Matildas finally have a fulltime coach after Montemurro is hired to guide Australian women's team
SYDNEY — The Matildas finally have a fulltime coach after Joe Montemurro 's appointment Monday to guide the Australian women's national soccer team .
The World Cup semifinalists have been without a permanent head coach since Tony Gustavsson's contract expired after the Olympics in Paris last year, with Tom Sermanni working as interim manager.
Hashtags
Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
New York Times
24 minutes ago
- New York Times
Tesla Protesters Claim a Victory as Elon Musk Leaves Trump's Side
Elon Musk left the Trump administration with a White House send-off on Friday. That was a victory of sorts for a group of activists who have spent much of the last four months organizing protests against Mr. Musk's right-wing politics by targeting his electric car company, Tesla. A day later, on Saturday, hundreds of people showed up at more than 50 Tesla showrooms and other company locations to continue their protests. The campaign at Tesla sites began in February after Joan Donovan, a sociology professor at Boston University, gathered friends to hold a demonstration at a Tesla showroom in Boston, and posted a notice about her plan on Bluesky using the hashtag #TeslaTakedown. She said she had been inspired by a small protest at Tesla's electric vehicle chargers in Maine soon after President Trump's inauguration. 'That first one on Feb. 15 was me and like 50 people,' Ms. Donovan said. 'And then the next week it was a hundred more people, and then a hundred more after that, and it's just grown.' Tesla Takedown has since expanded into an international movement, staging demonstrations at Tesla factories, showrooms and other locations in countries including Australia, Britain, France and Germany as well as across the United States. The campaign's U.S. growth has been fueled in large part by anger over Mr. Musk's leadership of the Department of Government Efficiency, which has slashed government spending and dismissed tens of thousands of federal workers while gaining access to sensitive personal data. Mr. Musk departed the administration after his involvement in politics hurt his companies, especially Tesla. Sales of the company's cars have tumbled since Mr. Trump took office and the start of protests against the company. Want all of The Times? Subscribe.
Yahoo
3 hours ago
- Yahoo
US distributor Republic National Distributing Company to leave California
Major beverage-alcohol distributor Republic National Distributing Company (RNDC) is to quit California in September. RNDC has seen the end of major contracts in the Golden State in recent months, including Brown-Forman shifting products to rival distributor Reyes Beverage Group. 'We've made the difficult business decision to withdraw from California which affects many of the roles in the state,' a spokesperson for RNDC. The distributor's departure will take effect on 2 September. The spokesperson refused to be drawn on the number of jobs set to be affected. 'We are complying with all regulatory obligations and are committed to handling every transition thoughtfully and smoothly and ensuring everyone is treated fairly and respectfully. We are grateful for the support of these employees and will do our best to support them during this time,' the spokesperson said, refusing to be drawn on the reasons for the decision. Earlier this year, Tito's Handmade Vodka also moved its California distribution from RNDC to Reyes Beverage Group. Among the companies RNDC works for in California is Treasury Wine Estates, the Australia-based wine group. In a stock-exchange filing in Australia today, the Penfolds owner provided a short statement on RNDC's decision. Treasury Wine Estates said RNDC's move would not affect its financial results in its current financial year, which ends in June. However, the group added: 'TWE has begun evaluating alternative distribution arrangements for its portfolio in California to determine an appropriate path forward. 'TWE's relationship with RNDC spans 25 US states, including California. The closure of RNDC's California operations is not expected to impact the remainder of its business, and RNDC has reiterated its commitment to investing behind and driving TWE's portfolio in the remaining 24 states.' Brown-Forman announced its new contract in California with Reyes Beverage Group in February. Last week, the Jack Daniel's maker set out a broader set of changes to its US distribution network that reportedly means RNDC will handle the spirits giant's products in 12 markets in the country, down from 23. "US distributor Republic National Distributing Company to leave California" was originally created and published by Just Drinks, a GlobalData owned brand. The information on this site has been included in good faith for general informational purposes only. It is not intended to amount to advice on which you should rely, and we give no representation, warranty or guarantee, whether express or implied as to its accuracy or completeness. You must obtain professional or specialist advice before taking, or refraining from, any action on the basis of the content on our site.
Forbes
3 hours ago
- Forbes
Brave, Not Brutal: How To Give Feedback That Fuels Growth, Not Fear
Jaide Massin, Author & Exec. Coach, is founder of Soar Executive Coaching helping leaders grow with clarity, courage, and impact. getty If there's one theme that keeps surfacing in my coaching sessions with leaders—across industries, levels and cultures—it's this: Giving feedback is one of the hardest parts of leadership. Not because leaders don't know feedback is important. They do. It's because they don't want to come across as harsh, unkind or worse ... mean. So, they hesitate. They water things down. They wait for the "right moment," which often never comes. Meanwhile, performance slips, clarity erodes and frustration quietly grows on both sides. The truth is, giving feedback doesn't have to feel brutal. In fact, when it's done well, it can be one of the most motivating and growth-oriented tools a leader has. Too many of us have been conditioned to see feedback as criticism. Something that points out flaws, mistakes and shortcomings. But feedback—at its best—isn't about what went wrong. It's about what's possible next. Harvard Business Review research backs this up: 92% of people say corrective feedback improves performance—if it's delivered well. That's the key. And it's where many leaders get stuck. Here's the mindset shift I offer to my coaching clients: Feedback isn't a judgment. It's an investment in someone's future. One of the biggest traps leaders fall into is believing that avoiding hard conversations makes them kind. I get it—no one wants to hurt feelings or deal with tension. But as Brené Brown puts it: "Clear is kind. Unclear is unkind." When we don't give honest feedback, we rob people of the chance to improve. We leave them guessing. And often, the frustration we're trying to avoid leaks out anyway—in tone, in avoidance, in missed opportunities. Leadership requires bravery. That means having the courage to say what needs to be said—without blame, without shame and always with the intention to help. Here are three practical strategies I use with leaders to make feedback both effective and empowering: Most people want to do good work. They want to grow. So, instead of focusing solely on what didn't go well, connect the feedback to their why. Instead of saying: "Your presentation wasn't clear." Try: "Clearer slides would help you land your message more effectively—and build the credibility you're working toward with leadership." Wharton research shows that employees are more engaged when they feel progress toward a meaningful goal. Help them connect the dots between what you're saying now and where they want to go. This simple framework helps structure feedback in a way that feels balanced and forward-looking: • Continue what's working. • Start what will help them grow. • Stop what's holding them back. "Continue, start, stop" removes the sting and focuses on behaviors—not identity. I use this in coaching all the time, and leaders find it helps guide clearer, less emotionally charged conversations. This is the real unlock. When you start by asking for their perspective, you shift the tone of the conversation from directive to collaborative. Try: "How do you think that went?" "What do you feel strongest about, and where would you like support?" Research shows people are more open to feedback when they feel heard. When they get to self-assess first, they're more likely to take action on what comes next. Let's be real: Some conversations are tough. Maybe the stakes are high, the pattern has gone on too long or emotions are running hot. That's when it's even more important to slow down and get intentional. Here's a simple script I share with leaders: "This might be a bit uncomfortable to hear, but I'm sharing it because I care about your success and want to help you move forward." That one sentence frames everything. You're not attacking; they're not in trouble. You're partnering with them. And remember: You don't have to have the whole conversation perfectly planned. Prepare your key points, but stay open to dialogue. The goal isn't to control the conversation—it's to connect. At the end of the day, how you give feedback sets the tone for your team culture. High-performing teams give and receive regular, high-quality feedback. When leaders model that it's safe to be direct, others follow. And when feedback becomes a normal part of how we grow—not a surprise, not a punishment—we create teams that learn fast and perform even faster. Giving feedback isn't about being mean. It's about being brave enough to care out loud. It's about telling the truth in service of someone's growth, not their ego. And it's about creating a culture where people know that if something's off, you won't stay silent—you'll help them get better. That's not just good leadership. That's the kind of leadership that builds trust, drives performance and makes the whole organization stronger. Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify?
