The purpose of this study was to investigate the attributes and experiences that are perceived priorities for recruitment to become a high performance coach in the sport of Softball in Australia. The study was undertaken in the form of 10 cases of nationally identified coaches and administrators (men and women). Each participant was interviewed using semi-structured questions. The interpretive study gave an intensive description and analysis of coach experiences, attributes and qualifications that are perceived as highly desirable for coach selection by Softball Australia for high performance coaches. The basis for collection and analysis of information was via individual cognitive perspectives and perceptions (through interviews) and individual behaviours (through observation) with the intention to interpret and consider the presence of common themes. Findings may serve to identify, support and direct potential high performance coaches and contribute to the effectiveness of formal coaching education programs. The study focused on the sport of softball which has had a mixed profile over time, from one of almost obscurity to that of an Olympic sport. Australia has had an extremely impressive record internationally. It is currently ranked as the world’s best softball nation based on international performances by the Australian under 19 Men, Open Men, under 19 Women and Open Women’s Teams (SA 2008). Australia was the only country ranked in the top three in all age groups competing in World Championships. The importance of this study to softball coaches was to encapsulate the reality of how selectors make determination on performance coaching selections, and was this in line with what performance coaches perceive as the priorities. This may have two direct effects on the performance coach. Firstly, it may allow the coach to develop a career path that may best suit their qualities and attributes. Secondly, it may allow the coach to undertake further learning and development in the areas that the selectors perceive the coach does not meet the required standard of merit.

The purpose of this study was to investigate the attributes and experiences that are perceived priorities for recruitment to become a high performance coach in the sport of Softball in Australia. The study was undertaken in the form of 10 cases of nationally identified coaches and administrators (men and women). Each participant was interviewed using semi-structured questions. The interpretive study gave an intensive description and analysis of coach experiences, attributes and qualifications that are perceived as highly desirable for coach selection by Softball Australia for high performance coaches. The basis for collection and analysis of information was via individual cognitive perspectives and perceptions (through interviews) and individual behaviours (through observation) with the intention to interpret and consider the presence of common themes. Findings may serve to identify, support and direct potential high performance coaches and contribute to the effectiveness of formal coaching education programs. The study focused on the sport of softball which has had a mixed profile over time, from one of almost obscurity to that of an Olympic sport. Australia has had an extremely impressive record internationally. It is currently ranked as the world’s best softball nation based on international performances by the Australian under 19 Men, Open Men, under 19 Women and Open Women’s Teams (SA 2008). Australia was the only country ranked in the top three in all age groups competing in World Championships. The importance of this study to softball coaches was to encapsulate the reality of how selectors make determination on performance coaching selections, and was this in line with what performance coaches perceive as the priorities. This may have two direct effects on the performance coach. Firstly, it may allow the coach to develop a career path that may best suit their qualities and attributes. Secondly, it may allow the coach to undertake further learning and development in the areas that the selectors perceive the coach does not meet the required standard of merit.

The purpose of this study was to investigate the attributes and experiences that are perceived priorities for recruitment to become a high performance coach in the sport of Softball in Australia. The study was undertaken in the form of 10 cases of nationally identified coaches and administrators (men and women). Each participant was interviewed using semi-structured questions. The interpretive study gave an intensive description and analysis of coach experiences, attributes and qualifications that are perceived as highly desirable for coach selection by Softball Australia for high performance coaches. The basis for collection and analysis of information was via individual cognitive perspectives and perceptions (through interviews) and individual behaviours (through observation) with the intention to interpret and consider the presence of common themes. Findings may serve to identify, support and direct potential high performance coaches and contribute to the effectiveness of formal coaching education programs. The study focused on the sport of softball which has had a mixed profile over time, from one of almost obscurity to that of an Olympic sport. Australia has had an extremely impressive record internationally. It is currently ranked as the world’s best softball nation based on international performances by the Australian under 19 Men, Open Men, under 19 Women and Open Women’s Teams (SA 2008). Australia was the only country ranked in the top three in all age groups competing in World Championships. The importance of this study to softball coaches was to encapsulate the reality of how selectors make determination on performance coaching selections, and was this in line with what performance coaches perceive as the priorities. This may have two direct effects on the performance coach. Firstly, it may allow the coach to develop a career path that may best suit their qualities and attributes. Secondly, it may allow the coach to undertake further learning and development in the areas that the selectors perceive the coach does not meet the required standard of merit.

The purpose of this study was to investigate the attributes and experiences that are perceived priorities for recruitment to become a high performance coach in the sport of Softball in Australia. The study was undertaken in the form of 10 cases of nationally identified coaches and administrators (men and women). Each participant was interviewed using semi-structured questions. The interpretive study gave an intensive description and analysis of coach experiences, attributes and qualifications that are perceived as highly desirable for coach selection by Softball Australia for high performance coaches. The basis for collection and analysis of information was via individual cognitive perspectives and perceptions (through interviews) and individual behaviours (through observation) with the intention to interpret and consider the presence of common themes. Findings may serve to identify, support and direct potential high performance coaches and contribute to the effectiveness of formal coaching education programs. The study focused on the sport of softball which has had a mixed profile over time, from one of almost obscurity to that of an Olympic sport. Australia has had an extremely impressive record internationally. It is currently ranked as the world’s best softball nation based on international performances by the Australian under 19 Men, Open Men, under 19 Women and Open Women’s Teams (SA 2008). Australia was the only country ranked in the top three in all age groups competing in World Championships. The importance of this study to softball coaches was to encapsulate the reality of how selectors make determination on performance coaching selections, and was this in line with what performance coaches perceive as the priorities. This may have two direct effects on the performance coach. Firstly, it may allow the coach to develop a career path that may best suit their qualities and attributes. Secondly, it may allow the coach to undertake further learning and development in the areas that the selectors perceive the coach does not meet the required standard of merit.

Thesis (Ph.D.)--McMaster University, 2006. / Supervisor: Janet L. Starkes. Includes bibliographical references.

Thesis (Ph. D.)--University of Texas at Austin, 2008. / Vita. Includes bibliographical references.

Thesis (M.S.)--Rochester Institute of Technology, 2008. / Typescript. Includes bibliographical references (leaves 59-69).

Thesis (Ph. D.)--University of North Texas, Dec., 2006. / "UMI number: 3254234." Includes bibliographical references.

Thesis (Ed. D.)--West Virginia University, 2005. / Title from document title page. Document formatted into pages; contains vii, 111 p. : ill. (some col.). Includes abstract. Includes bibliographical references.

Thesis (Ph. D.)--University of Missouri-Columbia, 2004. / Typescript. Vita. Includes bibliographical references (leaves 110-120). Also available on the Internet.