first_imgRelated posts:No related photos. Comments are closed. Previous Article Next Article LettersOn 5 Oct 2004 in Personnel Today Thisweek’s lettersWorkplace bullying must be uncovered andstamped outItwas with huge relief I read your excellent 28 September issue and the resultsof your survey with the Andrea Adams Trust on workplace bullying. At last,someone is giving airtime to this problem and has realised that HRprofessionals also fall victim to it. Ileft a job just over two years ago after being bullied by a maverick boss, whowas obviously keen to prove himself as a “business partner”, andmore. He wanted to climb to the top of the tree, and he wasn’t letting anyoneget in the way of his ambitions to be a board director.Becausemy boss was so attuned to employment law, trendy business terms and the do’sand don’ts of dealing with staff, he turned his tactics into apolitically-correct version of bullying, which he referred to as”performance management”.Don’tget me wrong – I am all in favour of managing performance and pulling people upwhen they need it.  I know exactly whatthe term means – performance management is not the same thing as bullying. Still,my boss successfully muddied the waters in very subtle but devastating ways. Icomplained twice about being bullied, to people higher up the food chain. Theydidn’t believe me, and the bullying got worse – impossible targets, constantcriticism… Iwent to an employment lawyer who thought I would win my case, but I decided Icould not handle the stress of going through with it. I resigned, andconsequently suffered from depression. I totally lost confidence in myabilities, and it took me a year to feel able to look for another job. Inow work in a busy HR department dealing with just over 2,000 employees, and amgradually accepting more and more responsibility as my confidence is restored.Workplace bullying needs to be stamped out. For a while, it wrecked my life.Details supplied Employers need to pay for rep trainingYouasked your readers whether employers should pay for the training of union reps(News barometer, Personnel Today, 7 September).Employersneed to realise that their workforce is a useful tool in the workplace. Ifgiven encouragement and support in gaining qualifications and experience, theirfuture input into the company with ideas, support of company procedures andlegal requirements would be invaluable. Christine RhodesDetails suppliedWomen still on the rise at Brent CouncilThanks to PersonnelToday for the very welcome article about Brent Council’s flexible workingpolicies which have helped more women move into senior posts (Breaking theglass ceiling, 14 September). We were delighted with your coverage of our local authority, but wouldlike to clarify a couple of things.Thefirst is that Brent’s chief executive Gareth Daniel, does not – as claimed inthe piece – work a compressed week. Like most other chief executives, he worksfor as long as the job demands, which means he often works in the evening andat weekends. Secondly,the leader of Brent Council, Ann John, as an elected member of the council (andnot an officer) also works on behalf of the borough, for however many hours aredemanded by her role. This is also true of other council leaders, I’m sure.Thegood news, however, is that since you published this article, we have foundthat the proportion of women in senior management has increased yet again by 8per cent in the past year.  This means,that since 2001, the number of women in top jobs at Brent has increased from 30per cent to 48 per cent.Sothanks again for your coverage, and watch this space!Tracy WaltersHead of diversity, corporate diversity team Blanket approach to diversity won’t workAsa diversity gatekeeper, I wish to comment on your 21 September edition, whichcontained some stark contrasts. Thefront page talked about HR putting its own house in order regarding equal pay.I agree wholeheartedly. Then, on page 31, an article with the headline‘Recruitment revolution’ quotes an HR adviser for Woolworths as saying: “It’s good to know thatevery candidate has been screened and dealt with in exactly the same way.”Thissupports the myth that the road to equal and fair treatment is to treateveryone in the same way. In reality, this approach serves to discriminate,albeit inadvertently, and is cited as a factor in the McPherson report’sdescription of ‘institutional racism’. And one of the Disability DiscriminationAct’s requirements is to make ‘reasonable adjustments’ to practices andprocedures to overcome discrimination. Themove to a ‘one size fits all’ approach may be good for an organisation’sfinances, but it serves to increase disadvantage unless significant efforts aremade to create alternative options. I’llkeep reading Personnel Today with interest!Jane GoodwinEquality and diversity adviser, HampshireCounty Council Quick fixes will not plug gender pay gapIread Michael Millar’s article in Personnel Today about gender pay gaps in theHR profession with some interest (News, 21 September). As an HR manager inmanufacturing, I am fully aware of the historic preference towards men insenior positions. This has obviously been reflected in HR. I am, however,concerned at the inference that HR professionals are in some way creating this situationthrough discrimination. Ithink it would be more appropriate to study the ratio of women against men inHR manager positions (which has clearly grown in the past 10 years in women’sfavour), and to compare starting salaries at management level for each gender.My guess is that such a study’s results would show that the inflated salariesfor men are historic (those in a job for five years or more), that the majorityof new recruits enjoy salary equity, but that many more women are recruited tothe HR profession. Thenature of employment nowadays is that people move on quicker, and althoughthere is a clear argument that you should be paid for the job you do,regardless of time served, there has always been an element of incremental paythat many of the long-term HR managers (mostly male) from years gone by willhave benefited from.Theover-reaction in your report from some very senior people within the HR worldwill inflame the issue among the profession, and is likely to lead to anover-inflation of salaries all-round. Let’stake a sensible approach to gender and salary and recognise the good work beingdone within the profession to removehistoric inequality – and the education of long-term traditionalist directorsand managers – rather than seeking irrational quick fixes.Pete SmithFrustrated HR managerDismissal rules have not caused difficultyWeoverworked and underpaid personnel practitioners have enough real problems toworry about, without Personnel Today tryingto frighten us with fictitious bogeymen! Irefer to the article on your website by Daniel Thomas on the subject of the newdispute and disciplinary rules, headlined Newdismissal rules make it harder to sack employees (News, personneltoday.com, 20 September). Thenew statutory procedure has three stages, not 13, and I believe the vastmajority of responsible employers will have to make little effort to complywith them, apart from introducing the step of putting invitations todisciplinary meetings in writing. Thomas’assertion that the new rules will make it harder to sack employees is onlypartly true. They will make it very difficult to sack an employee unfairly, andthat is surely no bad thing, since it should never be a simple matter todeprive someone of their livelihood in any case.Ihave revised my organisation’s procedure to accommodate the new rules, and didnot find it difficult to do. Like most personnel managers, over the past fewmonths I have been on the receiving end of a lot of unsolicited literature fromthe legal profession, attempting to drum up business on the basis thatArmageddon is coming, and only the employment lawyers can save us. Alistair McIntoshGroup personnel manager, Balmoral GroupEditor’s reply: The 13-step guide is aDTI measure, and the assertion that the rules will make it harder to sackemployees came from legal experts. ‘Scaremongering’is not our intention, but business groups such as the Federation of SmallBusinesses and law firms have warned that companies that are not aware of thelegislation may be caught out financially. Hence we reported this.last_img read more

Free Seedlings Available

first_imgFree tree seedlings will be available to Ocean City residents on April 1 as part of the New Jersey Tree Recovery Campaign.This program helps communities replace trees damaged or destroyed by Superstorm Sandy.From 10 a.m. to 3 p.m. Monday, April 1, residents will be able to pick up tree seedlings at City Hall (861 Asbury Avenue) or the Ocean City Community Center (1735 Simpson Avenue).Seedlings are available on a first-come, first-served basis. They come with instructions on how to store, care for, and plant them.The guides help residents choose the right place on a property to plant a tree while keeping in mind the tree’s full-grown size in the future.Residents should plant the seedlings within two days after pick-up in order to prevent the roots from drying out.The goal of the Tree Recovery Campaign is to distribute 600,000 tree seedlings to New Jersey residents over the course of six years.It is a joint effort between Ocean City, the New Jersey Forest Service, New Jersey Soil Conservation Districts, Sustainable Jersey, Arbor Day Foundation, BJ’s Wholesale Club, Canon, and FedEx.When properly planted and maintained, trees can be assets to a community, according to a press release.They improve the visual appeal of a neighborhood or business district, increase property values, reduce home cooling costs, remove air pollutants, and provide wildlife habitat, among many other benefits.For a list of all distribution locations across the state, visit www.forestry.nj.gov or www.facebook.com/newjerseyforests.If you have any questions, call the Purchasing Division at 609-525-9356.The City of Ocean City, New Jersey, 861 Asbury Avenue, Ocean City, New Jersey 08226, 1 800-Beach. From left, Ocean City Shade Tree Committee Chairman Joseph Clark and volunteers Mary Lou Hayes and Barbara Henry admire some of the seedlings given away to the public in April of 2018.last_img read more

Broadway Grosses: Finding Neverland Soars High During Preview Performances

first_img UNDERDOGS (By Capacity) 5. The Heidi Chronicles (73.29%)***** 4. Hedwig and the Angry Inch (65.70%)****** 3. On the Town (57.25%) 2. Honeymoon in Vegas (56.39%) 1. It’s Only a Play (54.55%) Here’s a look at who was on top—and who was not—for the week ending March 22: FRONTRUNNERS (By Capacity) 1. The Book of Mormon (102.63%) 2. The Audience (101.59%)****** 3. Fish in the Dark (101.58%) 4. Finding Neverland (101.03%)** 5. Matilda (100.51%) View Comments A new musical has just flown to Broadway, and it already has audiences swooping in to grab a seat. With seven preview performances this past week, Finding Neverland broke the seven-figure mark and played to over 100% capacity. The tuner joined The Book of Mormon, The Audience, Fish in the Dark and Matilda in the top five shows by capacity. It’s one of eight shows currently in previews, with several more (including—as of tonight—Something Rotten) in the wings. Another tuner opening soon, the Lincoln Center revival of The King and I, played its first full week of performances to a house just shy of 100%. We suspect that it will hit that milestone within the next few weeks (opening night is set for April 16). *Number based on eight preview performances ** Number based on seven preview performances *** Number based on six regular performances ****Number based on four preview performances *****Number based on three preview performances and five regular performances ******Number based on seven regular performances Source: The Broadway League FRONTRUNNERS (By Gross) 1. The Lion King ($1,901,829) 2. Wicked ($1,855,247) 3. The Book of Mormon ($1,547,575) 4. Aladdin ($1,445,641) 5. Fish in the Dark ($1,192,234) UNDERDOGS (By Gross) 5. Honeymoon in Vegas ($386,247) 4. Gigi ($331,484)**** 3. The Heidi Chronicles ($329,002)***** 2. It Shoulda Been You ($293,768)*** 1. Hand to God ($217,974)*last_img read more

Creating a successful 2018 financial marketing strategy in 6 simple steps

first_img 71SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Mike Lovell Mike Lovell is the Vice President of Digital Marketing at EVERFI. In his role, he works directly with d credit unions to build and improve upon financial education and digital … Web: everfi.com Details It is no secret to credit union marketers that consumers are crying out for financial education. According to a recent survey from the National Foundation for Credit Counseling (NFCC), 80 percent of adults in the U.S. say that they could use professional advice about basic financial issues, half lack confidence in their retirement savings, and almost 25 percent do not pay all of their bills on time.[1]The broad landscape of digital apps and products makes this problem even more complex. Consumers need a hand. As trusted financial institutions, credit unions are perfectly positioned to offer this guidance. Doing so doesn’t just improve the financial capability of the consumer population within financial institutions’ footprints – but it also provides a major opportunity for credit unions to attract new consumers and promote their services and products. In this article, we’ll explore why financial institutions should leverage financial education as a consumer marketing tool, and how to get started with your strategy.Financial Education’s Role in Financial MarketingA recent EVERFI survey found that 89 percent of financial marketers already use financial education in their marketing strategy.[2] Why? Because they know that financial education can pull double duty as content marketing, a type of marketing that has proven to significantly outperform other types of advertising, marketing, and promotion. Financial education delivered as content marketing allows credit union marketers to provide real value to their consumers, and improve product and service conversion rates along the way.Education is often considered the great equalizer, but we’ve found it can also be a powerful motivator. In fact, according to Powered Inc., consumers who complete online education are 29 times more likely to buy its sponsor’s products and 94 percent have a more favorable perception of the sponsor’s brand.[3] While financial education is critical, wrapping it into your annual marketing plan can feel daunting. As you’re starting out, it’s important to make your plan simple and concrete. The following six steps provide a quick overview of the process:Step One – Set Your GoalsYour financial marketing strategy is only as good as the goals you set out to achieve – how well they are aligned with your business objectives and product priorities, and how actionable and measurable they are. As a starting point, you should establish “SMART” goals for everything you do, and be sure to include multiple stakeholders from across your institution so you don’t find yourself with cross-competing goals.Step Two – Define Your Target PersonasYour account holders are likely diverse, with disparate financial needs and goals. Segment your account holders into discrete buyer personas and identify the unique requirements for each one. Whether you’re targeting Millennials, seniors, or all the life stages in between, develop your knowledge about each of your personas by talking to existing and prospective consumers and deploying research surveys to learn more about each segment.Step Three – Audit Content Marketing LibraryFinancial institutions already have extensive content about their products and services. Evaluate how you can use existing content and where you may have gaps to improve your content library. For example, you may already have a website, a mobile app, and hard-copy brochures; however, to engage with your audience, consider supplementing this base with other types of content such as calculators, financial education, blogs, social media, co-marketing opportunities and more.Step Four – Determine Distribution ChannelsOnce you know who your audience is and what content you need to create to engage them, how should you deliver that content for the best reach? Should you choose email, a website, social media, direct mail, webinars, in-branch training, blogs, paid media, direct mail, face-to-face workshops, or outbound calling? Each channel can be highly effective if used with a receptive audience. That’s where research and data come in.For example, the average email open rate in the financial services industry is 16 percent.[4] But you can achieve a much higher open rate when your emails promote financial education, and align consumer priorities to your content. Pacific Service Credit Union, for example, achieved a 30 percent email open rate when they promoted their new financial education program — nearly doubling the performance of the industry standard[5].Similarly, social media platforms can be a useful channel, but they’re not all created equal. As an example, Facebook still remains the number one social network across Millennials, Baby Boomers, and Generation Xers; although Millennials are active on Instagram, SnapChat, and Twitter in a way that no other generation truly is. Learn about the potential effectiveness of all your distribution channel options, and leverage your marketing personas and current data to decide which platforms to use.Step Five – Incorporate Employees into Your StrategySimply put, your employees are your greatest asset to any marketing campaign rollout, and engagement with financial education starts at the top. Choose an executive champion that has a passion for financial education and make sure their voice is heard across your financial institution. Then take time to incorporate employees into your strategy, and invite employees to participate in the same financial education program as your account holders. Why? They will be stronger advocates for your financial education program if they understand it from the inside – as well as more knowledgeable financial advisors. Step Six – Execute Your Marketing StrategyOnce you’ve outlined your goals, target audience, content needs, and distribution channels, and have engaged and motivated your employees, it’s time to pull it all together into an overarching strategy and editorial calendar. Remember to start small, and keep your plan concrete. Make sure that you’re using analytics so that you can monitor your program’s performance after launch: email open rates, website traffic, new accounts opened. What worked and what didn’t? Figure out what was successful—and do more of it.The ROI of Financial EducationIntegrating financial education into your annual marketing strategy takes work, but the payoff is well worth it. For example, Community First Credit Union experienced a 40% increase in single-day new member sign-ups and generated an impressive $2 million increase in product sales after launching phase one of their financial education program. Bottom line? Consumer financial education really does work and can drive the goals of your business – and if you’re not providing it, it’s likely someone else within your footprint already is.Want to learn more about marketing to your consumers through financial education? Download EVERFI’s The Ultimate Guide to Financial Marketing Strategy for 2018: An Interactive Guidebook for  Credit Unions guidebook to learn a wealth of guidance and information on this topic, including extensive research data and worksheets to help you develop a successful strategy.[1] “The 2017 Consumer Financial Literacy Survey.” NFCC, Harris Poll, 2017, nfcc.org/wp-content/uploads/2017/03/NFCC_BECU_2017-FLS_datasheet-with-key-findings.pdf.[2] “The State of Financial Services Marketing: The Role of Financial Education.” EVERFI, info.everfi.com/Financial-Services-Marketing-Study.html.[3] “Online Consumer Education Programs Outperform Traditional Media Advertising and Direct Marketing Programs.” Business Wire, 22 May 2006, www.businesswire.com/news/home/20060522005461/en/Online-Consumer-Education-Programs-Outperform-Traditional-Media.[4]HubSpot. “2017 Demand Generation Benchmarks Report.” HubSpot, 2017, offers.hubspot.com/2017-demand-generation-benchmarks-report.[5] “Helping Consumers Take Charge of Their Finances .” EVERFI, Aug. 2017, info.everfi.com/rs/410-YCZ-984/images/EVERFI_PacificUnionCaseStudy_August2%20%286%29.pdf.last_img read more

Three ways to improve your members’ overdraft experience

first_imgIn both good times and bad times, consumers expect their financial institution to safeguard their best interests. This is especially true when they are faced with expenses that exceed their balance or when they inadvertently make an error in balancing their accounts, which may lead to an overdraft. When it comes to providing your members with the tools and support they need to maintain their finances when emergencies or errors occur, are you directing your time and resources toward strategies that provide successful results—for them and your credit union?In a recent Gallup study, respondents indicated that having the relief they need to get through the current crisis, as well as on-going guidance and financial solutions, and easy access to those resources whenever and however needed are what they want most from their financial institution.Successfully providing reliable, convenient and safe financial services to your members is more challenging now as you juggle disruptions to in-person connections, coordinate socially distanced work environments and adjust business continuity plans amid growing uncertainty. But how you manage your service delivery strategy in order to respond to your members’ financial needs now can be pivotal to building ongoing, loyal relationships. Following are three ways you can restore your members’ financial security and provide improved services experiences as we work through the current situation and for the long-term.Transparency creates trust and long-term securityRegulators have made significant changes to overdraft rules to increase transparency and protect consumers from unclear disclosures and discriminatory practices. However, overdraft programs with variable limits, based on data points that are unknown by members, often lead to confusion.A fully transparent service—with established limits explained upfront and reviewed periodically—provides members with a consistent and reliable financial service to better deal with an occasional shortfall. There is no guesswork involved as to whether they have overdraft coverage and, more importantly, there aren’t any surprise fees.Higher levels of service lead to stronger relationshipsProviding a level of service which builds trust and leads to long-term relationships involves much more than determining where a member plots on a data matrix. Overdraft programs based solely on analytics and data lack personalized service and value. Parameters that limit access to a safety net for some—based on undisclosed account information—don’t consider other essential aspects of a person’s overall ability to repay. Overlooking this can result in a breach of trust and threaten member satisfaction and retention.Offering in-depth employee education provides your staff with on-going opportunities to gain a full understanding of how the program works and how to explain it easily. By helping them to gain confidence regarding the value of your program and giving them the tools they need to more effectively identify individual member needs and present information on the options you offer, you will empower your employees to build much stronger member relationships and experience more job satisfaction.A written compliance guarantee protects members and your credit unionIf an overdraft provider doesn’t offer a written compliance guarantee, along with access to ongoing regulatory expertise and advice on compliance issues, they likely won’t be standing by your side if there are ever questions about your practices.When compliance is a top priority, it means the provider has the expertise and resources to keep track of the latest regulatory expectations and identify potential areas of concern before they hit your radar. What’s more, they will put those resources to work to help you incorporate the necessary process and procedural changes to address any issues that might be problematic.Commitment to best practices and personalized service is key to program successNo amount of automation or AI-driven technology will bring back members if they lose trust in your credit union. Make sure you offer an overdraft service that truly provides the reliability of a safety net your members can depend on when they have occasional short-term needs. This strategy will also offer protection from regulatory and legal risks, and provide sustainable service and revenue. 3SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Mark Roe Prior to joining JMFA, Mark was a sales manager in the Texas market for a major bank with headquarters on the West coast. His experience also includes managing the accounting, … Web: www.jmfa.com Detailslast_img read more

New WHO report reveals dangers of poor quality health care in the C’bean

first_img Tweet Sharing is caring! 60 Views   no discussions HealthLifestyleNewsRegional New WHO report reveals dangers of poor quality health care in the C’bean by: – July 6, 2018 GENEVA, Switzerland (CMC) — A new World Health Organisation (WHO) report reveals the dangers of poor health care in all member states, including the Caribbean.On Thursday, the WHO said that ineffective health care is “a global phenomenon, which increases the burden of illness and wastes scarce resources.”In the new report on the subject, WHO and partners cited problems with delivering quality health care across all member states.The World Bank and the Organisation for Economic Cooperation and Development (OECD) collaborated on the report.“The finding is important because, although nations have committed to providing universal health coverage by 2030, the outcome would still be poor without the delivery of effective care,” said WHO in a statement.“Inaccurate diagnosis, medication errors, inappropriate or unnecessary treatment, inadequate or unsafe clinical facilities or practices — or providers who lack adequate training and expertise — prevail in all countries,” added the UN agency.The report says the challenge is greatest in low- and middle-income countries, such as those in the Caribbean, where 10 per cent of hospital patients acquire an infection during the course of their stay, compared to 7 per cent elsewhere.In some poorer nations, moreover, the report says clinical guidelines are followed in less than 50 per cent of cases, resulting in “low-quality antenatal and childcare”, as well as “deficient” family planning.The report says inadequate clinical practice was also “common” in private and public clinics in several low- and middle-income countries, with some demonstrating diagnostic accuracy as low as 34 per cent.The report says ensuring quality health care for everyone is essential, “primarily because it prevents suffering but also since it helps to boost economic productivity.”Furthermore, the report says failing to treat sick people results in increased financial pressure on families and health systems, “which amounts to trillions of dollars each year.”Underscoring the fact that the problem crosses all economic boundaries, the report finds that richer countries had problems too, with breast-screening rates as low as 19 per cent and influenza vaccination rates below 30 per cent, in 35 nations.Findings from high-income countries also indicated that one in 10 patients is harmed during medical treatment, and that around 15 per cent of hospital expenditure can be put down to mistakes in care or having to treat patient infection.Despite the challenges, the report noted some progress in improving the quality of care, for example in survival rates for cancer and cardiovascular disease.In an appeal to Caribbean and other Governments to promote stronger national health-care quality policies, the authors of the report emphasised their rejection of the perception that quality health care is a “luxury that only rich countries can afford”.Noting that technological innovation already “plays a key role” in offering ways to expand high-quality health-care services rapidly and affordably, the report also finds that “many” low- and middle-income countries have developed successful strategies to improve the quality of health coverage.But the report says that all that is missing is “a global platform to share this knowledge.”center_img Share Share Sharelast_img read more

College Concession Stands

first_imgIn my day, the concession stands at college football and basketball games featured pop, popcorn, hot dogs, and in the case at Purdue, large red apples!  I just read where Ball State is considering selling alcohol at their major athletic venues.  I know this is not a new idea.  Several colleges are already doing this, but the idea is coming closer to home.  When asked “why”, the answer surprised no one.  It is a way to make more money!I know that colleges the size of Ball State have trouble competing with the larger universities and their tremendous athletic facilities and large attendance at games, but I would hope that alcohol would not be the direction they would go.  I realize that even when Ball State sells out they are not even close to Indiana’s Big 3 in attendance, but surely they can find something else to sell!!last_img read more

Update on the latest in sports:

first_imgNew tennis tournament in France aiming for younger audiencePARIS (AP) — With discussions ongoing over whether the U.S. Open or the French Open can even take place later this year, a new digitally friendly tennis tournament starts Saturday in southern France with four Top 10-ranked players involved.Co-founder Patrick Mouratoglou hopes the Ultimate Tennis Showdown can change the way tennis is viewed by allowing a younger audience to access the raw feelings of players.The UTS features ATP Finals winner Stefanos Tsitsipas and U.S. Open semifinalist Matteo Berrettini. There will be 10 players with matches every weekend for five weeks in a round robin format.Matches will be streamed live with organizers saying every sight and sound will be captured.  FORT WORTH, Texas (AP) — Scott Dixon was the fast driver for most of the all-in-one-day delayed opener for IndyCar.Five-time champion Dixon took the checkered flag at dusk Saturday for his fourth win at the 1 1/2-mile, high-banked oval in Texas. He had been the fastest in practice earlier in the day and qualified second.The 39-year-old New Zealander raced to his 47th career victory and matched A.J. Foyt’s record of 18 seasons with a win.After a restart with three laps left, Dixon sped away in the No. 9 Chip Ganassi Honda.TENNIS-NEW TOURNAMENT UFC-MCGREGOR RETIRES AGAINConor McGregor again says he’s doneUNDATED (AP) — Conor McGregor has announced his retirement from fighting for the third time in four years.McGregor abruptly made his latest dubious declaration on his Twitter account, where the former two-division UFC champion also announced his retirement in 2016 and 2019.The 31-year-old McGregor revitalized his combat sports career in January with an impressive first-round stoppage of Donald “Cowboy” Cerrone at UFC 246. McGregor remains the UFC’s biggest star and biggest financial draw. Associated Press Share This StoryFacebookTwitteremailPrintLinkedinRedditFOOTBALL-OBIT-KEN RILEYFormer Bengals star Ken Riley dead at 72ST. PETERSBURG, Fla. (AP) — Former Cincinnati Bengals standout Ken Riley, who was also a coach and athletic director at his alma mater Florida A&M, has died. The university made the announcement Sunday. June 7, 2020 Riley was 72. He played 15 seasons for the Bengals as a defensive back, with 65 career interceptions for 596 yards, and five touchdowns. The interceptions rank fifth in NFL history. He also recovered 18 fumbles.Before his NFL career, Riley was a four-year starter at quarterback for the Rattlers. Later, he returned to become Florida A&M’s head football coach and then athletic director.The university did not reveal a cause of death.INDYCAR-TEXASDixon takes checkered flag Update on the latest in sports: UFC 250Nunes defends beltLAS VEGAS (AP) — Amanda Nunes earned a dominant unanimous decision victory over featherweight contender Felicia Spencer at UFC 250.Nunes became the first UFC fighter to defend a championship belt while holding titles in two divisions with her one-sided win. Nunes also is the UFC’s long-reigning bantamweight champion.Cody Garbrandt also knocked out Raphael Assunção an instant before the second-round bell in the co-main event at a fan-free gym on the UFC’s corporate campus in Las Vegas.last_img read more

CAF PLAYER OF THE YEAR; Ighalo Missing as CAF Narrows Final…

first_imgMane and Salah at the weekend helped Liverpool win the FIFA Club World Cup in Doha, Qatar. Salah is in contention to win the prize for a third successive time.Mahrez on the other hand captained Algeria to Nations Cup success in Egypt in 2019 with Mane helping Senegal reach the final.The women’s shortlist has also been narrowed down to three names with Ajara Nchout of Cameroon and Valerenga joined by Asisat Oshoala of Nigeria and Barcelona and South Africa’s Beijing Phoenix FC star Thembi Kgatlana.The final phase of voting for the men and women’s Player of the Year, as well as the male and female Coach of the Year, will be selected by head coaches/technical directors and captains of senior national teams from CAF member associations.The winners will be announced during the CAF Awards ceremony on 7 January in the Egyptian resort of Hurghada.Full list of shortlists are as follows (in alphabetical order)Men’s Player of the Year:Mohamed Salah (Egypt-Liverpool)Riyad Mahrez (Algeria-Man City)Sadio Mane (Senegal-Liverpool)Women’s Player of the Year:Ajara Nchout (Cameroon-Valerenga)Asisat Oshoala (Nigeria-Barcelona)Thembi Kgatlana (South Africa-Beijing Phoenix FC)African Interclubs Player of the Year:Anice Badri (Tunisia-Esperance)Tarek Hamed (Egypt-Zamalek)Youcef Belaïli (Algeria-Esperance / Ahli Jeddah)African Youth Player of the Year:Achraf Hakimi (Morocco-Dortmund)Samuel Chukwueze (Nigeria-Villarreal)Victor Osimhen (Nigeria-Lille)African Men’s Coach of the Year:Aliou Cisse (Senegal)Djamel Belmadi (Algeria)Moïne Chaâbani (Tunisia – Esperance)African Women’s Coach of the Year:Alain Djeumfa (Cameroon)Desiree Ellis (South Africa)Thomas Dennerby (Nigeria)African Men’s National Team of the Year:AlgeriaMadagascarSenegalAfrican Women’s National Team of the Year:CameroonNigeriaSouth AfricaShare this:FacebookRedditTwitterPrintPinterestEmailWhatsAppSkypeLinkedInTumblrPocketTelegram *Oshoala in contention for women’s awardFemi Solaja with agency reportAs expected, no Nigerian male player would be on the podium when the next African Footballer of the Year winner is announced next month following the omission of the country’s hopeful, Odion Ighalo, from the final shortlist released by the Confederation of African Football (CAF) yesterday in Cairo, Egypt.However, the popular trio of Algeria’s Manchester City star, Riyad Mahrez, Liverpool’s duo of Sadio Mane of Senegal and Egypt’s Mohamed Salah make up the final three shortlist.Immediate past Captain of the Super Eagles, John Mikel Obi, remains the last Nigerian that made the final shortlist in 2013but Ivorian midfielder, Yaya Toure won the prize at the ceremony which held on home soil at Eko Hotels.last_img read more

HotSports Grabs Oshoala, Africa’s Best Female Footballer

first_img“HotSports Nigeria is a household name synonymous with Sports in Nigeria and renownedfor its excellence, objectivity and forthrightness. When my Manager told me that we were about to do business with HotSports Nigeria, I did not hesitate to give him a ‘go-ahead’ nod.“This is a company that has stood the test of time and carved an excellent niche in Sports marketing, brand image management and endorsements. It is a privilege to associate with Mr. Taye Ige, the MD/Chief Executive Officer of HotSports Nigeria, whose own image in Nigerian sports needs no polishing,” she enthused.“Of a fact, Oshoala is a high-flying brand already just two years of bursting onto the sporting scene in Nigeria. What she has accomplished in such sparse of time only serves to underpin the fact that sky will be her limit – top goal scorer and MVP at the FIFA U20 Women World Cup, Africa Nations Cup winner, CAF Best Female player of year 2014, CAF Best Youth player of the year 2014, BBC Best African Female player of the year 2015, FA Cup winner with Arsenal Ladies – and she is just 21.“We in HotSports Nigeria believe firmly that this lady is the future icon of Nigerian female football and we intend to give her the best endorsement deal available because she deserves much more,” Mr. Ige said.Oshoala was snapped up by Liverpool Ladies in 2015 and described by Coach Matt Beard as “One of the best young players in the world.” It was little wonder therefore that under a season with the Reds, Arsenal Ladies activated her contract release clause and she switched over to the London club.In her debut for the Gunners, she scored a goal in Arsenal’s 3 – 1 mauling of Reading Women at Meadow Park. The Nigerian youngster was also in the thick of action as Arsenal scalped their Chelsea counterparts in the final to win the FA Women’s Cup.HotSports Nigeria will announce the date for the official contract signing ceremony soon.Share this:FacebookRedditTwitterPrintPinterestEmailWhatsAppSkypeLinkedInTumblrPocketTelegram HotSports Nigeria Limited, Nigeria’s No.1 Sports Marketing firm, has signed-on Arsenal Ladies’ striker and Africa’s best female footballer, Asisat Lamina Oshoala (MON) to market her brand image and endorsements.A Memorandum of Understanding (MoU) sealing this partnership has been signed, thus empowering this subsidiary of HS Media group to source endorsements and image branding for the all-action Super Falcons’ forward.The 21-year- old Oshoala, whose towering image has continued on the upward surge since bursting onto the scene at the FIFA U20 Women World Cup in Canada, where she emerged the highest goal scorer and won the Most Valuable Player (MVP) of the tournament award, expressed her delight in partnering HotSports Nigeria Limited.last_img read more