shift from reactive decision-making to deliberate, sustainable growth. Over time, this system can produce:
References
Time to switch your mind to building the foundations of a successful club. One of the key enablers being the coaching staff. We're not talking about Benji and his mates here either we are talking about how we could develop a Wests Tigers coaching team from Matts to NRL/NRLW and how that might look.
With the assistance of Buttface a strawman solution, that has a bit of meat on the bones, is outlined below for the forum to pick over and generate ideas. If you have a teaching/coaching/sports science background your input would be greatly appreciated. Of course if you have none of those skills and just love your footy your two cents is just as valuable and appreciated.
Who knows - if we get it right we can send it to Richo and maybe have a hand in guiding the club to the top 4 in the land.
Building a Best-Practice Coaching System for the Wests Tigers: A Blueprint for Long-Term Success
Introduction
Wests Tigers has produced some elite playing talent, yet sustained on-field success has remained elusive. One consistent shortfall has been instability in the coaching ranks—both at NRL level and throughout the club’s development pathways.
Building a winning culture and a high-performance identity at Wests Tigers requires a systematic, but dynamic, approach to all facets of the organisation. Coaching is no exception. If the club is to achieve its strategic goal of becoming a top 4 club in the NRL & NRLW, a systemic club-wide approach to coach recruitment, development, and retention is a key enabler. This medium to long term approach will not result in an immediate improvement in the Club’s performance; therefore, an element of outside recruiting maybe required to bridge the gap.
This deep dive outlines a potential tailored, evidence-based framework for Wests Tigers—one that can position the club as a leader in professional sports coaching systems.
1. The Problem: Instability, Short-Termism, and Cultural Misalignment
Since 2012, the Wests Tigers have had seven head coaches, with most appointments lasting less than three seasons. This turnover, combined with inconsistent philosophies across junior and senior pathways, has led to:
- Lack of identity in playing style
- Inconsistent player development and retention
- Limited internal promotion opportunities
- Disconnect between club culture and coaching approach
2. A Systems-Based Solution: A potential Wests Tigers Coaching Framework
A systems approach (Senge, 1990) views coaching, not as a collection of individuals, but as an interconnected ecosystem. The goal is to align every coach—from Harold Matthews to NRL Head Coach—around a shared vision, with structured pathways, ongoing development, and long-term retention strategies.
Core Pillars of an aligned Wests Tigers Coaching System:
- Philosophy-Led Recruitment
- Pathway Integration and Progression
- Coach Education and Mentorship
- Performance Analytics and Feedback Loops
- Retention through Investment and Recognition
Rather than recruiting based on reputation or availability, the Tigers should recruit based on alignment to a club-defined coaching and playing philosophy.
Key Actions:
- Define a clear “Wests Tigers Way” — a blueprint for playing style, development priorities, and culture.
- Use structured interviews that test candidate alignment with this vision.
- Appoint coaches who understand and embrace long-term goals, including rebuilding phases.
- Prioritise values such as resilience, teaching ability, and development mindset over short-term win records.
4. Pillar Two: Integrated Coaching Pathways
Create a formal, visible, and supported coaching ladder within the club—from junior development to NRL coaching—providing clarity, incentives, and mentoring at each level.
Key Actions:
- Establish internal coaching titles (e.g., “Development Coach Tier 1–3,” “NRL Assistant Coach – Tactical Lead,” etc.)
- Promote internal mobility: successful coaches in junior rep squads should have opportunities to move into full-time pathways roles.
- Implement a shadow program where promising coaches assist NRL sessions or travel with the top squad.
- Build bridges between the Balmain and Western Suburbs junior systems through aligned coaching programs and shared development targets.
The Tigers should adopt a model of ongoing, structured professional development, guided by internal and external expertise.
Key Actions:
- Launch a Wests Tigers Coaching Academy: a club-run initiative that offers continuing professional development workshops, tactical innovation forums, and guest lectures from leading coaches in other sports.
- Partner with universities and high-performance bodies for coach upskilling in sports science, leadership, and the method and practice of teaching sports-based skills.
- Mandate mentorship pairings between senior and emerging coaches.
- Encourage cross-code and international coaching exchanges (e.g., a month embedded with AFL or Super Rugby franchises).
6. Pillar Four: Performance Analytics and Feedback Loops
What is not measured is not done. Therefore, coaching evaluation must go beyond win/loss ratios and consider development outcomes, system adherence, and player feedback.
Key Actions:
- Create a centralised database tracking coach impact on:
- Player retention and progress through grades
- Implementation of playing style
- Injury prevention and squad cohesion
- Use 360-degree feedback from players, peers, and support staff to inform coaching reviews.
- Run post-season coaching “performance reviews” modelled on corporate leadership appraisals, with KPIs linked to the club’s philosophy.
Long-term success comes from keeping the right people. The Tigers must invest in career progression, recognition, and psychological safety for coaches.
Key Actions:
- Create structured contracts with built-in progression opportunities and professional development budgets.
- Celebrate coaching success club-wide—through awards, media promotion, and NRL recognition.
- Appoint senior coaches into legacy roles (e.g., Head of Culture, Director of Development) to retain intellectual property.
- Provide coaching support services—mental health support, family relocation aid, and leadership training.
8. Governance: Oversight by a Coaching Unit
Establish a Wests Tigers Coaching Unit to oversee the implementation, evaluation, and continuous improvement of the system.
Responsibilities:
- Approve coaching hires
- Lead internal continual professional development and mentorship
- Evaluate season-end performance reviews
- Set annual coaching goals in alignment with club strategy
Conclusion: Becoming the Benchmark
By embracing a structured, strategic approach to coaching recruitment, development, and retention, Wests Tigers can shift from reactive decision-making to deliberate, sustainable growth. Over time, this system can produce:
- A deep pool of internally developed coaches
- Stronger alignment from juniors to first grade
- Greater player development and retention
- A cultural identity rooted in consistency and professionalism
References
- Bloom, G. A., Durand-Bush, N., Schinke, R. J., & Salmela, J. H. (1998). The Importance of Mentoring in the Development of Coaches and Athletes. International Journal of Sport Psychology, 29(3), 267–281.
- Côté, J., & Gilbert, W. (2009). An Integrative Definition of Coaching Effectiveness and Expertise. International Journal of Sports Science & Coaching, 4(3), 307–323.
- Edmondson, A. (1999). Psychological Safety and Learning Behavior in Work Teams. Administrative Science Quarterly, 44(2), 350–383.
- Gilbert, W., & Trudel, P. (2001). Learning to Coach Through Experience: Reflection in Model Youth Sport Coaches. Journal of Teaching in Physical Education, 21(1), 16–34.
- Senge, P. M. (1990). The Fifth Discipline: The Art and Practice of the Learning Organization. Doubleday.
- Taylor, W. G., & Garratt, D. (2010). The Professionalisation of Sports Coaching: Relations of Power, Resistance and Compliance. Sport, Education and Society, 15(1), 121–139.
Buttface
Well-known member
Nice work.
Gus will be on to this when he reads it.
Jolls
Well-known member
I definitely thought this topic would raise some discussion, especially given the way Benji was appointed and the discussion about the quality of the coaching in KoE. There have also been plenty that doubt Benji and Hodgo's ability. So, I expected that a call for a coaching management capability would be strongly supported.
My real concern is that we, as a club, have also failed to understand that winning isn't simply based on the guy with the clipboard or the roster of players. There has to be an alignment within the system, the players and the style of play. Much of that is a result of our fickle board and petty infighting between factions. You can see this in the way we have lurched from one style to another in a search for success. The chopping and changing of coaches and styles has been a significant issue for roster management and player development. There is no secret as to why we have won three spoons in a row - we have lurched from one extreme to the other in search of immediate success without a plan. Since 05 we have jumped from:
- Sheens (03 – 12) - a tactician who was creative, attacking-minded and innovative; to
- Mick Potter (13–14) - an underrated but professional coach focussed on structure and development; to
- Jason Taylor (15–17) - a polarising coach with poor man management focussed on defence-first, structured halves and high % football; to
- Ivan Cleary (17–18) – a system-builder, big on defensive structures and building for the future with a long-term vision; to
- Michael Maguire (19–22) – an accountability focussed hard-nosed coach focussed on grinding football; to
- Tim Sheens (23) – in a mentorship role focussed on rebuilding foundations.
I get a feeling that the current board gets it; well at least Richo does. What set us apart from the rest of the competion until recently was our lack of strategic focus. Now, I think that what sets us apart from the rest of the competition is that Richo bought in Wests Tigers DNA to build a foundation. Having Hodgo, Morris, and Heigno working with Benji, and Shannon Gallant running pathways is not about nepotism. It is about setting the playing and cultural philosophy of the club as a foundation to build from. You only have to see what the Storm and Penrith have done with their systems to understand the path that he is trying to tread.
We are at a point in time when we have an opportunity to set the conditions for long term success – and a key component of that is getting supporting structures right. Coaching is a key enabler to that success.
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Buttface
Well-known member
The coach list is tough reading as the nightmares flood back.
Combine that with poor recruitment, unstable board, and Fruit Pascals, you have yourself a spoon factory.
Consistency is an underrated ingredient of success, and we’ve had none.
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Jolls
Well-known member
It is pretty easy to see why we turned into a basket case on the field when you look at how different the coaches were in style - each one requiring a different type of roster to deliver their style of football and none of them really being here long enough for that to happen (except maybe Madge).
While the coaches are the ones held accountable it is the lack of strategic guidance and a plan of any type that meant we were constantly changing direction in players and playing style. No sooner do we get the right roster and we have got the wrong coach - what clowns were responsible for that?
Buttface
Well-known member
When we hire a coach we are looking for them to provide the whole structure. Rather than having the structure for them to succeed.
Jolls
Well-known member
That is on the money - that is not haw it should be working. We should be hiring a coach that fits oue needs not change the club to fit his (or hers).
Buttface
Well-known member
innsaneink
Well-known member
I rememeber watching a Penrith trial this year, their senior players we on the way to the US.
It was basically a reserve grade side but they looked exactly like first grade
Sheens attempted something like this on I guess a smaller scale I forget when....all excess NRL players played for Balmain/Ryde and trained with the NRL squad... even if they were Magpies juniors, trying to get some fluency and continuity
It was basically a reserve grade side but they looked exactly like first grade
Sheens attempted something like this on I guess a smaller scale I forget when....all excess NRL players played for Balmain/Ryde and trained with the NRL squad... even if they were Magpies juniors, trying to get some fluency and continuity
Rock Hopper Steve
Well-known member
Ayyyy don't keep him waiting whoa.
Buttface
Well-known member
He gets a good throw in the backyard most days. The Fonz never misses out.
Anyway back on topic.
@Jolls one thing I have been thinking about is who would be the current coaches in lower grades that would be good candidates? And how many do you need? Who’s the coaching Director? And does he have power to sack the head coach, etc.
when it comes to candidates there are a few blokes that frequent the pathways threads that seem to be in the know.
I’m going back to read your dive.
Jolls
Well-known member
Sheens, for all of his faults, had his eye on the future and what we needed to build to get there. While the Balmain/Ryde experiment allowed him to maintain the game plan he was unable to convince the grown ups to implement it across the board.
While we could argue to and fro about the benefits of having a single entity (Wests Tigers) v Balmain and Magpies in the lower grades; but I think the real key is having the same style of play and coaching philosophy across the organisation.
Penrith and Storm have developed it - time for us to wake up and smell the roses.
