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| Manchester United manager: five steps to finding David Moyes's successor | Manchester United manager: five steps to finding David Moyes's successor |
| (35 minutes later) | |
| In the wake of David Moyes' sacking by Manchester United, it's safe to say the process of finding his successor will be a lot more rigorous than the one that appointed him. | |
| Such a big decision to dismiss him will have been given long and careful thought by the United hierarchy and the next, crucial step will receive the same critical analysis that befits a club of such a huge stature. The process, according to my experience, will most likely look like this: | Such a big decision to dismiss him will have been given long and careful thought by the United hierarchy and the next, crucial step will receive the same critical analysis that befits a club of such a huge stature. The process, according to my experience, will most likely look like this: |
| Step 1: Evaluation | Step 1: Evaluation |
| The reasons for Moyes' sacking are obvious and well-documented, but in summary the main issues for the board would be first the lack of progression in the team's style of play. United's performances have shown no signs of developing into something fluent and cohesive, and in modern football you no longer have three years to prove you can do this. Second, with no sporting director at United the onus is on the manager to decide transfers, and Moyes's record (the players he failed to sign, the failure of Marouane Fellaini and his inability to get the best out of Juan Mata) would not instil confidence that he could do better with the investment needed in the summer. Finally, though you can live with some poor results if you can see signs of progress, there have been too many for a club of United's reputation. | The reasons for Moyes' sacking are obvious and well-documented, but in summary the main issues for the board would be first the lack of progression in the team's style of play. United's performances have shown no signs of developing into something fluent and cohesive, and in modern football you no longer have three years to prove you can do this. Second, with no sporting director at United the onus is on the manager to decide transfers, and Moyes's record (the players he failed to sign, the failure of Marouane Fellaini and his inability to get the best out of Juan Mata) would not instil confidence that he could do better with the investment needed in the summer. Finally, though you can live with some poor results if you can see signs of progress, there have been too many for a club of United's reputation. |
| Step 2: Research | Step 2: Research |
| Between the decision (apparently taken in February) and the deed there will have been a thorough analysis of both why the Moyes appointment failed and where they should go next. Realising they need a more professional and rigorous recruitment process this time, they will have taken advice from a variety of sources and allied that with an understanding of what their goals are, in results and playing style, in the short and long term. They will research and select candidates based on that and whose profile matches what they want in terms of personality, leadership style, tactical nous, coaching skills, track record in the transfer market, the ability to draw attractive players and so on. | Between the decision (apparently taken in February) and the deed there will have been a thorough analysis of both why the Moyes appointment failed and where they should go next. Realising they need a more professional and rigorous recruitment process this time, they will have taken advice from a variety of sources and allied that with an understanding of what their goals are, in results and playing style, in the short and long term. They will research and select candidates based on that and whose profile matches what they want in terms of personality, leadership style, tactical nous, coaching skills, track record in the transfer market, the ability to draw attractive players and so on. |
| In the absence of a sporting executive at Old Trafford, it would be interesting to know how they went – and are going – about the footballing side of this. And as most foreign coaches aren't generally involved in the transfer process, would United need to rethink their structure if they choose a foreign coach with no Premier League experience? | In the absence of a sporting executive at Old Trafford, it would be interesting to know how they went – and are going – about the footballing side of this. And as most foreign coaches aren't generally involved in the transfer process, would United need to rethink their structure if they choose a foreign coach with no Premier League experience? |
| Step 3: Contact | Step 3: Contact |
| This is the most delicate step and one that can make or break a club executive as well as a potential manager if it goes wrong. The research process will have generated a very short list and it's likely that those people, being the best around, are in other jobs. From my experience one wouldn't talk to their employers at this stage so in most cases there would be a first contact or unofficial approach (usually through a trusted middleman so it can all be denied if needs be) either with the candidate or more typically, his representatives. There is no suggestion that United would do anything against the rules but generally speaking, it's why incognito, clandestine meetings occur out of the public eye in hotel suites with as few people as possible present; I have met managers under contract to other clubs in such situations. The ethics might be questionable but as an executive you want the best for your club so in a way it's your duty to try; managers want the best for their careers, so it goes on all the time in football. | This is the most delicate step and one that can make or break a club executive as well as a potential manager if it goes wrong. The research process will have generated a very short list and it's likely that those people, being the best around, are in other jobs. From my experience one wouldn't talk to their employers at this stage so in most cases there would be a first contact or unofficial approach (usually through a trusted middleman so it can all be denied if needs be) either with the candidate or more typically, his representatives. There is no suggestion that United would do anything against the rules but generally speaking, it's why incognito, clandestine meetings occur out of the public eye in hotel suites with as few people as possible present; I have met managers under contract to other clubs in such situations. The ethics might be questionable but as an executive you want the best for your club so in a way it's your duty to try; managers want the best for their careers, so it goes on all the time in football. |
| Step 4: Interview | Step 4: Interview |
| Once you meet face to face (and there will probably be only two or three people suitable, available and interested at this stage) it's all about the feeling you get from the manager. You'll have meticulous research on how he works as well as preconceived perceptions from the media, word of mouth from contacts etc, but this is the opportunity to understand whether you can work together, whether this person suits your club, if he understands its ethos. With a clear idea of how he sets up his teams and how he wants to play, the personal connection matters more than general talk of tactics and promises of beautiful football. With United there's also the question of whether he can handle the responsibility of being at such a globally big club and, especially in the wake of Moyes, if he has a clear plan about what players he'd like to keep/bring in, and are the latter realistic targets? Does he know the market for players with the potential to bring the club forward? This is where an exec needs to understand the sporting side as well, to understand if what he's hearing is feasible. | Once you meet face to face (and there will probably be only two or three people suitable, available and interested at this stage) it's all about the feeling you get from the manager. You'll have meticulous research on how he works as well as preconceived perceptions from the media, word of mouth from contacts etc, but this is the opportunity to understand whether you can work together, whether this person suits your club, if he understands its ethos. With a clear idea of how he sets up his teams and how he wants to play, the personal connection matters more than general talk of tactics and promises of beautiful football. With United there's also the question of whether he can handle the responsibility of being at such a globally big club and, especially in the wake of Moyes, if he has a clear plan about what players he'd like to keep/bring in, and are the latter realistic targets? Does he know the market for players with the potential to bring the club forward? This is where an exec needs to understand the sporting side as well, to understand if what he's hearing is feasible. |
| Step 5: Decision | Step 5: Decision |
| Once you get the right feeling from a candidate, other interested parties such as owners and board members will want to meet him to be totally sure before you get down to negotiations. You should know the market and be able to agree a package regarding salary, length of contract and the team he will bring with him (assistants, fitness coaches, scouts etc) and their likely cost. In most cases you speak to his club only once you understand he is definitely prepared to join you. That can be hard, as good managers are few and far between at the top level but once he's told his club he wants to leave and they know his head is already somewhere else, it gets easier. If he has a release clause in his contract the process is a lot easier. International team managers are easier still, having more flexible contracts that tend to expire after World Cups. |