ABSTRACT
The necessity of designing and operating a coherent pathway to optimise the return on investment within the talent development pathway is explored in this chapter. The importance of epistemological chaining in terms of planning and decision making is presented and examples are presented of the application and implications of this for talent development. For example, the need to understand what type of coach is most effective at different stages of the pathway is an important consideration for the appointment of coaches and the subsequent reinforcement of their behaviours. Examples of different coaching practice at different stages of development are presented against a consideration of how this fits into the long-term objectives of the pathway. The importance of ensuring a clear and coherent understanding between key stakeholders about the most salient outputs at each stage of the pathway is discussed along with exemplars of the repercussions of good and poor practice in this regard. Finally, guidance is offered about how to periodise challenge along the pathway to ensure growth and long-term development rather than a focus on short-term returns.
