Northwestern State’s Smith, Jones Sweep Weekly Baseball Honors

first_imgHitter of the Week – Tyler Smith, Northwestern State – Junior – Outfielder – Franklinton, La.Smith tied the single-game program record with three home runs off the Razorbacks in a 10-7 win that gave Northwestern State its first season of multiple wins against SEC teams since 2001. All three of Smith’s two-run home runs came with two outs, including a game-tying shot in the third inning. Smith posted a career-best evening with three home runs in a 10-7 upset of then No. 6 Arkansas. Over the weeknd, Smith extended his streak of reaching base safely to 12 games with four hits and three walks in a conference series against Stephen F. Austin, bringing his weekly slash line to .471/.565/1.059. Honorable Mention: Noah Cameron, Central Arkansas; Corey Gaconi, Southeastern Louisiana; Alex Palmer, Stephen F. Austin; Parker White, Nicholls. Honorable Mention: Brennan Breaud, Southeastern Louisiana; Ryan Flores, UIW; Hunter Hearn, Sam Houston State. Southland weekly award winners are nominated and voted upon by each school’s sports information director. Voting for one’s own athlete is not permitted. To earn honorable mention, a student-athlete must appear on 25 percent of ballots. Riding a season-long six-game hit streak, he hit safely in all five games this week and reached base at least twice in all but one of the five games last week. Smith drove in the Demons’ first run in Saturday’s 7-0 win over Stephen F. Austin and had a two-out RBI single to give NSU a 2-0 lead in Sunday’s series finale.center_img Northwestern State begins a seven-game homestand against Louisiana Tech at 6 p.m. CT on Tuesday before hosting Grambling for a three-game weekend series, beginning with a 6:30 p.m. first pitch on Friday. Pitcher of the Week – Nathan Jones, Northwestern State – Senior – Pitcher – Shreveport, La.Jones extended his scoreless innings streak to 18 and now has a 3-1 record with 23 strikesout and a 0.90 ERA over his last 30 innings. The senior hurler scattered three hits over the first four innings but retired 12 straight after giving up a leadoff single in the fourth. The Demons were able to avoid a sweep at the hands of the Lumberjacks thanks to the complete-game performance of Jones, who got the nod in Saturday’s 7-0 win over SFA. Improving to 6-2 on the year, the Shreveport, La., native threw his second-consecutive complete-game shutout, dropping his ERA to 2.14 on the year. FRISCO, Texas – Northwestern State outfielder Tyler Smith is the Southland Conference Hitter of the Week and teammate Nathan Jones is the Pitcher of the Week, the league announced Monday. Southland Conference Players of the Week are presented by MidSouth Bank.last_img read more

HALF-TIME: ST EUNAN’S LEAD NAOMH CONAILL IN DONEGAL SFC FINAL

first_imgGAA: St Eunan’s are leading Naomh Conaill by ONE point at half-time in the Donegal SFC final. St Eunan’s opened the scoring through Lee McMonagle – but that was quickly cancelled out by Ciaran Thompson.Dermot Molloy and Rory Carr exchanged frees, before Eamon Doherty almost found the back of the net. Superb build-up play by St Eunan’s – resulted in Doherty finding himself bearing down on goal, but his effort smashed off the crossbar and Naomh Conaill cleared.Brendan McDyre then scored a peach for Naomh Conaill, and then his quick thinking created a score for John O’Malley.However, St Eunan’s then reeled off FOUR scores on the trot to assert their ascendancy in the fixture.Scores from Kevin Rafferty, Lee McMonagle, Conal Dunne and Rory Carr moved them tow ahead. Naomh Conaill showed great character and levelled the game just before the interval with quick scores from Eoin Waide and Brendan McDyre.Conall Dunne had the final say though – and he scored a fantastic point from a difficult angle to send Maxi Curran’s side in one point ahead at half-time.  HALF-TIME: ST EUNAN’S LEAD NAOMH CONAILL IN DONEGAL SFC FINAL was last modified: October 18th, 2015 by Mark ForkerShare this:Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to share on Pocket (Opens in new window)Click to share on Telegram (Opens in new window)Click to share on WhatsApp (Opens in new window)Click to share on Skype (Opens in new window)Click to print (Opens in new window) Tags:GAAHome-page Sportnewslast_img read more

Fad or Future Should Your Growing Business Embrace Holacracy

first_imgCompanies like Zappos and Medium have adopted it, but what is holacracy, exactly? And is it right for your company?Imagine walking in to work one day to discover that you no longer had a boss or manager to report to. Instead, you are your own boss, and self-organized teams — rather than a hierarchical squad of managers and executives — are responsible for influencing the company’s purpose and vision. Sound a little far-fetched or utopic? At Zappos, a company that employs about 1,500 people, that management approach is reality and it’s got a name — “holacracy.” In December, Quartz’s Aimee Groth first reported that the online retailer was transitioning to this relatively new organizational process, shunning traditional job titles and management hierarchy and embracing a self-governing system that changes how decisions are made and how power is distributed. “We’re classically trained to think of ‘work’ in the traditional paradigm,” said Zappos’ John Bunch. “One of the core principles [of holacracy] is people taking accountability for their work. It’s not leaderless. There are certainly people who hold a bigger scope of purpose for the organization than others. What it does do is distribute leadership into each role. Everybody is expected to lead and be an entrepreneur in their own roles.” Of course, holacracy isn’t exactly a new concept. Entrepreneur Brian Robertson first introduced holacrarcy in 2007 and Twitter founder Ev Williams has implemented it with his new company, Medium. However, Zappos is by far the biggest company to embrace it thus far, and that’s caused many to wonder whether holacracy will really work at scale. The question, then, is whether or not this management style is right for your company? Do the pros outweigh the cons, and what kind of risk is involved with making a holacratic transition?Dissecting the Principles of HolacracyAt a high level, holacracy is about authority. In a holacratic environment, no one has the power to tell anyone else what to do, and there’s no organizational chart that dictates specific responsibilities for each role in the company. Learn more about Holacracy here. Instead, authority in a holacracy is distributed among all team members, and regular meetings are held to establish responsibilities and focus on the key issues impeding the company’s development. For a more detailed overview of how holacracy works, check out this chart on Holacracy.org. At Zappos, the plan is to organize the company into about 400 different “circles” once the rollout is complete at the end of this year, and employees will serve a number of different roles within those circles over time. The goal, Bunch told Quartz, is to avoid the typical bureaucracy and politicking that often drags down growing organizations. [polldaddy poll=7741659]How Holacracy Can Help Growing Organizations“One of the core principles is people taking accountability for their work. It’s not leaderless….Everybody is expected to lead and be an entrepreneur in their own roles.”— John Bunch, Zappos While stripping a company of all management structure might sound like a perfect way to induce uncontrollable chaos, holacracy’s supporters suggest that it often has the opposite effect. Bunch, who is co-leading Zappos’ holacratic transition, says that an organizational environment free of politics allows the business to efficiently evolve and respond to real-world conditions. A recent Texas A&M University study supports that assertion, finding that teams who managed themselves outperformed workers who were organized into traditional hierarchies. Ultimately, there are three key arguments in favor of holacratic structure:It gives everyone a voice, which often yields more ideas and more opportunity for innovation.It brings clarity to the purpose of work and who is responsible for getting stuff done.It’s a highly adjustable and adaptable business strategy, and allows for quicker corrections of imbalanced workloads or responsibilities.“It’s far better to rely upon a broad base of individuals and leaders who share a common set of values and feel personal ownership for the overall success of the organization,” points out Terri Kelly, CEO W.L. Gore, in this post for the Harvard Business Review. “These responsible and empowered individuals will serve as much better watchdogs than any single, dominant leader or bureaucratic structure.”Why Holacracy Might be a Very Bad IdeaOf course, there are plenty of potential pitfalls of a holacratic structure, as well. Namely, without any one person truly in charge of the organization, how exactly will a growing company deal with some of the inevitable challenges of scale (i.e., firing employees, managing company underperformance, and seeking outside funding)? As William Tincup points out in this post for Fistful of Talent, there are a few other potential issues with holacracy that might prevent it from being effective in larger organizations:It isn’t for everyone: For employees to thrive in this environment, they need to be independent thinkers who are good self-managers. Unfortunately, it’s likely that you have a few people in your company right now who don’t fit that profile, and you may need to hire people down the line whose personalities and skills don’t align with this system.It may make retaining talent difficult: In a flat structure, there are no promotions or incentives to climb the ladder. How will you retain your best employees if they’re offered raises and bigger titles elsewhere? The transition from hierarchic to holacratic can be difficult: Companies (and people) are used to functioning a certain way, and going flat can be disruptive if your team isn’t ready for the transition. It might work, but it might also be a total disaster. Can you afford to take that gamble?Then, of course, there’s the possibility that the CEO might not be willing to surrender the authority and responsibility that he or she is used to having. “There’s still a need for what the CEO is doing as a spokesperson and champion of (the company’s) vision,” Robertson points out in this post for HolacracyOne, “but Holacracy fundamentally changes how CEOs influence others.”One Holacracy Verdict: Proceed with CautionWhile holacracy has been around for several years, there are several good reasons why no large corporation had implemented it until Zappos. The reality is that it’s virtually impossible to determine with certainty whether Holacracy will work in your company until you try it. And while it might be a wildly successful transition that makes your company significantly more streamlined, innovative, and efficient, it could also send your company down a slippery slope you may never recover from. What’s your opinion on holacracy? Have you implemented it in your organization, or are you convinced that it’s just another fad that will eventually flame out? Share your thoughts in the comments section below! Image by Tech CocktailAddThis Sharing ButtonsShare to FacebookFacebookShare to TwitterTwitterShare to PrintPrintShare to EmailEmailShare to MoreAddThis2last_img read more