by Steve Lilley

Created on: February 25, 2007   Last Updated: April 27, 2007

Appointing was a big mistake as he worked along side Sven for a number of years and was always going to get the team to play the same way. If you look at his management record, he won one trophy and made two finals in a short stint as manager of Middlesbrough . His only job as a number one. He may have been a good choice in 10 years time when he had experience. At the moment in England we have very few experienced English manager managing in the top flight. A good English manager should have the following to be considered;

At least 10 year experience as a manager not assistant, this will prove they can deal with problems and can turn them round.

Have managed a side that play in Europe , and be manager with at least 3 years experience of this allowing them to understand the difference in playing English football style but also be able to get results again teams with different styles, i.e. look at Spanish and Italian, they are very different to the English premier league.

The other key is to try and motivate the players, look at big Sam at Bolton and what he has done with players like Campo and Jay Jay, their were at end of time in the game but look at how he got them to play like they had just entered the game.

When you look at Mclaren his days at Man U got him the job but his track record wasn't good enough at the time he was appointed to say he was best man, He hadn't taken Middlesbrough further, yes they did get luck and make UEFA cup final but in league they stayed the same, where as big Sam with no money got Bolton promoted and on the verge of braking into the European places and, manages the one team the big four hate to play. Another who now is having a bad time is Curbushly , at west ham, he's struggling, but he did wanders at Charlton , with no money but if her could have taken them into Europe he would properly have got the job, but looking at him at west ham know England would properly be in the same mess as under Mclaren .

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