Top 1200 Stage Managers Quotes & Sayings

General managers - I like to talk about the 'golden gut': general managers that not only can have a sense for the players that are going to perform beyond what people expect and get team chemistry right, but they also have to be able to make trades.

A lot of people don't trust the pitch. There's this kind of reputation it has for being untrustworthy and fickle and capricious and everything else, and those are words that big league managers and general managers and organizations aren't too fond of.

If you have managers reporting to managers in a startup, you will fail.

We are fast approaching the stage of the ultimate inversion: the stage where the government is free to do anything it pleases, while the citizens may act only by permission; which is the stage of the darkest periods of human history, the stage of rule by brute force.

There are no managers like there used to be managers.

The staff, stage managers, ushers all behaved as if they respected the actors.

We played a whole season unbeaten but you did not see me every week jumping on the tables. Once it's over it's over and you do in the next one as well as you can. Plenty of managers who have won the Champions League will not be considered great managers.

Managers get interviewed for jobs, but I think it should be the managers who are interviewing the chairman.

We have a terrific team, and our managers are terrific managers, but we have made it too complicated for them and too complicated in a way that they just can't do an excellent job in many cases when it comes to the customer experience.

The whole enterprise of teaching managers is steeped in the ethic of data-driven analytical support. The problem is, the data is only available about the past. So the way we've taught managers to make decisions and consultants to analyze problems condemns them to taking action when it's too late.

I'm making a case against how money managers are handling customers' money. The objective of the customer is not being met if the fund managers are diversifying their assets into hundreds of businesses. If they do this, they are typically performing close to the indexes. But that's not the way wealth is created.

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.

I'm not proud of this at all, but I'm someone who has relied on business managers and accountants and career managers to run the whole bureaucratic side of my life for the last 16 years, so anything, from filing tax returns to paying credit card statements, is something that I feel rather fortunate to have been out of the loop on.

Empowerment is what managers do to people. Engagement is what managers do with people.

Active investment is a zero-sum game. Passive managers don't play the game. They buy something resembling the market as a whole, or some segment of the market, and they don't respond to the actions of active managers.

I think corporate managers should learn to be better investors because it would make them better managers.

Morality is a venereal disease. Its primary stage is called virtue; its secondary stage, boredom; its tertiary stage, syphilis.

When managers overdo micromanaging of others, they probably hired the wrong people or failed to give them a clear idea of what each one is to accomplish. I prefer to train employees to be self-managers, just as in an orchestra each performer knows his or her role without being micromanaged.

On stage I'm slightly nervous than when I'm in front of camera. Because when on the stage, the mind can't waiver but at the same time, the energy to be on the stage makes me feel alive.

Managers should understand there are some simple things they can do tomorrow that will make a big difference in their culture, but so few managers do them.

Many American TV actors employ agents, managers, business managers, publicists and stylists, and are now adding digital media manager to the list. Their job is to reach out to the fans, managing websites, Twitter feeds, Facebook and Wikipedia.

Liverpool has always had speculation about managers, players, players coming, players going and it's the same as managers. That's part of being part of a big club, you always have that type of thing.

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?

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.

I grew up in a lot of stage managers' booths, memorizing the lines. I'm sure I was the most annoying child in existence.

There are only two kinds of managers. Winning managers and ex-managers.

Many managers feel, somewhat cynically, that people are being paid to do their jobs and that's that. This attitude reflects an insensitivity to people that is a trademark of many hockey-style managers.

Musicians ought to reclaim some of the power in the houses of production. The opera houses are run either by managers or by stage directors, never by musicians.

There is always pressure on managers at whatever stage of a season because we want to be winning games and we want to be winning football matches.

I guess the story that best defines us [with Bud Yorkin] and our relationship goes back to the [Dean] Martin and [Jerry] Lewis show. The four stage managers on that show became major TV creators and directors - John Rich, Jack Smight, Arthur Penn and Bud Yorkin.

A managed democracy is a wonderful thing... for the managers... and its greatest strength is a 'free press' when 'free' is defined as 'responsible' and the managers define what is 'irresponsible'.

When managers are afraid of redemptions, they get liquid. We all saw how many managers went from leveraged long in 2007 to huge net cash in 2008, when the right thing to do in terms of value would have been to do the opposite.

As regards Hillary C;inton's foreign policy actions and the powerful vested interests she seems gleefully beholden to, including all the biggest players in the military-industrial complex, I feel that she would be no better an actor on the world stage than Trump and whatever coalition of managers he might cobble together.

You need to be very critical of yourself. There are a few very good managers who can make players better individually. Most managers think about the team process - and so you have to improve things on your own.

We're all flawed, but basically, effective managers are people whose flaws are not fatal under the circumstances. Maybe the best managers are simply ordinary, healthy people who aren't too screwed up.

I've done it the correct way with the coaching badges. I have done watching the games, I have done listening to managers, I have done travelling around Europe watching other managers train, I have done a bit of TV work to help with analysis.

From an early stage in my career, if you're talking about picking up knowledge, it would have been via Ian Greaves who was involved in my success as a young player at Bolton. And working under managers such as Bobby Gould and George Graham helped me to expand my knowledge at bit more.

We like people with the potential to be leaders of leaders, not managers of managers.

I got on stage and I went, "Oh wow. No stage fright." I couldn't do public speaking, and I couldn't play the piano in front of people, but I could act. I found that being on stage, I felt, "This is home." I felt an immediate right thing, and the exchange between the audience and the actors on stage was so fulfilling. I just went, "That is the conversation I want to have."

It's good that we have good managers like Jose Mourinho and Arsene Wenger in this countr,y but I think we should be trying to send out some of our managers to other countries to help not just the development of themselves but the leagues over here. It can enhance their careers.

Bad sales managers push two buttons: 'more' and 'panic.' Great sales managers have one more button to push: the 'how'.

High level policy makers and program managers do not normally listen to the voices of local people, local providers and local program managers when they make decisions about contraceptive introduction or other aspects of program development in reproductive health.

Young English managers don't get enough time, young black managers aren't given enough time, there are a lot of reasons why.

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.

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.

I can't say I ever got to the stage of swapping phone numbers with refs, but I don't have a problem with managers and referees communicating.

Hedge fund managers charge so much more than mutual fund managers; alpha is even harder to come by. They end up selling a variety of things beyond mere outperformance.

Each department of knowledge passes through three stages. The theoretic stage; the theological stage and the metaphysical or abstract stage.

The whole enterprise of teaching managers is steeped in the ethic of data-driven analytical support. The problem is, the data is only available about the past. So the way weve taught managers to make decisions and consultants to analyze problems condemns them to taking action when its too late.

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.

Leaders have followers, managers have employees. Managers make widgets, leaders make change.

Stop being conned by the old mantra that says, 'Leaders are cool, managers are dweebs.' Instead, follow the Peters Principle: Leaders are cool. Managers are cool too!

I think there are probably too many hedge fund managers in the world, as well as active fund managers. The hedge fund industry is very efficient. We see a lot of hedge funds open and a lot close. It's very binary. You either succeed or fail in the hedge fund world. If you succeed, the amount the managers make it beyond most people's wildest dreams of wealth.

In the modern corporation the decisive power, that of the managers , is derived from no one but the managers themselves controlled by nobody and nothing and responsible to no one. It is in the most literal sense unfounded, unjustified, uncontrolled and irresponsible power.

A lot of camps and summer programs for kids seem to have discovered that among the most valuable things they offer is what they don't offer. No Wi-Fi. No grades. No hovering parents or risk managers or parents who parent like risk managers.

An interesting difference between new and experienced stage managers is that the new stage manager thinks of running the show as the most difficult and most demanding part of the job, whereas the experienced stage manager thinks of it as the most relaxing part. Perhaps the reason is that experienced stage managers have built up work habits that make then so thoroughly prepared for the production phase that they [can] sit back during performances to watch that preparation pay off.

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.

One of the biggest challenges we face today is finding managers who can sense and respond to rapid shifts, people who can process new information very quickly and make decisions in real time. It's a problem for the computer industry as a whole - and not just for Dell - that the industry's growth has outpaced its ability to create managers.

Managers tend to blame their turnover problems on everything under the sun, while ignoring the crux of the matter: people don't leave jobs; they leave managers.

The normative theoretical claim that a higher stage is philosophically a better stage is one necessary part of a psychological explanation of sequential stage movement.