Notre Dame women give Ivey her first head coaching win

SOUTH BEND, Ind. — Destinee Walker scored 24 points, Maddy Westbeld added 19 plus nine rebounds and Notre Dame gave new head coach Niele Ivey her first victory, 88-68 over Miami (Ohio) on Sunday.

Ivey took over for Hall of Famer Muffet McGraw, who retired with 939 career wins. Ivey’s Fighting Irish (1-1) gave her the lead for good just over three minutes into the game, extended it to 15 points at halftime and kept it in double figures the rest of the way.

Anaya Peoples added 14 points, 11 rebounds and five assists for Notre Dame with Abby Prohaska scoring 10 points. Virginia Tech transfer Dara Mabrey, the third of three sisters to play for the Irish, was scoreless in 22 minutes after recording a career high of 34 points in a one-point loss to Ohio in the team’s opener.

Notre Dame was again without three returning starters: Sam Brunelle, Katlyn Gilbert and Mikki Vaughn, out for various reasons.

Peyton Scott scored 18 points, Katie Davidson had 16 along with 10 rebounds and Kelly McLaughlin scored 10 points for the RedHawks, who were playing in their opener.

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Hot Holiday Gift for 2020: Financial Coaching

This post was contributed by a community member. The views expressed here are the author’s own.

CovingtonAlsina, a financial planning firm, is offering Financial Coaching packages as a holiday gift opportunity.
CovingtonAlsina, a financial planning firm, is offering Financial Coaching packages as a holiday gift opportunity. (Courtesy Photo)

When the gift-giving holidays collide with a time when a sense of control is what many want most, one local firm offers a gift idea that can fill both needs.

“Having a definite financial plan is a great way to establish the sense of control in uncertain times,” said Ann Alsina, principal at CovingtonAlsina. “We have clients who purchase our Financial Coaching package for their adult children. It allows them to offer guidance without being obtrusive. While an adult might be reluctant to sit down with mom and dad for money advice, he or she would be very comfortable talking with a professional.”

While initial consultations at CovingtonAlsina are complimentary, the Financial Coaching package moves beyond consultation to tangible planning. It includes:

  • Two to three meetings with a financial planner, either in person or online, at client’s preference. CovingtonAlsina services clients nationwide with virtual meetings and locally at their office at 67 West Street, Annapolis, MD.
  • The development of a defined goal list, via in-depth conversation on the future and desired achievements. The complete financial picture is considered- insurance, employee benefits, retirement plans, etc.
  • The creation of a personal financial site via eMoney, an industry-leading financial planning subscription software. eMoney allows you to have your own personal financial website. All accounts- banking, investment, insurance, 401(k) accounts- are shown together, updated every 20 minutes.
  • The draft of an action plan to help the client build the life he or she wants. Action plans include detailed to-do lists covering everything from home/auto insurance adjustments to estate planning.

The CovingtonAlsina Financial Coaching package (regularly $750) is available at $500 from now through December 31, 2020. The purchase comes with a holiday certificate suitable for gifting.

Following the completion of a Financial Coaching package, CovingtonAlsina also offers Ongoing Coaching services that include:

  • Monthly coaching call to help stay on track
  • Personal financial website via eMoney
  • Regular financial coaching emails
  • Complimentary attendance at CovingtonAlsina educational events, virtual or in person – such as Adulting 101; Planning for Retirement; College Savings; Women, Wine & Wisdom; and more
  • Access to the CovingtonAlsina planning team for questions
  • Discounted asset management fees

Ongoing Coaching services (regularly $150 per month) are available for $100 a month for clients who purchase a Financial Coaching package before December 31, 2020.

“People need a financial plan now more than ever,” said Ann. “It’s not only smart, it is empowering and that is the greatest gift of all.”

For more information, or to purchase a Financial Coaching package, contact CovingtonAlsina at 410.457.7165 or [email protected]

Ann C. Alsina, CLU®, CFP®

67 West Street, Suite 200

Annapolis, MD 21401

www.CovingtonAlsina.com

Securities offered through LPL Financial. Member FINRA/SIPC Investment advice offered through Great Valley Advisor Group, a Registered Investment Advisor. CovingtonAlsina and Great Valley Advisor Group are separate entities from LPL Financial.

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Liam Cook: The Englishman coaching Brazil women’s cricket team

Liam Cook coaching the Brazil women's cricket team
Brazil won the South American Championship for the first time in 2015

Liam Cook had only been in Brazil for a few hours when he realised interest in cricket might be greater than he first thought.

“I was sitting in a coffee shop and I spotted a Somerset cricket shirt coming down the road,” he says. “I was thinking: ‘There can’t be a Somerset shirt in Pocos de Caldas.’

“The guy nodded at me. He had ‘C Overton’ on the back of his shirt. I thought: ‘There you go, I’ve arrived from Devon and there is a name of a Devon lad on the back of a cricket shirt in Brazil.'”

Working with the Brazil women’s team would not have been high on the list of probable outcomes when Cook, a club cricketer, quit his job with an energy company at the age of 26 in a bid to forge a career as a coach.

The opportunity came from a street cricket tournament in London during the men’s 2019 World Cup. It is what led Cook, now 32 with experience of setting up his own coaching business and working with the Kent women’s set-up, to Brazil for the first time in February.

His first trip was cut short by the coronavirus pandemic, but he returned at the end of the UK summer. Although the rough idea is to divide time equally between his business at home and Brazil, plans to leave have been pushed back.

Cook’s only previous knowledge of Brazilian cricket was meeting Roberta Moretti Avery, the women’s captain, who asked for coaching sessions when she was on holiday in the UK.

“I knew Roberta was a good player, but I had no idea what the others would be like,” says Cook. “When I watched them play, I was very surprised. They were very raw. Their bowling actions were different and they all knew how to hit a ball a long way.

“They didn’t look perfect, but the game is moving away from what looks good to what is effective.”

Brazil’s women sit 27th in the world rankings – bar West Indies, they are the highest-placed team in the Americas.

In January 2019, 14 players were given central contracts by Cricket Brazil. They train in Pocos de Caldas, a small city 250km north of Sao Paulo, where the mayor is happy to invest in cricket and boasts that it has more players than football.

Some players are recruited because they have excelled in other sports. Others have been introduced to the game through projects in schools and community centres. It’s not just about the elite level, either, with children from all backgrounds being encouraged to play.

“Kids that might be off doing things they shouldn’t be are staying on after school to play cricket,” says Cook. “The more they get into that, the more opportunities they get to play, the less likely they are to take the wrong path.

“One of the boys, Derek, aged about 16 or 17,

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Labor Dept. rules UConn underpaid females on 2014 women’s basketball coaching staff

STORRS, Conn. — The University of Connecticut has agreed to pay a total of just under $250,000 to seven women, including four members of Geno Auriemma’s 2014 women’s basketball coaching staff, after the U.S. Labor Department found they had been underpaid when compared with men in similar positions.

A total of $249,539 will go to the women, who were identified by the Labor Department as two law professors and five women who hold the title of Specialist IA and Specialist IIA in the school’s athletic department.

UConn, responding to an email request from The Associated Press, identified those employees by title as its women’s associate head basketball coach (Chris Dailey), the team’s two assistant coaches in 2014 (Shea Ralph and Marisa Moseley), the director of women’s basketball operations (Sarah Darras) and the director of football operations (Sarah Lawless).

The agreement follows a review by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs.

UConn spokeswoman Stephanie Reitz said the school contends each case had “complexities that were unique to those employees, but which UConn maintains was not due to gender.” She said the school identified the issue on its own and already has paid one employee $92,290 in adjusted compensation. The school did not identify that employee.

But the Labor Department said it found that significant pay disparities remained “even when legitimate factors affecting pay were taken into account.”

The six other employees will receive payments ranging from $5,000 to $50,000, according to the settlement.

Dailey had received just under $313,000 in salary and fringe benefits from the school during the fiscal year that ended in June 2014, according to the state. Ralph received just over $272,000 and Moseley was paid just over $200,600.

The men’s basketball team did not have an associate head coach that year. Head coach Kevin Ollie was paid just under $2.8 million. Men’s basketball assistant coach Glen Miller received just over $312,600 in compensation. Assistant Karl Hobbs received just under $286,600 and assistant Ricky Moore received just under $259,600, according to the state.

Messages seeking comment were left Tuesday by the AP for Auriemma, Dailey, Ralph and Moseley.

The Labor Department said the school has agreed to perform an in-depth analysis of its total employment process and revise any pay practices and implement improved policies to eliminate the possibility of gender discrimination in pay.

“The Office of Federal Contract Compliance Programs is satisfied that the University of Connecticut has addressed the pay issues found in our review,” Craig Leen, the director of the Labor Department’s compliance office, said in a statement.

Source Article

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The Pros and Cons of the GROW Coaching Model

It is uncertain who originally developed the GROW model but it is thought by some that it was developed by Graham Alexander but made popular by Sir John Whitmore.

For those new to coaching the GROW model does provide a very useful framework. By helping the coachee really identify what they want from the conversation it does help prevent it from becoming an aimless chat. If the goal is ‘SMARTend’ up you have a Specific, Measurable, Achievable, Relevant goal with a Time Limit on it so both coach and coachee know exactly the direction the session should be going in.

This framework in also useful in a group coaching or even a business meeting context where the coach or facilitator at the outset can establish an overall common goal and for the session, then work through ‘where are now?’, options for the way forward and specific action.

But is this model always appropriate especially when working on a one to one basis helping your coachee make significant and sustainable change? Whilst of course it is good to have a sense of what the coachee wants from the conversation a good coach will often uncover other issues during the course of a coaching session and sticking rigidly to the initial goal may prevent the real issues to be tackled from surfacing.

Whilst the GROW model is intended to be flexible I have seen coaches focusing more on their ability to follow the model than just listen and follow the client. The Coactive coaching approach (see book Co-active Coaching by Laura Whitworth, Karen Kimsey-House, Henry Kimsey-House, Phillip Sandahl) is very different and it talks about ‘dancing in the moment’ with the client, listening carefully and using your intuition to just being with the client, following their energy and going where they want to go in the conversation.

The final stage of GROW is Way Forward in other words is the stage where the client identifies action to be taken. Whilst coaching is about taking a client forward not every session may result in specific action to be taken. If as coaches we are so intent on finding the action and focusing on the ‘doing’ we can overlook the importance of just raising a client’s awareness about who they are, what they are noticing, what they are feeling in other words ‘the being’.

I know of coaches who are so intent on getting their client to action that they fail to allow them to fully explore what is important to them and what their underlying issues are resulting in actions that their clients are not really committed to and rarely result in meaningful change. If the client spends sufficient time on ‘the being’ rather than ‘the doing’ then action will automatically fall out of the conversation and will be led by the client. And the way forward may simply be a commitment to go away and reflect further on some of the questions raised.

The advantage of the GROW coaching model in that …

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Group Coaching Model That Is Super Simple To Implement

A group coaching program can be really difficult to implement, or really easy to implement. Some of the common things I hear when I recommend a client start a group coaching are:

1) I don't have time to talk with dozens of clients each week

2) I don't have time to spend 5-10 hours a week writing lesson plans

3) I can't be available 24-7 on email

4) It just takes too much time.

5) It's a lot of work technically to do it.

And the thing is, those are all valid – because in so many of the older models, that's how it might have worked.

In fact, maybe as you read that list, you are thinking, yeah, that's me – I want to start a coaching program, but it just seems like too much work.

So let me ask you this:

What if I were to show you a way you could coach 100 – 1000 clients in just 2 hours a week, and they get almost the same results as working with you 1-1?

If that would be cool, if that would feel like, "yeah, I could do that," then read on!

Because I'm going to show you a super-simple coaching model that really works.

Before I get into it, I want to go over one concept: and that is the idea that group coaching does not get the same results as 1-1 coaching.

The thing is, the coaching itself isn't what gets results.

Your clients' ACTION and implementation gets them results.

The biggest reason that 1-1 coaching generally gets better results than group coaching is because with 1-1 coaching, the client feels obligated to finish his work before your next scheduled call.

How many times has your client told you, "yesterday I remembered I hadn't finished the assignment you gave me, and I thought about cancelling today's session, but decided to work a late night to complete the work instead," or something similar?

The thing is, if that client had been in group coaching, he probably wouldn't have done the work.

But is it really the group coaching or the clients' motivation that gets the work done?

Your client needs to step up and do the work on his own. You are a coach, not a babysitter. You are a coach, not a high school teacher. It is your clients responsibility to do the work. He needs to learn how to manage his time, and learn to focus. You can teach him those things, but he has to do it.

You are a coach, not a personal assistant, personal planner, or daytimer.

Now, here's the thing, if you are willing to limit yourself to helping only 20 clients at a time, when you have inside of you the ability to change possibly millions of lives (I mean, how many people NEED what you help with?) , then you shouldn't probably do group coaching.

But what if you knew there were 1000 people RIGHT NOW in your …

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