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A successful company culture starts with a defined, tangible mission that allows employees to see where they fit into the process. 

A mission identifies a common overarching goal that, ideally, all employees can get behind and use as motivation and behavior guidelines.

To develop the right kind of mission, business owners must be honest with themselves and look to tangible values beyond profit.

This article is for business owners who want to craft a meaningful company mission to set the tone for their work environment. 

A successful company starts with a strong office culture. But some businesses prioritize the wrong aspects of a thriving business environment or forget about it entirely.

Thousands of business experts have scrutinized what goes into company culture, but the root of the matter often gets lost. Many companies try to adopt flashy workplace incentives, like office ping-pong tables or Google’s bike meetings, to build a positive environment. While these offerings may seem great on the surface, they have not been proven to retain and engage employees.

A successful company culture starts with a defined, tangible mission. If your employees don’t know where they fit in the process or what the company is working toward, your organization will flounder.

“It is fundamental to set the tone of the work environment,” said Jasmin Terrany, a psychotherapist and life coach who supports professionals. “Employees these days are not as motivated by simply a paycheck. If you want employees who are going to go to battle with and for you, they need to feel connected to a deeper purpose or mission.” 

We’ll explore the idea of a company mission and why it matters. Then, we’ll learn how to create and define a mission for your organization.


To keep employees happy without a raise, prioritize their work-life balance, loop them in on the company’s big picture, and encourage communication.

What is a company mission?

A company’s mission is its reason for existing. While all for-profit companies aim to make money, a mission specifies the founders’ most crucial priorities beyond monetary gain. 

A mission typically addresses what the company does and how and why it does it. It may also include a statement of values and ethics. A mission identifies a common overarching goal that, ideally, all employees can get behind and use as motivation and behavior guidelines.

Usually a company’s founder creates the mission, although the company may modify it as time passes and the company evolves. A company’s mission is summed up in a mission statement, which may range from a single sentence to a short paragraph.

Large companies sometimes spend years and millions of dollars trying to develop a succinct and compelling mission statement. Luckily, however, the process does not need to be as laborious for small companies. A business owner, and perhaps a close group of executives or stakeholders, can craft a small business mission statement within weeks.

A company mission should do three things:

State what the company does. 

List its top values. 

Offer the main goal accomplished when the company successfully fulfills its mission.

Examples of company missions

To get an idea of what your mission might look like, it can be helpful to review examples of missions from well-known companies. Many of these missions focus on corporate social responsibility. 

Tesla: To accelerate the world’s transition to sustainable energy.

Nike: To bring inspiration and innovation to every athlete* in the world. (*If you have a body, you are an athlete.)

Walmart: We save people money so they can live better.

JetBlue: To inspire humanity – both in the air and on the ground.

LinkedIn: To connect the world’s professionals to make them more productive and successful.

PayPal: To build the web’s most convenient, secure, cost-effective payment solution.

Amazon: To be Earth’s most customer-centric company, where customers can find and discover anything they might want to buy online, and endeavor to offer its customers the lowest possible prices.

Patagonia: Build the best product, cause no unnecessary harm, use business to inspire and implement solutions to the environmental crisis.

Did You Know?

Greenwashing is when a brand spends more time, money and effort on marketing itself as environmentally friendly than it does on living up to its sustainability claims. Patagonia is one company that’s transparent about its current level of sustainability and efforts to improve.

How to find a company mission

Creating a company mission starts with defining tangible values. The most important part is being honest and genuine in your approach. 

Phillip Cohen, president and founder of Cohen Architectural Woodworking, built his commercial woodworking business from the ground up. He started woodworking in 1975 as a recovering addict, and his organization’s mission evolved as his business grew. Cohen received the 2023 SBA Missouri Small Business Person of the Year award.

“Our stated mission is to transform every life we touch by the way we live, the way we treat people, and the beautiful work we produce,” he said.

To develop the right kind of mission, Cohen said, business owners must be honest with themselves and look to tangible values beyond profit. These values, or worldviews, can attract the right kind of employees and provide an organization with a framework for success.

“If you’re the senior leader, whether you like it or not, whatever happens in your heart is what happens in the business,” Cohen said.

Tips for articulating your company’s mission

Focus on the big picture. Leave space for inspiration by discussing big-picture concepts, rather than the specifics of your business.

Let your personality come through. Each company has its own personality (trustworthy, playful, ambitious, etc.), and your mission should read like it comes from a living organization.

Keep it simple. Avoid meaningless buzzwords or industry jargon.


Post your mission in your office, include it in your recruiting and onboarding materials, write it in your company handbook, and discuss it at company meetings. An example of a visible mission is the “Believe” sign in the locker room in the Apple show Ted Lasso.

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How To Enable A Mission Control

Installing and Using SmallWindows

Navigate to the developers website where you can download SmallWindows. Once you have downloaded and successfully installed the program, launch the program.

The miniature windows will appear as below.

Alternatively, to configure the settings on SmallWindows, select settings from the system tray instead.

In Settings, you can configure your 4 corner Hot Zones. For our example, we set it to show related applications if you push your cursor into the top left corner of the screen, to show the desktop if you move your cursor to the top right of the screen, and to show all open programs if you move the cursor to the bottom left of the screen.

From now on, if a user open a particular web browser and wants to view all related browser windows open on their computer, they merely have to glide their mouse to the top left hand corner of the screen. You can also see that the miniature Windows are marked from 0 in ascending order. If you wanted to view the desktop, you can just navigate your mouse to the top right hand corner of the chúng tôi beauty of hot zones….

Instead of using your mouse to access the Hot Zones you have configured, you can configure Hot Key activation. For example, to put in a Hot Key activation code for the related Hot zone select the [None] button.

The Set Hotkey dialog box appears. From the key droplist we choose the “F1” key from the drop down list.

There are a few other options available in settings such as configuring colour options or enabling Live update of windows.



JJ runs a company that specialises in IT Support and cloud IT Solutions in Australia. He also moonlights as a tech blogger.

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How To Create A Water

For occasions like pool parties, weddings, or other outdoor activities, it’s imperative to create water-resistant cosmetics look. Makeup that is water-resistant may be exposed to perspiration, humidity, and water without melting or smearing. Use long-lasting, waterproof makeup, and set it with a powder or spray setting spray to obtain this look.

Additionally, layering your makeup and using a primer can both assist to keep your makeup in place. You can get a gorgeous, long-lasting, water-resistant makeup look that will keep you looking your best all day with the appropriate tools and methods.

Step by Step Instructions to Create a Water-Resistant Makeup Look

Follow these easy steps for a water-resistant makeup look that will last all day if you want to create a makeup look that will withstand moisture or humidity.

Start With a Clean, Moisturized Face

For a water-resistant makeup look, it is essential to start with a clean, moisturized face. While moisturizing gives the skin a smooth surface for the makeup to adhere to, cleansing the skin guarantees that any dirt or oils that could break down the makeup are gone. Your makeup will stay on better and look smoother and more perfect if you apply it on a clean, moisturized base.

Apply a Water-Resistant Foundation

It’s crucial to utilize a water-resistant foundation while creating a water-resistant cosmetic look. These foundations are created with unique chemicals that fend off moisture, perspiration, and humidity, keeping your makeup in place. Applying a water-resistant foundation also gives the remainder of your makeup a smooth, even base, which improves its ability to stick to your skin. For a flawless finish, use a colour that complements your skin tone and blend it thoroughly.

Use a Water-Resistant Concealer to Cover Any Blemishes or Dark Circles

When putting on a water-proof makeup look, a concealer that is resistant to water is the ideal choice for hiding any imperfections or dark circles. These concealers are made to be long-lasting, so even when exposed to moisture or water, they won’t smear or fade. For a finish that looks natural and lasts all day, dab a little quantity of concealer on the troublesome areas and blend thoroughly with a brush or sponge.

Set Your Foundation and Concealer with a Water-Resistant Powder

A long-lasting, water-resistant makeup look requires setting your foundation and concealer with a water-resistant powder. These powders are designed to soak up extra oil and moisture, keeping your foundation and concealer in place even when in contact with water or perspiration. Apply a little amount of powder to your face with a fluffy brush, paying special attention to the T-zone and other oil-prone regions. This process aids in sealing in your makeup and keeps it from rubbing off or smearing.

Apply a Water-Resistant Blush or Bronzer

A long-lasting, water-resistant makeup look requires the use of a bronzer or blush that is water-resistant. These products are made to resist fading or smudging even after being in contact with water or perspiration. To get a natural look, dab a small amount of blush or bronzer with a fluffy brush on your cheekbones or along the apples of your cheeks. To prevent harsh lines, make sure the product is thoroughly blended. Your cheeks will have a lovely, natural-looking glow with a water-resistant blush or bronzer that stays in place all day.

Use a Water-Resistant Eyebrow Product to Fill in and Shape Your Brows

For a water-resistant makeup appearance, using a water-resistant eyebrow product is essential. These products are made to endure a long time and prevent fading or smudging even after being in contact with water or perspiration. Use a product that matches the colour of your brows and make short, hair-like strokes to fill in any bald spots or define the contour of your brows. For a natural finish, mix the product using a spoolie brush. If you use a water-resistant eyebrow product, you can be confident that no matter the weather, your brows will stay in place and look wonderful all day.

Apply a Water-Resistant Eyeshadow Primer

A long-lasting, water-resistant makeup look requires the use of a water-resistant eyeshadow primer. These primers are made to grip your eyeshadow and keep it from smudging or creasing, even after being in contact with water or perspiration. Your eyelids should receive a small amount of primer, which you should combine with your fingers or a brush. Your eyeshadow will remain in place and look vivid all day long if you use a water-resistant primer.

Use Water-Resistant Eyeshadow and Eyeliner

Use water-resistant eyeshadow and eyeliner for creating a cosmetic look that is water-resistant. Even when exposed to moisture or water, these products are designed to prevent fading or smudging. Apply eyeshadow and eyeliner as desired, being sure to use small, exact strokes for a tidy result. Your eye makeup will stay in place and look amazing all day long if you use water-resistant eyeshadow and eyeliner.

Curl Your Lashes and Apply a Water-Resistant Mascara

The final step in creating a water-resistant makeup look is curling your lashes and using water-resistant mascara. To give your lashes more volume and length, curl them with an eyelash curler before coating them in water-resistant mascara. Since these mascaras are designed to prevent smearing and flaking, your lashes will stay gorgeous all day long, even when they are in contact with water or perspiration.

Finish With a Water-Resistant Setting Spray to Lock Everything in Place

To maintain your water-resistant makeup appearance, use a setting spray that is water-resistant. These sprays are designed to produce a shield that keeps your makeup in place even in the presence of moisture, sweat, or humidity. Holding the bottle a few inches from your skin, spray the solution evenly over your face. Your makeup will remain in place and look beautiful all day with a water-resistant setting spray.


For activities or events involving water, it’s imperative to create a water-resistant cosmetics appearance. To achieve this effect, waterproof and long-lasting cosmetics are required. Using a powder or spray to set the makeup helps to seal in the components and keeps them from smearing or melting off. Using a primer also provides a smooth surface for makeup to cling to, and layering methods can assist increase coverage and prolong wear. By following these instructions, you can create a gorgeous, water-resistant makeup look that will survive perspiration, humidity, and contact with water while keeping you looking immaculate all day.

How To Create A Performance Management Plan

Though widely considered an aspect of human resources, performance management is something business owners should be mindful of as well.

Establishing a measurable set of objectives for each employee is just one part of performance management.

Performance management can bolster your employee retention figures, since reasonable expectations and understandable goals can motivate improvement.

This article is for anyone interested in learning more about performance management and why it is important.

When it comes to running a business of any size, information is key. From sales numbers and social media engagement to marketing lead conversion rates and operating costs, knowing how your company is faring compared to its overarching goals is paramount.

While it’s always a good idea to keep an eye on your company at the macro level, you should apply that same attention to detail to individual employees. With a carefully considered performance management process, managers and employees can refocus their efforts and set expectations that line up with the company’s goals.

What is performance management?

Performance management is a tool aimed at maintaining and improving employee performance. Through consistent communication and appropriate systems and processes, performance management helps ensure employees are performing to the best of their ability and meeting important goals.

Performance management consists of planning, monitoring, developing, rating and rewarding. Each step is important, but to be effective, performance management must be implemented strategically, integrated into your company culture, and align with overall organizational goals.

How do you create a performance management plan?

Establishing a strong performance management plan takes effort. Thinking about your company’s needs and ensuring that your managers and other employees understand those goals through consistent communication is a lot to start with, but it can really be a boon to overall productivity and enthusiasm. [Check out BambooHR, our top pick for the best employee monitoring system for performance management.]

To kick-start the process, here are a few ways you can make sure you and your employees get the most out of performance management efforts.

1. Create measurable performance-based objectives and expectations.

Employees should understand and give input on how each objective’s success is to be measured. Expectations generally fall into two categories:

Results: These are the goods and services an employee produces, often measured by objectives or standards.

Actions and behaviors: These are the methods used to make a product or perform a service, and the behaviors and values demonstrated during the process. They can be measured through performance dimensions.

2. Define professional development plans.

Supervisors and employees should work together to create development plans. The plan can focus on skills aimed at mastering the job or on professional development skills beyond the scope of the employee’s job description. Employees should have a say in what new things they learn and how they can use those skills to the company’s benefit.

3. Meet regularly to discuss overall progress and identify potential roadblocks.

Rather than waiting until an annual review, managers and employees should be actively engaged throughout the year to determine overall goal progress.

Key Takeaway

Performance management plans should include clearly defined, measurable objectives, and employees should be actively engaged in their own performance management.

A major tenet of a good performance management plan is consistent focus on strategic goals and progress. Without that, employees are generally in the dark as to whether they made any solid improvements that contribute to the company.

Since employees need a clear understanding of what’s expected of them and how their goals fit into the company’s overarching success, it’s important to set company goals to define what success even looks like. To that end, Gary Cokins, an expert with decades of experience in enterprise and corporate performance management, said it’s up to the people at the top to establish what the company wants to achieve.

“If managers and employees don’t understand the executive’s strategy, how do we expect them to understand what they do each day, each week and in each decision?” he said. “Without that understanding, it’s hard to make sure everything aligns with the [performance management plan]. It’s the executive’s job to ask, ‘Where do we want to go?,’ but it’s the managers’ and employees’ job to find out ‘what we will do to get there.’” [Read related article: 6 Tips for Writing an Effective Performance Review]

Performance expectations should go beyond the job description to cover a range of expected outcomes. Here are some examples:

What goods and services should the job produce?

What effect should the work have on the company?

How should employees act with clients, colleagues and supervisors?

What organizational values should the employee demonstrate?

What processes or methods should the employee use?

Why is performance management important?

Regardless of how big or small your company may be, performance management is an important thing to consider. In fact, business owners “should be thinking about [performance management] from day one,” according to Christine Tao, co-founder of Sounding Board.

“Performance management is really about understanding and motivating employees to perform effectively to support the broader goals of the organization,” she said. “It’s also about aligning the individual goals of employees to the broader goals of the organization – because if you can do so, you can help the company achieve peak performance in congruence with employees achieving individual peak performance.”

Tao says performance management can help companies of all sizes “really take off and see success that is driven from its teams.” If done correctly, performance management begins with an aligned set of measurable objectives for each employee and engenders a culture of learning and development for higher workplace performance. Armed with the knowledge of what’s expected of them, each staff member should be motivated to improve their skills, competencies, development and delivery of results. 

What are the benefits of performance management plans?

In most companies, the only evaluation employees receive from their supervisor or the human resource department is an annual performance review. In those conversations, employees are generally asked how they felt the past year went and what they can do to improve for the following year before receiving feedback. This boilerplate is potentially useful but predictable.

While that kind of appraisal helps illuminate the existing strengths and weaknesses of an individual staff member, a performance management process focuses on ongoing communication and accountability.

Experts believe that companies with an ongoing performance management process get better results than those that just have check-ins with management or human resources each year, since they can more easily root out what’s not working and double down on what is.

With periodic meetings with management, employees benefit from a continual push to progress, rather than a sudden rush to meet objectives once their review rolls around. Removing that scramble can yield drastically more positive outcomes for employees, managers and organizations.

Did You Know?

According to Gallup, when a manager offers their employees daily feedback, workers are three times more likely to be engaged than those who receive feedback once a year or less.

Once implemented, an effective performance management plan has these benefits for employees, managers and organizations:

Improved communication: With regular check-ins from managers, employees are encouraged to communicate more freely about the company’s objectives and their performance goals.

Well-defined rules: With a better understanding of how they will be evaluated moving forward, employees and their managers can gauge how they’re doing without waiting for the next review.

Reduced stress: Everyone wants to be a good employee. Without feeling like they must try to impress a higher-up all the time, employees can focus on the task at hand. Meanwhile, managers are less likely to worry about offending underperforming employees.

How do performance management plans benefit everyone?

Performance management is a must for any company — regardless of size or industry. When employees receive clear expectations and honest feedback, they can continue to grow in their role, develop new skills and help meet larger company goals. 

Casey Conway and Nicole Fallon contributed to the writing and reporting in this article. Some source interviews were conducted for a previous version of this article.

How To Create A Disciplinary Action Policy

The benefit of working with people of all walks of life is the collaboration and ideas everyone brings to the table. However, while differences between co-workers and employees are typically a strength, sometimes it can lead to disagreements, conflict or inappropriate behavior. There will be times when an employee behaves in a way that requires disciplinary action, such as a verbal warning or a poor performance review. In these inevitable instances, it helps to have a disciplinary action policy in place at your company.

What is disciplinary action?

Disciplinary action is a corrective measure you take in response to an employee’s misconduct, rule violation or poor performance. Disciplinary actions can vary, often depending on the severity of the worker’s behavior. Here are the most common forms:

Verbal warning: A verbal warning is a formal or informal conversation between the employee and their manager pointing out the inappropriate behavior, and the actions the employee can take to resolve the situation.

Written warning: Written warnings are formal, recorded outlines of the employee’s misconduct, the disciplinary action taken and the next steps. A written warning helps managers and HR organize a paper trail outlining patterns and goals.

Poor performance review: If an employee hasn’t been doing their job well, they may be notified of their poor performance during a regular performance review. The manager will outline how the employee hasn’t been achieving their goals. The manager will also work with the employee to create an improvement plan that outlines steps to boost efficiency and quality. This plan will also detail any consequences if the employee’s performance doesn’t improve.

Reduction in pay: If an employee doesn’t improve their performance, management may decrease their pay or demote them. Failure to improve job performance indicates that the employee may be better suited in another area.

Termination: As the last step, if you feel that the employee’s work performance can’t be redeemed, you will need to terminate the employee.


 When implementing a performance improvement plan, set a concrete goal, such as a certain sales figure. Improvements in issues like disrespectful behavior are harder to quantify and may require a more personal approach.

What behaviors cause disciplinary actions?

Various behaviors may require a supervisor to intervene and take disciplinary action.

Threatening others: Any verbal threat of violence, no matter the tone, needs to be taken seriously with timely disciplinary action.

Sexual harassment: Sexual harassment is any unwanted or inappropriate verbal remarks or physical action, conducted in a sexual or suggestive manner, that one co-worker inflicts on another.

Fraudulent behavior: If an employee uses their position to lie to or manipulate others within the company – or outside sources – it is considered fraud.

Theft: If an employee is found stealing money, resources or information, the worker should be subject to fines and termination.

Discrimination: Discrimination is when an employee says or does something inappropriate toward another employee based on their race, gender, religion, age or any other personal aspect.


It’s important that all unacceptable behavior is outlined in your employee handbook so that all new hires are aware of the organization’s culture and expectations.

What is a disciplinary action policy?

A disciplinary action policy is an organization’s response to an employee’s wrongdoing. A disciplinary action policy is a written policy that clearly outlines specific consequences for every type of unacceptable action. The policy protects your company from allegations in the case of a wrongful termination lawsuit. It also ensures that all employees will look forward to working for your firm each day because they will expect to be treated equally.

During a new employee’s hiring process, HR should sit down and discuss your company’s disciplinary action policy with them so that everyone’s on the same page. Often, when employees are filling out their new-hire paperwork, they must sign documents stating that they read and understand these policies. Additionally, any time a policy is changed or updated, employees should be informed of the revisions.

Many companies will use data collected from HR software to get a holistic view of employees and their performance. This information can better inform supervisors of what, if any, disciplinary actions should be taken.

“We typically look at data collected in relation to disciplinary actions and employee sentiment in order to identify a market change in the office’s attitude following an intervention,” said George Santos, director of talent delivery and head of marketing at 180 Engineering. “When it comes to the big picture, we may look at overall patterns in order to determine when interventions are most needed, as well as the effectiveness of our disciplinary strategies.”


Make employees aware of any changes to the disciplinary action policy so they can meet any new expectations.

What should be included in a disciplinary action policy?

To make sure both the employee and HR group has a mutual understanding of your company’s expectations, these are some factors to include in the policy:

Policy overview: A disciplinary action policy should begin with an outline of what employees can expect within the policy and the steps that will be taken if an infraction occurs.

At-will employment: Your company’s policy should clearly state that all of its employees work for your business at will, and can be terminated at any time for any legal reason. This gives you the freedom to change employment terms when needed, such as a worker’s responsibilities, compensation and benefits. This statement also gives the employees flexibility, as they are allowed to vacate their position without notice and with no legal consequences.

Forms of discipline: The policy should have a section that outlines the steps that will be taken to address any misbehaviors and the forms of discipline that will ensue. This section should clearly outline why the wrongdoing is an issue and what needs to happen next to move forward. This section should also detail what consequences will occur if the employee repeats the misstep. Managers should also have a clear understanding of how to document each step of the disciplinary process, so employees are fully informed along the way.

Right to appeal: An employee should have the right to appeal any disciplinary decision that they disagree with. If they feel as though they weren’t treated fairly, they should be able to document their grievance and appeal the disciplinary action to HR. These rights should be outlined clearly for the employees’ reference.

Legal protections: Policies should also outline the company’s legal protections. This section should be created with the assistance of a legal professional, so as there are no ramifications.

It’s important that your company’s supervisors contribute new information or data so that the disciplinary policy stays current and relevant.

“If hoping to decrease disciplinary problems, you might examine documentation outlining disciplinary action employees have received, such as a series of warnings,” said Will Fang, lead digital strategist for PartnerComm. “If documentation is detailed enough, you might examine the types of rules or standards most commonly violated by employees, disciplinary action taken along with the suggested improvements, and recurrence rate of behavior requiring disciplinary action.”

Disciplinary action policy example

Here’s a general outline of a disciplinary action policy. You can also find disciplinary action templates in some of the best HR software packages available for your small business. While this is a general outline, your specific policy should be as detailed as possible.

1. Policy overview

[Company name]’s disciplinary action policy will examine the steps we will take to address any employee failure to perform or any behavior deemed inappropriate. This policy applies to all employees.

2. At-will employment

Every employee of [company name] is an at-will employee, and can be terminated at any time for any reason.

3. Inappropriate behavior

The following types of behavior are not tolerated at [company name]. Disciplinary action will be taken in the event of any of these issues in accordance with their severity:

Verbal harassment

Sexual harassment

Threats of violence

Fraudulent behavior

Theft of company items

Discriminating others

4. Disciplinary steps

In the invent an employee participates in any of the above actions, our disciplinary process will move through these steps:

Your supervisor will document the misconduct, and discuss it with you privately.

Your supervisor will file the official forms with HR.

You will be informed of the disciplinary action in a timely manner. [Outline the disciplinary actions here.]

You will be informed of the reactive steps that need to be taken to remedy the situation.

5. Right to appeal

As an employee of [company name], if you do not believe you were treated fairly during the disciplinary process, you may appeal this decision.

Terrier Softball Is On A Mission: A Fourth

Terrier Softball Is on a Mission: A Fourth-Straight Patriot League Championship In what’s bordering on a habit, BU will host the May 12-14 Patriot League tournament

Marina Sylvestri (COM’21,’22) has worn the scarlet and white in more than 200 games as a Terrier and will compete to add a fourth Patriot League championship to her name this weekend.

BU Athletics

Terrier Softball Is on a Mission: A Fourth-Straight Patriot League Championship In what’s bordering on a habit, BU will host the May 12-14 Patriot League tournament

Four years ago today, on May 12, 2023, the BU softball team won its third Patriot League championship. Now, 1,461 days and two trophies later, the Terriers are still on top. They are poised to become just the second program in Patriot League history to win four consecutive softball titles, a feat unmatched since Lehigh did it in 1996

“I think, in my seven years of coaching, I’ve probably enjoyed this group the most,” head coach Ashley Waters (Wheelock’22) says. “It’s definitely a team I would love to win with and would love to go to the NCAAs with, just because we feel like they can really do something beyond.”

BU will host the conference tournament at the BU Softball Field for the fourth season in a row thanks to a fourth-straight regular-season title. Finishing with a 16-2 record in Patriot League play, the Terriers went 38-15 overall this season, posting 14 conference wins and only 2 losses, both at home.

“We take a lot of pride in playing on our field,” Waters says. “It’s always cool to be able to compete and win on your own field.”

After starting the season playing in tournaments across the country, BU marked its return to New England with a win streak of 27 games, a new program record. 

Kayla Roncin (Sargent’24) won 2023 Patriot League Player of the Year after leading the league in batting average, on-base percentage, total bases, and hits, runs, and triples this spring.

“We try to compete every single day,” Waters said “I’m just really proud of the kids in the way that they fought. It just comes down to them grinding it out, being tough, and competing.”

And announced Tuesday, BU’s dominance has earned Waters her third Coach of the Year award and five Terriers a place on the All-Patriot League First Team, with four on the Second Team.

Kayla Roncin (Sargent’24) was named the conference Player of the Year, starting all 53 of BU’s games and leading the league in batting average (.443), on-base percentage (.490), total bases (112), hits (78), and runs (49), all after a season-ending injury last season, her first year at BU.

“Kayla is incredible,” Waters says. “She definitely has a gift for offense, and we’re really fortunate she’s on our side.”

Allison Boaz (ENG’23) was named Patriot League Pitcher of the Year, ranking among the league’s top three pitchers in innings pitched (164.2), wins (20), fewest earned runs ((33), and lowest batting average against (.203). Lizzy Avery (ENG’23) was close behind, posting top-three marks in innings pitched (171.2), wins (18), strikeouts (185), and batting average against (.203).

“They’ve both stepped up in different moments, and they’ve both won games for us,” Waters says. “The fact that they support each other so well has been what has made us so great.”

Roncin and Boaz were recognized on the First Team alongside Nicole Amodio (Sargent’22) and Emily Gant (Sargent’22), who tied for the league lead in runs batted in (45). Rounding out the five was 2023 Player of the Year Caitlin Coker (CAS’23), who collected the second-most total bases (100) and a perfect fielding percentage.

On the Second Team, Avery was joined by Jen Horita (Questrom’21,’22), who tied for the league’s second-most hits (60), Lauren Keleher (Sargent’24), who ranked second in on-base percentage (.458) and first in walks (32), and Audrey Sellers (Sargent’23), who caught the third-most runners stealing (6) from behind the plate.

“This is a really special team,” Waters says. “When you have one that’s fully committed to everybody being great, they don’t care who the hero is. They just care if they get a W at the end of the day.”

That said, the team knows they face some formidable competition. The Terriers hit their first hurdle in nearly two months last weekend when second-place Lehigh snapped their streak with a pair of wins May 7 and 8. The Mountain Hawks hold a league-best 14 conference championships and are the only squad besides BU to win a Patriot League title since the Terriers joined the conference in 2014.

BU has managed to take down Lehigh in each of the three previous championship bouts, avenging a runner-up finish against the Mountain Hawks in 2023. Joining the two Patriot League powers in this year’s tournament are three-seed Army West Point and four-seed Colgate, comprising the same field of four that reached the playoffs in 2023.

“There’s a lot of parity, and I do feel as though anyone can win,” Waters says. “It’s three really good teams, and three teams that we ultimately respect.”

All games will be held at the BU Softball Field, and admission is free. For more information, visit chúng tôi chúng tôi or @TerrierSoftball and @BUGameDay on Twitter.

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