The Grand Valley State University's women's basketball team (3-0) beat Hillsdale college (2-3) to remain undefeated this season in a lopsided 74-25 victory. Her teammate Paige Vanstee added eight points, seven rebounds and three steals. The Lakers scored 23 points of turnovers, and Dailey finished the game with five steals. Four straight missed shots and a couple turnovers in the first three minutes allowed the visitors to open up a 27-21 lead. "We did a good job getting into shooters space on shots, " said head coach Mike Williams. GVSU's defense only allowed Hillsdale to score four points in those ten minutes. The Lakers tough defensive play continued into the second quarter. Northern again led for much of the quarter No. If they were going to double me that hard, I was going to have to find them with my passes. Without the Lakers doing a whole lot either on offense, Northern had to feel fortunate to only be down 30-23 entering the final quarter. Almost every time she got the ball in the low post, she was either double or triple teamed.
Now available on Roku, Fire TV, Chromecast and Apple TV. There's a reason the Lakers are 17-1 overall and a perfect 8-0 in the GLIAC — they not only have players who are usually good shooters, but one of the top 10 scoring defenses in NCAA Division II that gives them the biggest point differential in the nation. Information compiled by Journal Sports Editor Steve Brownlee. If you can't watch live, catch up with the replays! Northern got off to a fast start, holding the lead for almost the entire first quarter, including at 9-2 following Holzwart, Ana Rhude, Kuhn and Kayla Tierney baskets, with Tierney's being a triple. But the middle two quarters were particularly dry on offense as nationally ranked Grand Valley State eked out a 45-38 victory at the Berry Events Center on Thursday night. Replay: Grand Valley St. vs UW-Parkside - Women | Jan 5 @ 5 PM. The Wildcats, who remained in fourth place in the GLIAC, can make a move up when they entertain 1-7 Davenport at 3 p. m. today. The leading scorer for the team so far this season was able to find open teammates through Hillsdale's tough defense on her.
Her 12 points included making all six of her free throw attempts, but she only went 3 of 12 from the field, including 0 of 3 on triples. Thank you for your support! The Lakers grabbed a lead briefly in the period's final two minutes, though NMU was back on top 15-13 entering the second.
Later, senior guard Victoria Hedemark was assisted on a corner three to give the Lakers a 10-9 lead. His email address is. Senior guard Jenn DeBoer got a rebound on the defensive side and took it all the way to the basket on the offensive end to end the first quarter with a Laker lead, 18-13. Boensch stood out in the 2nd quarter, showing her play-making abilities.
She had two assists in the quarter, both of them three pointers. The game's leading scorer, Northern's Mackenzie Holzwart, was indicative of that. GVSU held Hillsdale to a mere 6. Especially when scoring 15 points in both the first and fourth quarters. She finished the contest with 7 points, one block and a steal. Then the offense went off the rails for NMU in the third. They put that on display by holding the Wildcats (10-7, 5-3) to 27% shooting from the floor (14 of 52) and just 20% on 3-pointers (3 of 15). Going into the second half of the game, GVSU's defense remained strong against Hillsdale. The Wildcats got back within four on a couple Holzwart free throws with 6:53 left, but those proved to be the only points NMU would pocket in the entire 10-minute period. Teammate Taya Stevenson added seven points, five rebounds and three steals. The Lakers defense held Hillsdale to 17 percent shooting for the entire contest.
But that would be as close as the home team would get, and even though they kept the deficit in single digits, they couldn't mount a good enough charge to hand GVSU its second loss of the season. Senior forward Maddie Dailey grabbed a rebound off a Hillsdale miss, and quickly made a put back jumper. "Even when they did get penetration at the rim, we had someone like Cassidy Boensch to protect the paint. Video footage from the event will be archived and stored in a video library for FloHoops subscribers to watch for the duration of their subscription.
After a quick GVSU bucket pushed its lead to nine, NMU charged back with a 3 by Tierney and jumper by Kuhn in the span of 59 seconds to get within 32-28 with 7:27 remaining. "There were a few times where I tried to put the ball on the deck, and it wasn't what I should have done. 7 field goal percentage in the quarter and only allowed two points. She did make three steals as NMU's regular leading scorer, Makaylee Kuhn, was held to nine points, though she also pulled down a team-high seven rebounds. Dailey went off in the third, scoring a total of seven points in the quarter. They only allowed six points for the third quarter and started the half on a 10-0 run, and didn't allow a basket until half way through the quarter.
Study your best people and select for similar talents. Turn information into action. But don't throw out the losers so fast; perhaps they were miscast and there is another role for them.
Its power lies in its idiosyncrasy, the fact that each human's nature is different. This also fosters a relationship of open communication, which allows the team to operate more smoothly. Consider asking these questions and getting some honest feedback. …the heart of Principle 7 — that when we encounter an unexpected challenge or threat, the only way to save ourselves is to hold on tight to the people around us and not let go – The Happiness Advantage. Chapter 7: Turning the Keys: A practical guide. First, Break All the Rules: Quotes and Passages. Conventional wisdom advises managers to select for experience, intelligence or determination. Under the conventional career path, people get promoted to their level of incompetence. They employ very different styles and focus on different goals. What is needed is a simple and accurate "measuring stick" that can indicate how well one company or manager is doing, compared with others, in finding and keeping talented people.
They build a foundation of connection and trust that allows you to develop relationships and focus on growth. I didn't think twice about loading one on their car and one on a work truck and taking them out to a local lake to try out the two boats. Remember Desired Outcomes. Being that the book is a decade old, there are bound to be points of contention in terms of their methodology. Companies push these things that don't matter as if they're the perks that people are looking for. Each person's filter is unique. First break all the rules. Camp 1, is about questions three through six. This group did not perform anywhere near the level of the first set. "Do I have the materials and equipment I need to do my work right?
The first key is to select employees based on talent rather than experience or intelligence. "Is there someone at work who encourages my development? "In the last seven days, have I received recognition or praise for doing good work? It's a Results Only Work Environment. Gallup’s 12 questions to measure employee engagement. Furthermore, recruiting, retaining, and developing the best talent is critical to organizational vitality and strength. I didn't like working there.
Two others had heroic flights. Top talent doesn't want to conform to a bunch of rules. First break all the rules 12. To test this theory, The Gallup Organization surveyed 2, 500 business units. Conversely, great managers know the less time they pay attention to the productive behaviours of their "superstars", the less of those behaviours they will get. After the age of three, for a period of ten years, the brain refines and focuses its network of connections, the stronger synaptic connections becoming stronger and the weaker ones withering away.
Are you familiar with what a ROWE business is? It also encourages employees to take responsibility and fosters self-awareness and self-reliance in them. As you begin to put more energy into your best employees, keep the following tips in mind: ———End of Preview———. "Instead, [these managers] say, treat each person as he would like to be treated, bearing in mind who he is. By Marcus Buckingham and Curt Coffman. In today's tight labor markets, companies compete to find and keep the best employees, using pay, benefits, promotions, and training. 12 questions from first break all the rules. We've all worked in jobs we hate, and based on those experiences, how many of the factors above lead to that terrible experience? World class managers understand this concept almost intuitively and see their role as focusing people toward performance.
Culminating in this book, the authors' studies synthesize the findings into vital lessons for managers of all levels that they can apply to their own workplace. Or the people on your team didn't care about doing quality work? This is very liberating for managers as it frees them from blaming the employee. Neither Ashridge nor the reviewers necessarily agree with the authors' views and the authors of the books are not responsible for any errors that may have crept in. How they motivate people. The biggest challenge for great managers is to continue to turn the last three keys every day. Someone has talked to me about my development in the last six months. First Break All The Rules. If you only focus on weaknesses, you are doomed to failure just as you would be if you tried to "fix" a romantic interest.
Key 3: Focus on Strengths. Chapter 6: The Fourth Key: Find the Right Fit. Do refer the book for extensive data on how these questions have been found effective, but even before that try asking these with your team. Move them to a spot where the strengths they do have are the keys to success.
In all, there were two textbook flights, two heroic ones and two mediocre ones.