Regulation Lacrosse Goal | Net World Sports
Regulation Size Lacrosse Goals For Schools, Leisure Centres, Matches Or Your Backyard
Create your own professional pitch with the 6ft x 6ft (1.8m x 1.8m) FORZA regulation lacrosse goal. This premium goal post is made from a 1 ½ (34mm) thick galvanised steel frame to provide a sturdy and robust structure. Covered with an orange powder coated exterior, this lacrosse backyard goal is suitable for use in all types of weather and will not suffer from wear or damage, even through consistent use.
- 6ft x 6ft (1.8m x 1.8m) regulation lacrosse goals.
- Goal frames are manufactured from 1 ½ (34mm) thick galvanised steel.
- Orange powder coating conforms with lacrosse regulations and increases the frame’s weather resistance.
- Features white 3mm or 6mm polyester net with 5/8 inch mesh squares and reinforced border edges.
- These lacrosse goals can be used during official FCAA Men’s and Women’s games.
- Available individually or as a pair of regulation lacrosse goals.
Designed to be ultra-durable, these heavy-duty goal posts are engineered from 1 ½ (34mm) thick galvanised steel that has been finished with a layer of orange powder coating that adheres to lacrosse regulations. This orange powder coating has numerous weatherproof properties which means this heavy-duty lacrosse goal can be used outdoors no matter the weather. With an overall weight of 34lbs (15.5kg), this regulation lacrosse goal will remain in place even with contact from an awry shot or player. However, despite the rigidity, the professional standard lacrosse goal, can still be easily transported from location to location making it an ideal piece of lacrosse equipment for any team or player without a permanent pitch.
Included with each steel lacrosse goal is a 3mm or 6mm thick twine polyester net. This net in combination with a reinforced binding enhances the nets resistance against frays and tears which allows you to practice without fear of damaging the lacrosse goal. The featured thick border works in conjunction with the square mesh net to ensure the ball is stopped and secured safely.
Due to the simple design of the of the robust lacrosse goals tools are not required to achieve the solid and strong frame. Simply interlock the supplied pieces and attach the polyester net to begin training as soon as possible. Each goal frame is easy to assemble and disassemble for training or matches in any location.
Net World Sports holds a wide range of high-quality lacrosse training equipment which is designed to improve your passing and shooting techniques such as the RapidFire Lacrosse Rebound Net and the FORZA Lacrosse Target Sheet
Penn State Nittany Lions’ Mac O’Keefe sets NCAA record for most career goals in men’s lacrosse
Friday couldn’t have gone much better for Penn State senior lacrosse star Mac O’Keefe.
The attacker broke the NCAA’s all-time goals record in the second period of the Nittany Lions’ 14-13 overtime win over the Michigan Wolverines, part of a six-goal day, and scored the game-winning goal with three seconds left in the extra period.
O’Keefe entered the game with 211 career goals, one behind the record. He tied former Duke star Justin Guterding quickly, scoring just 2 minutes, 10 seconds into the first period.
He broke the record at the 7:33 mark of the second period.
“I sort of blacked out in the moment, to be honest,” O’Keefe said. “But, it was very special. It was very special. There has been a lot of build-up. I haven’t tried to let it affect me too much but to do it now and after the game to reflect a little bit, and watch those videos from all those people congratulating me. It’s really awesome and I like to share this moment with my family and all my teammates and move on from there, and hopefully win some games after this.”
O’Keefe, who graduated in 2020, was granted an extra year of eligibility by the NCAA because his senior season was cut short because of the COVID-19 pandemic. He set the record in his 64th career game, 11 games faster than Guterding, who held the record since 2018.
O’Keefe’s six goals gave him 217 for his career, with Penn State’s season finale against Ohio State still to come and at least one game in the Big Ten tournament.
Penn State coach Jeff Tambroni lauded O’Keefe’s ability to have a “killer instinct” and “great humility” simultaneously, which the coach described as a “rare combination.”
“It was a storybook kind of ending today for both us and him,” Tambroni said. “To be able to do this at home, to be able to do this on Senior Day, to be able to score a game winner. I think these kinds of moments favor the hardworking young men or women of the world.
“It’s no surprise that that young man has put himself in the position to be here today and then took advantage of it. A lot of us might be in this position and be overwhelmed by the moment. So, I don’t think it could have gone any better, but I also don’t think it couldn’t have been any more appropriate for the young man.”
Hot Pot Of Lax: The Weirdest Lacrosse Goal Ever
I have seen a lot of strange or unlikely goals in my days as a lacrosse player and coach, but I recently saw one of the weirdest goals EVER, and I even have the video link to prove it. My high school goalie (Andy Starr – Tufts) used to score regularly and I played with a guy in college named Joe-Dan Okun, who scored eccentric goals almost every time he stepped on the field. But those are both individual accomplishments, and only slightly bizarre.
But in today’s Hot Pot, we have something special: A college lacrosse goal via ABSOLUTE CONFUSION!!!!!!
Last week Trinity played Skidmore. Skidmore was down 1 and had the ball in Trinity’s defensive end. There was a little action, then some confusion, then a restart, more confusion, and a goal scored on an empty net by an opportunistic Skidmore player.
Now do you see?
The Trinity fans, coaches, and players were IRATE that the goal counted, but of course, not everyone was convinced that the goal should be disallowed. The Laxpower NESCAC Forum page exploded with comments, and being an internet know-it-all, I (Wheniwasakid…) simply had to make my feelings known. When longtime commenter Minkhoo agreed with me, I knew I was on to something.
To see the play go to Trinity’s website, and move the video forward to the 1:33:00 mark.
It’s well worth a watch, and I’m sure all of you readers will have something to say about it! Was that crazy or what?
Should it have been a goal? Did the refs handle the restart correctly? Should the Trinity keeper have just stayed in his cage? WAS THIS GOAL LEGIT?
LACROSSE IN OTHER NEWS:
– Tufts Men and Women both stay unbeaten | Tufts Daily
– Philly Wings Owner says Philadelphia Should Vie for 2024 Olympics | Philadelphia Inquirer
– St. Joseph’s down six, rallies to win 8-7 | SJUHawks.com
– Navy knocks off Towson 10-8. Big Win for the Midshipmen | NavySports.com
LACROSSE VIDEO OF THE WEEK:
I think the fan’s reactions pretty much say it all.
I’m a big proponent of routines for lacrosse goalies.
I think every lax goalie should have a pre-game routine that they follow religiously whether you’re playing in the championship game or against the last place team.
I also believe that a lacrosse goalie should develop an in-game routine for when they get scored on.
And this post-goal routine should be followed no matter whether the goal was a 99 MPH crank to the corner or a super soft shot you missed.
You may have heard a lacrosse coach tell you that goalies need to have a short memory, to immediately forget. While this is a good concept, I think its incomplete.
I do think goalies should take a few seconds to reflect on the play that just led to a goal.
I recommend this approach.
Analyzing Mikka Kiprusoff’s Post Goal Routine
I was reading an article about hockey goalies and the author discussed how Mikka Kiprusoff had the best post-goal routine of any goalie in the NHL.
He’d flip up his mask to reveal an absolutely emotionless face.
Then he would look at the jumbotron to watch the goal once. Take a sip of water, flip his mask back down, get into his stance and get back to work defending the goal.
This is a great post-goal routine and the concepts are something that lacrosse goalies can adopt into their game. Even though its a different sport, the mental aspect of lacrosse and hockey goaltending is pretty much the same.
Here’s a good post-goal routine for lacrosse goalies modeled after the one Kiprusoff used.
First – Remain unemotional. Getting pissed off because you let in a goal or a defender didn’t slide is not going to help anyone, let alone your game.
When a goal goes in we need to remain unemotional. It’s hard, no doubt, but that’s what elite goalies do. Remaining unemotional allows us to stay calm and reflect on the situation.
Showing signs of weakness after a goal like shrugging your shoulders or displaying bad body language is a non-verbal signal to your teammates and to the opposing team that you lack confidence. Opposing players and fans will especially feed off this.
Remaining unemotional helps the lacrosse goaltender stay mentally in the game and be ready for the next opportunity.
The great thing about lacrosse is you could give up 15 goals but the ability to bounce back and make a key save could still result in a 16-15 win for your team.
Second – Take a couple of seconds to consider what you could have changed to stop the goal. Pretty much all lacrosse games will not have the benefit of viewing the replay on the jumbotron like Mikka so do a mental reflection of the play that just led to a goal.
It’s important to just take a few seconds to reflect. Later when you’re reviewing game video you can thoroughly analyze each play and each goal given up.
Your review should only focus on what you can control moving forward. Did you guess instead of react to the ball? Did you not properly communicate with your defense? Where you not focused on the ball? Where you not in a good lacrosse goalie stance when the shot was released?
Focus on how you can improve from the experience through actionable reflection.
Your review should only focus on what you can control moving forward. For example, if the shot ricocheted off a defender’s stick and went in or a bounce shot took a horrible bounce, those are things you CANNOT control.
So after every goal given up do take a couple of seconds to consider what you could have changed to stop that shot? Then move on.
Third – Get back to work! After those first two steps its time to regain your unshakeable focus.
When the whistle blows for the next face off we as goalies already want to be back in flow.
I often teach Focus Anchors to my goalie students to help them recapture their focus after a goal or to stay in the zone during the game.
Focus Anchors are positive affirmations that you say or do that help goalies stay focused. They help a goalie stay focused on the task at hand and can help other athletes do the same. A few examples might be saying the following to yourself –
- “I relentlessly focus on the ball”
- “Stay square to the shot”
- “Attack the shot”
- “Eye, Thumb, Ball”
Just little reminders of what you need to do to be successful and only focus on what you can control.
In the same way that a lax goalie must remain positive with himself after a goal, he/she must also ensure the team remains positive.
The personal post-goal routine I discussed in the previous section can also be applied to the defensive unit.
- Ensure everyone remains positive
- Quick reflection on what you would have changed
- Get back to business
Lacrosse defensive units should have a routine of having a quick meeting after each goal where you quickly discuss what went wrong and what adjustments are needed to fix the issue.
Perhaps the slide came late – “Fellas, let’s get that slide a second sooner”.
Perhaps the team slid too early on a player scouted as a feeder – “24 is a feeder. We’re GOLD on him”. Our team always had code names for the defensive packages so teams couldn’t immediately know what we’re talking about.
Or perhaps the defense was perfect and you just let in a soft shot from 15 yards out – “Guys great D. That one’s on me. I got next time”. Back to work.
Dealing with the team is certainly a difficult task but that’s what being a leader is all about. Each team is likely to have that one defender that gets pissed and starts yelling or throwing his stick after a goal.
But it is the goalie’s job a leader to help him remain positive. It starts by setting the right example.
As a goalie, if you’re expecting to pitch a shutout – give up 0 goals – than each goal you give up will be pretty devastating.
By the time you’ve given up your 10th goal you’re likely so mentally distraught that you’re not playing well.
But what about if you and your coach decided that in order to beat the opponent you were facing you only had to hold them to 10 goals. Your offense could get 11.
Now as you give up goals you’re not as mentally wrecked because you have a more realistic target in mind.
Too many lacrosse goalies enter a game with the idea of giving up 0 goals. If this was ice hockey or soccer, ok maybe a shutout is a realistic target but that’s just not how the sport of lacrosse works.
I think it helps to set a more realistic target in your head before the game. How many goals can our offense score? What’s a good number of goals our defense can give up?
Then as you give up a goal, you’re still within your target and you can continue to focus and stay in a positive mental state of mind throughout the game.
All lacrosse goalies will give up goals. So learning to deal with the situation is an extremely important part of a goalie’s game.
As lacrosse goalies we must learn the art of letting go of mistakes. Perfection and shutouts are what we strive for, but they are never expected.
Instead develop a strong post-goal routine that involves an unemotional reaction, some quick reflection, and then get right back into the flow.
Until next time! Coach Damon
What is your post-goal routine? Let me hear in the comments.
90,000 instructions for use. The main goals and modern methods of assessment in simple language in 15 minutes
1. To select employees who are most effective for a given company in a given position (quickly and accurately select such employees from candidates).
2. Reduce recruiting costs by saving recruiters time, speeding up job closing and eliminating hiring mistakes.
3. Obtain information for making grounded personnel decisions (changes in wages, personnel changes).
4. Obtain information to create an effective motivation system , compensation, benefits.
5. Identify “ personnel ballast ” – weak, unmotivated employees, inconsistency with the position. This task is especially relevant in times of crisis, when the company is forced to lay off staff.
6. Identify HiPo employees – employees with high potential (not necessarily managerial) – they are the ones who can bring the business maximum profit, help the company “grow” and achieve high performance.
7. Conduct selection to the personnel reserve – identify employees with high management potential. The practice of the talent pool in the company helps to retain valuable employees at the expense of growth prospects, and significantly save on recruiting and training in comparison with the involvement of “third-party managers”.
8. Determine what additional conditions and skills are needed for employees with high potential in order to work with the highest results .
9. Determine what conditions are necessary for employees to keep them in the company ( minimizing the turnover rate , increasing staff loyalty and satisfaction).
10. Optimize training costs in the company: identify useless expenses, draw up individual development programs for HiPo employees, managers, key specialists, members of the personnel reserve.
Project management methods: Scrum vs Kanban
As practice shows in the issue of project management, not only a properly assembled team and the experience of participants, but also a method of development, becomes a component of success.Currently, several methods of project management have been created, tested and used. The most popular approaches not only in the development of IT products, but also in other areas of team work are project and process. Today we will dwell in detail on the second approach, which is based on maximum flexibility in solving problems.
Important! It is worth noting that the main goal of the agile methodology is precisely the work process, and not the fastest possible completion of the project. Development is ongoing, for convenience it is divided into blocks.In the center – the solution of important tasks at the moment. That is why it is very easy to control and, if necessary, change the project path.
Agile or agile methods (translated from English as “agile, fast, agile”) is a set of approaches to the development of various products (primarily software) that use iterations (repetition of certain work cycles), form requirements over time and get implementation due to the constant interaction of specialists of various profiles within the team.
The main goal of agile methods is to minimize risk by dividing the work into iterations (lasting from 1 week to a month). Each of them is a miniature project. By the end of the iteration, it should be ready for release. Also, at the end of the next time period, the team reassesses the development priorities.
Agile methods are divided into different approaches: Scrum, FDD, extreme programming, Kanban, DSDM. Today, let’s compare the most popular of them – Scrum and Kanban.
What is Scrum?
Scrum (translated from English “scrum”) is a set of rules on which the whole process of work is based. In 1986, Hirotaka Takeuchi and Ikujiro Nonaka were first told about this approach. They published it in the Harvard Business Review. Further, the direction was supplemented and implemented by Jeff Sutherland and Ken Schwaber.
For established short periods of time (sprints), the customer receives a finished product with features that have the highest priority.
In the course of work, the team gathers for discussions. On them, a detailed check of the completed tasks is carried out, the next goals are set, and the entire process is corrected.
The project can be refined by pre-defining new goals, which turn into tasks, and setting the duration of the sprint.
Important terms. Project reserve – a list of requirements for the functionality of the development object.Sprint reserve – a list of functionality from the project reserve required by the customer. Items are arranged according to importance.
The development process defines the roles: Product Owner, Scrum Master, and Scrum Team. The first is responsible for the interests of customers. The second holds meetings for discussion, monitors compliance with the established principles and parameters of work and resolves emerging issues and contradictions. A group of qualified specialists performs the tasks of the project.
This approach allows you to control the development process as much as possible, get the intended result in a relatively short time and, if necessary, adjust it.
Strengths of Scrum: quick start of the project, clear deadlines for completing tasks, drawing up plans and reviewing the results, minimizing the budget by prioritizing, product performance at the end, constant control over the progress of the project.
Weaknesses of Scrum: Decreased team spirit due to insufficient work of one of the specialists, the likelihood of performing unnecessary operations, a fast and tight schedule, a large amount of time devoted to discussions to the detriment of real work.
What is Kanban?
Kanban (translated from Japanese kan – “visible, visual”, ban – “card, board”). This term was first used and described by Taiichi Ohno in his book “Toyota Production System”, 1953.The basis of the approach is to reduce the number of tasks currently being performed.
Basic Kanban Principles
Determination of the stages of work. They are depicted as columns on a board (electronic or real). Tasks are represented by cards that move through the stages. After passing through each of them, we receive a product element or a whole product, ready for delivery to the customer.
No division of the task execution process by time (no sprints).That is, each team member simply performs a task from a common pool, works on it from the very beginning to completion. The process is considered completed, the task is ready.
The number of tasks is reduced by increasing the number of items in each of them.
Limit on the number of tasks at a particular stage. You can change the number of tasks yourself. This will allow you to quickly identify and resolve any congestion or lack of work.
Continuous stream.Tasks are queued in order of priority. Therefore, the work never stops.
The main goal of Kanban is to reduce the time it takes to complete a task from start to completion.
Strengths of Kanban: is suitable for cohesive and motivated teams, no fixed deadlines, perfect calculation of the workload between specialists, clear placement of restrictions and an emphasis on continuous improvement, economy of labor resources, maximum flexibility.
Weaknesses of Kanban: For maximum effect from the work, the skills of specialists from the team must intersect (to jointly solve complex problems), the lack of clear deadlines discourages.
Instead of totals: comparison of approaches
Negotiated in advance
May change at any stage
Required at the beginning and end of the iteration
Are carried out only upon completion of the task or not at all
Most important parameter
Task execution speed
Time to complete task
New iteration only
At any stage
Required Scrum Master, Scrum Team and Product Owner
Determined by convention or not required
No limit for 1 sprint
By the number of jobs in one time period
Always: Do, Done, Done
No fixed steps
If the most important thing in your project is the completion of work within a clearly defined deadline, we recommend choosing Scrum.If you need the most flexible approach and you have a motivated team – Kanban is more suitable for you. Note that you can take the best of both approaches and create your own project management method.
90,000 SNW enterprise analysis. Example. Table
Hello Vasily Zhdanov in the article, we will consider an example of SNW analysis of an enterprise. When analyzing the internal environment, companies assess the company’s business by examining a number of factors that reflect the strengths and weaknesses of the company, as well as the neutral aspects of the business.For this purpose, the SNW-analysis technique is used. It is believed that this method is a more in-depth version of the SWOT method, since its construction is also based on the identification of the strengths and weaknesses of the functioning.
Concept and essence of SNW Enterprise Analysis
SNW analysis is a popular method for determining a company’s competitiveness, in which it is best to choose the average market state for a particular situation as a neutral position.
Take our author’s course on choosing stocks in the stock market → training course
The so-called zero-point competition is therefore fixed. This allows you to identify the strongest side of the organization and improve it, i.e. position the company in a specific market.
The SNW approach is a broader analysis of the strengths and weaknesses of an organization than a SWOT analysis.
The purpose of this approach is to identify the strongest sides and participate in their improvements and weaknesses with the aim of completely eliminating or strengthening.In addition, it is advisable to define the so-called average (neutral) state, which gives a more complete picture of the organization. Neutral position is the average status of an organization over a given period of time.
SNW Management Objectives – Analysis:
- maintaining the strengthening of the company’s strengths, building them up and applying them in the company as a positive resource;
- elimination and neutralization of weaknesses as negative resources.
Important! To win the fight among competitors, it may be enough for the organization to be in N (neutral) position in relation to all its competitors in all its key positions or factors, and in state S (strong position), only one factor is sufficient.This is the main reason why factor N was added to the analysis.
Basic aspects of SNW analysis – analysis
General analysis consists of 5 components:
- labor resources;
- cultural and corporate values.
The table presents a set of characteristics for each element of the study.
|Study item||Set of characteristics for research|
|marketing|| · market share;
· assortment of goods;
· product quality;
· market conditions;
|finance|| · planning efficiency;
· strategy effectiveness;
· internal weaknesses;
position relative to competitors
|Operations||· Analysis of transaction management.|
|labor resources|| · the level of qualifications of employees;
· competence of personnel and management, management;
|cultural and corporate values || · socio-psychological climate;
Result of SNW – analysis:
- all strengths and advantages remain in effect;
- the average of the neutral state of the company is fixed as a zero reference point.
The essence of the SNW method – analysis
The methodology is based on the assessment of individual parts (elements) of the organization. The number of such elements is set individually for each company. However, practice has established approximate standards.
The following elements are considered when performing the SNW Analysis Methodology:
- the company’s strategy in the market;
- the level of competitiveness of a product or service;
- the effectiveness of communication policy;
- employee performance;
- level of marketing;
- production level.
During the analysis, this kind of table is filled in:
|Factor description||Qualitative assessment|
|S strong side||N – neutral side||W – weak side|
|Internal factor 1|
|Internal factor 2|
|Internal factor 3|
- organizational structure;
- financial condition;
- balance sheet liquidity;
- level of accounting in accounting;
- investment resources and their availability;
- level of financial management;
- competitiveness of products;
- cost structure;
- sales system;
- distribution system;
- information technology;
- level of innovation;
- leadership qualities of a leader;
- the ability to lead employees;
- production level;
- resource efficiency;
- staff efficiency;
- level of marketing;
- leadership and management degree;
- brand and reputation in the market;
- relations with government agencies;
- degree of integration;
- corporate culture;
- level of conflict.
SNW analysis methodology is reflected here.
Purpose of SNW – analysis in internal company research
SNW – the analysis is applied quite effectively for large enterprises. In the situation of a small business, it is more profitable to use the SWOT method. However, SNW research will not be superfluous, since it is a more in-depth option, it affects more internal aspects and factors of the company, increasing the accuracy and efficiency of the analysis.
Important! An ideal use case for SNW is analysis: the analyzed company is compared with competitors in the industry.
The application is justified when developing a strategy for positioning a product on the market, as it allows a deep assessment of the factors and the development of the required measures.
SNW Analysis Result
As a result of the SNW analysis, a specific company profile is formed.When a positive picture is formed against the background of competitors, it can be concluded that the company has achieved strategic leadership in the market.
A situation is acceptable when a firm is inferior to its rivals in a couple of three positions, but in most cases it should be ahead of them and lead the industry.
SNW – analysis is a very effective method in assessing the estimated capabilities of a company’s management system when developing its strategy.
SNW – the analysis can be carried out not only in relation to the organization, but also the region, even the industry.If it is carried out on the basis of sectoral data of the regional economic system, then its resources, economic potential, volume of exports / imports, production infrastructure, agriculture, regional management system, etc. are assessed.
Similarly to the enterprise, weak and strong sides are diagnosed, neutral positions are formed and measures are developed to optimize indicators by factors.
Benefits of Using SNW Analysis
Main positive moans of SNW – analysis:
Among the main advantages of using the SNW-analysis method are:
- the strengths that were identified during the SWOT methodology are also the case for the SNW analysis5;
- , the average market value is created for each factor, when compared with which specific recommendations for improving the company are developed;
- addition of the SWOT analysis method in terms of strengths and weaknesses.
SNW – Analysis as a Business Plan Element
SNW analysis technique can be very popular in business planning, as this process involves the development of future plans. Future forecasts should always be adjusted for the influence of various factors. For this purpose, SNW analysis is used.
It allows you to identify strengths and weaknesses (as well as neutral positions) in relation to the future organization, product. At the same time, a set of measures should be foreseen in the plan in advance that will eliminate the effect of threats and enhance the effect of benefits, which will allow the company to ensure the success of the business plan or project in the future.
It is these identified strengths that will become the competitive advantage of the company (product) in the future, ensuring profitability and efficiency in general.
The identified strengths and weaknesses can be used as a factor for positioning a company, promoting its products on the market, as well as in competition.
In addition, in a situation of strategic analysis of the internal environment of the organization as a neutral position, it is best to determine the average market conditions for this particular situation.
Examples of SNW Analysis
Example No. 1. Let’s carry out a strategic analysis of the strengths and weaknesses of the internal environment of the organization using SNW analysis.
SNW-analysis Remstroy LLC
|Factor and strategic position||Qualitative assessment of positions|
|Company development strategy||X|
|The level of competitiveness of the company and its products||X|
|Organization of a sales network||X|
|Leadership qualities of management||X|
|Market image among consumers||X|
|Relations with government bodies||X|
|Degree of innovation||X|
The strengths of the company are:
- organizational structure of the administrative staff;
- the company’s image in the market;
- favorable psychological climate.
- company strategy;
- company development strategy;
- financial condition;
- the level of competitiveness of the company and its products;
- organization of a sales network;
- application of IT technologies;
- leadership qualities of management;
- production facilities;
- marketing communications;
- relations with government bodies;
- degree of innovation.
- labor resources;
- level of conflict.
Example No. 2. Analysis of the internal environment of Stroymart LLC organization based on the SNW approach is as follows.
Strategic SNW – analysis of the internal environment of Stroymart LLC
|1.Development of the company’s strategy||50||The organization’s strategy is at the center, the response to market changes is mediocre and gloomy, there is no strategy of market dominance, nothing is done to position the market|
|2. The state of the company’s business strategy||30|| The position is very weak, new items and innovations are not purchased.
High prices, no discounts.
|3. Management structure||90||Strong|
|5. Profitability of management||90||Long customer reception, inability to cope with the flow of customers|
|6. Level of innovation||50||New items are bought very hard, their prices are high, the management is afraid to “miscalculate” and lose profits|
|7. Leadership qualities of management||80||There is no charisma, high respect, only as a professional and expert in his field|
|8.Marketing communications||60||Above average, the use of marketing tools to promote services is not regular and incomplete (or only brochures or only advertising on TV and only when there is extra money for it)|
|9. Management development||60||Control low|
|10. Brand||100||Very famous|
|12. Image on the market||100||High reputation.|
|13. Manager’s image||100||high|
|14. Relations with competitors||50||Neutral. Fighting and dividing the market no|
|15. Psychological climate||25||None, no staff training, no adaptation, etc.d.|
The company has a fairly strong internal potential. Weak position in finance.
Frequently Asked Questions?
Question No. 1 . What is the basis of SNW analysis?
Answer. When conducting SNW – analysis, I leave a special matrix in which the factors are listed vertically, and the strengths, weaknesses and neutrals of the company are indicated horizontally.
Question No. 2. How is SNW-analysis carried out and what is the purpose?
Answer.The analysis can be carried out both throughout the company, and within its individual divisions and branches. The main thing: it allows you to identify strengths and weaknesses.
Thus, SNW analysis is an effective way to define the internal context of an organization. The main thing is that the analysis is complete, systematic and unique. SNW analysis methodology is considered to be more advanced than SWOT analysis.
90,000 We correctly talk about our advantages and disadvantages at the interview
What personal qualities can be reported to a potential employer, and which are better not to mention.
This is how human nature works – we do not know how to praise ourselves, let alone criticize. And these skills are essential. Especially if you want to successfully pass an interview and find a job.
Work.ua invites you to learn how to correctly convey information about your pros and cons to a potential employer.
What Recruiters Want to Hear
When asking a question about positive and negative qualities, the recruiting manager does not expect the candidate to repeat the story about himself or list too personal traits (for example, I am kind, sympathetic, I don’t drink, I don’t smoke).
- Find out how the applicant behaves in a non-standard situation;
- to determine how adequately the candidate evaluates himself and the results of his work;
- To understand if he is in line with the job position for which he is applying and the corporate culture of the company.
During the interview, you may be asked to describe yourself in different ways:
- “Tell us about your positive and negative qualities.”
- “Name your three positive and three negative qualities.”
- “What are your strengths and weaknesses.”
- “What qualities of yours can help or prevent you from doing this or that work?”
- “What are your advantages and disadvantages?”
You need to be prepared for any development of events. Therefore, think over in advance at least 3 of your pluses and 3 minuses, compare them with the requirements of the employer. The guidelines below will help you with this.
How to talk about your strengths
At the interview, the answer to question “Tell us about your positive and negative qualities” should start with the strengths that allowed you to become successful both in life and in your profession. Prepare before the interview. Using simple techniques, identify all the best in yourself and connect these qualities with the requirements of the vacancy.
1. Make a 10-point list of your greatest strengths. Get creative with this assignment, get rid of your humble inner editor, and write down all of your strengths.Choose the ones you really have.
2. Carefully study the vacancy, try to understand the employee with what set of qualities you need for the position for which you are applying. Relate yourself to him. Focus on your knowledge and experience in a particular area, and only then mention personal.
3. Limit your positives to three to five points. Choose what is most comfortable for you to discuss.
4. Illustrate each strong quality with an example.And preferably not one. The more of these positive self-characteristics you have, the better. Recruiters may ask for more and more.
Here are some suggestions for how you might construct a response.
Example No. 1:
“I have an analytical mindset, I write competently, interestingly, in different styles and genres. If necessary, with humor. I also create unique content, not only text, but also graphic. I have a lot of interviewing experience. By the way, interviews are my favorite genre.Because he assumes new acquaintances and communication, and I am a sociable person. ”
Example No. 2:
“I can get along with people. I can find a common language with almost any person, no matter how old he is or what position he occupies. I also like it when, with the help of a conversation, you can achieve a certain result: avoid conflict or convince the interlocutor to buy something. For example, at the previous place of work I … (tell how you manage to achieve your goals through communication) “.
Example No. 3:
“I consider my strength to be the ability to find extraordinary ways out of difficult situations. I am always optimistic about the world. And I try to treat problems in the same way. They do not scare me, but, on the contrary, mobilize me. I can give you an example … (tell a real story) “.
How to talk about your weaknesses
When asked about negative qualities, you do not need to name abstract or “good” flaws.Your task is to show that you are aware of your shortcomings, know how to deal with them and work. Such a presentation can make a positive impression on the employer more than your list of merit.
How to do it:
1. Turn the minuses into pluses.
“I am meticulous and scrupulous. Many people consider this my disadvantage. But for me, as an analyst, it is important to check all the data to the smallest detail, to analyze all the details. I will not rest until I do this. In my practice, there was a case … (give an example when your meticulousness helped to discover some kind of error) “.
2. Indicate that you are working with deficiencies. Admit it, yes, you have negative qualities, but you are doing everything to correct them.
“I’m a bad speaker. When I have to perform in front of a lot of people, I get lost. I understand that this is a very big disadvantage for a journalist, so I have been taking public speaking courses for a month now. I am still far from Cicero, but there are successes. ”
3. Compensate for negative qualities, if you understand that they cannot be turned into a plus, and it is useless to fight them.
“I am an owl. I like to sleep a little longer. Therefore, I can be late for work. But I don’t mind staying in the office to complete all the tasks scheduled for the day. In the afternoon I am the most productive, so I usually have time to get everything done and never miss deadlines. ”
How not to answer
If the HR manager does not ask you to name your strengths and weaknesses, then on your own initiative, do not start a conversation about it. But if the question was asked, then answer quickly.Do not be silent and embarrassed. But remember, you are not in confession, do not pour out all your positive and negative qualities on the recruiter.
If you try to formulate the basic rule of an effective answer to the question of advantages and disadvantages, then it will be as follows: “Speak the truth, only the truth and nothing but the truth” . A mature person knows that he has both strengths and weaknesses, and he is not shy about admitting this. And even more so he will not lie and play around about his person.
Work.ua reminds that lying in a resume and at an interview is the worst assistant in building a career. Therefore, be honest, first of all, with yourself, convincing, believe in yourself and your answers. And don’t forget that confidence is an important factor in employment.
Read also: Universal plan for answering an unexpected recruiter question
You must be logged in to post a comment.
Quality objectives | The ABC of Wisdom
“The easier it is to achieve the goal, the weaker the desire for it” *
Pliny the Younger
Small goals, weak goals, easy goals, can you call them goals, these are most likely are simply steps that, when you have a big goal, are easy and effortless.
Since a big goal gives you so much energy that you have plenty of it, and you are ready to quickly do small things in order to return again to the power of the most important, most important goal for you.
Again, continue the path to the top, because only then, you feel joy, bliss, the world sings and plays at every step.
If you do not have a large and attractive goal, then even small goals cause protest and do not want to fulfill them, there are a million reasons right away to postpone “for later”, for a day or two, or for a month or the next year …
Because such goals do not give energy, do not inspire you, even after reaching them you do not feel satisfaction and joy, but quickly forget about them.
For example, you bought a piggy bank and decided to start saving one ruble a day in order to save up a lot of money someday.
Since your goal is not clearly defined, and the amount does not arouse your special interest, then most likely in a couple of days you will forget about it.
If you are a responsible person, and you will regularly do what you promised, then when the piggy bank is full, then, having counted the amount, you can only celebrate your victory for this.
In the case when you have a big goal of creating capital that will provide your comfortable life in ten years, this thought will change your life dramatically.
You start three “piggy banks” and save 30% of your income.
One “piggy bank” for savings (airbag), the second for investments (receiving passive income), the third for charity (you can feel like a rich person and start the correct circulation of money).
Thus, in a year you will become a completely different person and no longer want to return to your old life, when you spent all your money, were afraid of losing your job, and the future was vague and uncertain.
Find big goals that light up your eyes, give a sea of energy and meaning to life, and then easily achievable goals will become just steps on the path.
Then, approaching the mirror, you will see a happy person, successful and self-confident, and not one who “gives in to circumstances” and endlessly endures the beginning of a new life.
The ABC of Wisdom (0383)
* Source: N. Bogdanova “The best aphorisms of the world”
I would be grateful for your likes and reposts of this article
SWOT analysis with examples: What is it and how make up
In the face of changing market relations and current competition, you need to keep your finger on the pulse of your business.Various analytical tools, in particular SWOT analysis, help in this. It provides an opportunity to find out the internal strengths and weaknesses of the enterprise, as well as its external opportunities and threats.
SWOT Analysis is …
So, what is this SWOT analysis?
SWOT analysis is one of the most common analytical methods that allows you to assess the strengths and weaknesses of a company, as well as the opportunities and threats that affect it, in a complex.
SWOT Matrix includes:
S (strengths) – strengths. Business characteristics that set it apart from competitors.
For example: better customer service on the market, more affordable prices.
W (weaknesses) – weaknesses. Signs that make a company vulnerable in the market.
For example: ineffective advertising, insufficient employees.
For example: correct location of production.
For example: high competition in the market.
What is it for?
For the first time the term “SWOT analysis” was used by the American academician Kenneth Andrews in 1963 at Harvard at the conference on business policy problems.
It can be useful for both small start-ups and large firms.
To enter the market, a startup must understand all internal and external opportunities and threats. For example, when creating a new social network, it is necessary to assess the intensity of the competition, since there are a large number of social networks, threats to substitutes for a product or service, the bargaining power of consumers; decide what exactly is your USP (unique selling proposition), etc.d.
Major market players must conduct a SWOT analysis of the organization at least once a year. This makes it possible to maintain its relevance, since changes occur daily.
Email marketing is one of the best channels for direct communication with a customer. With the help of it, the marketer can personalize messages and offer the user relevant content, it helps to cultivate brand loyalty, offer the client usefulness here and now, and much more.
If everything is so perfect, then, it would seem, why do the analysis? Like any other type of marketing, the email channel also has its own strategy, goals, budget, and so on.Swat analysis of this particular channel will help you see what works great and what can be improved. And if you look at the SWOT in the context of the entire marketing department and / or company, it will show how email affects the current state of affairs of the team.
Get a free email audit and bonus emails
Advantages and disadvantages
This is a generic method that helps a company learn and use:
For example: strong technical support team, innovative business model;
For example: insufficiently staffed team, outdated sales technique;
external opportunities (those factors that give additional opportunities to achieve the final goal and result).
For example: growing interest in omnichannel marketing, market expansion;
external threats (possible factors that, on the contrary, slow down the process of achieving the team’s goal).
For example: a lot of competition.
Helps to identify potential threats and build a defense strategy.
SWOT is quite simple to carry out and does not require special narrow-profile education.
SWOT analysis will not show clear analytics. With the help of it, you can get structured data, then – the work of your analyst or any other employee who will help in forming a marketing strategy based on the data received.
SWOT indicates the current state of affairs and remains static. That is why it must be done at least once a year.
This is a rather subjective analysis and depends on who is doing it.
A qualitative analysis requires a large amount of information from all areas (logistics, commercial, marketing, financial, etc.), which can be costly.
Tips for conducting
A few tips for more efficiency SWOT:
Do not carry out the analysis alone, it is better to do it in a brainstorm format, in which employees of absolutely all departments in the company will participate.Managers collect current information about projects from their department: what works well, what needs to be improved, what problems can be encountered – and take it to a brainstorm. In this case, it will be possible to see the pros and cons of the company from different angles.
Do not forget that the strengths and weaknesses of the company are subjective concepts. For top management, these can be more global problems than pinpoint problems across departments.
Formulate as clearly and succinctly as possible.Try to side with the client and see your business through their eyes. But the most accurate and real answers will be prompted by the clients themselves. You can conduct a survey on the site, develop a questionnaire with the necessary questions, just call loyal ones – there are a lot of options.
Types of SWOT Analysis
First you need to create a matrix and arrange SWOT factors according to the following scheme:
After completing the matrix, you need to take stock.Various approaches will help with this: from elementary to more sophisticated. In any case, each of them is based on expert assessments. You and your colleagues can act as an expert in this case. Below we will show you how to compose an analysis of
Example No. 1. Simple version
In the finished matrix, it is necessary to put down signs “+” on the factors in the list of strengths and “-” – on the factors that are a threat to the business.
Similarly, the list of weaknesses should be assessed.Once the pros and cons are added in all four blocks, we get an overall assessment of the company’s strengths and weaknesses.
A simple SWOT analysis with estimates for any online store might look like this:
By adding all the pros and cons in each block, you can get an overall assessment of the strengths, weaknesses, opportunities and threats to the enterprise, which implies a specific conclusion.
Example No. 2. Complicated version
Evaluated similarly to the simple option, but no longer “+” and “-“, but in points from 1 to 5.
In the list of strengths, only positive ratings are put down (“5” – the corresponding factor of the company’s strength is at the highest level, and if “1” – at the lowest).
Weaknesses are assessed according to the same principle, only the maximum is for negative values (“5” – according to this factor, the company is the weakest, “1” – this factor of weakness is practically uncharacteristic of the company).
Grades in a brainstorm format are given by managers, coming to a consensus.
Strengths: a well-known name on the market – 5, a wide range of goods – 2.
Opportunities: increasing incomes of the population – 1, development of information technologies – 4.
Weaknesses: high product prices – 3, lack of marketing budget – 5.
Threats: an increase in the number of competitors in the market – 4, problems with finding new suppliers – 1.
SWOT Analysis Plan
The first step is to create a SWOT matrix. Let’s consider the simplest matrix using the example of a retail chain of cosmetics stores:
The second step is to cross-assess strengths, weaknesses, opportunities and threats. At the intersection of the rows and columns of the CBOT matrix, it is necessary to assess the significance of a particular pair of factors. The highest level of significance receives a high score – 5 points, the lowest, respectively, 1 point (see.example above):
Such analysis makes it possible to understand how significant the strengths and weaknesses are, as well as how important the threats and opportunities of the external environment are. You need to calculate the estimate as follows: Large assortment of goods – the sum of all vertical ratings in the column, in the same way New competitors entering the market – horizontally, etc.
Stage three: Once quantified, problems need to be formulated for each combination of strengths and weaknesses with threats and opportunities.This formulation is called the problem field.
The points of the problem field are understood as measures that must be practically implemented in the given operating conditions of the enterprise. Each number is a quantitative estimate from the table above. For example: intersection Large mark-up on product “2”, Increased competition between companies “3”. At the intersection, we get 2-3.
Fourth stage: problems that are formed in this way can be assessed by experts (leading managers of the company).Assessment of one problem consists of the sum of expert combinations of strengths, weaknesses, opportunities and threats.
This version of the SWOT analysis involves not only an assessment of the identified factors of the external and internal environment, but also the formation of a set of measures (problems) that should form the basis of the strategy, and the determination of the order of their practical implementation. That is, with this variant of the SWOT analysis, not only environmental factors are assessed, but also practically indicated, for which such an assessment is made.
SWOT analysis helps to identify strengths, weaknesses, opportunities and threats of a business. This method is suitable for strategic planning, especially if it works in conjunction with other analysis models.
In order for the SWOT analysis to be carried out correctly, carry out it in a team with your specialists, and also do not forget to take into account the opinion of your buyers.
A person’s strengths and weaknesses in a resume: example 😤 😢
A person’s strengths and weaknesses are often required to be indicated on a resume or discussed during an interview for a desired position.Therefore, it is necessary to define them and present them as profitably as possible.
What are the strengths and weaknesses of a person on a resume?
Each person has advantages over others that he wants to indicate in his resume, and disadvantages that no one is without, but it is better not to advertise them. It should be borne in mind that a person is not ideal and it would be wrong to collect only strengths without mentioning weaknesses.
The employer at this point wants to see how the person adequately evaluates himself.Often, a weak side can be useful for a particular profession. These personality traits are closely related and cannot contradict each other.
Often we try to highlight our advantages, but keep silent about the disadvantages. But only a self-critical, accomplished personality can accurately highlight his weaknesses and not be afraid to say about it.
You can find your strengths on your own, knowing your skills and talents, or ask those who see you from the outside – relatives and friends – to formulate them.You can also do with the identification of weaknesses. Their complete absence will tell the recruiter that you have not yet formed as a person.
Table of strengths and weaknesses
We have collected some character traits in the form of a table. It will help you determine how to indicate strengths and weaknesses on your resume.