We have to make coaches feel valued again. They need to be paid better, trained better, treated better and supported better.

Great clubs are built by great coaches. The Coach Better pillar focuses on strengthening the coaching workforce by making development more accessible, more connected and more sustainable — while ensuring high standards are maintained across the sport.

Rather than clubs working in isolation, NGL supports shared approaches that help knowledge, opportunity and expertise flow more easily across the coaching community.

We believe in keeping things simple, Promoting the transfer of skills within clubs

Support could include:

• Structured internal CPD frameworks for clubs

• Shared models for mentoring, shadowing and peer learning

• Clear pathways for assistant coaches to progress

Benefits of shared approaches:

• Reduces reliance on external courses alone

• Ensures knowledge stays within the club

• Accelerates development of less experienced coaches

• Builds stronger, more consistent coaching teams

Outcome:
Clubs develop confident coaches from within, creating continuity and stability.

Making qualifications accessible without lowering standards

Support could include:

• Better signposting and alignment of BG qualifications to club needs

• Support with planning, hosting and accessing courses

• Encouraging flexible delivery models where possible

Benefits of shared planning and access:

• Removes unnecessary barriers to qualification

• Improves uptake and retention of coaches

• Helps clubs plan workforce development strategically

• Ensures qualifications remain high quality and relevant

Outcome:
A larger, better-qualified coaching workforce across the sport.

Young Leadership & Voluntary Programmes

Support could include:

• Structured young leadership pathways within clubs

• Voluntary programmes that develop future coaches and leaders

• Clear progression routes from volunteer to qualified coach

Benefits of a shared future pipeline:

• Creates early engagement and loyalty

• Reduces long-term recruitment gaps

• Builds leadership skills alongside technical skills

• Supports succession planning for clubs

Outcome:
A sustainable pipeline of future coaches and leaders.

National recruitment campaigns

Attracting more people into coaching

Support could include:

• Coordinated national recruitment messaging

• Shared campaigns that clubs can plug into locally

• Clear articulation of coaching as a viable career pathway

Benefits of a national approach:

• Stronger, more consistent messaging

• Reduced recruitment burden on individual clubs

• Greater visibility of coaching opportunities

• Improved perception of coaching as a profession

Outcome:
More people entering the coaching workforce across all levels.

Maximising earning opportunities and retaining expertise

Support could include:

• A national pool of specialist coaches and consultants

• Opportunities for coaches to work across clubs and regions

• Flexible consultancy models that complement existing roles

Benefits of shared consultancy models:

• Helps coaches increase earnings without leaving the sport

• Retains highly experienced coaches within gymnastics

• Attracts retired or semi-retired coaches back into the workforce

• Raises technical standards through shared expertise

Outcome:
A more sustainable, experienced and motivated coaching workforce.