|Posted by firstname.lastname@example.org on November 11, 2011 at 12:55 AM||comments (0)|
We the players and management of the Ovingham Cats Football Club accept the heritage which past players and administrators have passed down to us; in doing so we do not intend to rest in idleness but shall strive with all our power to further this clubs achievements.
To do this we believe -
There is merit and noble achievement in winning premierships
To be successful each and every one of us must be active, aggressive and devoted to this cause
We agree that success is well within our reach and have the confidence that each and every member of our club will suffer personal sacrifices to achieve this
We know that, should after striving to the utmost of our ability, after giving our everything and still not achieving success, our efforts will become further part of our clubs tradition
That our bodies and our lives do not change in response to sameness, therefore we will challenge ourselves, continually reaching for bigger and better
that our minds and bodies hold power over results and performance, therefore we will push beyond our self imposed limitations and fears
Finally we can concede that there is honour in defeat, but to each of us an honourable defeat of our club and our guernsey can only come after human endeavour is completely exhausted.
|Posted by email@example.com on November 4, 2011 at 7:25 AM||comments (0)|
The Ovingham Football Club is currently seeking sponsorsfor the upcoming 2012 South Australian Amateur League (SAAFL) Season.
Season 2011 was a very successful year for the club.After the club was on the brink of being removed from the SAAFL in 2009 this pastseason has proven the valour and fighting spirit of the Cats only narrowlymissing the finals series. It is this tenacity and commitment that is providingthe many opportunities for you to show your support to the club and thecommunity. Your sponsorship would be invaluable in providing the chance forthis historic club to grow and prosper into the dominant force of the SAAFL.
The club has a great working relationship with theProspect City Council and various community groups. With our positioning at OvinghamFootball Club we have exposure to thousands of potential customers and by beinga part of the redevelopment of your local club you will be forever rememberedfor your great efforts. All of our players, coaches, members and staff arecommitted to undertake the role of ambassador for all of our sponsors. The clubis striving to achieve success and add value and integrity to the game and thesurrounding community. The club is committed to each sponsors objectives andrequirements and can tailor a package to suit your particular needs.
Attached are some of our sponsorship proposals for yourperusal. We appreciate the time you have taken to read through these and I canbe contacted any time on 0400258752 if you would like to discuss them further.
I look forward to your response and hope to meet anddiscuss how we can establish a mutually beneficial working relationship now andinto the future.
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|Posted by firstname.lastname@example.org on October 21, 2011 at 2:15 AM||comments (0)|
High performance and success are not dependent on one simple factor or as a result of one or two things. The entire context you operate in greatly impacts your results. This context includes the culture of the company – how things get done, how decisions get made, what works and does not work as far as behaviors and what gets rewarded and how.The key to building a high-performing culture is to make sure you consider “‘what“ and “how“ you will get to your destination points – the clear definitions of where you are going in a specific time-frame.
The specifics of a high performance culture are unique to your company because they are based on what will work best for you to get you to where you want to go within the parameters you have defined. There is no ‘one size fits all’ when it comes to culture. However, here are 10 key elements in creating a high performance culture that probably will fit most organizations:
Clearly define what winning looks like – Look across the entire organization and define what it looks like from a variety of perspectives – sales, marketing, customer service, procurement, finance etc.Spell out your “preferred culture” – In the same way that leaders shape and communicate a vision, they also spell out a picture of the culture they are striving for. This can often be just a set of guiding principles or values, but the best seem to go further by establishing preferred behaviors that support these values: Which aspects of our current culture are we happy/unhappy with? What preferred behaviors do we need to create the culture we want? What behaviors actually get rewarded round here? Which unacceptable behaviors are actually tolerated here? How do we measure up against each of our preferred behaviors?Set stretch targets – Employees tend to rise to the standard set for them. The more you expect, the more they will achieve. But there is a fine line between good stretch targets, which can energize an organization, and bad ones, which can dampen moraleConnect to the big picture – The majority of employees want to be a part of a compelling future, want to know what is most important at work and what excellence looks like. For targets to be meaningful and effective in motivating employees, they must be tied to larger organizational ambitions. Employees who don’t understand the roles they play in company success are more likely to become disengaged. No matter what level the employee is at, he should be able to articulate exactly how his efforts feed into the broader company strategyDevelop an ownership mentality – When individuals understand the boundaries in which they can operate, as well as where the company wants to go, they feel empowered with a freedom to decide and act, and most often make the right choices. They begin to think and act like an “owner”Improving performance through transparency – By sharing numbers with employees, you can increase employees’ sense of ownership. However, being open is not enough. You need to be sure your employees are trained to understand financial statements and have enough insight into their own jobs to know how to affect the numbers. Focus on additional metrics besides the financial ones. Employees who are not in the financial world will be able to relate better to the results and will feel more included in the processIncrease performance through employee engagement – Employees who are engaged put their heart and soul into their job and have the energy and excitement to give more than is required of the job. Engaged employees are committed and loyal to the organizationStorytelling can be a powerful tool when you want to drive organizational change and performance improvement. The leaders must be able use stories to motivate their employees to achieve more than they thought possibleInternal communication need to be on the top of the agenda – Have they heard the message? Do they believe it? Do they know what it means? Have they interpreted it for themselves, and have they internalized it?Taking the time to celebrate – Do remember to celebrate milestones once they have been reached. Taking the time to celebrate is important because it acknowledges people’s hard work, boosts morale and keeps up the momentum. If you want something to grow, pour champagne on itHigh-performance organizations do not take their culture for granted. They plan it, monitor it and manage it so that it remains aligned with they want to achieve.
|Posted by email@example.com on October 7, 2011 at 8:50 AM||comments (0)|
OVINGHAM was not talking up its finals chances ahead of this football season.
Coach Darryn Butler was not even worried about winning games, instead hoping the club simply managed to field full teams every week.
But now the Cats are clawing their way back in the amateur league, winning eight of 11 clashes. The team is sitting third on the C2 ladder, two points behind equal leaders Rostrevor and Prince Alfred Old Collegians.
“We’re pretty happy with ourselves down here,” Butler said.
“We’re doing really well and we’ve exceeded everyone’s expectations, including our own.”
Its resurgence is in stark contrast to April last year when the 104-year-old club came close to folding because of a lack of players.
It staged a short comeback when other clubs donated players, but forfeited the season after playing just four games, including a 218-point loss to Gepps Cross in round nine.
The club now has 54 players, including a large group of recruits from the Woodside Army Barracks. But even with his team hovering near the top of the ladder, Butler was reluctant to talk up the Cats’ finals chances.
He said his next challenge would be to continue fielding teams each week, with many players out with injuries or scheduled to serve in Afghanistan. “All I want to do is remain competitive and finish financially viable,” he said.
“If we play in one final, it’s a bonus.”
Captain Phil Lillywhite said he was “pretty surprised and happy” with his team’s progress.
“To fill a side every week was our main goal at the start of the year, but to win games and compete with the top sides, we’re very happy,” Lillywhite said.
Ovingham Cats clawing back to life Local News 12 Jul 11 @ 09:00am by Lisa Bachmayer