Knowledge and expertise as a competitive advantage

Why is this a priority?

Norwegian football has grand ambitions, despite a smaller population and fewer resources than many other nations. To succeed, we must identify competitive advantages that enhance our performance without requiring significant financial investments.

Developing football knowledge and expertise is advantageous, and strong collaboration is essential to unlocking its full potential. Through coordination and resource-sharing, from the central organisation to regional associations and clubs, we can strengthen our collective sporting capacity.

We see significant development potential in closer collaboration with the business sector and universities. This will facilitate richer interaction between football, academia, and research institutions, supporting education, research, and skill development in football nationally and regionally.

By investing in knowledge and expertise, Norwegian football can position itself as an international leader, gain strategic advantages, increase competitiveness, and promote core values such as equal opportunities, openness, and democracy.

Elite coach and leadership development

Skilled coaches and leaders are the foundation for developing players and clubs. We need professional coaches operating at an international level who can drive development work in top clubs and national teams.

We aim to establish a national model for coach development, integrating formal education, continued professional development, and club-based programmes. The goal is to strengthen coaching expertise across both the men's and women's games while fostering a stronger knowledge-sharing culture between grassroots and elite football.

Through close collaboration and sharing of knowledge and experiences, we will ensure that Norwegian football continues to grow and foster strong connections across the football community.

The development of a new national training centre will create a high-performance environment for the entire football pyramid, with a focus on competence, insight, and a strong performance culture. The centre will also serve as a hub for coach and leadership development, bringing resources together under one roof to better integrate theory and practice. This will provide unique opportunities to observe national team training as part of coach education, offering a holistic learning experience that strengthens the link between education and elite sport.

Grassroots coaches

We currently lack sufficient insight into Norwegian clubs' status regarding the number of coaches, their level of competence, and gender distribution. To address this, we must improve clubs' requirements for registering data in the Football Information and Communication System (FIKS).

Enhancing the competence of children's and youth coaches is central to ensuring positive experiences and an inclusive football environment. Coaches are often the first people children encounter in football, making them key to shaping positive early experiences.

Most grassroots coaches only complete the first module of the Grassroots Coaching course. To improve completion rates, we must offer flexible, club-based courses, strengthen collaboration between clubs, Regional Sports Coordinators, and Regional Coach Developers, and increase the number of coaching mentors.

Financial constraints remain a barrier to coaching education in some clubs, with significant cost variations. We must reduce these disparities to ensure that financial limitations do not prevent participation.

There is also a significant shortage of female coaches, particularly those with coaching qualifications. To improve this, we need to measure and track actual numbers, develop targeted initiatives, and actively recruit women and mothers. Regional football associations must work locally to recruit and retain female coaches, and a holistic strategy for coach development—from grassroots to elite level—is necessary to support women at all stages.

Referee development

Referees are vital for ensuring matches are played in fair and safe conditions. To achieve this, we need more referees at both grassroots and elite levels.

The proportion of female referees and mentors remains too low, and there has been a slight decline in recent years. This makes it even more important to implement targeted efforts to recruit and retain female referees, ensuring they receive the necessary support to succeed. We will also accommodate different life stages, such as pregnancy and family commitments, to make it easier for referees to return to the game.

We need better support structures for referees within clubs to improve quantity and quality. This means establishing mentorship programmes and strengthening the role of referee coordinators in clubs. Regional Referee Developers play a key role in supporting clubs in this process.

Safe environments are essential for recruiting, retaining, and developing referees. We must reinforce efforts to create an inclusive culture free from harassment and unnecessary pressure. Professional and social meeting places will be key to retaining referees and fostering a strong sense of community.

Just like players, referees need close follow-up and development opportunities. Mentors and coaches will be crucial in providing referees with security and structured progression. To improve structure and quality in referee development, we aim to establish a sports development plan for referees.

Regional Referee Developers will also be instrumental in identifying and nurturing talent. By expanding our talent development programme, NORCORE, we will give the most ambitious referees a strong foundation to reach their full potential, with elite football as a natural goal.

Technology as a tool

In recent years, technological advancements in coaching and refereeing have accelerated internationally. Norwegian football has adopted artificial intelligence (AI) and match data analysis tools. We have developed digital coaching services (Tiim), introduced new e-learning modules, and provided referees with better tools to ensure fairer matches (including VAR).

The NFF has prioritised initiatives that enhance fairness in officiating, referee security, and community support. These initiatives will be detailed in the national sports plan for referees.

Women in football

We need more women in all roles in football. To achieve this, we will actively recruit and educate more women for positions in clubs, regional associations, and the federation. At the same time, we will inspire and train female coaches, leaders, and referees, demonstrating that football can be a viable professional career path for women.

All hiring managers and those responsible for recruitment must ensure that female candidates are included in hiring processes. If women do not apply for roles independently, we must actively seek them out.

Retaining female coaches, referees, and leaders already within the game is crucial. To achieve this, we must provide meaningful support through different life stages, such as pregnancy, childbirth, and early parenthood. We must create spaces where they feel a sense of belonging, are valued, and can maintain their connection with the sport they love. This will help ensure they return even stronger.

We want to support female players in transitioning from playing careers into new roles within football. Through strategic recruitment, we will bring women back into the sport as coaches, leaders, referees, and other key roles. This will strengthen diversity and inclusion in football.

The players' voice

The NFF is committed to ensuring that players' perspectives are heard. We will involve player representatives from both grassroots and elite levels in decision-making processes that impact their daily lives and rights. Particularly for significant decisions, players' voices must carry real influence.

Furthermore, we will prioritise injury prevention, treatment, and rehabilitation in collaboration with the Sports Health Centre, focusing on women's health.

When they retire, players should receive support to transition into new careers through career counselling and education opportunities. NISO will play an even more substantial role as a key support partner in this process.