A Quote by John Barnes

Young English managers don't get enough time, young black managers aren't given enough time, there are a lot of reasons why. — © John Barnes
Young English managers don't get enough time, young black managers aren't given enough time, there are a lot of reasons why.
I understand there is a lot of pressure on managers to get instant results, but English players know the league, and for them to be given the opportunity and the time as well, there is plenty of talent out there.
As a result of overdiversification, their (active managers) returns get watered down. Diversification covers up ignorance. Active managers haven't done enough research into any of their companies. If managers have 200 positions, do you think they know what's going on at any one of those companies at this moment?
One of the reasons why I wanted to be part of the League Managers Association was because I felt there were an awful lot of foreign coaches coming into these shores, but we were not exporting enough British talent.
Most of the managers are lifetime .220 hitters. For years pitchers have been getting these managers out 75% of the time and that's why they don't like us.
Yes, you have people shouting racist abuse and throwing bananas on the field, and there are issues regarding the number of black coaches and managers in the game, but which other industry allows a young black boy the exact same opportunity as a young white boy?
I see differences in how I like to work with young players and how I like to give young players a chance maybe more than English managers.
If you have managers reporting to managers in a startup, you will fail. Once you get beyond startup, if you have managers reporting to managers, you will create politics.
You're not ethnic enough. You're not fat enough. You're not thin enough. You're not blond enough. You're not dark enough. You're not young enough. You're not old enough.
There are only two kinds of managers. Winning managers and ex-managers.
Maybe other managers would see their team score one goal and then prefer to go back and counter-attack, then try to score the second goal. A lot of those managers are the best managers at the moment, but for me, it's very important to continue the way I play.
If the young filmmakers ask themselves enough questions and come up with enough answers and get the scripts tight enough.
Managers get interviewed for jobs, but I think it should be the managers who are interviewing the chairman.
I cannot remember a time when the question of why people behave as they do was not intensely interesting to me. The desire to understand was very important. When I was young, I was aware of the fact that much of the time, the reasons a person gave for his actions were not the actual reasons.
As a whole, the managers today are different in temperament. Most have very good communication skills and are more understanding of the umpire's job. That doesn't mean they are better managers. It just means that I perceive today's managers a bit differently.
Great managers recognize that there is no one way to manage. You may have to be 10 different managers to get the best out of your team.
Strong managers who make tough decisions to cut jobs provide the only true job security in today's world. Weak managers are the problem. Weak managers destroy jobs.
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