Latest news with #GeneralManager
Times of Oman
20 hours ago
- Business
- Times of Oman
Tourism gets a boost as players showcase their skills at Jabal Akhdar padel court
Jabal Akhdar: Top padel players from Oman and foreign countries descended at Jabal Akhdar to take part in the tournament organised by the dusitD2 Naseem Resort on Friday. With an aim to promote tourism along with sport, the tournament gathered tennis connoisseurs and curious visitors. While talking about the tournament preparation, Jagdeep Thakral, General Manager at dusitD2 Naseem, said: 'Our hotel's vision is to become an integrated resort. Earlier, we were projected as a family resort but as we started hosting corporate meetings and school groups, we are positioning ourselves as an integrated tourism resort.' The General Manger said that our integrated complex idea is built on 5 or 6 pillars. 'The first pillar is adventure for which we have built an adventure park, mountain biking, ski, and scooters. All related to adventure. Our second pillar is sport for which we have created facilities that no other hotel here has. We have a padel court, volleyball court. And the third pillar is culture. 'We have an Arabic restaurant with Zarb food and added Arabic band to boost the cultural aspect. It's a treat listening to the Arabic song with oudh and sumptuous Arabic platter. We are also adding Tanoura dance to entertain guests. And conserving nature by reducing carbon emission is also on our agenda.' For the green initiative, he said that we have planted 400-500 plants of roses, 200 olive trees and many more.' 'Our plan is to create a bed of flowers so that people can come and watch the amazing landscape. Our last pillar is shopping and lifestyle. For which we are trying to build a souq so that everything comes under one roof. Nobody in the mountain will give you this composite thing. The padel tournament is an extension of this vision. Once this integrated complex is ready, our resort will become people's first choice,' the General Manager added. 'We are planning a series of adventure sports activities. The first will be a mountain man challenge. Next will be the mountain man celebrity challenge, mountain man hotel challenge and next month we are planning mountain man Jabal Akhdar challenge. We will start promoting the two set padel soon. By doing this, we are trying to build every activity under our pillar vision. In the coming years, we are going to have the best team and best facilities in the mountains.'
CTV News
01-08-2025
- Business
- CTV News
'Feel really good about accomplishing our goals': Blue Jays GM on trade deadline moves
'Feel really good about accomplishing our goals': Blue Jays GM on trade deadline moves Toronto Blue Jays General Manager Ross Atkins takes questions on the team's flurry of moves ahead of the MLB trade deadline.
Globe and Mail
31-07-2025
- Business
- Globe and Mail
Gray Media Names Eric Walters as General Manager of KNOE and KAQY in Monroe, Louisiana
ATLANTA, July 31, 2025 (GLOBE NEWSWIRE) -- Gray Media has named Eric Walters as the next General Manager of KNOE and KAQY-LD, Gray's CBS and ABC affiliates in Monroe, Louisiana, effective September 1, 2025. Eric is currently General Manager of KMVT (CBS) and KSVT-LD (FOX) in Twin Falls, Idaho. During his tenure, he worked with station leaders to grow ratings in all newscasts and to significantly increase digital content across all platforms. Eric previously served as the News Director of Gray's WDBJ (CBS) and WZBJ-LD (MyNetwork) in Roanoke, Virginia. Under his leadership, WDBJ grew ratings across all platforms, won back-to-back Edward R Murrow awards, and launched several newscasts, including a weekly Spanish language digital newscast. Before joining Gray in 2020, Eric served as the news director for CBS affiliate WBTW in Myrtle Beach, South Carolina. In 2019, the Radio Television Digital News Association of the Carolinas named him News Director of the Year. Eric holds a Bachelor of Arts in Broadcast Journalism from the University of North Carolina at Pembroke. About Gray Media: Gray Media, Inc. (NYSE: GTN) is a multimedia company headquartered in Atlanta, Georgia. The company is the nation's largest owner of top-rated local television stations and digital assets serving 113 television markets that collectively reach approximately 37 percent of US television households. The portfolio includes 78 markets with the top-rated television station and 99 markets with the first and/or second highest rated television station during 2024, as well as the largest Telemundo Affiliate group with 44 markets. The company also owns Gray Digital Media, a full-service digital agency offering national and local clients digital marketing strategies with the most advanced digital products and services. Gray's additional media properties include video production companies Raycom Sports, Tupelo Media Group, and PowerNation Studios, and studio production facilities Assembly Atlanta and Third Rail Studios. For more information, please visit # # #
Forbes
31-07-2025
- Business
- Forbes
3 Candidate Traits That Should Be On Your Hiring Checklist
Milos Eric is the General Manager and Co-Founder of OysterLink, a restaurant and hospitality job platform. Throughout my career, I've read thousands of CVs and spoken to hundreds of people looking to get hired. So, I understand that recruiting is a huge responsibility. It's a function that determines who will support a company's operations and, by extension, its success. While around 65% of employers practice skills-based hiring, I've found that focusing solely on technical ability isn't the way to go. With all candidates having their own diverse set of character, talent and skills, hiring should look beyond matching résumés to job descriptions. When I'm assessing applicants, I like to focus on three key traits: mindset, attitude and priorities. 1. The Foundation: Mindset Recruiters usually tend to focus on objective, role-relevant skills and tools proficiency. But what they fail to realize is that those things can be developed on the job. What can't be learned is an employee's mindset. There's significant evidence of the positive impact of having a growth-focused outlook, particularly in academic settings. The same applies to the professional scene. During the hiring process, I'm more impressed by candidates who show interest in learning and adapting to challenges, rather than a list of skills. Why? Because they have boundless potential, they are less likely to fall stagnant and more likely take ownership of their work. People who seek challenges and learn from failures are on a mission to improve, and this enables growth on both ends. Equally important is long-term commitment. Those who have genuine interest and belief in the company's vision will outlast the people who are in it for short-term successes like a pay increase. While compensation definitely motivates one to show up, can it sustain your drive? At the end of the day, employees need a deeper connection. This will help you reduce turnover and build future leaders as well. 2. The Differentiator: Attitude While hard skills drive daily operations, soft skills influence the company's culture, and attitude is what sets good players apart from the best. Having a good working attitude fosters collaboration and empowerment in the workplace. In fact, the most valuable team members are those who stay positive and uplift others, even in challenging situations. Similarly, self-motivated individuals who are hungry to push limits inspire others to do the same. They're the ones who volunteer, explore new approaches and deliver more than required. And having team members who ask questions and bring fresh ideas to the table can fuel continuous development and innovation. When interviewing, ask candidates about how they manage setbacks or a time they went above and beyond their tasks. This will help you see if they've got the right attitude and ambition. 3. The Accelerator: Priorities When conducting interviews, I present applicants with problem-solving scenarios and ask them to rank the possible approaches from most to least important. This allows me to see where their priorities and efficiencies lie. While we'd always like to aim for perfection, overanalyzing and foot-dragging can lead to more misses. In fast-moving industries, even a short delay can cost you clients and big bucks. Employees who execute quickly, even if it's not with 100% confidence off the bat, can set the company way ahead of others. This, in turn, leads to faster growth. So, look for the candidates who can prioritize action, delegate and preempt possible chaos in the workplace. Employees who can streamline operations and find ways to make work easier but more effective are incredibly valuable. Consider people who've automated work processes and removed repetitive or outdated tasks. This showcases technical talent and displays a level of intelligence and initiative. These are the types of people you want on your team. A Bonus Game Changer: Proactive Problem-Solving Beyond those three key traits, there's another that can set the best candidates apart. The most distinct hires are those who anticipate challenges before they arise—then do something about them without being told. This proactive mentality allows teams and organizations as a whole to think big picture instead of applying Band-Aid solutions when it's too late. Ask candidates about past experiences where they were proactive. You can check with their character references to see whether they tend to solve problems successfully without much supervision. These hires, even if they prefer to operate independently, are great team players because they dedicate their efforts to the company. Match Intrinsic Work Styles To Your Workforce Needs Hiring involves a lot of mixing and matching. Both employers and applicants must be aligned in their vision, principles and needs. To me, a person's mindset, attitude and priorities are fundamentals because they're built on experience and potential. They're traits that pave the way for transformation, whether for the individual or the company. I'm not saying technical skills aren't important; they usually provide the baseline of candidate fit. But deeper, more intrinsic traits are better indicators of long-term success. So, take the time to go over applicants' backgrounds and interview answers. Look beyond what's on paper. When they get hired and elevate the company's status and environment, you'll know you've done something right. Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
Yahoo
27-07-2025
- Sport
- Yahoo
Panthers GM Bill Zito brings Stanley Cup to Florida Keys for fun with dolphins, seals
Florida Panthers General Manager Bill Zito took his turn with the Stanley Cup on Saturday.
