Unforgettable Super Bowl Moments

Fans are always excited for the Super Bowl, and they can get together and relive past moments. While they enjoy the game, they can talk about these exciting moments from the past.

Super Bowl XX: The Fridge Scores a TD

In Super Bowl XX, the Fridge from the Chicago Bears was a 330-pound tackle, also known as William “The Refrigerator” Perry. He played football from 1985 to 1994, and this was his moment of fame. He took the ball, ran behind his front line, and scored a touchdown. Afterwards, he spiked the ball and showed that a large man on defense could score.

Super Bowl XXXVI: Bono Pays Tribute to 9/11

Super Bowl XXXVI took place after the attacks on 9/11, and during the halftime show, Bono and U2 performed. It is considered one of the greatest halftime shows ever. Bono wore a USA flag-lined jacket that helped the nation take comfort after a very dark time. They also performed at Super Bowl XV after the Iran hostage crisis.

Super Bowl LII: Backup QB Beats Tom Brady

This Super Bowl showed the tenth time in history that a backup quarterback led his team to a victory in the Super Bowl. In this case, Saint Nick Foles led the Eagles to a 41-33 win over the Patriots. The last time that this had happened was in 2001 when Tom Brady did it for his team.

Super Bowl XXI: Gatorade Bath for Bill Parcells

It might be common to see the winning coach get a Gatorade bath today, but the first time was in Super Bowl XXI when the Giants beat the Broncos. The players wanted to prank Bill Parcells, so they dumped a cooler full of Gatorade all over him. This started the tradition that continues today.

Super Bowl XIV: Mean Joe Green Chugged a Coke

There are a few moments where commercials during the Super Bowl have led to an explosion of cultural phenomenon. The first was when Mean Joe Green chugged a Coke, and he tossed his jersey to a kid. This was a powerful commercial for Coke. Another was during Super Bowl XVIII, when the phrase “Where’s the Beef?” was coined.

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The Different Leadership Styles You Can Use

There are a number of different leadership styles, but they can be placed in different categories. In addition to understanding the meaning of each one, you need to understand the differences and the advantages and disadvantages of each.

Authoritarian Leadership

This is one of the oldest styles of leadership. These leaders have expectations, and they state the desired outcome. The leader is always in charge, and everyone looks to this person to find out what to do. This style sacrifices creativity and collaboration because there is little input requested or required. This type of leadership works when team members need the guidelines told to them.

The advantages are fewer mistakes, a clear chain of command, and time making decisions can be reduced. The disadvantages are that there is little room for creativity or collaboration. The work is less fulfilling, and there is usually a higher turnover rate.

Participative Leadership

This type of leadership allows team members to feel included and motivated. There is a lot of creativity and collaboration, and the leader listens to what everyone has to say. This can increase employee motivation and job satisfaction. It also encourages creativity, and it leads to strong teams.

The disadvantages are that the process can take a lot of time, and there can be failures in communication. In addition, if the employees aren’t well trained, they may make poor decisions.

Delegative Leadership

Another name for this style is laissez faire leadership, and it focuses on delegating to the teams. If the team is made up of skilled and competent members, this can be very effective.

The advantages are that innovation and creativity are valued, and it promotes a positive work environment. However, the command responsibility isn’t defined well, and it can be difficult for team members to adapt to change.

Transactional Leadership

This style of leadership is based on rewards, punishments, and other transactions. Leaders set clear goals, and the team members are rewarded for complying with them.

There is give and take, and they worry about routines, procedures, and more. This leads to specific goals that are measurable and achievable, and it increases productivity and motivation. However, it minimizes creativity and creates more followers.

Transformational Leadership

This type of leader inspires followers with a vision and empowers them to make it happen. It has a lower rate of turnover and leads to high morale. However, tasks can’t be completed without the agreement of the employees, and it can require more motivation and feedback.

 

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How Fantasy Football Came to Be

Fantasy football is popular with many people, but there is little talk of its roots. Some imagine a group of men sitting around talking about their favorite teams and players, and then creating a way to choose players to compete against each other.

Fantasy football was created in the Manhattan Hotel on 8th Avenue. A group of men was having drinks, and they were talking about sports. One man, Wilfred Bill Winkenbach, was a businessman from Oakland, California. He had traveled east to watch the Oakland Raiders.

How They Came up with the Idea

In 1962, Bill Winkenbach was in a hotel room, and he and a few friends were trying to figure out how to enjoy watching a football team when it wasn’t winning any games. The Raiders had only won three games in 1961 and 1962, and he owned a stake in the team.

He had already come up with a game for golf in the 1950s, where the friends would select their fantasy team of golfers. They decided to try the same thing with football players from different core positions. They were so excited about the idea that they stayed up all night creating the rule book for the new fantasy game.

Next Steps

When Winkenbach returned to the Bay area, he started his first Fantasy Football League in 1963. He called it the Greater Oakland Professional Pigskin Prognosticators league or GOPPPL.

The first draft was held in August that year, and the room was full of pro football journalists, AFL employees, and Raiders season ticket holders. They didn’t let people join without knowledge of the sport, so the membership was limited.

National Phenomenon

Although membership was limited for the first six years, in 1969, it started to grow. Andy Mousalimas was one of the founding members of the league, and he introduced the game to patrons at his sports bar, King’s X. Most of his patrons were there for sports trivia, but this game was an instant hit.

They started a few leagues, and as work spread, other places started their own teams. However, this didn’t last long because it was difficult to track scores efficiently. It was a lot of work to go through all of the box scores and calculate the scores.

Twenty years later, more than one million people had played the game. Changes were made, so it was no longer a touchdown-only league. Some leagues added yardage, while others added points for receptions.

As it became more popular, more was added to the way it was played. Then the Internet provided the opportunity it needed. Almost 60 million people play today.

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Making Your Employees’ Mental Health a Priority

Companies often refer to the teams as family units. As the pandemic has raged on, many team members have expressed that they feel burned out at a higher rate than before. Not only do companies need to focus on creating a safe and positive workspace, but they need to be attentive to the mental health of employees.

Mental Health Issues

There are a number of mental health issues that impact employees in the workplace. For example, depression can prevent someone from completing tasks, and employees can be affected by stress.

Many find work emotionally draining, and in some cases, stress leads to major healthcare expenses. It is important to address these issues and do what you can to minimize them.

The Importance of Focusing on Mental Health at Work

It is important to focus on mental health at work to show employees that you value them. The more they see the effort, the more comfortable they will be. This can help reduce stress and build up morale at work.

If you neglect mental health, it can have an impact on employee performance. This can lead to other issues, including higher turnover, disengaged employees, low productivity, decreased profits, and more. The best way to change this is by implementing policies that address mental health at work.

Physical Benefits of Mental Health

The physical benefits are those actions you take to improve the active lifestyle and workload of your employees. First, knowing that employees are generally less productive on Friday afternoons, you can have half days on Fridays. This can drastically improve their work/life balance by giving them extra time for themselves.

You can also assist employees with childcare. Childcare can be a major stressor for parents who work, and providing assistance can relieve them of expenses while letting them know that their children will be cared for while they are working.

Another way to help with mental health is by offering paid time off. This lets employees feel confident about the time off they need. You should also offer flexible working hours and encourage breaks. Allow employees to take mental health days as well.

Mental Benefits of Mental Health

Mental benefits come from simple, open, honest communication. You can ask your employees how they are and take an interest in their lives outside of work.

Create opportunities for teams to be together virtually when they are working from home. You can also offer free therapy to give employees access to it.

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How Parental Pressure Affects Young Athletes

There is an epidemic of parents who put pressure on children in a very negative way. They want their children to be the best in different sports, and they address them through yelling, putdowns, and other negative behaviors. Unfortunately, this approach has a negative impact on kids, and it leaves them feeling stressed out and deflated.

How Children Respond to Negative Pressure

According to psychologists, parents determine the outcome of sports for children. They can provide a fun learning experience, or they can provide something that becomes a nightmare. When parents try to relive their own past through their children, it can be disastrous.

What Do Kids Respond Positively to?

Children don’t respond well to parents or coaches who put them down and punish them. Instead, they do well when they are congratulated for the things they did well. When children are encouraged to do their best, they do well and have a positive experience.

The Impact of Money

The amount of money that parents spend can also have an adverse effect. Many children feel that there is a direct association between the money their parents spend and their expectations. When parents spend more money, children feel more pressure. Sometimes the parents exert the pressure, and other times, the child takes it upon themself.

These expenses can include private coaching, equipment, travel expenses, and more. This makes the sport less enjoyable for children, and they don’t feel that they own their athletic careers.

Long-Term Negative Impact

Two athletes in particular are great examples of the long-term negative impact of pushy parents. Andre Agassi hates tennis today, and he attributes it to his father. In fact, when he won his first Grand Slam title, his father only noticed that he had lost the fourth set of the match. Mickey Mantle is another, and he writes all about it in his autobiography. Both of these athletes struggled with substance abuse.

Pressuring children can cause low self esteem, and they don’t enjoy the sport. The best way to handle children is to support their decisions and let the practice and competition be theirs.

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What Should Diversity and Inclusion Look Like in 2022?

Diversity is a long term plan, and it is important to always have it as a goal. Companies are moving towards more diverse workplaces across all industries. This needs to continue rather than ending up as a short-lived trend.

While people made commitments through 2020 and 2021, they will take the actions needed in 2022. Take a look at ways to promote diversity and inclusion.

  1. Continue to Have Flexible Work Hours

Although many companies wanted to return to work this year, it hasn’t been possible. Employees have grown accustomed to the flexible and remote options for work, and this has helped to diversify the workforce in many companies.

It expands the options for talent you can hire, and it eliminates location barriers. You should also try to work with vendors, suppliers, and other companies that promote diversity.

  1. Use Data to Improve Accountability

When you keep data available, you are able to revisit your strategies for improving diversity. You can go back and look at how many people of color were interviewed for jobs, how many made it past the first round, and what percentage receive job offers.

By keeping track of this, you will easily come up with strategies to improve your diversity. You can look at how many people who are underrepresented in society are receiving opportunities at your company. You need to look beyond minorities to include people with disabilities and more.

  1. Reevaluate Your Benefits Packages

Once you have a plan for recruiting and hiring a more diverse workforce, you need a plan for benefits packages that will retain them. For example, when you look at black women, the data shows that they earn 63 cents for each dollar earned by a white male employee. You can use these metrics to bring more equality into pay and benefits.

  1. Listen to Employees’ Suggestions

One of the best ways to improve your policies to create a more diverse and inclusive work environment is by listening to your employees’ suggestions. You can meet with them and ask for feedback, or have a system where they can contribute anonymously. You will learn a lot and gain a deeper understanding of what is lacking.

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A Brief History of Baseball Card Trading

Baseball cards have been popular for more than a century, since the early 1900s when photography and baseball were becoming popular. Back then, different baseball clubs were posing for photos, and some were printed out and pasted onto cardboard. People kept them as mementos.

The Beginning of Commercial Baseball Cards

Back in the 1860s, there was a company called Peck and Snyder, and they printed baseball cards as advertisements for their products. They were considered trade cards, and they were given away rather than being sold.

They were popular from the 1870s to the 1890s, and they also had comics, animals, and presidents on their cards. It became a popular hobby to collect all kinds of trade cards. Back then, they pasted them into scrapbooks.

Tobacco Sports Cards

By the mid-1880s, baseball cards were being mass produced all over the country. Goodwin & Co was a tobacco company that offered Old Judge cards to keep their cigarette packs stiff. Then other tobacco companies started making their own cards. All of these were smaller than cards today.

The Golden Age of Baseball Cards: 1909 to 1915

After the US government broke up the American Tobacco Company, they used sports cards to promote their products. They called this period of time the Golden Age because companies came up with original cards as well as expensive cards. The Golden Age ended with the start of World War I.

The Silver Age of Baseball Cards: 1930s

In the 1930s, there was a revival of sports cards. The Goudey Gum Company released cards with Babe Ruth, Jimmie Foxx, and Lou Gehrig. Then from 1939 to 1941, Gum Inc had the Play Ball cards with Joe DiMaggio and Ted Williams. The Silver Age ended when World War II started.

Modern Baseball Cards

Once World War II ended, the Topps Chewing Gum Company became the leader for baseball cards. In 1952, they released what was considered one of the best baseball card sets in history. They are sought after by collectors.

This set included #311, Mickey Mantle, which is the most expensive card since the war. Topps was the only company to sell cards until 1980, when a court handed down a ruling allowing other companies to make their own baseball cards.

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Debunking Leadership Myths

Everyone has different ideas of what being a good leader is, but there are some ideas that simply aren’t the case. They are myths that come from stereotypes of what it means.

The problem is that there are many good leaders who don’t fit into these molds. This causes other types of leaders to be passed up. Take a look at some leadership myths.

The Position Makes You a Leader

One myth is that people believe that being in a leadership role makes them a leader. The problem is that leadership is about qualities that a person has, so it can be achieved in any role.

Leadership is the ability to manage projects or groups, and having the right position doesn’t automatically give you these skills. Remember that leadership is the qualities someone has, not their job title.

If People Are Unhappy, They Will Complain

People also believe that when people don’t complain, they are happy. The reality is that this isn’t the case. A good leader takes a team that appears happy and asks for feedback.

They want both positive and negative feedback so that they are able to gain insights from the team. A good leader provides these opportunities because many people won’t speak their minds otherwise.

You Can Lead Everyone the Same Way

Another leadership myth is thinking that you can lead everyone the same way. There are certain styles of leadership that may work with one team, but it may not work for another.

The key is understanding that being a leader means that you have the ability to motivate all different kinds of people. A good leader can help everyone enjoy their job and do it effectively.

All Leaders Are Extroverts

Many people believe that all leaders are extroverts, but this simply isn’t the case. While many leaders are outgoing, confident, and social, others are quiet and work through issues by looking for feedback from the team.

You may consider your position independently and come back to the team to further discuss it. Being quiet and introspective doesn’t mean that you can’t be a great leader.

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The Best Sports Technology Providers

Sports and technology have been working together for years, and it is increasing rapidly. Most sports use some form of technology today. In football, the use of the VAR, or Video Assistant Referee, is one of the latest developments. The development of technology is helping to reduce injuries and make sports more precise than ever before. Continue reading to learn the best sports technology available today. 

Sports Engineers

Sports Engineers is a sports software provider that has its headquarters in the Netherlands. They offer software solutions that include Tournament management, match center, league management, data distribution, registration, payment, and more for sports teams. 

776BC

This company was founded by Cameron McKenzie-McHarg and his wife Kate, who are from Australia. They produce Motion sportswear in their line of sports products. These products use visual feedback through biomarkers to help an athlete improve his or her movements. The goal is to help athletes improve their performances. These devices give athletes technical solutions and are comparable with social media platforms so that the data can be analyzed from a remote location. The company has already partnered with teams, colleges, elite athletes, and more. 

Fusion Sports

Fusion Sports was founded in 2003 and they develop software for sports analytics that help organizations manage and improve the performance of their athletes. It was founded by Markus Deutsch, and his first sports technology device was the GRUNT 3000. Then in 2011, they launched the SMARTABASE, which gives elite sports organizations a solution for holistic performance management. It allows them to analyze and share data, and it can keep track of health, diet, nutrition, exercise, fitness, performance, motion, rehab, recovery, rest, sleep, and more.

MySail Pty Ltd.

This company was founded by a lifelong sailor, Deborah Dalziel. She created this platform so that new sailors could find new opportunities and connect with other sailors and yacht owners. It gives people access to skippers and crew for racing yachts. It also helps bring new sailors into various clubs so that they can grow their membership.

PMY Group

PMY was founded in 2009, and it offers independent strategy and investment to venues that need to improve their technology. The company helps them develop, execute, and fund their digital and technology strategies. They work to make sure that their clients have access to the latest and newest products, and they help them get the funding they need. 

 

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Four Rookie Mistakes That Every New Manager Should Avoid

The first day of your new job as a manager is not the time to make rookie mistakes. The last thing you want to do is give your boss a reason to regret hiring you, and you may inadvertently do just that if you’re not careful. Even if you have a solid track record in your field, this is a new role and it will take some time to adjust. You want to make a great impression from day one.

Here are four rookie mistakes that every new manager should avoid so that they can start on the right foot and create a good impression with their boss and those that they oversee.

  1. Developing New Policies Unnecessarily

One of the biggest rookie mistakes that new managers can make is developing new policies for their team. Avoid developing new policies at the beginning of your tenure, and you’ll gain a better perspective on how to actually make changes for the sake of improvement.

  1. Leading Hypocritically

If you don’t want to be criticized or undermined, then don’t lead hypocritically. It’s easy to say that you should hold people accountable for their actions at work, but do you actually do it? If not, why not? If so, how do you go about it? As the new manager, you are expected to set the tone for honesty and integrity in the team.

  1. Trying to Fix What Isn’t Broken

If you really do have a good reason to want to make a change, go ahead and try it out, but if you’re trying to make a splash, it may be wiser to wait until you have some experience.

  1. Not Listening Closely to Those You Manage

It’s all about communication. When people come to you with a problem, the best thing you can do is listen carefully and patiently to get a clear understanding of what the issue is. If you don’t, you risk being dismissive and sending them the message that what they have to say isn’t important.

By avoiding these rookie mistakes, you will create a great first impression, which should lead to better overall relationships with those under your supervision.

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