Adamson clinches 3rd spot, holds off UP

first_imgJohn Lloyd Cruz a dashing guest at Vhong Navarro’s wedding UP clawed back from a 21 points down, 69-48, with Paul Desiderio capping off an 18-5 run that cut Adamson’s lead down to just eight, 74-66, with still five minutes left. The Falcons, however, responded with a 12-0 run near the end of the game to rebuild a 20-point lead, 86-66, with less than 30 seconds left in the fourth quarter.FEATURED STORIESSPORTSWATCH: Drones light up sky in final leg of SEA Games torch runSPORTSSEA Games: Philippines picks up 1st win in men’s water poloSPORTSMalditas save PH from shutoutAnd as the Falcons secured their semifinals spot, head coach Franz Pumaren said they had already settled into the reality that they are one step closer to their title aspiration.“Our mentality is Final Four mode already,” said Pumaren. “During this stretch, every game is a learning process for us, a learning experience for us.” “In the time that we made run, I didn’t call a timeout, for me that’s one way of trusting my players, one way of making them feel that they should rise above the challenge.”Sarr led the way for the Fal ons with a 25-point, 17-rebound double-double while Jerie Pingoy had 15 points, eight assists, six steals, and zero turnovers.Desiderio led the Fighting Maroons with 20 points while Javi Gomez de Liaño had 10 points and 10 boards.ADVERTISEMENT Don’t miss out on the latest news and information. Stronger peso trims PH debt value to P7.9 trillion Typhoon Kammuri accelerates, gains strength en route to PH Brace for potentially devastating typhoon approaching PH – NDRRMC Photo by Tristan Tamayo/INQUIRER.netAdamson University locked up the third seed after withstanding a late fightback by University of the Philippines, 86-70, in the UAAP Season 80 men’s basketball tournament Sunday at Smart Araneta Coliseum.The Soaring Falcons rose to 9-4 record while the Fighting Maroons dropped to fifth with a 5-7 record, a full game behind fourth seed Far Eastern University, which booted University of the East out earlier.ADVERTISEMENT Read Next LATEST STORIES QC cops nab robbery gang leader, cohort View comments CPP denies ‘Ka Diego’ arrest caused ‘mass panic’ among S. Tagalog NPA Tropical Depression ‘Quiel’ enters PAR PLAY LIST 03:47Tropical Depression ‘Quiel’ enters PAR00:50Trending Articles01:29DOH kicks off nationwide polio vaccination drive01:37Protesters burn down Iran consulate in Najaf01:47Panelo casts doubts on Robredo’s drug war ‘discoveries’01:29Police teams find crossbows, bows in HK university01:35Panelo suggests discounted SEA Games tickets for students02:49Robredo: True leaders perform well despite having ‘uninspiring’ boss02:42PH underwater hockey team aims to make waves in SEA Games MOST READ Japan ex-PM Nakasone who boosted ties with US dies at 101 For the complete collegiate sports coverage including scores, schedules and stories, visit Inquirer Varsity. Free tickets to Alab Pilipinas season opener Kammuri turning to super typhoon less likely but possible — Pagasalast_img read more

Rejuvenated Raheem Sterling ready to fight for Manchester City place

first_imgManchester City winger Raheem Sterling has welcomed the increased competition for places heralded by the signings of Leroy Sane and Spanish wide forward Nolito.Sterling, who was vilified by a section of his country’s fans after England’s dismal performance at the European Championship, seems a player reborn under new manager Pep Guardiola.The 21-year-old was named the Premier League’s player of the month for August with a goal and two assists in City’s first three matches and is confident his strong form will see him hold on to his starting place. (Also read: Guardiola’s City outclass Mourinho’s United in Manchester derby)”It raises any players’ game when there’s four or five players who can play your position,” Sterling told British media.”You always want to be on the pitch, not in the stands.”Sterling was substituted by Sane after an hour in the Manchester derby on Saturday and agreed the 20-year-old had impressed on his debut after shrugging off a hamstring injury.”Leroy’s come in and he’s a really good guy who I speak to a lot but obviously he plays the same position – hopefully we can both be on the pitch at the same time but we have to work hard and show why we deserve to be involved,” Sterling added. (Also read: Manchester City striker Sergio Aguero banned for three matches)The winger said he was happy to play in whatever position his coach asked him to after being switched from his favoured right flank to the left to accommodate Nolito. advertisement”My favourite position is on the left but I’m happy to play anywhere across the front three,” he said.”Since day one the manager has tried to up the team spirit. Last year we were all close but now we’re closer than ever.” (Also read: Pep Guardiola equals renewed energy for happy Raheem Sterling at Man City)City, who are top of the Premier League standings with four wins from four games, kick off their Champions League campaign against Germany’s Borussia Moenchengladbach later on Tuesday.last_img read more

Day 1 of Glassdoor Summit— Here’s What You Missed

first_imgTuesday, we kicked off Day 1 of the 3rd annual Glassdoor Summit in San Francisco where we tackled the topic “Transforming Through Transparency.” Speaking to approximately 700 attendees and nearly 8,000 people live streaming from 13 countries, Glassdoor co-founder CEO Robert Hohman introduced the day with a rousing speech about the power of transparency, both in terms of attracting top talent and thriving as a company.“Transparency is the ability to understand; it’s the ability to be open and honest about what we know and expect. Transparency is the new normal,” said Hohman. “With that transparency comes a tremendous responsibility, but with it also comes an enormous opportunity.” Transparency equals a creative and strategic opportunity to have more control over the growth of your business and the culture of your company.And, he said, candidates are watch. According to Glassdoor research, 62 percent of candidates feel better about a company that responds to reviews on Glassdoor. 70% are more likely to apply when employer brand is managed and 90% find employer perspective useful in job search.Furthermore, transparency and a positive company culture will improve your bottom line. Glassdoor research shows that it all starts with the company’s culture and work environment, as well as how managers engage staff and promote the corporate brand. Why? Because when staff is engaged and believes in their company’s vision, they perform better. Better performance results in higher earnings and profit margins, which boosts employee morale. It’s a win-win.With the groundwork laid for creating a transparent company culture, a series of a dozen talent acquisition experts took the stage and spoke in breakout sessions about a variety of cutting-edge topics.Feeling left out? Well, don’t. We’ve got a recap. Here’s what you missed on Day 1 of the Glassdoor Summit:1. “Trust your people.”Chief of HR Operations of Nestlé Purina Steve Degnan stepped in for president Nina Leigh Krueger who came down with a cold. Despite the last minute pitch hit, Degnan scored a home run as he discussed how Nestle Purina tackles prickly reviews from employees on Glassdoor and how the 100+ year-old company has embraced transparency. His advice to HR leaders? Trust. Trust your leader. Trust your people. Trust your teams.2. “Don’t assume your C Suite has the best ideas on culture.”Katie Burke, the VP of Culture and Experience at Hubspot turned up the energy to offer attendees 8 key ways to make culture a business priority. Instead of a top-down method of creating a viable company culture, Burke shared that the C Suite’s expertise only goes so far. With laughs from the audience, Burke cut to the point, “Executives don’t usually have the best ideas for what to do with culture.” She shared an example from HubSpot where a normal employee wanted to promote community at work so he started Waffle Wednesdays where he and a group of colleagues made waffles for coworkers to help them get over hump day. “Acting on employee-generated ideas is one of the greatest ways to scale culture.”[Related: Tune in for Day 2 of the Glassdoor Summit by Streaming the Event Live! Click to Join]3. Invite employees to participate and promote your brand their way.Speaking on the topic of the “Role of Social Advocacy In Diversity and Inclusion Recruiting,” Lisa Smith-Strother, Global Head of Employer Branding & Diversity Talent Attraction at Ericsson, used tangible examples of how a brand crafted a strategic digital campaign “Ericsson Sees the Real You” to increase diversity, promote company culture, and redefine their brand. Her big takeaway? “Be innovative, take chances and allow employees to participate and promote your brand in their own voice”4. #MyFirstJobWho doesn’t love a career journey testimonial? Those of us at Glassdoor love hear about executives’ first jobs. Uber’s Head of Talent Brand Andrew Levy kicked off his working career at the age of 14 as a box breaker. Yep, he broke-down cardboard boxes to earn money as a teen. Nestle Purina’s Steve Degnan started his professional career as an ordinance officer in the U.S. Army, including 3 years in the Federal Republic of Germany in a Pershing II Missile Brigade. GD Summit host Lars Schmidt worked at Publix  Super Market in South Florida bagging groceries, where he started on his 14th birthday at the behest of his father. And Glassdoor CEO Robert Hohman’s first job was baling hay. Cue Drake’s “Started From the Bottom.”5.  Get crazy, creative and confident about company culture.Industry know-it-all William Tincup did not disappoint as host of a crazy rapid fire Q&A around employer branding and recruiting. Macy Andrews, Director, Culture and Global Talent Brand at Cisco; Tom Gimbel, Founder and CEO at LaSalle Network; Ed Nathanson, Founder at Red Pill Talent; and Leela Srinivasan, CMO at Lever, all scrambled to answer questions on the fly. No prep, no corporate comms speak, just honest and hilarious insights. Our favorite question of the session? “What if my CEO is an asshole?” Tom Gimble’s response, “Leave.”6. Ask the expert.During the breakout sessions, attendees had the unique opportunity to get experts to weigh in on their biggest strategy and operations questions. For example, Seth Wear, Senior Manager Talent Acquisition at Rockwell Collins, fielded questions around recruitment metrics and how HR professionals should be using data analytics to get the most out of their hiring processes. Small business professionals and one-man HR teams posed over 20 questions to Wear as he pinpointed the best tools to use, how to calculate cost per hire and attract the best talent.7. How Did Uber Built an EVP from Scratch? With Data, In-House, and A Whole Lot of ScrappinessOne of the most popular breakout sessions came from one of the most popular startups to hit the scene in years: Uber. Head of Talent Brand Andrew Levy invited hundreds of attendees to see the secret employee sauce of Uber, namely their employee value proposition. “We’re making cities safer, smarter and more connected. And we’re doing it on a global scale,” he said about one of Uber’s EVP pillar. But how do they do it? “We reject the status quo, and we’re relentless in our pursuit of the most creative solution. We’re breaking new ground. It takes both big swings and precise strokes, effort, and expertise.” Internal surveys of Uber corporate staffers revealed that employees are natural recruiters and brutally honest internally. So what? Levy says use insights from employees to create the employee value proposition. What you think is the reason behind why employees love your company may not be so. Ask them, listen to them, create a culture for them.8. Listen up.“The essence of a great recruiting conversation is listening,” said Lars Schmidt, co-founder HR Open Source and founder of Amplify Talent. While on a break from his hosting duties, Schmidt raved about the Ericsson presentation from Smith-Strother and Katie Burke’s prevention. However, he also wanted to drive home a key point off stage: Recruiters must listen to a candidate’s needs and wants before pitching them on the role.9. CHRO = The CMO of PeopleWill the CMO of People be the next role companies have to hire? According to Peter Navin, the former CHRO at DocuSign, it just might be. Talking about the “Future of HR Leaders” Navin offered insight into what the future of recruiting looks like and how the recruiting trends will affect the HR org chart. The goal of a CHRO is to build a high-performing, great place to work. How? Data-driven story telling. Navin’s takeaway: “When you build a great story you have an incredible advantage at the top of the funnel.”[Related: Tune in for Day 2 of the Glassdoor Summit by Streaming the Event Live! Click to Join]10. Find clarity in “Mutual Purpose”Ask yourself and your team, “How are your recruiters measured? How is the employer branding function measured? Where do our goals overlap?” These are the first steps to creating a mutually beneficial EVP according to Brandy Ellis, Talent Marketing Strategist, MaxPoint. With a great illustration of fishing using a tackle box to land a big fish, or ideal candidate, Ellis did a fabulous job in her breakout session entitled “Teach Recruiters to Fish with an Employer Brand Tackle Box.” Attendees scored a great, free EVP template following the Q&A.11. “Be you.”“If you do what everyone else does, nobody cares,” said Ed Nathanson, founder of Red Pill Talent, on the employer branding panel. “Do something that will resonate with the audience you want to attract and do it in the way that is absolutely genuine. You have to be okay with people hating it, because some will. But be genuine.”Tune in for Day 2 of the Glassdoor Summit by Streaming the Event Live! Click Here to Join.last_img read more

Glassdoor’s Second Annual Halloween Photo Contest

first_imgHalloween is just around the corner and we want to see your spooky spirit!  Last year’s photo contest revealed that hundreds of companies take Halloween pretty seriously.  From Enterprise’s clever team photo, to the creepy decor we saw from Venterra Realty, employees everywhere threw themselves into the Halloween spirit.  Submit your photos to Glassdoor on desktop or mobile between Oct. 24 – Oct. 31 for your chance to be featured on the Glassdoor blog on November 3.  We’re looking for winners in six categories:Best costume (individual)Best costume (team)Best costume (pet)Best office decorationsBest pumpkin carvingSpookiest treatsHow to EnterFrom Oct. 24, 12:00am PT to Oct.31, 11:59pm PT, upload pictures of your company getting in the Halloween spirit.  To enter, sign-in or sign up to Glassdoor, post a photo to your company profile, and include #Halloween in the comments section of your photo.PHOTO IMAGE REQUIREMENTS: All images must be original, non-duplicative, and free of any use restrictions or similar third-party rights, including copyright and moral rights. You must own and have all rights to upload and post the images on Glassdoor on behalf of your company. All images must fully comply with Glassdoor’s posted guidelines, terms and policies with respect to content contribution. See online Terms of Use ( and other posted guidelines, FAQs and policies for additional details. Your images may be subject to independent review or verification at Glassdoor’s discretion. PRIZE: At the end of the contest period, Glassdoor in its sole discretion, will select our favorites to feature on the blog. Entrants understand and agree that the sole prizes awarded will be the publication of the winning photos and a mention of your company on the Glassdoor Blog on November 3, 2016.last_img read more

What To Do When You Think Your Performance Review Is Wrong?

first_img Also on Glassdoor: It’s performance review time and whether you’re feeling anxious or confident about the process, there is always that chance that you’ll disagree with your manager’s assessment of your work. And this isn’t unique to junior or mid-level employees. Performance reviews are held throughout the hierarchy of an organization, from the C-suite on down, and no matter what position an employee holds, there’s still the chance that he or she could be rated as “underperforming” or “failed to meet expectations.”However, what happens if an employee disagrees with their review? Is there anything that someone could do to remedy an inaccurate or unfair evaluation? Or is an employee’s fate sealed once a manager clicks “submit”?We turned to career and executive coach Kate O’Sullivan to get expert advice on what steps employees can take if they disagree or dispute aspects of their review.Step #1: Set Emotions Aside & Be Objective“Ask yourself these 4 questions to move forward from a disappointing review,” says O’Sullivan.Which aspects of this review are true and are things that I should really work on?How can I get other perspectives to help me understand the feedback I’ve received?Am I on the same page with my boss about my expectations going forward so that this doesn’t happen again?How will I be measured on my success and what is my process for checking in with my boss frequently so that by the next review there is not doubt we’re on the same page about my performance?Step #2: Follow Up on the Review“When you get a negative review — especially if it comes as a surprise — a very natural reaction is to fight against it either by arguing directly or by immediately making plans to leave your job or company,” says O’Sullivan. “However, there are a few steps it is wise to take before making any major decisions.”Instead of conjuring up the reasons behind the review or dissecting every comment and rating, get more insight. “Set up a follow-up meeting with them, explaining that you were surprised by your review and you would like to discuss further. In the meeting, ask for examples of the weaknesses they brought up, and come prepared with your own examples and talking points. Try to keep an open mind in this discussion— shutting down or getting defensive will make it much more difficult to have an open and productive dialogue.”Step #3: Get Advice From OthersIf you disagree with your manager’s interpretation of your work product or performance, it’s important to get advice from varying viewpoints and colleagues. “Don’t just ask people who really like you or think similarly — they are likely to give you an answer that feels good but perhaps not one that helps you recognize your blind spots,” warns O’Sullivan.“Ask some others who were involved on the project or piece of work — what was their assessment of how you handled it? Would they be willing to get involved in the conversation? There is often a middle ground that can be reached by getting additional viewpoints at the table. You might find that in fact you do have some blind spots or things you could have approached differently, and your boss will likely find that they were missing some key information as well.”Step #4: Don’t Rush to ActionFight the urge to retaliate or react to your performance review the same day, or even the same week, as it was given. Allow yourself time to process both the review, your self-assessment, the follow-up conversation and the inputs of others.“The information gather stage could take a few days or a few weeks depending on how easily it is for you to connect with several people,” says O’Sullivan. “The most important point is to give yourself time to calm down emotionally so that you can see your options in the situation rationally, and to get a variety of viewpoints so you can step back and see the bigger picture.”Step #5: If Needed, Speak to HROnce you’ve gone through the above steps, it’s not out of the question to seek a professional opinion. “If [you] think a review is severely incorrect or based on false information, it would be wise to get either your boss’s superior and/or HR involved, depending on who your resources are within your company,” says O’Sullivan. While large companies will undoubtedly have a human resources department, smaller companies may not. Nevertheless, do some digging to see who is the right person at your office. “If you have HR you can go to, they can often be a helpful resource to help you sort through things more objectively, and they can suggest process improvements to ensure that performance reviews are conducted fairly and accurately in the future.”Step #6: Consider Your FutureUse all the information you’ve gathered to feel empowered and to take steps to advocate for yourself. In some instances, that’s evaluating how you communicate with your boss to ensure a better review and more aligned expectations. On the other hand, this could be the time you consider a new opportunity at another company.Step #7: Plan For Your Next ReviewWhether you decide to change companies or are motivated to continue in your current role, performance review time will come again and O’Sullivan advises that you be read. “By the time you get a review that you disagree with, you’re already behind the ball. Your focus should be on preparing for your next review to avoid this kind of miscommunication happening again.”The key to any manager-employee relationship is clear expectations. “Have explicit conversations with your boss about what is expected of you— what do those deliverables look like, how will you be able to measure when success is achieved? Then make sure that this conversation is documented somehow so you can reference it if need be. A simple email recap after a conversation with your boss can do wonders to make sure you understand each other. Then you have to make sure you connect with your boss regularly to check in on your progress. It’s very easy to get caught up in the day-to-day work and let check-ins slide off the calendar. But it’s in your best interest to make sure that these happen regularly. That said, make it as easy for your boss as possible by coming prepared. Print off your expectations email, come with a self-assessment, and have examples at the ready for discussion. By giving your boss information to react to, rather than walking in and asking a general, “How am I doing?” you’re much more likely to get a detailed and targeted response, and you’re shifting the conversation to facts rather than relying on the memory of someone who likely has hundreds of things on their mind.” 10 Big Mistakes New Managers Make & How to Avoid Themlast_img read more

The Ultimate Guide to Landing a Job in the New Year

first_img 3.4★ Maintenance Worker- Relief/Temp Clinical Support Options Northampton, MA 4.5★ 23 hours ago 23h 3.6★ 23 hours ago 23h Sr. VP_CFO and Administrative Services Spire Credit Union Falcon Heights, Ramsey, MN Retail Store Manager Plow and Hearth, LLC Moosic, PA 23 hours ago 23h Adolescent Substance Abuse Therapist – Jeffersonville *Sign on Bonus LifeSpring Health Systems Jeffersonville, IN 23 hours ago 23h 3.2★ 3.4★ 23 hours ago 23h CNA – Certified Nursing Assistant Interim HealthCare Ogden, UT 2.9★ 2.6★ Restaurant Manager Cracker Barrel Tewksbury, MA Browse Open Jobs Masters Level Outpatient Therapist Kaleidoscope Family Solutions Inc Millsboro, DE 3.2★ 3.6★ 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 3.7★ 23 hours ago 23h Speech/Language Pathologist CCC/CF Community Rehab Associates Lake Worth, FL Line Cooks Red Robin Clackamas, OR A new year is upon us. While many Americans make weight loss resolutions, promises to quit this bad habit or that nagging behavior, the ball drop also presents the opportunity to score a new job. However, in true new year fashion, resist the urge to carry over old behaviors. New year, new job search strategies.Studies show that approximately 50 percent of people search for a new job at the top of the year. That’s millions of people looking at millions of job openings on Glassdoor. Here’s some good news: It’s totally a job seeker’s market right now. Companies are hiring—and with the right skills and a little help with the presentation, you can land yourself the perfect job.Glassdoor’s Editorial Director Amy Elisa Jackson teamed up with Skillcrush’s “Hit Refresh” podcast to give you all of the tools to land a job in the new year. That’s right. All of the new job search strategies for 2018 to find the job that fits your life.“Land the Damn Job” is the ultimate job seeker’s podcast episode. We dig into the nitty-gritty of finding a job from personal branding to resume editing to interview prep and even salary negotiation.Skillcrush is an interactive online learning community that gives total tech newbies the tools to make major career changes. Together, we’re here to demystify technology and help you completely transform your career. Even better, we believe that learning digital skills should be entertaining, delightful, and approachable.Here are a few tips to get you started!1. Pay attention to your social media presence. Recruiters and hiring managers will be looking at your resume, of course—but they also want to see complementary online content, too, such as your LinkedIn profile and online resume. In fact, one recruiter told Glassdoor she likes to see attachments, project work, videos, or blogs, too. Read More: The Printed Resume vs. The Online Profile: Why You Still Need Both2. Highlight your transferable skills. You want to show off why you’re right for a particular role. But you also want to make clear why you’re right for any role, we’ve heard recruiters say. So, when it comes to your resume and cover letter, focus on the skills and experience you have that would make you an ideal candidate anywhere. Then, in an interview, be ready to share how you’ll relay those skills in the new role.   Read More: Ask a Resume Writer: How Do I Showcase Transferable Skills?3. Use your words. And more specifically, use the right words. Applicant tracking systems scan resumes in search of keywords, and throw out any that don’t contain them before they have the chance to be seen by human eyes. So how can you game the tech? It’s easy. Read the job description for the job you’re applying—then see how those words stack up against similar job postings. Words that repeat across mulRead Morele listings belong on your resume—preferably at the top, as well as in context. Read More: 13 Must-Have Words to Include In Your Resume4. Tell a compelling story in your cover letter. You don’t want to simply repeat what’s on your resume when you write your cover letter. Rather, you want to dig a little deeper, answering questions a potential employer might ask such as: what makes this company your go-to choice, and why is this company special to you? Answer the questions in as much detail as possible to stand out from the crowd. Read More: Ask a Resume Writer: How Can I Show Culture Fit?5. Catch your resume mistakes. It’s not enough to run a simple spell check on your resume. You’ll need to employ some special editing tactics—such as reading your resume backwards and asking a friend to proofread for you—in order to catch every mistake on the page. There’s even editing software specifically for resumes. If you allow an error to sneak in, you are sending the employer a (totally unintended and incorrect) message that you are sloppy and don’t care about your work.  Read More: 6 Resume Mistakes To Avoid At All Costs6. Prepare for an interview before you get it. You won’t be caught off guard by an interview question if you’ve studied the common questions asked by recruiters and managers alike. Plus, knowing your responses in advance will keep you cool, calm, and collected during the interview—confidence any employer will be pleased to see. Read More: Read These Brain Teaser Interview QuestionsDownload the Glassdoor + Skillcrush Guide for all of the tips! 23 hours ago 23h Diesel Mechanic – Experienced Clarke Power Services, Inc. Jackson, MS See More Jobslast_img read more

​England Women’s keeper Bardsley inks new Man City deal

first_imgEngland keeper Karen Bardsley has signed a new two-year deal with Women’s Super League side Manchester City.The 32-year-old conceded just one goal in the league when City lifted the Women’s Super League trophy last season.She said: “I’m thrilled to extend my contract with Manchester City Women. When I first signed with the club they wanted to become a professional, competitive team that could challenge for titles and I am proud to have been a part of this incredible journey over the last three seasons.”The support of everyone at the club, from the coaching staff to the fans, has been unbelievable and Manchester City’s vision for growing the women’s game is as ambitious as ever.”We’ve got an exciting season ahead and I can’t wait to go after even more success with the team when we kick off the new season in September.”last_img read more

Burned Chelsea insist on buy-back clauses for Traore, Ake

first_imgChelsea are insisting on buy-back clauses in the young players they sell this summer.The Daily Mail says Bertrand Traore completed a switch to Lyon worth up to £16 million on Monday, with Chelsea due 15 per cent of any profit the French club make on the fee should they sell him down the line.Chelsea have also inserted a buy-back option, while similar clauses will be discussed in Bournemouth’s £20m move for defender Nathan Ake.The absence of such a clause when Romelu Lukaku was sold has returned to haunt the London club who want to re-sign the centre-forward.Everton have told Chelsea that Lukaku will cost them a world-record fee of £100m.last_img read more

Online Fundraising Case Study: Dance Theatre of Harlem

first_imgNetwork for Good & the Dance Theatre of HarlemPartner for Fundraising SuccessRaised $27,864Reaching supporters around the worldHope for the futureIn 2004, the famed Dance Theater of Harlem was in such desperate financial straits, it closed the doors to its school and laid off the 44 dancers in its acclaimed ballet troupe. And it did everything it could to raise money – from making very public pleas for help to turning to Network for Good to raise money, for the first time, through online donations and solicitations – to erase its $2.5 million debt and reopen.These days, the non-profit’s future is looking far more robust. Its school has reopened, most of the creditors have been repaid and the theater has begun making plans to create a new ballet troupe. Development director Rodney Trapp and resident choreographer [and webmaster] Robert Garland talked to us about how Network for Good’s DonateNow and EmailNow services boosted the Dance Theater of Harlem’s initial fundraising efforts and, more importantly, how these tools will be key in ensuring the nation’s only primarily African-American ballet school and troupe will be here for years to come.N4G: Why did you start using Network for Good?RG: “We had to shut down our operations in 2004. An American woman sent out an e-mail saying the dance company and school had shut down and if everyone sent in $1, it could help fix the problem. We started receiving all these single dollars in the mail. We have to record every donation. It was great, but it was really time consuming.”RT: “We realized, as people were asking how they could help, that we needed to find a way to get donations online. [Turning to Network for Good] initially was a desperate attempt to make a vehicle available to make contributions. We put the DonateNow button on our website. That was it. It was very basic.”N4G: Is your online donation system still set up that way?RT: “No. We got some training from Network for Good on how to maximize the service. It was immensely helpful immediately. We learned how to design a website to attract people and the importance of putting the donation information ‘above the fold.’ We began thinking about ways to have visitors physically interact with the computer to make it more dynamic.”N4G: What features were especially appealing?RT: “We customized our DonateNow page to make it look like the rest of our website, so it didn’t look like you were leaving our site. It had the same color palate and graphics. It gives comfort to the potential donor. Even though they are being sent somewhere else [on the Internet], they feel like they are still with you. It’s a relationship you are building and you want it to be as positive and trustworthy as possible. For those still uncomfortable with making a donation online, we added language to ease their minds and let them know how to mail a donation or call us.”N4G: Do you use the EmailNow service?RG: “Yes. We have a performing company that is on hiatus. They were our messengers, our advertising. [Through EmailNow], we can maintain those supporters. They write us and ask when we are coming back. They still know what’s going on here. They know about our open houses, our schools. They know everything! We have a relationship with our supports [across the U.S. and abroad] that we didn’t have before.”RT: “In 2006, we gathered all the e-mail addresses we had in our database and put them in our EmailNow database. We’re adding to that list regularly by having people sign up through our website. We have different categories of lists within EmailNow: the New York metro area; people interested in our Open House series; non-New York metro area people; staff; and alumni. We send out one or two of these e-mails a month for special events, our regular series and our spring and fall solicitations. We send out hard copies of the solicitations too; the online one is a reminder. We can personalize them and not everyone gets every e-mail.”N4G: What role do DonateNow and EmailNow play in raising money in your $4.3 million budget?RT: “We received over $14,700 in online contributions the first year we, most one-time responses to the news of our closing. In 2005-06, we received $5,244 from 32 donors and in 2006-07, we received $7,920 from 44 donors. It’s not a whole lot of money but it’s the beginning of what we know is a growing trend. You have to start somewhere. As people become more comfortable with donating money online, I think more will be drawn to the site. It’s still fairly new for us, but people are using it, so it’s effective for us. It’s definitely worth it.”RG: “It’s great for unsolicited donations. And it’s helped use a new technology and keep us in touch with our constituents who are regularly online. That’s everyone! You can’t not do it. We had looked into other services, like PayPal, but they didn’t seem to work for us. When we got to Network for Good, it was perfect. A great match.”N4G: Why is it so important for the Dance Theater of Harlem to have this extra fund-raising and communications tool?RG: “We are about black people who do ballet. It is a real thorn in the side [that some people still believe the two don’t mix]. We have to exist for our culture and for our community here in Harlem.”Dance Theatre of Harlem read more

EngenderHealth’s Perspective on New UN Maternal Mortality Estimates

first_img ShareEmailPrint To learn more, read: Posted on September 17, 2010June 20, 2017By: Pam Barnes, President, EngenderHealthClick 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 email this to a friend (Opens in new window)Click to print (Opens in new window)The MHTF is soliciting reactions from the maternal health community to the newly released UN MMR data. Our hope is that, together, these comments will serve as a springboard for discussion and provide momentum towards MDG5.Trends in Maternal Mortality, 1990 to 2008, just released by the World Health Organization, the United Nations Children’s Fund, UNFPA, and The World Bank, reports that the number of women dying globally due to complications during pregnancy and childbirth has decreased by 34%, from 546,000 in 1990 to 358,000 in 2008. This is one more piece of evidence that investments to improve maternal health are indeed paying off. It also corroborates research published in Lancet earlier this year that showed a similar, modest decline in the number of women dying from pregnancy complications.While we know that fewer women are dying, there is clearly much more work to be done. In this latest United Nations report, only 10 out of 87 countries with maternal mortality ratios equal to or over 100 in 1990 are on track to achieving Millennium Development Goal No. 5 (MDG 5) by 2015. Also, 30 countries made insufficient or no progress since 1990. (See the full report and press release for more information.)Furthermore, for every life lost due to pregnancy or childbirth complications, about 20 women suffer from maternal morbidity, including obstetric fistula. And if we are going to continue this positive downward trend, we must improve the health of mothers in places with high levels of HIV, specifically Sub-Saharan Africa, and refocus attention to address women’s holistic needs, providing high-quality family planning, obstetric, and HIV services under one roof.As we were reminded at the recent Global Maternal Health Conference 2010, which brought together nearly 700 maternal health experts, solutions exist, and we know what they are. To reduce maternal mortality and morbidity, women must have better access to:Family planning, with other related sexual and reproductive health servicesSkilled care during pregnancyEmergency obstetric careImmediate postpartum careNext week, the world’s leaders will descend on New York City for high-level events, including the UN Summit on the Millennium Development Goals and the Clinton Global Initiative Annual Meeting. The good news is momentum behind MDG 5 has never been higher. This is welcome news for all of us who care deeply about improving sexual and reproductive health in the world’s poorest communities. The key now is to harness this energy to ensure that our governments deliver on their commitments to ensure universal access to reproductive health and to reduce maternal mortality by 75%.Read EngenderHealth’s blog here to get the latest updates.Share this:last_img read more

Weekend Reading

first_imgPosted on April 29, 2011November 13, 2014Click 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 email this to a friend (Opens in new window)Click to print (Opens in new window)This week on the MHTF blog:We wrote about the connection between malaria and maternal healthA film about maternal health will be featured by The Economist Film ProjectReports from a hospital in LibyaMore on stillbirths from The LancetA post about stillbirths and maternal mental healthSome reading for the weekend:Reducing maternal mortality in remote settingsUsing information and data to improve healthAttempting to understand the lives of the poorA number of takes on family planning and US foreign policyShare this: ShareEmailPrint To learn more, read:last_img read more

UN Human Rights Guidance Aims to Reduce Preventable Maternal Morbidity and Mortality

first_imgPosted on September 27, 2012August 15, 2016Click 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 email this to a friend (Opens in new window)Click to print (Opens in new window)According to the Partnership for Maternal, Newborn, and Child Health (PMNCH), “The 21st Session of the United Nations’ Human Rights Council has received a report which aims to help policymakers in improving women’s health and rights by providing guidance on implementing policies and programmes to reduce maternal mortality and morbidity in accordance with human rights standards. ”From the PMNCH site:The technical guidance includes general principles, stressing for example empowerment of women and girls and the participation of affected populations, including marginalized groups. It provides guidance on budgeting and planning, including adopting a national health plan as a core obligation of the right to health, and underlines implementation in practice, presenting examples of identified problems in the areas of emergency obstetric care, and needs of adolescent girls. It underscores the need for accountability and provides detailed guidance on monitoring, forms of review and oversight, and remedies. Finally, it emphasizes the role of international assistance and cooperation.Learn more here.Click here to read the Technical guidance on the application of a human rights-based approach to the implementation of policies and programmes to reduce preventable maternal morbidity and mortality.Share this: ShareEmailPrint To learn more, read:last_img read more

ICASA 2013: Now More Than Ever, Targeting Zero

first_img ShareEmailPrint To learn more, read: Posted on July 1, 2013May 19, 2017Click 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 email this to a friend (Opens in new window)Click to print (Opens in new window)An expected 10,000 delegates will soon gather in Cape Town, South Africa for the International Conference on AIDS and STIs in Africa (ICASA). The conference, with the theme of Now more than ever: targeting zero, will be held from December 7-11, 2013. The final day to submit an abstract for review is July 5th, 2013.About the conference:Reflecting the conference theme “Now More Than Ever: Targeting Zero” and UNAIDS “Getting to zero” mantra of zero new HIV infections, zero discrimination and zero AIDS-related deaths, HIV prevention will be an important feature of this year’s ICASA plenary sessions.Starting at the very beginning of the HIV prevention spectrum, Dr Chewe Luo, Senior Advisor on HIV and AIDS at UNICEF, will present cutting edge strategies for the elimination of Mother-to-Child transmission (MTCT) in Africa. Shifting focus to youth Emmanuel Etim, the young and dynamic Project Co-ordinator of the African Union Youth Volunteer Corps, will in part address the road ahead for African youth to reach zero new HIV infections.Professor Christine Katlama, Head of the AIDS Unit, Department of Infectious Diseases at the renowned Pitié-Salpêtrière Hospital in Paris, will look at the long-term complications of living with HIV, including the impact that HIV drug resistance has on prevention efforts.UNFPA’s Senior Advisor on HIV, Ms. Bidia Deperthes, will provide the broadest overview of Africa’s current effective prevention programmes and tools…Read more here.Learn about the five conference tracks.Review the abstract submission guidelines.Take a look at the key conference dates.Stay tuned on Twitter at @icasaconference.Visit the general conference site.The Maternal Health Task Force is currently coordinating a blog series on maternal health, HIV, and AIDS. To view the series, click here.For additional information about maternal health, HIV, and AIDS, visit our topic page.If you are interested in sharing a guest blog post for our series on maternal health, HIV, and AIDS, please contact Kate Mitchell ( or Samantha Lattof ( this:last_img read more

Survey says…90% of freelancers vote

first_imgThe 2006 Freelancers Count survey report is out! Some numbers of interest:94% of respondents feel that freelancers deserve more equitable tax treatment.80% avoided seeking medical care when they were uninsured.3% feel that elected officals understand what being a freelancer is like.You can discuss the findings in the forum or by commenting here, and join other freelancers in taking action on the issues.last_img

Freelancing vs. traditional jobs

first_imgUsually when we hear about people who change their work arrangements, it’s about the ones who ditch their corporate jobs for freelancing. But the New York Times has a feature on indepedendent workers who’ve made the opposite switch, seeking the security and regular hours of a traditional job. Some of the those profiled in the article continued to do the same type of work, only for a company instead of for themselves. Others, such as the author who became a media planner for Major League Eating, sought new careers entirely.It’s probably something that nearly every freelancer considers from time to time. When are you most tempted to take a job for an employer? What makes you most glad you’re on your own? Share your thoughts in the comments.last_img read more

How to turn “Can I pick your brain?” into a business builder

first_imgAvoids the “take it or leave it” – When you only offer a full client engagement, you set your clients up to either take it or leave it, and many times they might just leave it. Starting with Advisory Services gives you (and them) a way in that requires less immediate commitment. They can wade in, rather than diving in. One of my clients came to me completely frustrated. A 10-year veteran of the beauty industry, Cherie Buziak is the founder of BeautyEdge Inc, where she works with leading beauty and cosmetic companies to bring innovative products to market.And although she was getting a lot of inbound leads from what appeared to be ideal potential clients, it would soon become clear that they only wanted to “pick her brain” and get advice. And we all know that is the Worst. Request. Ever.Cherie puts it this way:“I try to be a helpful person, I do. And I really love talking to people about their businesses. But in a lot of cases I’ve found that all people really want is free advice or introductions to my contacts. And while I freely give in these conversations because I enjoy it, it’s getting old.Earlier in my career I was totally happy to do it because I was building all kinds of great relationships. But now I feel kind of used, and I’m tired of giving away advice when there’s no real opportunity.I also hate to have to say, ‘I can’t tell you that unless you pay me.’ That feels wrong for these businesses that really do need advice. But that’s what I want to say in these conversations, because of course I could help them, but I have to think about my time and my business.At the same time, many of these are companies with really interesting products, and I know that if I have a conversation with them, I might be able to uncover an opportunity. I don’t want to say no to something that might be great down the road.”*The SolutionCherie and I sat down and prepared for an upcoming meeting where it wasn’t yet clear whether it was a “pick your brain” conversation or a real client opportunity.So we came up with a plan, one that will turn these conversations into a business builder.Cherie would use what I call The Advisory Services Technique.The Advisory Services Technique lets you quickly turn a “pick your brain” situation into a revenue opportunity, by offering package that bundles several hours of experienced advice and consulting each month for a set fee.With the Advisory Services Technique, you can very easily offer a high-value service that your clients wouldn’t otherwise have access to — the benefit of your experience, guidance, and possibly contacts.A Win For You and Your ClientsThere are multiple benefits to proposing Advisory Services to people who want advice. Offers an attractive low-cost option – In contrast to a full client engagement, a few hours of advisory services each month sounds like — and is — a less expensive, attainable option for your clients. Making it work: The key phraseWe decided that when the time was right at her upcoming meeting, Cherie would lead the conversation by “making the turn” towards how they might work together.The key phrase we came up with was, “There are a few ways that I work with people in your situation…”.Then she would quickly go through the options, which now included Advisory Services.Avoiding an Awkward ConversationFraming the conversation around the Advisory Services option takes a lot of the pressure off you in the conversation. It communicates that “this is the way I always work,” and establishes Advisory Services as a commonplace thing.Most importantly, it helps you avoid the awkwardness of having to say, “I can’t tell you unless you pay me.”How to Implement It For Your Business, Like a Boss1. Create the scopeWherever you keep your notes, sketch out a quick Advisory Services package scope. Think through how many hours your clients might want or need depending on where they are in their business, what they need to accomplish, etc.2. Sketch out the priceThink through what it’s worth to you to spend this time with clients, and the value it will offer their business. As a small business owner, your time is also valuable, and there’s an opportunity cost to spending this time with them. Make it worth your while.3. Practice proposing it to prospectsTo get comfortable with it, practice it on 2-3 upcoming calls or meetings, and include it in your proposals.Wait – Are We Really Talking Hourly? (Hint: No)If you’ve worked with me (or even talked to me for more than five minutes), you know that I’m completely against charging by the hour, preferring value-based fees in which your fee is based on the value you provide your client.So it might sound strange that I’m advocating a set number of hours for Advisory Services. The thing is, it’s not based on the hours. It’s still based on the value you’re providing. The hours are there just to set a healthy boundary on your time.Your hourly rate might be $125, so three hours of advisory services per month might be $375. But in these calls, meetings, etc. you’re giving your clients a tremendous amount of advice to build their business. That advice is worth way more to their business than $375.Create a package price based on the value; don’t limit yourself by the hours.Now go out and use the Advisory Services Technique to turn “pick your brain” conversations into a revenue stream! Like a boss.Want to learn more strategies for leading clients? Check out my the free guide 10 Ways To Follow Up With Prospects… that won’t make you feel like you’re annoying them. Doesn’t require you to do the work – with Advisory Services, you only consult with people and give advice. It’s up to them to implement it , so it doesn’t take a huge amount of your time.last_img read more

La Liga: Real Madrid suffer shock defeat to minnows Girona in Catalonia

first_imgLa Liga champions Real Madrid suffered a shock 2-1 defeat in their first ever league visit to Catalan side Girona on Sunday, conceding two goals in quick succession and falling eight points behind leaders Barcelona.Spain midfielder Isco tapped in a rebounded shot from Cristiano Ronaldo to open the scoring in the 12th minute in Real Madrid’s first visit to Catalonia this season amid the worst political crisis in Spain’s 39 years of democracy.The home side struck the woodwork twice before the break but rallied in the second half and Uruguay international Christian Stuani fired them level in the 54th minute.Stuani’s record v Real Madrid2012/13 (Espanyol) ??? ??2014/15 (Espanyol) ??? ??2017/18 (Girona) ??? ??#GironaRealMadrid LaLiga (@LaLigaEN) October 29, 2017Forward Portu then turned in the winning goal four minutes later to the delight of the 13,500 fans crammed into the Montilivi stadium.Stuani came within inches of scoring again midway through the second half but a one-goal advantage was enough to give Girona their third win in their first campaign in the top flight and inflict a second league defeat on Zinedine Zidane’s side.Real are third in the standings on 20 points, four behind second-placed Valencia while unbeaten leaders Barca have 28.Although Real Madrid have many supporters in Catalonia, they are viewed as the club that most representative of Spain and the arrival of the team bus at Montilivi was greeted with a smattering of boos and pro-Catalan independence flags.The political heat intensified two days before their visit when the region’s ruling party declared independence from Spain and the central government responded by dissolving the Catalan parliament.advertisementDeposed president Carles Puigdemont is from Girona province but did not make an appearance, despite reports he would be in the presidential box as he was for the game with Barcelona in September.Despite the political undertones, the atmosphere was no more intimidating for Madrid than any other Liga ground and they were cheered on by hundreds of supporters who mixed with the home fans without any trouble.Pablo Maffeo, the Manchester City loanee who gained fame for his man-marking job on Lionel Messi, provided the first flash point of the game when his searching cross from the right wing pinged off the far post.The ball remained in play and Madrid surged up the other end where Ronaldo fired at Girona goalkeeper Yassine Bounou and Isco was ideally placed to tap in the rebound.Girona’s fighting spirit could not be crushed, however, and they staged an incredible turnaround to record arguably the most significant win in their 87-year history..@GironaFC’s record v Real Madrid in #LaLigaSantander…played 1 won 1! #GironaRealMadrid 2-1 LaLiga (@LaLigaEN) October 29, 2017last_img read more

The ace team: Indian players take world badminton stage by storm

first_imgThe power shuttlersNever in the annals of one-on-one sport in India have players accomplished themselves like the badminton aces did in 2017. For the first time, Indians this year featured among badminton’s world top five, both among men and women. The depth of talent has been all evident from the,The power shuttlersNever in the annals of one-on-one sport in India have players accomplished themselves like the badminton aces did in 2017. For the first time, Indians this year featured among badminton’s world top five, both among men and women. The depth of talent has been all evident from the world rankings: P.V. Sindhu is currently world no. 3; Saina Nehwal ranks 10; Kidambi Srikanth is world no. 4; and H.S. Prannoy world no. 10. It was also the year when, for the first time, two Indians, Sindhu and Saina, finished at the podium at the World Championships.All of them are under the tutelage of a coach who is as pragmatic as he is revered, Pullela Gopichand. The median singles rank of the top five Indian players has risen from 28 to 17 for men, the sharpest rise since 2010. Among women, the rise in the median singles rank has been relatively slower, from 57 in 2016 to 49 this year.Gopichand’s carefully crafted approach helped the players peak and excel as individuals. Sindhu, the 2016 Rio Olympics silver medallist, continues to display exemplary consistency through her incredible run. Showing great form, she has beaten some of the best players in the world fairly regularly. Sindhu was involved in some of the most intense matches of the year, including the epic World Badminton Championships final against Nozomi Okuhara at Glasgow in August and the BWF World Super Series final against Akane Yamaguchi in Dubai in December. Both the finals went down to the wire as Sindhu engaged her rivals in a war of attrition before losing out to better nerves.advertisementYet, at 22, with age on her side, Sindhu is fit, displays discipline and determination, and continues to outfox her rivals. For Sindhu, the quest to be World No. 1 may not be an elusive dream after all. With improved stamina, she is poised to attain greater heights in 2018, including the World Championships, Commonwealth Games and Asian Games.Saina, 27, too, had a glorious run this year. Though many people seem to think that the shuttler is losing her killer instinct, she still commands a towering presence on the court, making her country a formidable opponent on the international circuit.Photo: ReutersYear 2017 has been a breakaway year for the top male players. For Kidambi Srikanth, 24, who earned more prize money than any Indian has ever in a single year from badminton, the triumph, including four Super Series wins, is just a stepping stone for more laurels. He started his brilliant title run by clinching the men’s singles title at the Indonesia Super Series and followed it up by winning the singles Super Series crowns in Australia, Denmark and France. In between, Srikanth also finished runners-up to compatriot B. Sai Praneeth in the Singapore Super Series. “What Srikanth has achieved is phenomenal,” says Gopichand. “What he can achieve, considering his potential, is unbelievable.”Prannoy, 25, beat both Olympic silver medallist Lee Chong Wei and Olympic champion Chen Long in the Indonesia Open this year. Srikanth went on to win the title after Prannoy lost in the semi-final to Japan’s Kazumasa Sakai. Besides Srikanth and Prannoy, the relatively low ranked Praneeth, 25, too, brought accolades. Like Sindhu, Srikanth, Prannoy and Praneeth are bracing for greater accomplishments in 2018. But with the World Badminton Federation mandating that the top 15 players will have to take part in at least 12 tournaments every year, the challenge is bound to get stiffer.last_img read more

Giants Move On, Top Nats, 3-2

first_imgSAN FRANCISCO — After their summer slide and a September stumble, the San Francisco Giants have that old October swagger back.Every other year, it sure seems to work for Manager Bruce Bochy’s boys.Joe Panik scored the go-ahead run in the seventh inning on Aaron Barrett’s bases-loaded wild pitch, and the Giants edged the Washington Nationals 3-2 on Oct. 7 to return to the NL Championship Series.The wild-card Giants, with their cast of rookies and homegrown stars, won 3-1 in the best-of-five Division Series by also scoring on a walk and a groundout. Hunter Pence turned in a defensive gem in right field that helped hold the Nationals at bay as San Francisco won for the 11th time in its last 12 postseason games.“It’s been a remarkable journey. I wouldn’t trade it for the world,” Pence said. “If it was easy, it wouldn’t be as fun.”San Francisco travels to St. Louis for Game 1 on Oct. 11th. It’s a rematch of the 2012 NLCS, when the Giants rallied from a 3-1 deficit to beat the Cardinals on the way to their second World Series championship in three years.Santiago Casilla walked Bryce Harper with two outs in the ninth, then retired Wilson Ramos on a grounder to end it. Casilla was mobbed on the mound as fireworks shot off from the center-field scoreboard.“I just talked about their will. These guys, they’re relentless,” Bochy said. “They were warriors on the road. We had to win at Pittsburgh, we got two in Washington.”Harper splashed a tying home run into McCovey Cove in the seventh, but Washington’s season ended with three one-run losses, including that excruciating 2-1 defeat in 18 innings Oct. 4th in Game 2.The Nationals’ offense never got on track, lacking the power that carried them to an NL East title and the best record in the league at 96-66.“It’s tender and it’s bitter and all of those things, but I’m proud of them,” rookie Manager Matt Williams said. Just like a night earlier when Giants ace Madison Bumgarner’s one miscue cost his team the game, Barrett blew it this time.After his wild pitch snapped a 2-all tie, Barrett got set to intentionally walk Pablo Sandoval. But the right-hander sailed a toss way over the head of Ramos, who quickly retrieved the ball near the backstop. Ramos threw to Barrett covering the plate, where he tagged out a sliding Buster Posey.The call was upheld after a replay review of 1 minute, 57 seconds, denying San Francisco an insurance run.“It was just one of those weird plays where they ended up getting me,” Posey said.Pence produced the play of the night when he slammed his back into an archway on the right-field wall to rob Jayson Werth of extra bases in the sixth. Fans enjoying the game from the outside portwalk witnessed the grab from just behind Pence and broke into frenzied cheers.“That catch he made was unreal. It really brought momentum back in our favor,” Posey said.The very next inning, Pence could only watch as Harper hit a towering drive over the right-field arcade and between two boats among a large group of kayakers in the cove. It was the 104th splash homer at 15-year-old AT&T Park and third in the postseason.Hunter Strickland, the rookie reliever who gave up Harper’s solo home run to the third deck in the seventh inning of Game 1 and then later said he would challenge the young slugger again if given the chance, got his opportunity and paid for it.Harper crushed a 3-1 pitch from Strickland and appeared to give the pitcher a look as he rounded the bases. Harper celebrated in the dugout and shouted out toward the field.“It’s a 2-1 game, I hit the home run in the seventh, of course I’m going to go crazy. I don’t even know what I’m doing,” Harper said. “They beat us, so the home run was nothing.”Strickland still did enough to earn his first postseason victory. Sergio Romo pitched a perfect eighth and Casilla closed it out before the celebration began.Bumgarner, hat on backward, took off from the dugout and ran along the left-field fence and all the way around AT&T Park to lead a victory lap of Giants players slapping hands. Sandoval pumped his arms in the air and waved to fans.“I think anyone that’s here tonight sees what type of electric atmosphere this is, and we just love playing in front of these fans,” Posey said.San Francisco fans cheered when the rival Dodgers were eliminated by St. Louis at Busch Stadium earlier, putting the Cardinals in their fourth straight NLCS. The crowd went crazy once the Giants clinched another chance to play for the pennant, and the city is counting on the team’s every-other-year trend of winning it all.San Francisco won the World Series in 2010 and again 2012. The club’s 10-game postseason winning streak, a record for NL teams, was snapped with a 4-1 loss to the Nationals on Oct. 6th.The Giants began their latest playoff run with a wild-card win Oct. 1 in Pittsburgh behind Bumgarner.“Nothing surprises me anymore with this team,” pitcher Ryan Vogelsong said.Vogelsong didn’t allow a hit until Ian Desmond’s leadoff single in the fifth. Harper followed with a sharp double down the left-field line to put Washington on the board.Winless in September, Vogelsong returned to his top postseason form. Pitching for the first time since Sept. 26 after going 0-4 in five outings last month, the 37-year-old journeyman allowed two hits in 5 2-3 solid innings.Vogelsong has not allowed more than one earned run in five postseason starts, winning Games 2 and 6 of the 2012 NLCS and Game 3 in a World Series sweep of the Tigers.“That’s as clutch as it comes,” Pence said. “It’s not an accident that he has the success he does in the playoffs. He’s one of those tough, hard-nosed, gritty guys.”Nationals starter Gio Gonzalez found several ways to hurt himself in the second.The Giants loaded the bases after Brandon Crawford’s one-out single before Gonzalez misplayed Juan Perez’s slow dribbler for an error. Vogelsong beat out a bunt single that went untouched and then Gregor Blanco drew a four-pitch walk to force home the first run.Panik added an RBI groundout.(JANIE McCAULEY, AP Baseball Writer)TweetPinShare0 Shareslast_img read more

106 off 319 balls: Ricky Ponting questions Pujara’s slow approach at MCG

first_imgFormer Australia captain Ricky Ponting has said Cheteshwar Pujara’s inability to score runs at a greater pace than he does makes it difficult for India to win Test matches on flat wickets like the one that is on offer for the Boxing Day Test at the Melbourne Cricket Ground.Ponting said Cheteshwar Pujara’s first innings century may be remembered as another special knock if India go on to win the ongoing third Test but pointed out that the visitors may not have enough time to bowl Australia out on a docile MCG wicket after having batted nearly two days to post 443 runs on the board.India’s batting mainstay shone yet again, scoring his second Test century of the series on Wednesday following the match-winning Adelaide ton.It was also Pujara’s 17th century but also his slowest among all of them as he took more than 250 balls (280) to reach the three-figure mark for the first time in his career. The consistent first-drop was dismissed on 106 (off 319 balls) when a Pat Cummins delivery kept low and went through his defence.After Hanuma Vihari, who took 66 balls to score 8 runs, Pujara’s strike rate of 33.23 was the lowest among the eight Indian batsmen who batted for India in the first innings. Despite not finding any assistance from a dull MCG wicket, Australian bowlers maintained their discipline and made scoring difficult for India, who got the 443 runs at a paltry rate of 2.61.”If India go on and win the game, it’ll be a great innings (but) if they haven’t got time to bowl Australia out twice it could be what actually costs them the game,” Ponting told”He’s just made another hundred, his second of the series, so he’s playing well and doesn’t really look like getting out. But he just locks himself in this little bubble where scoring doesn’t seem to faze him at all.”They’ve got other guys in their side who are stroke-makers but if those guys don’t come off, the scoring rate is always going to be hovering around that two runs an over mark, which makes it pretty hard to win Test matches, especially on flat wickets like we might have here.”I think it’s always hard for India to push the run rate along when Pujara’s there.”Pujara defends India’s approach to batting on docile MCG wicketMeanwhile, Pujara maintained that India have posted enough runs on the board to dominate the Test match and insisted that even scoring 200 runs in a day on the docile pitch is difficult.The 30-year-old, who is topping the batting charts in the ongoing series with 328 runs at 65.60, also said he would have scored more than 150 had he played on a more lively wicket.”We have to bat according to the situation and the wicket. On this pitch, if we see, the batsmen are having to play a lot of balls to score runs. It was difficult but if it had been some other wicket I would have made at least 150-60 runs. It is important to play accordingly after reading the pitch and situation,” Pujara told the press after the second day’s play in Melbourne.He added: “It is a tough pitch to score runs on. I feel if you look at it.. the first two days the number of runs I scored, which are very less. I would say scoring 200 in a day is a tough task, so I think we have enough runs on the board.”India declared on 443 for 7 towards the end of the second day’s play and let their pacers have a go at the Australian openers in the last 30 minutes of the day.Jasprit Bumrah and Ishant Sharma hit the right lengths and lines but both Marcus Harris and Aaron Finch escaped unscathed despite the pitch showcasing signs of variable bounce.Also Read | Virat Kohli breaks Rahul Dravid’s 16-year old record to top elite listAlso Read | Aaron Finch on Tim Paine’s banter with Rohit Sharma: He did not take the baitAlso See:last_img read more