Many Houstonians seem to be followers and steer away from innovative thinking or anything else that my present itself as free-form expression, or at least that is what they would want you to think... In following sports in Houston and particularly at the collegiate level, it is kind of odd that a state boast about how football is king can't seem to just show up for a University of Houston football game. The price is right, the venue is user friendly, the product is good and the university atmosphere is pleasant.

The typical Houstonian seems to like following an event, happening or occasion once it becomes or is perceived by the media as "BIG TIME" and then act like we were with it all along the way. Yes, the average fan will get behind their team if it is perceived as a "Happening" by all local and national figures that matter, in their artificial imaginations. For example, our pro teams are not immune to this kind of luke-warm reception. It just takes a combination of losing and media bashing and the fans seem to vanish into the humidly warm air. Rice University seldom enjoys a large sports fan base, true it's a smaller school; but, with so much history, "Where are the alumni?" In Houston, Rice is sometimes given a pass by the ignorant vitrals who write it off as a "smart" school that has no time for sports. I don't think so, it's just an excuse to cover up the apathy on steroids. Texas Southern University, "What is your excuse?" Another example of the Houston culture needing attention in order to feel relevant.

So you see it is a Houston culture that only stands when it is given permission by the media that an event is recognized as a "BIG" deal in order to really show devoted support. Unfortunately, this is true in other avenues of of the Houston experience. Example, Houston was so slow developing their downtown district as a potential people mecca. Downtown was always viewed by the "so-called" conservative necks as too risky, down right dangerous after dark. Well statistics showed that was not true. It was baseless and dealt with the perception of danger, preying on urban myths, stereotypes and exaggerated fears.

Lastly, Houston has a lot of growing up to do as a world-class city. Yes, it has a number of positive points but the people must forgo self doubt and apathy, in lieu of making things happen instead of waiting for someone to do a "BIG" time publicity stunt in order to rally the masses. This should not be the case if a city is a real sports town, and not just in name only. Unless this culture of self-doubt, grass is greener on the other side mentality is not curtailed the city will always have a soft identity and will like so many other just be chasing after something that doesn't exist. Unfortunately, that's been the "Houston" way for years. Okay I'm finished, let's roll up the sidewalks. Yeah, Right...

fast.gaminG#guddinkingzz-

fast.gaminG#checoooh

fast.gaminG#Waggs

fast.gaminG#Joker

fast.gaminG#Slyrz

fast.gaminG#k0k0!

Full Video Highlights Coverage from the Season II of the ICL

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[ Click the Match to See the Highlights of it ]

Fasten your seat belts as the Indian Cricket League’s Season II kicks off. In the season of festival, a new one was added last year with the advent of the Indian Cricket League (ICL).

On closer examination you discover that his employees work in small focussed groups with each group interdependent upon each other. Each week he briefs his team leaders on priorities, responsibilities and objectives. He allows no time for discussion and builds his success around clear command and control behaviours.

However, each month he steps away from his usual weekly behaviours, and invites his team leader to attend the meeting in a local hotel, where he facilitates a root and branch feedback session on orders, accounts and pipeline. Production, distribution, sales, marketing, accounts and operations all discuss the disconnect that invariable occur within any month of business.

And here is the first key to his success – continuous improvement and the removal of blame culture.

I was invited along to one of these sessions to observe and contribute. The first departure from the norm was to see my friend open up the meeting with a summary of company performance and an assessment of his own performance across the month. This included where he had ‘dropped the ball’ and where he thought he had ‘saved the day’ or where when he knew he was on the ‘hot spot’

Each one of these three areas had three entries and each section was brain stormed by the whole team for five minutes, all outcomes were noted and the process moved on the next team leader. With 12 team leaders this process started at 8am and finished at 2pm, a working lunch was provided, and no drinks breaks were provided. Toilet breaks were taken at will and all phones, Blackberry’s and computer were banned. No interruptions were allowed.

By 2pm the outcomes had been pinned around the room and for the next two hours fluid assessments were agreed and solutions found. The meeting breaks at 4pm sharp. This happens every month with participants working with each other to find results. The team has been together for over 5 years and demonstrate a deep respect for each other that permeateswith a deep respect working across the whole company.

As this process has grown and trust and team spirit has evolve alongside it.s, These meetings have developed into a mornings work, as team leaders develop solutions on the fly. These are then presented in the ‘saved the day’ slot - and the" penalty" and "dropped the ball" slots are invariably empty.

The afternoon is then spent either with the family or doing what they want. No one is allowed back into the business until 8am the next day.

The irony is that my friend who doesn’t believe in team ethic drives a very successful team orientated business. The difference is that he does run a fat structure, a hieratical business, and he has a passionate disbelief in management by committee.

The idea of the team ‘hot spot’ is to flag up clients who are exhibiting behaviours of distress. Once the team agrees the client status, the client is transferred to the incubation team who take full responsibility to bring the client back to full corporate health. The client is eventually taken back by the original team and new behaviours fully engaged.

To me, my friend has evolved a system of 'concierge teams that dominate the organisation'*. Groups of customers are assigned to teams who manage the client for life. Customers are identified by segment, behaviour or with customers with certain quintile value or frequency of involvement with the corporation.

*Source: The Next Economy - p208 - Elliot Ettenberg - ISBN 0-07-137965-7

In the most basic rules of soccer also having play you should make sure that you assure the ball with the rest of your body. You want to be sure that your hands and arms come perfectly no where near the soccer ball or the other team will get a free turn at performing and your team will have to begin the defensive soccer ball game.

When you are performing this game you will need to make sure that you don’t tackle the goal keeper. Doing a move like this will only gain your team a foul. This is a penalization which will let your opponents have a free turn at trying to score a goal. Of all the basic rules of soccer is that of Taking the game by having the most goals scored. You must try to accomplish this by acting fairly, otherwise your squad will lose valuable points.

So as well the basic rules of soccer what else can you expect? You should try and void any diving event tackles as this can cause hurt to the person that you are tackling. You will need to invest in the right soccer equipment that your soccer squad approves of. In addition to this there is only one main rule that you will need to remember. From all of the basic rules of soccer this one counts the most – have fun.

Video Highlights | 1st Test | India V Australia | Bangalore | Oct 9 - 13

Day 2 | 1st Test | India V Australia | Bangalore | Oct 9th 2008

Day 2 Brief Score : India 68 for 0 (Sehwag 43*, Gambhir 20*) trail Australia 430 (Hussey 146, Ponting 123, Katich 66, Zaheer 5-91, Ishant 4-77) by 362 runs.

Day 2 : Bulletin | Short Video Highlights | Full Video Highlights | Photo Gallery

[Note : Full Highlights would be available as they are telecast] Updated

The day belonged to Hussey for his fine century and Zaheer for his fifer. Australia were guided to 430 earlier in the day before a late assault from Zaheer polished off the tail. And then in the last segment of play, Virender Sehwag and Gambhir have started things off well. They will look to keep going and give India a solid foundation.

Day I | 1st Test | India V Australia | Bangalore | Oct 9th 2008

Day I Brief Score : Australia 254 for 4 (Ponting 123, Katich 66, Zaheer 2-39) v India

Day I : Bulletin | Short Video Highlights | Full Video Highlights | Photo Gallery

Just when Australia would have thought that the day couldn't have gone any better, they lost Clarke at stumps. This has been a great day at the office for the Australians with their skipper leading the way with some gritty support from Katich. But the batting show today has been extremely un Australian, it has been slow going but the fact that they have kept wickets intact was something remarkable. The Indians would try to push the Australians back with a few wickets early tomorrow

More @ Test ODI T20 & Twenty20 World

Fixtures | Australia In India, 2008 (Oct - Nov 2008)

Indian Board President’s XI v Australians, Hyderabad, 4th day

Full Video Highlights | Short Video Highlights | Bulletin | Photo Gallery

Indian Board President’s XI v Australians, Hyderabad, 3rd day

Full Video Highlights | Short Video Highlights | Bulletin | Photo Gallery

Indian Board President’s XI v Australians, Hyderabad, 2nd day

Full Video Highlights | Short Video Highlights | Bulletin | Photo Gallery

Indian Board President’s XI v Australians, Hyderabad, 1st day

Full Video Highlights | Short Video Highlights | Bulletin | Photo Gallery

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Last month I wrote about the author-editor relationship and the emotional component of that relationship. It occurs to me that as you build your publishing business, this is just the first among many relationships you will develop along the way.

Many of us are authors as well as publishers and this discussion applies to you as well. When I think of famous artists, there are very very few who achieve great success without help, without a team effort. I think of Picasso and Monet and I think of wives and brothers, and cousins and agents who believed in them, who ran their businesses. That's how we need to think about our business - as an author or as a publisher.

We need to think about building our teams. It's critical. Sometimes your team is a spouse or a partner; sometimes it is a mix of vendors and customers. Whatever way you look at it, there will be a team to manage all the pieces of the publishing puzzle.

So, how do we go about doing this? One of the most important pieces of consulting I do with my clients is to get into a truly thoughtful discussion about what they want to do themselves and what they do not want to do themselves. I make them ask questions like: What is my role? What will be the roles of others? And who will these “others” be?

I know, for myself, that there are tasks I do not want to do even if I am able to do them. For those, I need to find team members. One example is marketing - I can help others figure out their marketing efforts and I can see patterns in their projects and can elicit what they are good at and what they can do - but I'm not so good at doing this for myself. I am a reluctant marketer. So, I need to build my team to balance that lack. I am now working with a couple of different people to help me see my own path.

On the other hand, while I am a writer and an author, I also love to design books. In this case, my team for book design is just me - my author self working with my book design self. But, even in this process, I usually ask someone else to take a look along the way to ensure I can still see the forest and to provide an outside perspective. I do this when I write - I ask others to read my work and provide feedback. And now I do it for book design as well.

For the business end of things - the management of inventory, the management of distribution and sales - I find other team members. My interest, my passion, and my skills are in the area of creation and production of the book itself. I want the other pieces to work, but I don't want to do them.

You, on the other hand, will have different likes, different skills, and different aversions. As we move along this path, we find those we like to work with and those we can lean on and those who do their work so well we can't imagine doing things without them.

Take some time to figure this out - it will make your publishing business go more smoothly and will help your authoring business do better, and you will be happier and more satisfied. 

Do what you're good at, what you like to do, and find others to do the rest. This is a business and you need to manage it, even if you don't perform all the tasks yourself. You are in charge of the team and you need to manage them.

Utilising Digital satellite TV for PC Software

This is the most well-known approach and thousands of people are using this new software to watch their favored games online. The very nice thing about this way is that you do not need any other equipment like satellite dishes, TV aerials, etc; all you need is software and a pc with an internet connection. With this software, you will get access to over 3000 satellite TV channels for free on your pc. A lot of the games that you have to pay for on local stations are shown on foreign channels for free and this software allows you to access these overseas channels on your computer. You will also be able to view most of the stations that are Ordinarily acquirable only through a satellite TV subscription. So why pay up to $90 each month when you can have a similar service for free. After you've purchased and downloaded the software, you won't have to pay anything additional and it's all 100% legal!

Click here to download the satellite TV for pc software and get instant access.

Click here for a comprehensive list of websites that provide satellite TV on pc software online.

You can also see this Dish Network free satellite tv system offer - click here.

On line - watch nhl playoff games online from the Television stations internet site

The web has become very well-liked for viewing video online. A lot of TV stations now stream their programs and you can access a lot of the TV programs from their web site. You require a media player like RealPlayer or Windows Media, but some organisations make available their own media players that enable you to view TV. If you are wondering how these look like and the quality of the picture, you can go to Youtube and search for sports games there. That will give you a reliable idea of what to expect. So in order to access sports over the internet, you need to know which channels are streaming those games on the internet then go to their internet site to view the game. You'll need high speed internet access to get good continuous viewing. Using dial up for this kind of thing can be a pain since downloading video streams is very slow on dial-up of connections.

Utilizing pay per view online

This is also Another method to watch nhl playoff games online online. Sites such as Yahoo sports and others offer these services but they are quite pricy and sometimes the sports may be a few weeks old. Due to the fact that this system of viewing sports games is very new, there are many difficulties with this now because it has not been perfected yet. So, if you visit online communities, you will find a lot of people complaining about the quality of these services. I think if you give TV companies some time, they will be able to offer a fairly good service with good quality and good picture.

Other articles: pan american, rugby, ncaa, NFL, baseball, nba, college basketball, watch nfl online
basketball

[Satellite TV]

We sat in traffic before sunrise to attend as did many others.  This event draws 11000 - 15000 people.  BUT no horn honking and impatience here.  Folks just understand that this is part of it.  They stop their cars and engines in long waits and even get out of the car to talk to their fellow traffic jam neighbors.  Patience is key in any collaborative effort!

At the "porta potties" there was no fighting or anxiety either.  Each "potty" had its own line.  If you got in a slow one, well so be it.  That was just your "burden" to bear but no one else had to hear your complaining about that, or receive a push out of line because of it.  We all got to know each other, where we were from, and it was honestly a pleasant wait.  "Getting to know you" is also key in any collaborative effort!

The cowboys and crew cooked breakfast and lunch.  YUMMY!  Pancakes, Sausage, BBQ Bison, Baked Beans and Cookies--WOW was this great.  Lines formed and we got our food. AND we got a smile also.  The folks that work this thing are amazing.  They each do their job in the food line, depend on their team mates to do their part and you recieve great product (food) and great service (smile!).  Team work and trusting each other all a key part of collaboration!

Teamwork and collaboration really came into play watching the cowboys round up 1500 bison.  That was an amazing thing to watch and hear and experience.  Truly team work has never been shown to me in a better way.  Each person, on a horse or pick up orchestrated beautifully their position and their role in rounding up these huge beasts!  AND when some of the bison got fiesty and turned on the cowboys, the cowboys just backed off and did it again. No finger pointing about who let 'em get away, no discussion on who was going to do the extra tasks, none of that.  They just all kicked in, cooperated, collaborated and when all the bison were corralled and we applauded and yelled they all took the credit equally for a job well done!  Loved that lesson-- collaborative efforts and successes are about the entire team!

The participants were collaborative as well.  I was shocked (and still am) to tell you that after all this celebrating, eating and drinking that NO trash was found left behind.  No one had to tell anyone to throw their stuff away and by the way, please hit the trash can.  These folks knew to do that-- it is common sense, it is good stewardship and they were totally accountable for the trash they had created so they took care of it.  I was in such disbelief that I actually took pictures of the clean grass to prove it!  In any collaborative effort there has to be a sense of ownership and accountability--you should not have to be told every thing!

The entire event was amazing and I would encourage you to google it and click on the website for more info.  I will be putting my videos up on Youtube as well.  Happy collaborating Cowboys!  YEEHAW!

There are so many who do such incredible things to raise awareness about breast cancer. I've been searching for just the right group to share their ideas on how to help...and I think I've found them.

Meet the Etsy Angels. The Etsy Angels are a Self-Representing Team of Artisans that create a variety of unique handmade items including Artisan Jewelry, Lampwork Glass and Polymer Clay Beads, Bath and Body Products, Quilts, Knits and Plush, and Paper Products to name a few.

This unique team was formed after the many hours spent together promoting for Dawn’s Boys; an effort that began in late December 2007 after a Jewelry artist who was on both Etsy and Ebay lost her life in an automobile accident. She left behind two little boys. Several "Angels" came together to help. After spending countless hours promoting donations from more people than they could imagine that wanted to help, many friendships were made. They couldn’t imagine it all ending without creating a Team for Dawn’s Angels. ♥

This month, the Etsy Angels are donating a portion of their proceeds to the Susan G. Komen Foundation.
You can view their complete profile by going to the following link:
http://team.etsy.com/profilest/angels.shtml

You can also visit their Blog for more information about the Team and what they've been up to!
http://etsyangelsteam.blogspot.com/

Here are just a few of my favorites from the shops of these wonderful girls!

On the Project Shrink website is a useful article on motivating your team members. Step one is your own motivation which I agree with. A discouraged PM is hard to follow and its important to do what you need to do to keep motivated and moving quickly

http://blog.softwareprojects.org/motivate-your-team-members-248.html

PV: We mainly cared about our drinking regime and each two hours we tried to eat something (except energy-gels and tablets). There was no time to sleep, I took one quick shower in the middle of the race.
PCH: I went to the shower 3 times and during my breaks I tried to jog-trot, mainly at night when it got much colder. I had no problems with sleeping as with 3laps exchange, there was no time and it would not help at all.

Photo from Roller En Ligne

Grace Brethren International Missions’ first Mission Exploration Team had a unique experience in Africa during the months of June and July.   Mission Exploration Teams (MET), are a new program for GBIM, and are designed to give participants an in-depth internship in missions in a dynamic team environment. During the summer of 2008 the first Mission Exploration Team traveled to the Central African Republic.  The five team members and two leaders prayed together, studied cross-cultural dynamics and mission strategies, and immediately applied what they were learning through ministry.  Each of the five members lived with an African family, ministered with African leaders and helped an African community.

The MET participants were challenged and experienced God’s faithfulness.  Liz Baker a student at Grace College said this about her experience, “I was looking for a trip where I would learn more about the people, where I would be put in uncomfortable, out-of-my-comfort-zone situations, and where I might actually experience real culture shock. If you are searching for a trip that is more in-depth, more real, and more about what missionaries actually do, then a Mission Exploration Team is just what you’re looking for.”

GBIM is offering four more opportunities to explore missions during the summer of 2009.  During the 5 to 6 week long trip to Asia, Africa, Europe, or Latin America, you will receive in-depth training, build cross-cultural skills and gain hands-on ministry experience alongside GBIM missionaries. If you would like more information about joining a Mission Exploration Team visit www.gbim.org or e-mail John Ward at GBIM jward@gbim.org.

(yes, this is a TEENAGER RANTING! I have no intention of actually shooting or hurting anyone. I am a passifist.)

Now, to move on to a much happier note...(I think...). Wednesday is my audition for a part in 'Scapino,' as performed by our (VERY talented) high school. (Even if the school will never admit it, most of our talent is in our Art Club, Drama Club, Choir, and Speech and Debate team...NEVER in the stupid sports teams! They are so immature!)

So that's my blog entry for today...just a random little thing. Nothing too important. A small rant from an opinionated girl. Good day folks.

Love Always,

Miss Cami

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When I think of who my mother was, I think of her as a woman much younger than I am now. I think of the time when I was on my late teens and she was around 40, when it was her mission to teach me everything she knew about being a good woman.

She was an excellent manager of money, as many who survived the Great Depression were, but she was never stingy, neither with her money nor her time, even when there wasn’t much of either. She could figure out how to spend the same dollar twice and how to make you feel there was all the time in the world, even when she had to get ready to go to work. She could turn what she had into what you needed, whether that was a bargain basement dress she made special by changing the buttons or the time she found – or made – to play Scrabble with me. Like most valuable lessons, that is something you teach by being an example and letting your protégée see how you do it, step by step.

Her second lesson was about accomplishing. That was her word. Whatever it was we set out to do, whether a trip to S. Klein’s On The Square to shop for my trousseau or spending the morning with a can of Johnson’s Glass Wax cleaning the windows of our apartment on Walton Avenue, when we were done, she would get a satisfied look on her face and say to me, “We accomplished.” I realize that was the beginning of my understanding that things that have meaning, the big and the small, are done by teams. It is an illusion that we are so powerful that we accomplish things in a vacuum by ourselves. It was not my strong point but interdependency – what we call teamwork – came naturally to her and she was my model for how I do it now.

Her third lesson was to respect everyone, no matter who they were or what they did. By this, she meant not to forget them, not to assume that they were taken care of. Again, the Great Depression was probably an influence on her, but she also had such a good example in her sister Jeanette, may she rest in peace.

So to honor her memory, I ask that you do three things today.

First, be pleased with what you have been granted and make it into what you need. Try spending it twice, whether it is in money that you use to create more value to the world or time that you not waste on trivial things.

Second, accomplish something with someone else. It doesn’t matter what it is, only that it’s something you’re both proud of.

Third, remember people you would not ordinarily think of and find a way to make their lives easier in some way.

And as you leave today, remember, as I will, that she was not a weeper and wailer, but rather a rememberer of good times. Even as her own memory failed her, she could speak of the past, always of family and friendships, of trips and adventures. Remember her at in the most wonderful times you had with her – the birthday parties of our childhood, the hot dogs at Coney Island, whenever it was that you were with her. And wish her well on her newest journey, the one we will all someday join her on.

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She was a Watchdog.  (If you are unfamiliar with the Roles, you can find out about them by listening to the webcasts on The Ten People You Really Want on Your Team!)  She enjoyed it and she was good at it, both at home and at work, where she was in senior management and patiently taught her reports how to do things right.

She taught me all the favorite tasks of the Watchdog - budgeting, accounting, repairing and making do with what you had - but I never really enjoyed doing them.  She didn't understand why I did the things I loved - starting businesses, speaking, writing, networking.  She was just happy that she had done her job right and I could do something to make a living.  We respected, trusted and had faith in each other.  She is on my team, and in my heart, forever.

Barrier 1: Fuzzy outcomes

If a team is to prosper and transport results, it needs to be crystal clear regarding the results or outcomes that expected to be delivered the team. Too habitually teams are set ooutcomes that are foggy and vague which unsurprisingly leads to scarcely in terms results. Make the outcomes proper to and measurable. example, reduce disable from product X away 10% not later than 31 December 2008 is both specific and measurable.

Barrier 2: Unproductive Donnybrook

All successful teams shortage to have challenge and conflict otherwise it all becomes too comfortable. On the other hand, it is important to ensure that conflict is productive rather than destructive or unproductive. Lively and ardent debate that actually results a mastery outcome solution is an example of productive wrangle. Challenge that focuses on all of the negatives witthout offering any alternatives is unproductive.

Barrier 3: Playing it safe

Making a agreement with change in display or turning thinggs there in requires teams and team members some risk and commission thheir comfort zone. This will only happen if the culture within the organisation supports and rewards this type innovative and balanced risk taking approacch. For standard, the culture is to look recompense scapegoats when things fire wrong, people purpose keep within the safety boundaries rather than enchanting a chance.

Barrier 4: Individual agenddas

If a is to prosper, all members need sign up to and be committed to the team gooals first foremost. For many is outstandingly challenging as in business, we are tempered to to being concerned about our own individual situation. Creating a reward system that relies on the group can be a useful stepping stone to encouraging teams to focus on the team agenda.

Barrier 5: Leadership

teams someone has to take on the role of the the man. A team without a principal is like a ship without a captain. might select a bossman or as team develops someone may come forth who is the nnatural leader. However, any successful team needs a leader.

Bottom Line - Teams can achieve great results but it is key that the barriers to team good fortune are identified and addressed. So what barriers are getting in the personality of your teams success?

Duncan Brodie of Goals and Achievements (G&A) works with individuals, teams and organisations to upon their management and leadership capability.

25 years business experience a range of sectors, he understands beforehand hand the sincere challenges of managing and leading in the demanding business world.

You can learn more round Duncan, Goals and Achievements services and products sign in the course of his free e-course and newsletter at http://www.goalsandachievements.co.uk/

This advice might have come from many inspirational business leaders - and I will identify its source a little later - but the real point here is the applicability of these sentiments to anyone seeking sustained success. How many of these behaviors are truly endemic to the environment in which we work? Far too often, I encounter corporate cultures where the readiness to find fault, to criticize and to apportion blame is close to the surface. Rather than lauding what was done right, or working together to improve, there is a readiness to highlight the problems and inadequacies of others. Today's environment of fear, where regulatory and reputation risk play into the hands of groups with control instincts, is increasing many of these internal frictions.

A lack of trust inevitably leads to exclusive, rather than inclusive, behavior. Groups like Procurement, Legal a