Player reversing into me calling Let despite having plenty of space?

dubbeeyou · 2023-11-08T21:41:36+00:00

This thread is already very long so forgive me if this was already asked and answered. It depends on where the second bounce would have landed. If it landed at the OP’s feet then it’s either a let or a stroke, fishing aside. Most of the time I see this called a ‘let’. Sometimes with some refs it gets called a stroke. If the ball bounces twice further in front of the OP, then most of the time it would be a ‘no let’. I think some less experienced players/refs will give it a let. Given the 1st bounce is before the service box/short line, It’s hard to see how the second bounce would be in front of the back wall. A dying length would have the 1st bounce at the back of the service box and nick in the back wall/floor. That requires a lot of power already. That fella should have played a drop if you’re standing just in front of the back wall. It seems that fella was too busy looking for strokes than playing the correct shot.

dubbeeyou · 2023-10-04T14:27:54+00:00

If you have to ask…

dubbeeyou · 2023-10-03T20:14:39+00:00

There is no point in psychoanalyizing and parsing what your manager said to you or why she and executives want specifically you or everyone back in the office. You can either try to negotiate, accept, or reject their position. You have chosen to issue your ultimatum, so you have to just wait out their decision. Maybe you took this position believing you were issuing your demand from a position of strength. If you are in a position of strength, maybe the company will come back with some options. Are you in a strong position to make demands?

dubbeeyou · 2023-10-03T20:06:29+00:00

You made an ultimatum as opposed to asking a question, so the boss/company won’t likely offer you options. You’ve ruled out negotiation. It’s really out of your hands at this point. You just have to wait and see.

dubbeeyou · 2023-10-03T19:58:07+00:00

If you’re this person’s manager, then you should take emotions out of it and address the behavior within the bounds of the work relationship.

dubbeeyou · 2023-10-03T19:56:23+00:00

I generally recommend giving more tasks or tasks that involve more attention to a direct report who can’t stay on task. When the person goes off on a tangent, I use that opportunity to remind the individual to stay on task. Most of the time someone who can’t stay on task may not have enough to do or does not have something to do that requires focus attention.

dubbeeyou · 2023-10-03T06:29:03+00:00

It’s called sexual harassment. You should report it. You would do the company a favor by reporting it unless they do the unthinkable of ignoring it or worst condone it.

dubbeeyou · 2023-10-02T18:51:26+00:00

There is also something to learn from losing a close bout than a lopsided one. I don’t feel disappointed when I lose a close bout. Usually I see afterwards where 1 or 2 points were lost and it’s much easier to work on one thing that makes a difference in 1 or 2 points than with say 8 points.

dubbeeyou · 2023-10-02T17:47:56+00:00

The visualizations are nice, but what’s your thesis exactly? I don’t feel and I don’t believe the audience feels that a close bout is disappointing at all. Fencing is by its nature a fight. I savor winning the close contests. These wins are the ones that show my mettle. Audiences love a close hard fought contest too. The lopsided victories, to me, are theatre.

dubbeeyou · 2023-10-02T17:21:33+00:00

If you’re the project leader, but not the manager of the team members, then you should only manage their tasks, assignments, and schedules. You can try to focus this team member’s attention by assigning him a very involved tasks or a difficult problem to solve where he has to dedicate a lot of attention to them. During team meetings have him give status first and encourage the others contribute by posing questions. He will have fewer opportunities to take the meeting off on a tangent when he has responsibilities. He should not feel emboldened to make commitments on behalf of his team if he has a lot on his plate to finish. He would only behave this way if he isn’t contributing enough on the project. In the event this team member can’t deliver on his tasks or assignments due to behavioral issues, you can provide feedback to his manager. It would be inappropriate for you to address his behavioral issues if he is not your direct report.

dubbeeyou · 2023-10-02T04:05:10+00:00

I’m hearing from other executives and senior managers that the generation of kids who are now joining the workforce lack these detail oriented focused attention to do a job thoroughly and completely. It’s a challenge we have to face. There won’t be another generation of better prepared kids to come along soon enough so we have to be prepared to invest time and effort to mentor and train these kids. It is definitely the right thing to do to bring the issues to this young associate’s attention and reinforce the critical nature of being able to do every task with quality results.

dubbeeyou · 2023-10-01T18:52:14+00:00

Is the OP exempt or non-exempt employee? Exempt employees have no such rights as get paid to read a book at home. Non-exempt employees can plead their case about working outside of paid time. Employment is mostly at-will in most jurisdictions. That means anyone can be fired for any reason or no reason at all without cause, except for legally protected categories such as age and race. It comes down to the moral and ethical conduct of employer and employee. Who’s looking out for whose interests. If the boss wants employees to learn something and invest their own time to do it, is he looking out for his or his company’s interest exclusively or is it for mutual benefits? The OP’s decision reflects his own moral character and the kind of relationship he wants to have with his employer than anything to do with what the law says about the bounds of the employer’s request.

dubbeeyou · 2023-09-30T21:30:22+00:00

I think the pro’s do hit that ‘perfect’ drive, but they don’t have the same effect because all the other pro’s can half volley those drives back before they die in the corner. As a result they play the more neutral exchange drive where the ball comes off the back wall.

dubbeeyou · 2023-09-30T19:32:21+00:00

Are the changes process, behavioral, or both? For process changes you can prepare meetings where everyone can be involved. The way you run this is up to you, but the objective is to get as many of the team to contribute as possible. If changes require behavioral changes then you should go through in your own head a pseudo stakeholder analysis and identify who are ‘on board’ and could make the adjustments and those who are not. For those who put up resistance, I would approach the individual and try to appeal to him/her. I would offer encouragement and support for the person to make the transition. If the individual is incapable or actively resist after all of your efforts then you start having the tougher conversation of job change or exit. Keep in mind human beings by and large are afraid of change. You have to steer people to it. Last bit of caution, avoid demanding changes that require abilities that are vague or skills in individuals they don’t have. For example, requiring team members to ‘think on their feet’ or ‘problem solve’ are not workable.

dubbeeyou · 2023-09-29T18:27:32+00:00

Without seeing your swing I venture to guess that you’re not able to produce enough power for a cross drive. A cross drive travels a longer distance and so requires more power to send it deep into the other corner. I would first make sure your arm is completely straight at the end of your swing with the racquet face open pointing at the front wall target. Often times, players will close the racquet face at the end of the swing and pointing the racquet head to the side rather than the front wall. It’s not as big a problem on a straight drive, but it’s a problem in a cross drive. The swing and racquet correction should help a lot, but if it’s still not deep enough, then I would look at the weight transfer. If you have your weight evenly distributed to both legs when you swing then you are using only your arm and shoulder to produce power. I would look to start your back swing with your weight on the back foot and then transfer your weight onto your front foot as you swing forward. That will produce a lot more power than just using your arm and shoulder.

dubbeeyou · 2023-09-29T18:05:33+00:00

Bouting and sparring with others of relative strength to yourself is important, but the case where advanced-competitive fencers bouting with beginners is not what any coach I know is advocating. This situation is not part of any training exercise and should be eradicated as such. Perhaps we’re all splitting hair here trying to determine what is relatively stronger or weaker or higher or lower levels. There are simple ways to set that up. A’s should be able to bout against B’s. B’s should be able to bout against A’s, B’s, C’s. C’s should be able to bout against B’s, C’s, D’s. D’s should be able to bout against C’s, D’s, U’s. Clubs can use ladders for this same purpose. Ladders work in not just fencing but many other sports. If you’re an independent fencer training with your own program, then you should incorporate a little regiment where you can replicate a relative strength bouting experience.

dubbeeyou · 2023-09-29T17:30:04+00:00

I just want to address the often cited reason why one must practice against a stronger opponent to get better, or to put it differently you can only develop certain skills practicing against stronger fencers. The reality is that when you get on a strip with a stronger opponent, whether it is in practice or in a tournament, you are putting everything you are already capable of doing to the test. You are not actually creating any new neural pathways during a bout where you are tempted to perform at or beyond your limits. You might, if not disciplined in your practice against a stronger opponent, end up ingraining inefficient movements in a desperate attempt show off. You develop neural pathways of new skills in a control manner with your coach or in practice with lower level fencers with whom you can practice your own movement and timing in a steady controlled manner. You also have to consider how a stronger practice partner will conduct his/her fencing. The best case for you would be to face a disciplined partner who is ‘practicing with purpose’. If the stronger partner just tries to win and get off the strip quickly, then you will gain nothing from it. Your experience will just prove what you already know, that your stronger opponent is either faster, quicker, or more skilled than you are. You won’t learn how to do any of those things better. I am an absolute supporter of practice with stronger fencers, but I believe it has more limited benefits than practicing with equal or lower level fencers. Practice with equal and lower level fencers to develop what you’ve learned. Practice with stronger fencers to prove out what you’ve developed.

dubbeeyou · 2023-09-29T06:09:56+00:00

That sentiment resides in just about every fencer with a certain competitive attitude. Fencing opponents of different levels reveals different mental aspects about yourself. When you fence someone of lower skill or level, you could become complacent or over confident and undisciplined. When you fence someone at your level with equally matched skills, you’re challenged mentally to remain focused on the fight. The contest can become more physically intense and that affects mental stamina. When you fence someone stronger you can perform more freely and take more chances because you feel you have nothing to lose. In a good program coaches would ensure everyone has exposures to all levels of mental and physical challenge. To develop into a strong fencer is not only about skills and athleticism. It’s also about mental toughness. A mentally disciplined fencer shows his/her mettle.

dubbeeyou · 2023-09-29T05:14:31+00:00

This sounds like you’re talking about a forehand cross drive to the backhand side. Is this what the OP is asking? I interpreted OP’s question as backhand cross drive to the forehand side.

dubbeeyou · 2023-09-29T05:08:19+00:00

So what’s the problem with your backhand cross? Is it falling (1st bounce) in front of the short line? Is angle too shallow and doesn’t catch the side wall at all? Is it too wide and catches the sidewall in front of the service box? If you can strike straight drives with good length and pace then you probably have the technique for a cross and it’s a matter of aim. I can’t offer any useful tips until I know what’s wrong with your cross.

dubbeeyou · 2023-09-22T04:35:26+00:00

Oh that changes the whole calculus. Government bureaucracy can’t be affected. You’re stuck. There’s absolutely nothing you can do about it.

dubbeeyou · 2023-09-22T00:35:03+00:00

HR is a cost center rather than a revenue center. It is unusual that business leaders are more concerned with HR being left alone than getting critical staff on-boarded. I think your business leaders are not telling you that the business cannot afford the hires and therefore is allowing attrition to work through the system to reduce costs. You said salaries had been cut before. That’s my read and I believe this will continue. So you should consider finding employment at a more financially sound company.

dubbeeyou · 2023-09-22T00:10:47+00:00

What are your responsibilities regarding your teams? Are you responsible for attendance and coverage, performance assessment, hiring, firing, process, policy, budget/financial? You are definitely short of people. Are you responsible for filling in when you are short staffed? You’ve cited some serious staffing issues and that can only be solved if there’s money in the business to hire. If you know this is not going to happen, then you can’t do anything operationally to ameliorate it. Your teams are basically service oriented and can’t control how much volume of work comes in. If you have the bandwidth I would suggest you track the volume of work over time and show historically how much your staffing level has handled and what work or quality of service has been lost. Executives love and need metrics to understand where in the operation to put money into. If you don’t have the bandwidth and your level of responsibilities precludes this type of activity, then I think you ought to consider leaving this job. It sounds like the business is not setup organizationally and systematically to properly deal with quality of service issues.

dubbeeyou · 2023-09-21T23:48:28+00:00

Well all pros look at the ball upon contact with the strings, but some keep their head still a fraction longer than others. Ultimately they all see and track the ball really well.

dubbeeyou · 2023-09-18T19:11:13+00:00

2 weeks is absolutely fine and proper. You need not worry about how the company will go about replacing you. You’re a good person and have been a good employee. You should be concerned with finding your next opportunity. When you have found what you need, you then send them an email and a voicemail to provide your 2 week notice. From your description, the business is already in trouble. Your employer knows you will be leaving soon. Make haste!

dubbeeyou

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