This action might not be possible to undo. Are you sure you want to continue?
Communication & Psychological Warfare 2 Communication and Psychological Warfare ’10 – The Ultimate Media Guide for Virtual Football Managers Written by Matt vom Brocke (The next Diaby), with Gareth Millward (Millie) and Thomas Levin (Levo) Copyright © FM-Britain.co.uk and the individual authors, 2010. Communication & Psychological Warfare '10 is an unofficial and unauthorized source for educational purposes. FM-Britain has composed this guide independently and it is not endorsed or authorized by SEGA or Sports Interactive Games in any shape or form. This site is not endorsed or supported by SEGA or Sports Interactive Games. Football Manager is a registered trademark of SEGA and Sports Interactive Games. We are not affiliated with Football Manager, SEGA or Sports Interactive Games. This product was created solely to inform/educate players of the game Football Manager to become a better player, owned and operated by SEGA and Sports Interactive Games. The contents of this information infringes no copyright laws. All rights reserved. No part of this publication may be reproduced, or transmitted in any form, electronic, mechanical, photocopying, recording or otherwise, without the prior permission of the copyright owner. Distributed in the English language by FM-Britain.co.uk. No English language version of this guide is to be made available by any other website without the expressed permission of the copyright owners. If you have received this guide, in English, from any other source than FM-Britain.co.uk, please notify the authors. Translation requests should be sent to the FM-B site via firstname.lastname@example.org. This version: 1.0, published 16 March 2010
Introduction................................................................................................................................................. 5 Personality in FM2010 .......................................................................................................................... 6 How to use this guide ........................................................................................................................... 7 A note on formatting ............................................................................................................................ 8 Increasing your match performance ............................................................................................................. 9 The Match Build-Up ................................................................................................................................11 Preparation .........................................................................................................................................11 Pre-match press conference ................................................................................................................12 The Match ..............................................................................................................................................18 Player Ratings......................................................................................................................................18 Morale ................................................................................................................................................19 Motivation ..........................................................................................................................................20 Team Talks ..............................................................................................................................................23 Pre Match Talks ...................................................................................................................................24 Half-Time Talks ....................................................................................................................................25 Post-Match Talks .................................................................................................................................27 Individualising the talks .......................................................................................................................28 Using player reactions to judge player personality ...............................................................................32 Post-match Reactions ..............................................................................................................................36 Post-match press conference...............................................................................................................36 Fining players ......................................................................................................................................37 Fitness and form management ............................................................................................................41
..........................................................................................................................52 Transfer Policy .72 Admiring Players ....................................................46 Building harmony ...............................................................................................................................................................................................................................................................................................................................................77 .............74 Interaction with other managers ......................................................................................................................................................................................................46 Using this information to judge personality ................................42 Commenting on a player’s form ...............................................................................................................75 Making Enemies .................................................................................................................................77 Credits ...............................76 Conclusion ..............................................................................................................................................................................................................................................................56 Tutoring ...........................................................................................................................................................................................................62 Warfare .............................................58 Player recommendations...............................................................................................................................................................67 Interaction with other players ...................................................................................................50 Selection policy ......66 Press conferences .............................................................................................................................Communication & Psychological Warfare 4 Squad Management..................................................................................................................................................................................................................................................49 Choosing your captain ......................................................................................................75 Making Friends .....................................................................................................................................73 Declaring your interest ........................................................................................................................................................................44 Reactions (PR) .....................................61 Using and acting on staff feedback ..............................................................................................................................................................43 Options ......................................
Battles may be won by tactical decisions. Sun Tzu Even those like us at FM-Britain. but wars are built on strategy. The inferior team wanted it more. How do teams with obviously inferior players get wins over better teams? “Ah. but we must also delve deeper to see the strategy out of which victory evolved. but what none can see is the strategy out of which victory is evolved. not tactics. Players win matches. for a second.5 Introduction Introduction Players lose you games. And those that say different are over-complicating the beautiful game. Suppose. How were the little team motivated to play better? Why were they fired up? What can we do to ensure this happens on a regular basis? And perhaps more importantly. that the sceptics are correct. Taking you from the build-up to the match. They point to his famous dominoes quote as proof. . must concede that there is a beautiful logic to this. They tried harder.” they say. There's so much crap talked about tactics by people who barely know how to win at dominoes. They won the battle. Brian Clough Many a time have I seen Brian Clough used as the example of the manager who “played without tactics”. has elements of both. The truth. as always. through the game and on to longer term club concerns. this guide is designed to show you how to motivate your team to play at their very best in every game they play. and proceed to tell us that spending time worrying about tactics is bunk. who analyse (or even over-analyse) tactics. we must admire the beauty in the tactics which allowed David to slay Goliath. how do we avoid being on the receiving end? CPW is the complete guide to squad management in FM2010. Sure. this is what Communication and Psychological Warfare is about. All men can see these tactics whereby I conquer. In a nutshell. “the coach got them fired up and playing their best”.
they will perform far more consistently and far better than those with little determination and an amateurish mentality. we will describe how to judge each player’s individual needs and how to use this information to your advantage. train harder and develop quicker than flaky ones. It is also about learning to identify those players who are most likely to possess these strong traits and. To develop fully. spreading them throughout your squad from the captain right down to the teenagers in the youth team. our own experience and tutoring. consistent performances on the pitch will inspire them off it. crucially. You can. if you can build a team of highly determined. Covering morale. learn certain tricks to keep those with less favourable characters performing as efficiently as possible. we can instil these traits in our youths and get them to reach as much of their potential as possible. form. however. Similarly. Players with strong personalities will perform better. players need to train hard and to be determined to “make it” as professional footballers. It is therefore very important that you buy and develop players who are most likely to behave in this way. We will show you how. Those who are highly motivated will need encouragement to play even better. Effects on performance This guide will cover the ways in which you can get players to perform at their maximum in games. for instance. This guide is about maximising the positive effects of strong personality traits and mitigating the negative effects of weaker ones. in the real world as well as the virtual one. . team talks and player interaction. Effects on development Those same traits which inspire good.Communication & Psychological Warfare 6 Personality in FM2010 Understanding of personality is a key part of management. motivation. professional players. Players who are prone to nerves. By using our scout and coach reports. will need encouragement to take the pressure off them.
Of course. we will provide personalities. Partly this is down to its immediate nature.7 Introduction Strong personality traits like this are also incredibly important later on in a player’s career. perhaps. Similarly. but unless you can keep those fires burning over a 30. Understanding player personalities for the match is very important. . information and help when skim-reading the guide for extra help. how to engender these traits within your squad. and partly because of its direct effect on results. you will never be able to build a side that can win titles on a regular basis. during and after the match is important. this appears to be the most talked about aspect of man management. How to use this guide We will begin by taking people through the match day experience. if your players fall into terminal decline in their late 20s. knowing how to deal with your players before. Those with lots of high mental attributes. there are immediate and long-term benefits to filling your squad with strong personalities. team talks and the post-match post-mortem. On the forums. covering the pre-match build-up. In the second part of the guide. Certainly. We will also show you how to make the best out of a bad situation and how you can get the best possible reactions from those who need a good kick up the rear to achieve their potential. your youths never progress beyond the U18s squad and your entire team hates each other – well. we will move on to the longterm planning of your squad: how to spot players with strong Throughout the guide. They will summarise important direction. the most important part of the guide. This is. and this will be covered in great detail. and that is the other aspect to Communication and Psychological Warfare. 40 or 50-game season then they remain useless. key information which highlights a particular paragraph in these helpful hint and how to make sure that the whole squad pulls in the same boxes. Again. as well as professionalism. Thus. we will show you how. not all of our players will be model professionals. will be able to perform at a higher level long after their legs have gone and their physical stats go into decline.
This is intentional. tapping up transfer targets and playing mind games with the opposition. . even the best tactical masterminds will come unstuck. this may leave large white spaces at the bottom of each page.Communication & Psychological Warfare 8 The third and final part of the guide will cover the other miscellany of the game’s media management through what we term warfare: press conferences outside the match day. this covers: Team talks and player interaction – communication Personality management and moulding – psychological Using the media to affect other teams – warfare Obviously. there are overlaps between all three. the size of the pages have been adjusted so that the text on each page should fit and be legible on a standard monitor at 75% zoom. A note on formatting To improve the readability of this guide on computer screens. When printing. Effectively. and without a good dose of all of them.
lifted from the real world. their players and the media before and after big matches. We want our players to have best morale. So. And. we can assure you it is not! It takes a lot of experimentation and a sharp eye to know how to react properly to the needs of your squad and your individual players. however. Certainly there is something missing here. since you always should keep an eye on squad development and long-term perspectives. this is the ideal which most managers strive for in real life. you may recognise that they are following their experience and intuition. A game can be won or lost in the dressing room or in the morning papers. We want to see during the game if we can help a player by criticism or support. But in the long run. we cannot enjoy this kind of Jekyll and Hyde game some managers seem to enjoy. This does not mean any other chapter is any more or any less important. getting the right attitude before. We want them to recover quickly after a loss and stay focussed after a good win or even a great win. and those who have been dropped to be determined to prove us wrong. This is exactly the same plan we have here: to learn how to improve our decision making. by now. and this is the dividing line between a good tactician and a great manager. We want those in good form to maintain it. a slight exception regarding the internal and external behaviour of a manager in the FM series. as you can see. Sadly. You know the types – defend their players for the most inexcusable behaviour in front of the cameras while throwing cups of tea at them in the dressing room. last but not least. And if you really try to analyse how great managers handle themselves. While you may feel the advice given here seems to be a little bit “robotic” or even “gamey”. There is. They have an instant impact on match performance. We want to have a highly motivated squad. However. obvious compared to the progress in realism made by other areas of the game engine.9 Increasing your match performance Increasing your match performance Managing your team on and around the big match We start Communication and Psychological Warfare ‘10 with these chapters because they are probably the most sought after. during and immediately after a match can be just as important for winning a single match as your tactical skills and judgement. The game's lack of internal player interaction is. Much of this is common sense. He must handle (or even manipulate) the media perfectly. we would not rate . we want to make our squad feel comfortable and motivated when going into every game.
since it is totally down to us whether we turn a draw into a win or avoid defeat. I am sure this is one of the secrets behind the success of the biggest managers we know. If you can afford to lose these extra points at the end of the season. but we can’t download that killer team talk. We can download a tactic. this is a luxury we can ill afford. this is what is left. these chapters describe the most exciting non-tactical parts of management. since we are still able to achieve what we need to – and maybe. though. Whether you believe this is worth the effort or not.Communication & Psychological Warfare 10 this as too serious a loss. And. This is what can make the difference. In our opinion. then maybe you can avoid man management. After all tactical preparations are made and the last tactical changes are applied in the game. with much more efficiency than our real-life counterparts would even dream of. at some points. For the majority of us. . I am totally sure that getting praise from your players for the first time after you turned a game around with your fantastic half-time team talk is a great moment for any manager. back in the real world again.
building up pressure on the opposition by playing down their own chances and showing public admiration of the opposition key players. have a look at how these matches build up in real life and you will recognise how much emphasis cunning managers may put on this. You may suddenly see key players rested for one or even more matches before. the game is much easier than it is for our real-life counterparts. So in fact there is only one really professional way to handle this quest – and most likely there is not the slightest difference between game and real life here – whatever helps your team to perform at the best level is good. And probably at this point. you may find yourself in a bad position if you get carried away by raw emotion when a rival coach challenges you this way. Of course nobody can always take everything into account for every single game. on the other hand. we have less to consider than any real-life manager. And. just like in real life. You may see managers giving a series of positive remarks on his own players if he wants to put emphasis on the superiority of his team and if he is aiming at morale-boosting effects on his players. at least seven days ahead if you want to achieve the best results. Or you may see the opposite: big teams neglecting the favourite role. you should start your preparation very early. anything else should be avoided. Toeing the fine line between defending your team’s honour and being seen as an unprofessional lunatic can be incredibly tricky. this is a very basic and rough analogy since we find ourselves strongly restricted in our options by the game. . Of course. Between close rivals. Just ask Kevin Keegan how much he “would love it” or Rafa Benitez about such “facts”.11 Increasing your match performance The Match Build-Up The Psychological Warfare Campaign Being well prepared for an important match and having your squad at the top of their morale and form for this match can be key in achieving your goals for the season and have massive impact on your results. but looking at the calendar at times and setting your eyes on these big dates can improve your performance massively. Again. Preparation If you are facing key games. often enough this may result in a fierce and bitter battle and sometimes you really get the impression that one or both sides may lose control.
for instance. If you are a perfectionist and very slow player (or just have the luxury of time). The more ambitious. Good morale may make up for any loss in condition. And indeed it does take a while to get to know every new squad. 43) If you are playing a fierce rival. 52) and player interaction (p. of course. times. Pre-match press conference Finally. you may already have looked ahead and saved it for this occasion. Each and every one is different. even more so if you are a coach with rising reputation. you may also make a comment on your next opponent about three days before the match. the more you can stay on the positive side. This may be a slight lack of realism and a one-dimensional interpretation of There is a difference between interaction by SI games. but again I feel that generally 80% of real “commenting on the opposition” through the manager and doing it through the life examples prove SI to be spot on here. Also. 75). This is another great example of the modest approach working best in FM2010. if possible. See also the sections covering squad rotation (p. Check how your players react. See succeed as 'the special one' in real life as it may seem to us at Interaction with other managers (p. Since it is not always possible to give them anytime.Communication & Psychological Warfare 12 If you are. and you can rest them for a day after the match. Also consider allowing occasional rests for key players before important matches – if you can afford to do so. determined and professional your players are. you should consider using the game’s media interaction to increase their morale. and so each and every squad is different. The best-proven comment is to ‘expect a good rivalry’ as this will often take away pressure from your own players and occasionally build up pressure for the opposition. It is not as easy to pre-match press conference. Unlike the press conferences. after so many preliminaries: the pre-match press conference. you may lead this reserve match and take your players off at a peak but early enough to recover easily. it does not help you much to play the strong guy in this game. . Now you can make up for anything you missed before. you should consider giving them a morale-boosting reserve match on Wednesday. facing a top match in seven days and know that you may need some rotation players or even key players who are currently in a bad mood. Never underestimate the effect of reserve matches for rebuilding the morale of underperforming first team players.
Useful. but giving the wrong comments can have catastrophic effects and giving the right comments can boost your morale strongly. however.13 Increasing your match performance Choose your options wisely and remember that being over-confident rarely is rewarded in the game – but it also pays to err on the side of gentle positivity to keep the squad confident in you and let them know your expectations. Don’t underestimate your team though. if your odds are looking good and if your players are determined and can handle pressure. even at the lower end of the table? To make things clear: good pre-match comments will not win a game for you. and maybe even build a relationship (positive or negative) by making specific prematch comments to the opposition manager by clicking on “manager interaction” through the opponent’s squad screen and using the drop-down menu in the top right corner. this option will cause less pressure and you will see your squad being more relaxed. If you really do not see many chances to get away with a result or a point. You can back up these assertions. . The option to go with if your team is having a good run. it may also lose motivation. How many managers regularly go into games telling the press they expect to lose. I can’t see us winning today. In general. too. Takes the pressure off your players and most likely will result in a good morale despite taking a loss. Can your team win? The exact wording of these questions can vary depending on the strength of the opposition. if you do so. the possible responses will follow a pretty regular pattern We have a really good chance (the most positive response). We can win if we stick to the game plan. as it remains reasonably positive. If your form and odds are less brilliant. your recent results and the importance of the upcoming match. if you are additionally playing away and if your players suffer from a lack of self-believe.
the press are bound to say something. Yet. we have yet to see a team react badly to being told that you’re enjoying their run or that you expect them to bounce back soon. and the frequency of fixtures. There is little to be gained from telling the team that you expect your winning run to end imminently. Form: You are likely to get questions surrounding your form. particularly if the team is doing reasonably well in the league. Only advisable if your morale already is superb across the board and you do not want to risk anything to gain the extra motivation tags. unbeaten streaks and. your last result. it is often better to say that you want to bounce back or that the win has given you confidence than to play down your chances. Fixture congestion: Or a lack thereof. Since these are questions of form rather than specific questions about your up-coming opponent. even in these circumstances your professional players are likely to be concerned at your lack of ambition. it is actually the case with these questions that there is often little negative effect to talking up the dressing room atmosphere. there seems nothing to be gained from being negative here. Even if the odds really do look bleak. the press may ask you about your last encounter with today’s opponents. this option is best avoided for one of the less negative or slightly positive responses. No comment/Neutral response. Treat this much like you would any question about the upcoming game – confidence without naive optimism or arrogance. if you have progressed deeper into the game. including winning streaks. . Previous match: Whether you won. Usually. if you’ve waited over a week for a game or have to play again 2-4 days after your previous encounter you will get asked this. One to definitely leave for those cup games where you genuinely expect the team to get thrashed. Although we have already said that overconfidence is rarely rewarded. if you’re unfortunate. Again. drew or lost your previous match. From time to time the media may want your opinion on your build-up of fixtures or your relatively long break. Current form Much like the comments on your chances of winning. As with the form question. On the other hand. you will most likely get a series of questions related to your current form. It pays to remain positive.Communication & Psychological Warfare 14 There’s no chance of us winning today (the most negative response). losing streaks.
driven or highly determined players. if the team is confident enough to be noticeable to the press. your players will not get the joke. besides which. . younger players and ones who have low bravery will react badly to you heaping extra pressure on them. it is a report. You should always makes a direct comment to the look first at the form and personality of these players. but we cannot say that we have seen significant effects by doing so. chances are that the dressing room is a hotbed of positivity – praise them and their spirit. You can agree. One of the authors once tried it on Klose while he was playing for Manchester United. Is the team playing with freedom because of their confidence? Do you feel a drop in morale is just around the corner? Once more. Besides. in which case you are likely to have to name who in your team is charged with countering the threat posed by the danger man. This is as true for the opposition as it is for your own players. better manipulative with the entire squad of the stay away from commenting on them if they are not in a crisis. Danger man Not only during the press conference but also from your “next There is a difference between opponent” scout report. the media will occasionally identify what they see as the biggest threat to your side. other than the ability to be able to try and shift the focus from one player to another. Players in a crisis and with less determined characters are more prone to buckle under the pressure than those who are on top of their form. which may give you the opportunity to name a danger man of your own.15 Increasing your match performance Team morale: If the dressing room atmosphere is good and your morale is high you might get asked about it. But beware. opposition. negativity seems counter-productive here. you may get the opportunity to commenting on a danger man via the press conference and via the scout comment on the opposition’s danger man. If they are opposition player. and he said thank you with a brace… so be warned. During a press conference. Or you can strongly disagree. Identifying a new danger man can be entertaining during a press conference. otherwise the game may get too easy. so bear this in mind when nominating a player to “deal with the threat” of your identified danger man. Maybe you could spend some time on another gamble and pick another key player having trouble and a more In general. You may get a good laugh for picking somebody from the youth team. Commenting via the scout report gamble. whereas the press conference allows you to be more model professionals. but certainly this is hardly worth the effort.
There is no right or wrong answer here – you may prefer to say that all of your squad are up for the challenge. or whether you’re likely to park the bus. or just to continue to massage the ego of your biggest star. On the other hand. This might get the opponent fired up to prove you wrong. forwards can react badly if they think you are going to play very defensively). the press may ask you which area of your team you consider the strongest. this carries the usual risk/rewards of praising players. out of this strong area. or maybe you prefer to let everyone know where your best players play. And. but this will with you if you declare yourself to be over-attacking against depend on your own convictions and strong opposition.. Or will need it (i. As with most questions.g.e. When you do take the plunge and mention a part of the squad that you feel is better. The one option that seems to get decent results on a regular basis is “I wouldn’t concentrate on just one player”. Some love it. do you consider the best? This can be a good opportunity to talk up senior players with low confidence. Tactical approach The press may also be interested to hear how you intend to take on your opponents – whether you intend to go all out attack with It may well be useful to give an area of your squad a boost if you feel the game expansive football. The neutral answer tends to get the journalist to push the point but will at least avoid a negative reaction from your squad. The strongest area of your squad If you are confident about the up-coming game.Communication & Psychological Warfare 16 favourable personality for being influenced. it may be the honest answer if you are the kind of manager who does not make wholesale changes to counter individual threats.. some think you are putting too much pressure on them. In any case. you may get asked a further question – who. you may “stretch the something in between. neglected (e. but it could also unnerve him as he gets a public snub from you. Be aware that certain areas of the team can get annoyed order to boost the confidence of your forwards with low morale). if nothing else. And there’s always a chance that some of the other senior members of the squad will get annoyed that you didn’t mention them. it is also possible that you can get a positive reaction from some players if they like your intended style of play. or if they feel their area of the pitch will be managerial style. . it can pay to be truth” by suggesting you will attack in honest.
professional players with a good team ethic will want you to concentrate on the rest of the team and may see your apparent reliance on him as a weakness of your management. Once again. but also in a way that the player will accept. be aware of the personality of the replacement. be they positive or negative. since this is a public press conference. As with other answers. senior players may crave praise here. honesty seems the best policy. 43) and Team Talks (p. this is down to player personality. or those poor at handling pressure) will need a boost from you talking up their ability. Judging the best way to do this is tricky at first. In general. On the other hand. So. . 23). Similarly. and similarly if a player has been performing well then let the world know that you’re happy. If the player is injured. a neutral or no comment answer may spare the player’s feelings. if a player genuinely has been awful. confidence short of arrogance is the best approach. but this guide will show you how to make distinctions between different personality types and how they react to praise and criticism. those who are prone to suffering from low confidence (unprofessional players. Will they be missed. In general. it is best to react honestly. See the relevant sections in Player Interaction (p. Individual form and injuries Some of your own players might get highlighted by the journalists for their recent performances. both before and after games. Overall. there will also be comments about players who have been injured. less strong personalities will need the pressure to be taken off them. How well do you know the opposition? Do you expect them to create any tactical surprises? Or have you got anything interesting up your sleeve? Again. Occasionally. although often have the authors said “I could name their starting eleven if you wanted” and not got any reaction at all from the squad. When in doubt. react slightly more favourably than you would in a normal player interaction situation. you can be asked who will replace them or be asked how suitable a certain member of the squad would be as a replacement. Professional and determined players will react well to you saying they will slot right in. it is best to say so.17 Increasing your match performance They may also quiz you on your preparation for the game. or will you get on fine without them? Again.
These are modified slightly to reflect where the player is on the field. The FM ratings are derived from how useful a player has been on the night: how many passes he completed. It is all very well saying that we want our team to play “well” or “better” – but until we know what a “good” performance actually is. while a striker won’t be criticised for not winning enough key tackles. So. it is important to know what our aims are. But. headers he won. goals. FM2010 provides us with feedback on how well our players are playing and what they’re thinking out there on the football pitch. a defender isn’t going to get punished too hard for not scoring. we want to motivate our players and make sure that they play to the best of their abilities. it is clear that the game takes them rather seriously. integer rating from 1-10. Player Ratings Player ratings are not an exact science. Players lose confidence if their ratings aren’t high enough. we would be wasting our time. Similarly.perfect . either in the newspapers or in FM2010. in earlier versions of the game players were given a flat. interceptions. Any In the older versions of the game. Thankfully. assists and so on. and great ratings can improve your assistant manager’s view of a player when giving advice on your best 11. the ratings roughly meant the following: 4 – abysmal 5 – bad 6 – average 7 – good 8 – very good 9 – outstanding 10 . It will also be a key tool in learning how to spot different personalities in your squad and how best to deal with them. Despite what we may think about the accuracy of the ratings (I’m sure we’ve all had a player go from a “4” to a “7” simply by scoring a penalty). how can we tell whether what we have said has had any effect? And how will we know which players need to be shouted at and which ones need an arm around their shoulder? This section is not just a manual to show you what each team talk does and how to use it. But what do the ratings mean? Well. again.Communication & Psychological Warfare 18 The Match Understanding the tools at our disposal Before launching into team talks.
5-7. his rating would rise or fall. but nothing beats a player who has superb morale. But since the introduction of decimal places. A “6” would leave any player in danger of being dropped. Morale This whole guide is about maintaining morale. the player is doing OK. Happy. but we really want him to perform better. We still want our boys to go out there and play to a “7” standard. In the 6. but a good. but not bad. Not great. Very good is fine. depending on the player. We now have far more information as to whether a player has put in a “high 7” or a “low 7”.4 – average 6. we want our players to perform at 7. Anyone who played a “5” or below was a candidate for being fined for being so bad. solid performance should be in this area. Post-decimalisation. Morale comes on a sliding scale from very poor to superb.5-9.5-10. the team’s expectations and so on. anyone who put in an “8” or above was to be commended and shown as an example to the rest of the squad. Any team with any sort of ambition would want players to at least put in a “7” performance.0 .4 – abysmal 4.50-6. This will not always happen. Below 6. confident and motivated players play far better than moody. nervous and lazy ones. Depending on your player’s ambition.4 – good 7. Above 7.perfect Not much has changed.4 – bad 5.99 range.5-8. Then.4 – outstanding 9. And.19 Increasing your match performance player who played and did nothing of note would get a “6”.50 and we have a player who really is on fire. and certainly a couple in a row would indicate a player in very poor form.5-6. It has six stages.4 – very good 8.50 and serious questions need to be asked about this player’s commitment to the cause.0-4.00 or above. think of the performance bands slightly differently: 1. things have changed slightly in the way we view our players. . we want all of our team to have superb morale. But morale is in itself a good indicator of a player’s mood and character. depending on his effect on the game. Ideally.5-5. this can really affect his view on how well he is playing.
One of the best ways to improve it in the long run is to win games. Now. This guide will be all about exaggerating the positive effects of these changes. However. and can be used to show a general trend in player behaviour.Communication & Psychological Warfare 20 We can use changes in morale to judge how a player is reacting to our management. often there will be a “PR” indicator in the player’s full status. we had to wait until after the match to be sure what effect (if any) our team talks had produced. new contracts. a player who is regularly “nervous” will need more encouragement from our team talks and possibly more praise in the press. even if his performances haven’t been that outstanding. You can tell a player’s morale very easily either from the squad overview screen or from their profiles. Before this came along. or general concerns about the way the squad is being run. player interactions. a player who always seems to be motivated is likely to be very professional . This information can let us know how to treat our players during the particular match. in the following order: Very poor Poor Okay Good Very Good Superb Other possible changes can come from an extraordinary result (positive or negative). match incidents and score line are getting into our players’ heads. This is an incredibly useful resource out on the pitch. Take this as an extra consideration when judging how to deal with individual players. players with lower morale lack confidence. we can also use team talks. we know minute-by-minute how our talks. Check the player’s personal section of their profile to see what it is the player has reacted to. There are six indicators. On it we can see the mood of the players on the pitch. If a player has a sudden change in morale. and so forth to boost that morale and so ensure that as many of our team have superb morale as possible. It is usually best to be more encouraging and sympathetic to such players if they are playing slightly below the level you want than shouting and criticising them too heavily. and minimising the negative ones. For example. Similarly. In general. Motivation One of the little “widgets” we can use on the TV view of the match screen is the motivation tab. a relegation or promotion.
Mistake led to goal: This is a complicated issue. Positive Feedback Looking motivated: Great! Your player is up for this one and it’s having a positive effect on his performance. He may remedy this himself if the score line gets better or he puts in a good pass or a goal. you will need to use your previous knowledge of the player to judge the correct .21 Increasing your match performance and may need more strong words if his performance falls below the level required. Such a player may need a bit of a boost at half time to maintain his performance or he may need to be told he is doing well to get rid of any last remaining nerves. this might rectify itself. he is playing well anyway. It could be that the player is sufficiently motivated to correct his mistake and so needs no further encouragement. you’ll need to remind him of his duty next time you get a chance to talk to him. he may need some encouragement at half time. Despite your words of encouragement. and this may manifest itself in a poor performance. Negative Feedback Playing nervously: Your player is being a little overawed by the occasion and is starting to worry that things might not go his way. Having a good game: The game is not giving you any specific feedback on the player’s mood but. Encouraging words or similar words to the last talk you gave him may well keep his motivation high. Much like the nervous player. no matter. Use harsher words to make sure he knows that he needs to put in a performance if he is so right about the team winning this fixture. Try to get his mojo back by restoring his self-belief and improving his performance. however. Or it could be that the player is doing fine but one blunder has blighted his game. Your job will be to maintain that motivation by ensuring it doesn’t turn into complacency. Looking complacent: The player thinks this game is going to be a walk in the park. It will be up to you to judge the player’s personality and whether this is a player who needs to be encouraged or shouted at. he doesn’t believe that he can do what is required. he needs some confidence from somewhere or he may start making mistakes or doing something stupid. If it doesn’t. It could be that the player is shaken by his mistake and his head has gone down. Playing without confidence: Clearly your player doubts his own abilities. Alternatively. Clearly. Players who are regularly nervous should be given more encouraging team talks before and during the match in order to take some of the pressure off them. Much like the “mistake led to goal” feedback. so he might get sloppy.
but he isn’t complacent either. He’s not playing particularly well. however: we don’t want confidence to turn into complacency. get one over the opposition or just get stuck into this game. This is useful in some ways – if you know his personality you can try to gee him up or let him know you expect more. and if a player is regularly fired up and regularly getting into trouble with the referee or making bad decisions. previous experience with the player should alert you to the correct response to his performance. Playing with confidence: This player is happy in himself and with the team. So. Once more. Whether he’s determined to prove you wrong. this player will need to maintain this confidence. Deserves his goal: The opposite to the “mistake led to goal” advice in many ways. but he isn’t nervous. Questionable Feedback Looking fired up: A fired up player is angry at something someone has said. but there are no further clues as to his state of mind. Depending on the player. but not that badly either. consider a different approach. He is playing well and this is because he believes that he has what is needed to win this game. He’s not confident. but he will also be prone to taking excessive risks with his tackling and other decisions. Be aware. This is a player who has scored and has a high match rating. He will be more aggressive and far more motivated to play well than other players. but also not specific. The player is doing fine. That could be a hindrance rather than a help. He’s not overly motivated. Playing Okay: This is pretty useless feedback in many ways. a fired up player can be a blessing or a curse. encourage him. Again. Don’t go overboard. . let him know he’s doing well and keep him confident for the rest of the game. But you will need to use the rest of your knowledge about the player in order to truly get the best from him. you might want to calm him down with an encouraging talk or keep the fire going by telling him to go out there and get stuck in.Communication & Psychological Warfare 22 response.
it is difficult to understand how you can have a management game without this fundamental piece of man management! Team talks are one of the factors that add a little of the “human” element to the computer simulation. but then select your overall team talk for the remaining squad. A general hint for all team talks. and make the overall game experience more sensitive and less predictable. you should always check your team talk feedback to find out the right way to handle them. What is more. again). Read more in Judging Player Personality (pp. you will still see that the AI standard choice is ‘for the fans’ and picked far too frequently. I am totally sure that you will notice it once you get used to this. there is a helpful option available which will make things easier for you: the 'Ask assistant' button. you should play some games following these recommendations and see if there is a difference. Some players claim that they have fantastic assistant managers who do this perfectly. he still will not do the best possible job. The more determined and professional your squad the more demanding you can be of your players.23 Increasing your match performance Team Talks The dressing room is yours – now make the most of it Team talks are the key to influencing your team's performance and to giving you a good start to the game. Please note that the quality of both individual and team recommendations given by your assistant differs strongly depending on his man management and motivating abilities. However. 32. Driven superstars will not need the same encouragement as unprofessional parttimers. With little effort you can do it better! So. After all. Even if his attributes for motivation and man handling are very high. This is especially helpful for selecting individual options for performance-based talks since it will remind you to spur those. . Until you know your team very well. The half-time talks have even more impact on the final score and often decide whether you are giving away a comfortable lead or turning around a game if needed. If you do have any doubts about this. but in most cases these team talks are rather lousy if you look them up using the team talk feedback. what happens in the cabin is probably the very heart of managing and the secret of both fantastic success and miserable failure. almost match by match. If you do not have much experience with giving team talks. 46). as a tip: select ‘Ask assistant’ to single out some of the individual comments based on performance (not all are selected. individual talks and media interaction: every player and every team is different and requires a different approach.
Always add individual talks. In certain circumstances. it seems that though the wording in the menu might differ. a gelled squad and consistent performances. However. despite the advice to vary team talks given by the in-game hints. You will see that these kinds of squads often react very positively and are delighted if your objectives are clear. In fact. despite becoming the default you should look to vary your talks when the need arises. It can be helpful under these circumstances: you are clear favourites for the match and have a very determined. we’re happy to take the single point. especially if they are prone to nerves. If you lack these kinds of players and/or are not favourites for the match you should steer clear of this choice. but your team may be much more relaxed and eventually get a result. So you should not be too angry if you don’t get any more. You will soon see that “Tell the players they can win this game” can become your standard team talk once you manage to assemble a combination of solid tactics. A clear and simple statement and it will be understood as is. there is not too much room for variation if you have reached this state of stable performance.Communication & Psychological Warfare 24 Pre Match Talks After hitting the ‘Ask assistant’ button and singling out some of the individual player talk suggestions he made. you should now make your personal choice how you want to send your squad into the game. . Wish the team luck for the match ahead. this can make your players buckle and succumb to the pressure. For some strange reason. Probably a good choice for most home games in which you are favourite. Tell the players to do this for the fans. ambitious and professional squad. The message is simple: you do not have to win today. it is usually quite clear that these options have an equivalent. In our extensive testing. the end result is the same. But this should be reserved for the rather few games (depending on your league) against fierce rivals and occasionally for cup finals (get the trophy for the fans!). This should be your choice for away games or home games where odds are clearly against you. also if the odds are in your favour for away games and you feel this is a realistic view of your team. Your best alternatives will become: result will come and expect a victory. But obviously. the wording of these options may be a little different – however. Tell the players you expect them to win the match. the default assistant choice. Tell the players they can win this game.
Use this route if Angry/Disappointed may be too harsh since you are playing strong teams. you are drawing against a quite good team at home or you are leading by only one scrappy goal. Most likely you will be hailed by your players for turning around this game if you should succeed. for more ambitious squads. Disappointed/I want to see more from you. bring on a new player. spur them on if they are behind and need to turn around the game or make them more focused if they are playing well but cannot score. An option if “wish luck” seems to be too much. add individual talks and you should see a different second half. use the “team talks” tab in the tactics screen to give words of encouragement the incoming player. Wasting your half-time team talks can mean throwing away games and points and will definitely come back to hurt you. no matter if you manage a top team or a relegation candidate. Demand more and you may get it. It seems to work equally well for highly determined squads. But getting angry too often will make your players unhappy with you and will lessen the effect of shouting in the future as the lads will have heard it all before. useful if you expect your team to lose anyway or to face one of the hardest games of the season. Treat these like you would any other player just about to start a match. You are behind in a game you would like to be doing better in. Usually. but do not expect a resounding victory. In other words. Your players are generally putting in a pretty average performance and need to improve. since you now have the chance to keep your team on its toes if they are already winning. Show your anger at the team/I expect nothing else then a win. More then once I have seen a team recovering using this route. You can win today. This is the most valuable team talk if your team is in a crisis and has lost its winning form for several games and now will play a seemingly small opponent at home. You are behind or drawing a game which you should clearly win without any doubt. Make some tactical changes. no pressure. Combine this with encouraging individual talks to all key players to achieve the best possible results. which have started to dominate a league at will and have several leading members with high influence and determination on the field. Also useful if you’re still surprisingly holding onto a draw away . Encourage your players in a positive way. I expect a performance or none. Half-Time Talks The most important part of the match is the half-time talk.25 Increasing your match performance Tell the players there is no pressure on them today/result will come. you will only have the choice of you can make the difference. When bringing on a sub. it is now possible for you to give team talks to substitutes. Or. In addition to the general half-time talks.
Shows this: “you are outplaying them everywhere!” If you have dominated from first to last but have failed to score yet or just scored once and all you need is more luck with finishing. but see a good performance. This can banish any nerves and get the team to play freely in the second half. Also. There are some very rare options e. if there is not much left to win. or when you are playing well after some poor performances and need to keep morale up. Don’t let your performance drop (if available). The way to go if you are unlucky to be behind or drawing. especially if you expect a more committed opposition in second half. in finals like 'you’ve already got one hand on the cup'. Sympathise. See pre-match. If you are leading closely against strong opponents but your team is playing well and should maintain the performance to win. Thrilled.g. Only for fierce rivals or cup finals. Go out and enjoy the rest of the game/The pressure is off! For friendlies. Pleased at the performance (if available). or a good lead away. These options are generally variations of the common talks and should be read similarly. Pleased. If you are leading closely and feel your team is in control and dominating but has to stay focused to keep the lead.Communication & Psychological Warfare 26 without being favourite and think you have potential to win. For a clear cut lead of three goals at half time. For the fans. this is the way to go if you would have preferred Angry/Disappointed but your team has low morale. or it could make them go to sleep and let in a further sack-load of goals. For sustaining a good at least two goal lead against a good opponent. or if you are already clearly behind and playing a team which is also clearly better than your own. Whenever your teams performs above themselves (even if they do it every week). or leading against a very strong opponent. Show encouragement to the team (if available). In this example it translates into 'don't let your performance drop'. Beware that unprofessional and inconsistent players may see this as an excuse to stop trying. .
handling of pre-match media. this could be the way to say what you are thinking. Some players. morale loss may be less harsh. If your overall squad morale and performance were fine. It is also an opportunity to acknowledge key performances and single out poor ones. Sometimes the best you can do if you feel like showing your anger but your squad morale may already be down.27 Increasing your match performance Post-Match Talks The shortest and least important part of all. Give some individual praise if someone deserves it. used sparingly. This may work once or twice. since most of the time your players don’t listen anyway! The only bad mistake is not to give enough praise after good performances. Youngsters and new This is a tricky issue. If your team has lost away but played well. However. or worse take no notice of yet another tongue lashing from their manager. been playing down the chance of winning when facing a really hard match. . But be aware of creating a really bad atmosphere in the dressing room and if you go on this way you will sooner or later see unsettled players and more bad results in return. and your players will let you know if this happens. If you have Generally. You may make clear the result wasn't up to standard. the downside may be that your team will invest less into these games. Only lay into the players if they have performed way below expectations or if you are running a top quality side. repeated use of it diminishes its effect. characters and your still in bad mood after a win. such as a two-goal win at home against weak opposition. Don't say a word. Disappointed. The better way to go. However. be pleased or sympathise. can really let the players know that they have produced an unacceptable performance. be positive post-match. so use this sparingly unless you want your words to sound hollow. especially if your team is usually performing very well in the national competition. even if you feel like showing your anger. Use the team talk feedback to judge whether your players can handle such a talk. Angry responses. As with the half-time talk. Can also be useful when with a big team and the performance was unremarkable. Have a look at individual morale and praise those who are performances. since morale after a players tend to listen more often and will be happy if you praise loss will also be influenced by individual them. used too often players can get annoyed with you. Show your anger at the team. however. You will know if you have judged the mood correctly if morale stays high. be it a draw or even narrow win. will react badly to being told nothing.
all of this information. After very narrow wins. Nearly all the individual talks follow the same pattern as the team talks. one size does not fit all. including the feedback we get from these individualised talks. Later. If you are able to praise individual players and the whole team with a 'fantastic' feedback. It is good after a run of bad form for a title-chasing team who win 1-0 or 2-0 with an average-to-good performance. You lost or didn't win but your team has shown a good effort in second half. Getting these correct is the key to perfect man-management. They have done what you asked for. Delighted. with a couple of exceptions. These options are only available if the engine has clearly seen you outplaying your opponents. Beware now. . Or your team dominated but simply failed to convert clear cut chances. individual players all have individual needs. Why can’t you play like this every week. and your players will expect an according feedback. Sympathise with the team/good effort. While the generic team options will help in most cases. beware because this is a little trap too! You are effectively saying that you expect your team to play at least this well every single week. Indeed. you should not be too reserved with your post-match comments. Again. Watch out! Individualising the talks As with everything in life. Pleased. will help us determine our players’ personalities. But it is not useful for a small team who have just won 6-0 away from home against Barcelona. or maybe conceded an unlucky goal to something out of their hands like a refereeing error. maybe one notch more. Fantastic.Communication & Psychological Warfare 28 Warn against complacency in the next match. You have seen a convincing game. For now. especially if you see a series of narrow games you used to win easily before. Any other choice and you may be accused of not giving enough credit. We spoke earlier about player ratings and the motivation widget. this is a little trap! You are making a bad choice not to use this if available. there will always be certain players who are performing differently and will need different things from you to maximise their performances.
into three main categories: we can criticise a player. There are also some other options. Bear in mind. this motivated to perform better. or I want to only a rough guide to “good” and “bad” see more from you in order to criticise earlier poor performances. players who are playing well need to be encouraged in such a way that they maintain their performance. You could even match. used less often. rely not on praise or criticism but on appealing to the player’s inner belief. particularly if they have been putting in average performances of late.5 and a really bad expectations. though. Supporting a player There are really two types of support. You should also be more demanding of senior players. so shouting at them may just make things worse. Saying you are disappointed or depends on circumstances such as the angry with a player comes under this category. First of all. we can support a player.5.29 Increasing your match performance though. which can add a little more spice to your talks in more specific circumstances. However. that players with low morale are likely to have less confidence. Temper your criticism with low-confidence players in order to make sure you do not destroy whatever spirit they have left. but is a reasonably professional player who can be performance is below 5. or it may just make him upset with you. Criticise players who you know will want to prove you wrong and who are most likely to become complacent. Those who are playing badly need to be encouraged to improve. This can spur the player on to do better. This is say that you expect a performance from you today. . effectively. Criticism Criticism is most useful when a player is performing below In general a disappointing performance is one below 6. though. or we can try to motivate them to keep playing as they are. the player’s personality. we will make some generalisations as to the sorts of approaches necessary for motivating your squad. the team’s expectations and so on. How we do that boils down. We can try to motivate our players to perform better. performances. Both. or we can praise a player.
if we want to maintain our player’s level of performance we need to make sure they don’t get complacent. in general most player will see any performance above 7. but they might respond very well to being told how brilliant they are. Both will appeal to the player’s professionalism to keep going. and more. privately. Similarly. ability. The time to do this is with players who you need to encourage and let them Again. and know that they are doing just what you expected. Let the player know this by telling them don’t get complacent or don’t let your performance drop. sometimes getting the old hairdryer treatment won’t work – and it certainly will not always be necessary. who have lower morale or who tend to react poorly to criticism will need more praise than others. However. The encourage and sympathy options are good in this regard. those players who tend to become nervous easily. Use this for players who are doing okay. and should be used as a Beware. be that impressed with a player. or the I have faith talk. You might be anything above 8.5 as fantastic. . Use your knowledge of the player to judge whether they will need more stern words to encourage them to maintain their performance or whether praising them will work best. you may not. But once pleased or delighted with their performance so far.5 as good. or for players doing poorly for whom criticism seems to seldom work. Praise For a brief moment you may stop being the joyless school master and you might want to offer some grudging praise. though. but need to step it up a little to move onto the next level. This can be helpful if praising the player tends to make him complacent. Some players may think that their job is done if rough guide only.Communication & Psychological Warfare 30 If our players need to improve. expectations and the match they are playing in. as is the you can win today. It may also be more useful for players with low morale in order to keep their spirits up. As a general rule. It is also useful to support players who are prone to getting nervous or have little experience. this is relative to the player’s therefore want them to go out and give you more of the same. they get too much praise. We should support our players who are doing pretty well and we would like them to do slightly better or maintain their performance. and they will become complacent.
but it runs the risk of him making rash decisions and giving away free kicks and cards in dangerous circumstances. though. Some managers like to use this for players who are having unremarkable performances and who do not need any special motivation or encouragement. Similarly. and are used more sparingly. First. players with low morale may thrive once the pressure is off and gain in confidence. However. saying nothing can backfire in two ways. Players who suffer from nerves. Second. There are other options which are designed to fire up the team and get them in the mood for battle. Others will try to say at least something to every member of the team. Use the team talk feedback to judge which players can benefit from the “none” option and in which circumstances it works best. . there are the calming options. it can make the player confused and angry with you. Do it for the fans and prove a point! are clearly there to get the players up for the occasion and to elicit a performance from players who need to show the world that their previous average performances have been put behind them. The most obvious one is the “none” talk which effectively says nothing. designed to take the pressure off nervous players. especially when the game is going against them.31 Increasing your match performance Miscellaneous options Some options don’t quite fit this pattern. For others. it may be that you have missed a golden opportunity to encourage a big performance from a key player. can be inspired once they know that they won’t be criticised too heavily if everything goes wrong. Finally. However. Firing a player up may get them playing well. this might be an invitation to stand around and put in no effort for 90 minutes. and therefore less motivated. do not dismiss them because they are powerful tools in your arsenal. This depends on personal preference. The no pressure or the pressure is off talks can be effective in giving the player the freedom to do his own thing without worrying too much on the final result. new players or players who have spent a long time out of the squad.
On the other hand.Communication & Psychological Warfare 32 Using player reactions to judge player personality Once the game is over and the feedback has been absorbed. and this is partly useful because we can note what the player likes. which does not help. you may have been too harsh. and what does it tell us? There are many combinations of actions and reactions. If the team talk feedback suggests this player has become unhappy. did we try to take the pressure off or did we get angry with them? Given all of this information. for the team talks aspect of interaction we can certainly begin to sketch out how players of different personalities react. As we will explain later. just like there are in real life. or alternatively he may have low ambition or low determination and therefore expects less of himself than you do of him. Sometimes we won’t get any reaction. Judging Reactions to Criticism If the player becomes angry: Some players cannot take criticism too much. We know the rough reactions of our players: did they get nervous. and cataloguing them all will be a difficult task. did we encourage them. did they get motivated. dealing with players is about getting the right mix between what they need to hear and what they want to hear. were they complacent. we have to use our interactions with them to understand who they are and what their needs are. or was there no visible effect at all? We also know what we said to them: did we praise them. though. since we cannot employ sports psychologists or sit down and have a nice chat and a beer with our squads. then perhaps he is egotistical and needs more praise. However. that we begin to see the inner personalities of our players. Getting angry with average performances is likely to provoke this reaction. Bear this in mind before giving too much or too little praise. then how do we process it. we can begin to make some judgements about our players’ personalities. especially the one in Player Interaction (p. and in reality the player’s performance was not as bad as you suggested. Unfortunately. 43). There are many factors in personalities in FM2010. Other times we will get it right. They believe they have been more than acceptable and object to being shouted at. . This information should be used in conjunction with the other “judging personality” sections. It is when we don’t get the desired reaction.
indicating the player is a bit of an egotistical sort. are not trying. and it will be necessary to be more harsh with them. When we do this. Not every player is playing badly because they feedback should be used to gauge the reaction of your players. and that actually this player’s performance and mood needed criticism for not being good enough or a different type of support. This might suggest the player is unprofessional or unmotivated and that he has low ambition and low determination. If the player becomes complacent: Despite our words. They may actually need praise or some form of support to get them playing better. so this is general advice to be aware of. However. In these situations. Such players will need to be constantly reminded of their duty. or he needs more The motivation widget and the team talk encouragement. On the other hand. For instance. then he is likely to become nervous. there might be a mistake in your own talk. . Players can get confused about any type of talk.33 Increasing your match performance If the player becomes nervous/plays without confidence: The player thinks you are asking too much of him. He has become complacent anyway and cannot motivate himself to keep playing. Some players can become confused about the talk you have given. if you “encouraged”. the player hasn’t taken any notice. you may just be too ambitious for the squad. perhaps the player actually needed to be told “don’t let your performance drop”. Players with low self-confidence or nervous players are likely to think like this. Remember this for the future and try a different approach next time. Alternatively. If the player thinks this. Judging Reactions to Supporting Comments We will encourage a player to a better performance or to maintain his performance sometimes not through praise or criticism but through encouraging words such as “don’t get complacent” or “I have faith”. it could be that all the player wants to hear is great words from his coach. Expecting them to play better than they believe they can is likely to have a negative effect on the squad’s confidence. we hope to let the player know that his performance isn’t perfect and that we still expect more from him. it is very likely that you gave an inappropriate talk.
If the player gets nervous. This can indicate a nervous player with low self-confidence who needs more praise for his performances. Your attempts to get them fired up have just got them more scared of the situation. it may be your fault for not praising what was actually a very good performance in the circumstances. This has made him nervous because he is not sure he can keep playing this well. or it could be that you gave too much praise for a performance which did not deserve it. praising this player has caused him to think his work is done and that he no longer has to try as hard. This could be the sign of an unprofessional or unmotivated player. If we are delighted. or they may be egotistical. some players may be angry or upset with you despite the praise. Again. then we want the player to play like this again on a regular basis. then they may need more encouraging and supporting words than this. Do it for the fans!/Prove a point!: If you get a player nervous from this talk. . Other negative reactions “No talk”: If a player gets angry. since you are saying nothing it is difficult to pin down what a negative reaction says about the player in question. if we are pleased. clearly they expected more. this might be due to an unprofessional outlook. such as a young or nervous player. On the other hand. so perhaps you have an unprofessional guy on your hands. confused or de-motivated from your silence. we believe that the player has performed exceptionally well. though. In these circumstances. These sorts of players may well require more support than praise in the future. If the player becomes complacent: Clearly.Communication & Psychological Warfare 34 If the player becomes nervous: The player may have thought that they were playing quite well and is now unsure why he has not been praised. it is clear that this is someone who needs someone to give them guidance. suggesting a nervous or low self-confidence type of player. Judging Reactions to Praise The effect we want from praise is to encourage the player to continue playing at this level. Unfortunately. If the player becomes upset: In the team talk feedback. However. any professional player should be able to motivate himself. he may be too aggressive and will need to be calmed down. if the player gets too fired up. then it is probably best in future to say something to him. Conversely.
a player who always reacts well in the same situation may have great self-confidence. If it does. we will discuss another which will help pin down your players’ characters even further. Later. For instance. you might want to check if the player is unprofessional or unmotivated. while a nervous type player may react poorly to certain talks. this is just one tool to judge your players by. Also use the positive reactions to help your judgement. Use this information as best you can. Again.35 Increasing your match performance Pressure is off: This quite clearly has the possibility to backfire and make players complacent. . However. Players who regularly turn out the same reactions to the same interactions are likely to fit into one of the personality types highlighted here. Everything needs to be considered. this is difficult to judge because you have deliberately tried to remove the nerves and the fear from the player so we cannot be surprised when this happens.
As this is more public. Whoever gets the man of the match will. new signings. but you should not waste this opportunity to maintain your relationship with the press and with the players. but are not in a position to praise them. but err towards praise when talking about These two sections cover the general match day-related questions you are likely to hear on a regular basis. For more specific questions and how to generally attack press conferences. change the nature of the question. 67). or how good was their player.Communication & Psychological Warfare 36 Post-match Reactions Once the players have left the ground and the dust has settled. a neutral or no comment response will stop your players reacting badly to giving too much credit to another club’s employee. but with a team with high expectations and professional players a public admonishment may well ensure that a bad result remains a one-off. Players who scored a goal. to ignore it would be foolish. it’s time to take stock of where you and the team stand. then a “no comment” or neutral response will dismiss the question. When commenting on your own player. since often you will have time to make up for any mistakes before the next match. How good was the man of the match? This comes in two varieties – how good was your player. How did a specific individual perform? Sometimes the press will want to know about certain players on your team. how good was it? If you lost. The following questions are likely to come up depending on what went on during the match. unless he is a player you know to react poorly to too many kind words. Post-match press conference Good answers post-match can help maintain good morale or give players a boost if they are in a bit of a rut. Handling the media in the direct aftermath of the game is not as important as the build up. how bad was it? Essentially this is an extension of the post-match team talk. it is best to be full of praise. If you feel that your team will not benefit from a tongue-lashing. players on the transfer list: there are many reasons. However. How acceptable is the result? If you won. Treat this much the same as you would an individual team talk. see the Press Conferences chapter of the Warfare section (p. naturally. The pre-match conferences have more direct effect on match performance. . For the opposition. it pays to be a little more positive about the team. and good answers here will help you to continue to build a good relationship with your squad and the club.
avoid losing. However. There is a third type of fine – missing training. clearly the individual has made the previous game much harder to win. Very few. In these circumstances. the player has made life much easier for the opposition. this is not directly related to the match day. making life much easier for them. do not offer too much praise to guys you know react poorly to it. asked about his short-term future in the team. if any. the player has forced you to play with fewer men than the opposition – again. There are two main reasons why you would wish to fine a player after a game: They performed well below expectations They received a red card If either of these occurs. a player will have such an exceptionally bad performance that you may wish to hit them where it hurts – their pay packets. If you allow one player to walk free from a red card situation. the game provides us with the ability to warn or fine our players depending on the severity of the offence. players will react badly to such confidence. especially if you have or are planning to fine the player for his behaviour. Will this run of form continue? Again. However. For these circumstances. be defiant and suggest the most positive response: either we will get out of this slump or we are determined to continue this run. it’s best to fine the player heavily for unprofessional behaviour. Fining players In certain circumstances. If a player misses training. By being sent off. you will probably be This is also related to the fining system which you can use to discipline players. Dealing with red cards Dismissals are contagious in FM2010. or just keep on being defeated? In nearly all circumstances. By playing very badly. other . Again. It will depend on the player’s personality and your own convictions as to whether you publicly drop him or support him. though. and if they do it will suggest a very nervous or unmotivated player.37 Increasing your match performance your own players. erring towards criticism is best. you will be informed via a news item. this can be positive or negative. Will you be dropping this player? If one of your players performs particularly poorly or gets himself sent off. Will you keep winning.
If the player threw a punch. but in most circumstances the authorities will side with the referee. how fussy the player is with regard to criticism and how bad you feel the offence was. are likely to pick up far more cards than those who are not. give a one week fine. In these situations you shift the blame from the player to the referee and will be unable to fine the player. . through their positioning or instructions. especially those on heavy tackling or with a high aggression stat. continue to foul players when on a yellow card and generally lose their discipline too. You may get lucky and have the ban overturned. Also check you tactics if players are prone to being sent off. then it is best not to go in too heavy-handed straight away. Second offence by the team: If your team gets a second red card within a few weeks of the first. it is best to ramp up the fine from the one you gave to the first offender. an official warning may be enough to stop it happening again. then jack it up to two weeks. if you only gave a warning. It is often the best practice to nip it in the bud early so as to stop one red card multiplying throughout the team. for example. Appeal against decision: If you genuinely believe the player has been hard done by then you can choose to appeal against the red card. you may want to treat that far more severely than a second cautionable offence. If you gave a one week fine. In general. You can avoid red cards by substituting players who are continuing to foul on a yellow card or ones who you see are too “fired up” to last the 90 minutes. it may be coincidence – but it is far more likely to be the beginnings of a loss of discipline. a one week fine should also keep him in line and send a message to the rest of the team. How you deal with the individual will be down to your own personal tastes. to make last-ditch tackles. For more professional players from whom you expect more. a few months) to get sent off. Use this option only if you genuinely have reason to feel aggrieved.Communication & Psychological Warfare 38 players will consider it acceptable to make dangerous tackles. So. For the first offence with a team with good discipline or a player who takes criticism badly. It is important to let the team know that red cards are unacceptable. First offence by the team: If this is the first player in your squad for a while (say. Anyone forced. It is important to nip it in the bud as soon as possible.
It is best to have a united front to both the media in public and the player in private. if you know your player reacts badly to criticism. Second offence: If the player then goes and plays badly again within a few weeks of the previous warning. any performance below “6. Be aware. but not especially bad. You must use your own judgement as to what constitutes “unacceptable” in any given circumstance. Sadly. fining or warning him for such a performance may not inspire him to play better but is more likely to inspire him to hand in a transfer request.0” must be considered. If you have just played a much bigger team and a number of players have performed badly. Players don’t tend to make a habit out of playing badly.39 Increasing your match performance Further offenses by the same player or by the team: The only real recourse is to max out the fines and slap a two week fine on any further dismissals. Any professional player will accept your decisions and why you made them – and at the end of the day these are the sorts of people you want in your squad anyway. However. But much like with red cards. then it’s time to take the money back. we cannot fine a player privately while backing him up in public like many real managers would do. Similarly.5”) may need more drastic measures. you pay him to play well – if he doesn’t. though.6 may be bad. that truly terrible performances (say. the player and the context of the season and the match as to whether you believe a player has had an unacceptably poor match. After all. and a reminder to them about their professional duty should be enough to elicit a positive response. Poor match It will be down to the manager. a performance of 5. but not necessarily all that surprising. . First offence: For a bad. For this reason. performance a warning is usually enough. it will be time to upgrade the punishment to a one week fine. a graduated system of fines will allow you to punish the player as well as giving you room to make harsher judgements should the situation demand it. lower than “4. you are likely to get negative reactions if you use the press to support the player and then fine him anyway. but discipline in the long-run is much more important than keeping players happy in the short-term. This may not make you popular.
However. He is also very likely to be unprofessional. Yes. But if you find that their grievances continue longer than a week or so. do not worry too much. A player who cannot handle being disciplined or who reacts vehemently to the disciplining of others is likely to cause more problems than he can solve. Always make a note of . They will argue that you have unfairly treated a certain player and will get angry themselves as a result. In many circumstances. you want a happy squad who are motivated. but they will often quickly get over them. but you also want a squad who can accept when they have behaved inappropriately. Such continued poor form is unacceptable and should be punished. right and centre. Providing your players don’t make a habit of protesting or start making transfer requests left. develop slower and decline quicker in their attributes. and unprofessional players perform less consistently. Individuals may get upset over individual incidents. perhaps the problem is more deep rooted than a lack of motivation. it will not take long for them to accept your decision. on occasion you may see that a disgruntled player gets support from his teammates. you may want to place them as candidates for a transfer away from the club. For players who are consistently a bother to you in this regard. the third may be true and you may have completely misread the situation. However. Of course. but at least there is enough camaraderie in the camp to make your squad stand up for one another. You can make a note of the reaction of the team and perhaps deal with such players differently in the future. if the player has genuinely played that badly three or more times within a few months. so stay firm. and such a player should either be a candidate for the transfer list or should be employed in a different role within your squad. In the case of the second. it may be down to a few reasons: The player was well-liked in the dressing room and his friends are showing solidarity You have a number of unprofessional players who cannot accept discipline You genuinely were too harsh and will have to re-think your strategy In the case of the first. try to maintain discipline by holding firm to your principles.Communication & Psychological Warfare 40 Further offences: Throw the book at him and give him a two week fine. Dealing with negative reactions Providing you are firm but fair there should be no long-term problems with such a system. this is a longer-term problem.
41 Increasing your match performance negative reactions – if the same action causes the same reaction again, then a change of approach may well be necessary. Every squad is different and reacts in different ways. It is up to you how much you bend to their will and how much you impose your discipline on the squad. Fitness and form management The whole point of management in the post-match arena is to make sure that the players are in the best possible position to do well in the next match they play. With that in mind, it is important that you keep all your players fit and available for the next fixture. If you have another match within the next week or so, it may be necessary to look at the squad and see who might be rested and who will be needed. Ideally, this decision will have been made prior to the game you have just played but, as we all know, injuries and suspensions can cause a change to even the best laid plans of mice and men. If you have a player who you want to play in the next match but whose condition has dipped below around 75%, you might want to consider resting them from training. One or two days should be enough to at least get the player to a state where they can start the next match unless they have chronically poor stamina, injuries, or are just exhausted from the amount of fixtures they have played recently. Take a note of players who cannot cope with this sort of regime and either look to substitute them earlier the next time you have fixture congestion or simply look to only play them once a week. You should also take a mental or physical note of those who played poorly in the last match or whose morale has dipped. You should also see the selection policy These players should be prime candidates for some sort of chapter which deals with these issues (p. 52). morale management when the next match comes along. This can come in the form of player interaction, or in the form of prematch team talks such as “I expect a performance” or “The pressure is off”. By dealing with individuals in this way, you can hopefully nip any potential run of bad form in the bud before it becomes an issue.
Communication & Psychological Warfare 42
Day-to-day morale maintenance
Unfortunately, the last few FMs have not introduced a feature many players have been hoping for: internal player interaction. It still seems to be quite strange that you need to criticise all of your players in public through the media rather than just calling them into your office. On the other hand, it may explain just why player interaction has such an effect on individuals, and why it is the most powerful morale boosting tool in your psychological arsenal. Just imagine reading your boss’s statements about you in the morning paper. It does happen in this business, of course, but there should be other steps first and in fact I think most coaches are very cautious regarding explicit comments to media. As we have said before, there are plenty of managers famous for backing their players 100% in the public arena while slamming their behaviour behind closed doors. But this is a game development issue which we cannot circumvent in FM2010, so we will work with what we have been given. At this point, it may be helpful to draw some real-world parallels by taking a quick look at some of the more interesting users of the media and man-management in football. Men like the self-styled 'special one', José Mourinho, are brilliant examples for this type of manager. Despite showing an arrogant and often confrontational attitude in public, he is worshipped beyond any normal measure by his players. Therefore, he must have some kind of knowledge and skill in handling (or, dare we say, manipulating) the media in public and his squad in private. We cannot do this in FM2010, but we can be just as loved as the special one. When interacting with your players, you should always think about how you would want to be treated as a player. You can build up and you can destroy players, and, for some players, their inability to get motivated for their club and play well must be, in some part, down to their manager. If you use your options wisely, you will gain more consistent performances, fewer cards and fewer game-changing errors. This section is all about such consistency: boosting morale and managing your players so that they remain motivated and ready to go in every game, no matter how big or how small.
43 Squad Management
Commenting on a player’s form
The easiest way to superb morale
The most obvious way to boost morale throughout the season is to make comments on your players’ form. By praising and criticising at the right moments, you can keep your squad in almost perpetual high morale, which in turn will produce better performances, more wins and higher morale. Furthermore, it gives you the opportunity to become one of the player’s “favourite staff”. Players who respect you are much more likely to take what you have to say on board in a positive light. Commenting on form can usually be started if the player has been playing in your last 5 games or has played reasonably regularly in the side. Certainly, they will need to have played recently (in the previous game or within the last week or so). This is one benefit to keeping a settled starting eleven, although we will come to this in the later sections. Unfortunately, this cannot be done for players who are on loan at your club. You should be looking to comment on a player’s form whenever you can. Even those players who already have superb morale can become more motivated for the next match if you use the right words. It is also a good opportunity to build an even better relationship with the player. The best time to comment is around 24-48 hours before kick-off. In FM2010, that is usually around the time of the pre-match press conference and the announcement of the betting odds for the up-coming fixture. Commenting directly after the press conference gives you the chance to make up for any negative reactions your answers there may have provoked. How you react to a player’s form will depend on two main issues: 1) What the player wants to hear 2) What the player needs to hear This may sound obvious, but some players will expect far harsher criticism of average performances than others. Similarly, although you know a player likes to hear praise all the time, his performances may not merit it. So, the trick is to find a balance between the two – let the player know how well he is performing to your expectations, but do it in a way that elicits a positive reaction.
18). Pleased: The player is doing well. Also check the chapter on player ratings (p. Nervous players with little confidence will need more praise than professional players who are highly motivated. At the simplest level. And clubs going for the top-level championships will be expected to put in much better average ratings than those involved in a relegation dog-fight. Below that and the player needs to improve. is down to individual players and down to the standards of the club. Acceptable: The player is performing at the level you would expect. Below-par: Recent performances have been below the minimum you would expect. above and they are performing well. Deeply Upset: The player has been very. but not by too much. This is a cross between praise and criticism. The best guide for your normal reactions to form is the player’s average rating. What constitutes an “acceptable level”. performing at a good standard and helping the team. Delighted: The player is in the form of his life. very poor over recent weeks and his form is absolutely unacceptable. however.Communication & Psychological Warfare 44 Options There are six options to choose from which will be available from the player interaction menu. Disappointed: The player has played poorly over the past few games and needs to seriously improve his game to stay in the team. consistently putting in performances well above that which you would normally expect. an average performance of “7” is acceptable. . but he could do better.
The more we interact. how can we use that information to improve our interaction performance the next time we comment on them? tend to be less mature and therefore need more kind words so that they do not lose confidence. what reactions can we get from our players – and in turn.00 – 5.pleased 6. and will be unhappy if you tell him it is “below par”. . this is just the starting point for your interaction! Whilst a lot of players will fit into this scheme. The rest of this chapter will go into more depth about how you should do this.50 – deeply upset This will not apply to all teams! You will need to modify the scale according to the expectations of your team and the expectations of individual players. Youths So. Similarly. the more Older and more mature players tend to we will learn about the player.00 – 6.50 . we won’t know what he likes. they will not think that an average of 6. However. the changes in severity of criticism or enthusiasm of praise work in roughly blocks of 0.45 is pretty good. until we talk to a player.45 Squad Management Given this information.00 – disappointing 1. more professional players will demand more from themselves – i.50 – 7.00 – 7. And it is up to you as the manager to understand which players and clubs expect more or less from themselves (what they want to hear) and what level of performance you expect them to turn out (what they need to hear).e.85 is “acceptable”. We can make some generalisations from his performances and reactions in matches.50. you may have a very nervous player who thinks that a rating of 6.00 – delighted 7.50 – 10. As we have seen before. from his scout and coach reports and so on – but until we take the plunge and interact. Unfortunately.00 – acceptable 6. there is a sizable minority that won’t. be more responsive to criticism.50 – below par 5. This produces a rough guide like this: 7.50 – 6. we will still be guessing.
you will get three types of reaction. . Essentially. a positive PR icon and respect from your players. Using this information to judge personality Just like with the team talks. however. or they may just get de-motivated by your excessive expectations. They will feel that getting praise from you is too easy or that they do not have to play very well to impress you. then this gives us clues as to how to handle him best. the PR icon with a decrease in morale shows that your words didn’t have the desired effect. you say that the player is “below par” when he thinks his performances are completely unacceptable). over-criticise a player. and you may see yourself become one of the player’s “favoured personnel”. Over-criticise: Again. but getting it wrong teaches us far more about his inner personality. Just Right: If. you know that something has gone wrong. over-criticising a player may involve only being “pleased” with the player when he thinks you should be “delighted”. Either way. they will get a “PR” icon in their full player status.Communication & Psychological Warfare 46 Reactions (PR) When a player reacts to something you say in a press conference or a media interaction. it’s great to get it right with a player. If you have commented on a player’s form. Over-praise: If you give a player too much credit. or do not criticise them heavily enough. although the exact wording will differ slightly from player to player.e. you will be rewarded by a big morale boost. Click on the “PR” and you will be taken to the player’s information screen where it will say exactly what the player has reacted to. Similarly. This will make them lose respect and will de-motivate them. Over-criticism can also come from not praising a player enough. you’ve got your words spot-on. which will make it much easier to handle the player in the future. they are likely to get unhappy. or your words may have been just right. Do this often enough. you can over-praise a player. Over-praising can mean not giving enough criticism (i. If a player regularly thinks you are too harsh or too accommodating. If you get a PR icon and their morale decreases. the players will lose respect for your leadership.. Being too harsh with a player may get them angry that you are not giving them the credit they deserve.
86 – deeply upset More recent performances appear to hold greater weight when judging which interaction to use in borderline cases.36 – disappointing 1. So. He may be highly motivated or professional and will therefore expect his manager to push him harder to bigger and better things.pleased 6. Next time. So if the player’s most recent performance has been exceptionally good or bad. we will say a performance of around 7. He may also have low expectations or low confidence and will therefore need to be praised even if his performances are slightly below what you would normally expect. why don’t we use the following guide? 7. in essence we have shifted our scale up by 0.86 – 10.47 Squad Management If the player feels he has been over-praised: This player is clearly driven to put in higher performances than you would normally expect.00 – 5.36 – acceptable 6.86 . we know that he is more demanding. we have a player who reacts badly to praise when he plays a 7. next time. however. If the player feels you have been over-critical: This player may be unprofessional or egotistical and will expect more praise from you.36 is acceptable because we know he reacted badly to us telling him we were pleased.50 was good form. . bear in mind that they may not react exactly how you might expect.86 – 6.36 – 7. Modifying our approaches Let’s return to the guide we used before. We said that 7. be slightly more critical of his performances. form we should be pleased with.36 average.86 – 7. If.86 – below par 5.00-7.36 – 6.00 – delighted 7.36 because this player has higher expectations. While we don’t have to be this exact. Next time. Again. make a note of the interaction and form and use this information so that next time you can give the player a little more praise. Make a note of what interaction you gave and what his form had been over the past 5 games.
the scale has shifted down by 0.36 – deeply upset Here.36.86 – 7.36 – below par 5. make a note in his profile. you will begin to realise which sorts of players need more criticism and which need more praise. you can check the notes and work out what changes you need to make to the scale. In the meantime. if you interact with a player and he reacts badly. So. we can do the opposite: 7. This is the basic premise.pleased 6. next time we will tell him we are delighted.36 because this player has lower expectations. .36 – 5.36 performance.86 – disappointing 1. Over time.36 – 6. Since we know he reacted badly to only being lightly praised for a 7.86 – acceptable 5.00 – delighted 6.86 – 6. we can use the notes system to make a note when we “get it wrong”. what if we were pleased with a player who played 7. Next time.36 .36 – 10. but that player got upset because he thought his form was much better than that? Well. along with the action taken and the form of the player at the time.Communication & Psychological Warfare 48 On the other hand. with more experience and more interactions with individuals.00 – 5.
since you are the boss. “Long-term” planning can be anything from around a season or two to a decade or two. you will need longevity. This begins from a young age. It is important to make sure that your entire club has harmony. Keeping an eye on the future is always important if you hope to achieve sustained success. and there is no button to “leave respect to the assistant”. While the previous chapters may cover the “frequently asked questions” type issues. though. In this section. respects your opinion. works towards a common goal. we begin to delve into strategies which can create this long-term harmony. How can we treat players in a more effective way? What positive and negative effects can our management decisions have? And how do we emphasise the positives while mitigating the effect of the negatives? .49 Squad Management Building harmony A gelled squad is a happy squad So far. Loyalty cannot be bought. it is perhaps these long-term policies which will decide how successful you will be throughout your career. The real strength of men like Sir Alex Ferguson and Arsène Wenger. we’ve dealt with more immediate issues – direct interactions with direct consequences designed to build their full effect over anything from 45 minutes to a week. How do you build a team that can stay happy for years. To be a truly successful manager. who have built more than one team at their respective clubs over the past decades. There’s also a reason why certain players and staff seem to follow their manager from club to club. not until his next pay cheque? The answer lies in your overall management strategy. and. lies not just in their transfer policies but in the loyalty they engender in their players. not days? How do you keep a player loyal to you for life.
he is a proxy for the manager. then. It is not a requirement that the player be over a certain age before you give him the armband (Rio Ferdinand and Nigel Reo-Coker were both captains in their early twenties). he is simply the best player. Picking a player to captain the side who has next to no first team experience is almost unheard . As well as this. Just as importantly. the choice of captain can have a positive effect on the rest of the squad. which will help unite the players. There are a number of factors to consider. professional players will be naturally more driven to play well but also less prone to getting nervous or upset if things on the pitch are not going as well as they would hope. Age: Older players have more experience. those with good mental stats across the board should definitely be candidates for the job. this is the As you learn more about your squad. time at the club and ability relative to his team mates. will become clear who the more professional players are. Choosing the right man. but in general it is better to give the captaincy to an older player who will more effectively handle the pressure. In general. it attribute most highly recommended by the game for a captain. The reasons for these attributes are pretty self-explanatory. less likely to be unnerved by letting in goals and will be more determined to win games. players can get a morale boost if their preferred candidate gets made skipper. many of which are inter-related: Attributes: All captains need high influence so that they command the respect of their teammates – indeed. Teams with effective skippers will be more motivated. the captain can be an important tool. team work and hidden stats such as professionalism. though. commanding the team from within the pitch while the manager shouts instructions from without. They also have better mental stats and therefore are likely to perform better individually as well as lead better as the head of the team. seniority reflects experience.Communication & Psychological Warfare 50 Choosing your captain Different countries and different managers look on the captain of the side in different ways. In FM2010. Further. or the most experienced. For others. For some. is a decision that shouldn’t be overlooked. you will want good levels of determination. Seniority: Not quite the same as age. Determined players will play better and be more driven to make sure the team plays better too. When you make the decision. Those with good team work will also play better as part of the team unit.
which will cause issues. and partly because from these positions the player can see more of the pitch than. If the player’s performances appear to be dropping to an unacceptable level. They may get annoyed and feel more senior or more deserving than the guy you have chosen to honour with the armband. This is for two logical reasons. Ability: If you are going to make a player who will never get near the starting eleven your captain then you are wasting your captaincy. it may be time to strip the player of the captaincy. One or two of your player may feel they should have been captain. As before. Besides. For realism’s sake if nothing else! Potential negative reactions Some players may react badly to you changing the captain and vice-captain of the club. attributes and ability. Similarly. Common wisdom in real football supports the idea of making a central player your captain. their friends may also disagree with your . a settled and gelled player knows his team better and therefore can lead more effectively. So this links in well with other factors such as seniority. Midfielders and centre backs have. tended to make the best captains. Performances: If your captain has a tendency to play badly. a forward. which will in turn inspire the rest of the side to play better. historically. and can therefore lead on the pitch. Players who are considered “favoured personnel” of many other squad members should also be considered candidates for the role as they already have the respect of their peers. and can therefore inspire his teammates. Second. The club captain should be (when fit) a regular starter and one of your better players. buying a player and immediately making him captain is likely to annoy the other senior members of the club (unless he comes with a massive reputation relative to the rest of your players).51 Squad Management of. better players tend to put in better performances. Similarly. say. we have yet to see an advantage to putting your captain in one position or another. This is partly down to the determination and football intelligence needed to play the role well. he won’t be leading by example. be a player who regularly performs well. the friends of the original captain may choose to stand behind their ex-skipper and become annoyed that you have unfairly (in their eyes) replaced him with someone else. Your captain should. It also tends to be the case that players who play well get picked more often. Position: This is more controversial. The original captain may become disillusioned as anyone would to effectively being “sacked”. but this is a factor to consider if you are looking for a captain and are unsure between a couple of players. First. In FM2010. good players play more. ideally.
Squad Rotation Policies Your selection policy can help in this regard. Looking at Aston Villa over recent seasons. it is often argued that teams with lower squad gelling should be looking to play with less expansive tactics. flair-based tactics is much easier with a gelled squad than with a fractured one.Communication & Psychological Warfare 52 choice and believe that their friend deserves more respect. following your tactics much better and being far more aware of their team mates’ movements. Because of this. In most cases you will also be changing captains in the close season. the quicker he will learn it and become comfortable with it. The more a player plays in a particular position or in a particular role. That is open to debate. relying more on solid individual performances than flair play and intricate passing. On the whole. changing only one or two players a match. however. . meaning there will be plenty of time to rectify any morale dips and give the new captain time to establish himself and win over his doubters. the quicker they get to understand each other. If you keep a reasonably settled side. they have built relative levels of success by keeping a very settled first eleven. if you make a logical choice as captain most of the squad will react well. like each other will pull in the same direction. it is much more likely that you will be able to use player interactions on them to comment on their form. but what is for sure is that playing intricate. they will not get annoyed by sitting on the bench. or Birmingham in 2009/10. the team will gel much quicker than if you employ a heavy rotation policy. Selection policy Squad gelling is an important factor in getting your players to play as a team. Players who know each other and. more importantly. or at the very least won’t hold a grudge for much longer than a week or so. This is for a number of reasons: The more players play with one another. Players respond well to playing – if you keep playing the same players regularly. keeping the same starting eleven as much as possible. If a player plays regularly.
. Manchester United over recent years have been notable for how often they can change their starting eleven and have players slot in as if they had never left. The less chance a player gets to play in a particular role. then: The subs will not get chance to understand their team mates and will look lost if they have to be thrown into a pressure match. If you do not rotate enough and get your substitutes and reserves into the first team enough. it will be impossible to field certain players in every game. They rarely see lots of players leave and bring in lots of players from other clubs. Partly this is because of Manchester United’s transfer policy. Similarly. and most of these positive outcomes from a settled eleven are also turned into negatives. or. Juggling the need to get a settled. gelled squad with the need to keep all of your squad happy is difficult. where you may only play 22 matches. worse. annoy their team mates with their complaints. the less effective he will be when he finally gets to play. where teams can play between 40 and upwards of 55 games a season. In somewhere like Uruguay. however. If a player never plays.53 Squad Management Of course. it becomes much more difficult to boost their morale through player interactions. it is much easier to keep the side settled. this is not always possible. It is also possible to get a gelled side despite heavy rotation. Aston Villa are famed for fading at the end of seasons as the number of matches takes its toll. In a country such as England. It is very important to note: settled and gelled squads can get away with much more rotation than un-gelled squads with a high recent turnover of players. Players respond badly to never playing and are likely to get disgruntled. request transfers.
. One poor performance should be taken on the chin in order to keep a settled side. Try to keep turnover of first team players to a minimum. A striker who plays a “6. For the majority of teams. but it is possible to begin to make some broad points about players. creating competition within the squad. Dropping a player: If a player performs below the acceptable standard. Others will simply drop the player and give someone from the bench the opportunity to out-perform him. But the “acceptable standard” will vary from game to game. we can give some general advice: Try to keep changes to a minimum. In the early days of trying to build gelling. try to keep a player on the team sheet in consecutive matches.4” in a match against the worst side in the league may deserve to be dropped. and teams at the lower levels tend to suffer far more turmoil than those at the top. but obviously if the player makes a habit of playing poorly he will need to be dropped. If possible.Communication & Psychological Warfare 54 So. Resting and Dropping Players Obviously. Some will look to give a couple of chances to a player. but keeping the majority of a squad together gives you a base from which to work in building gelling for the following season. the best policy is one of balance. anything below “6. It’s a difficult decision to get right because every player is different and every situation is different. he becomes a candidate for the bench. Following a promotion or relegation this might not be possible. providing their condition is in the 90s. Every manager has his own personal style. to rotate effectively it is important to know which players need to be rested and which players need to be dropped.5” is a bad enough performance to consider dropping the player. be a little more lenient with a player before you drop him. changing more than 2 or 3 players in the starting eleven with an unsettled squad will slow down the rate of gelling. using the media and team talks to try to prevent a run of bad form occurring. Although these can only be rough guidelines which individual managers will mould to their needs. In normal circumstances.4” against a team three divisions above you in the cup? Once again. as always. we need to be aware of specific circumstances. but is the same true if that player gets a “6.
e. and keeps the squad rotated and. it is important to know what games you have over the next 7 to 10 days. If a more important game is coming up within the next 7 days. they will be unlikely to be fit for a game three or four days later. Especially for teams chasing silverware. Certainly. if they do play a large chunk of the game (say. It also gives the chance for another player to prove themselves.e. Resting a player: There are two ways to consider resting a player. over an hour). However. Through player interaction. However. perhaps commenting on his recent form to give him a morale and motivation boost (if possible). Whichever route you decide to take. you may want to rest the player or at least make sure he plays an hour or less. if you are trying to build some stability at the club. or it can be a forward-planning decisions (i. the player is rested because he is not fit enough for the upcoming game). the player is rested because a game within the next few days is considered more important for him to play in). On the other hand. Either it can be an immediate decision (i. since most players will accept missing the odd game here and there. This should keep him fit enough for the next game. Much more interesting would be the ability to let a player know he has been dropped – but for now we do not have that tool at our disposal.55 Squad Management One poor game for a team with plenty of quality cover could be enough to drop the player. resting a player whose condition is below 95%. we can let a player know that he is being rested and for how long. . therefore. Consider. or he plays in a “less intensive” position in terms of stamina (such as goalkeeper or centre-back) you may choose to keep the player in the team. Any player whose condition is below 90% is unlikely to last the full ninety minutes. you might give the player another chance to prove himself. if you are looking to keep the player in a settled first team. fit. poor performances need to be punished. then. in our experience this seems hardly necessary.
We will not discuss how to bring in the right players for your tactics or league. However. Some may get disgruntled with your treatment of them. Offloading older players: Clearly. you have five or six centre-backs. you should know the type of player and quality of player you wish to bring into the squad. then your defenders are likely to become concerned. Nevertheless. Potential Problems Buying too many players for a specific position: The more players you buy to fill a certain position. Sometimes this is unavoidable. the time will come with all players where budget and talent constraints mean that you will have to sell on players of a certain age. which can be ideal replacements for current staff whose contracts are expiring. If you only have one or two senior players for key positions. with their superior mental traits. Older players. and the tools at your disposal to minimise the damage of potentially unpopular decisions as well as maximising the impact of great mercantile cunning. Keeping players at the club for a long time can build a big relationship between the player. none of whom are youth players. the players can get worried.Communication & Psychological Warfare 56 Transfer Policy As a manager. you and the club. although this is likely to happen only if you severely gut the side. You can solve this by moving on your weaker players by loan or transfer. such as when a player has been unsettled by speculation or has been sold over your head by the board. what is important is to realise the potential effects of transfers on squad harmony. However. as well as which players in your team are not good enough or need to be moved on. As far as possible. the more the existing players at the squad will get nervous about their place at the club. ensure that you have a good 1824 senior players on hand and you shouldn’t have any issues with this type of complaint. Selling a key or well-liked player: If a very well-respected or talented footballer is sold on. be sure that you minimise the damage when dealing with key players or transfer-listing senior or well-respected members of the squad. are ideal tutors for your youngsters. Giving a player too high squad status: If you promise an average player first team football he’s likely to get . for example. if the wage budget can accommodate them and they are willing to play a more minor role you can gain a lot of positives by keeping older players on board. They may also become coaches. but in general it is best to avoid this situation in the first place. the rest of the team can get annoyed at the lack of ambition and the loss of a friend. Selling too many players for a specific position: Of course the logical opposite is that the club loses all its depth. If.
To maximise or minimise the impact of buying in new players. Of course. but equally you don’t want the new signing to be a disruptive influence. Unhappy players can breed unhappiness by getting into arguments and generally wrecking the dressing room atmosphere. Their high mental stats are excellent for passing on to youths. Bringing in a player with great ability or reputation can really give the rest of the team a boost.57 Squad Management disenchanted very quickly if he doesn’t play. he may not be as good as he was. You may find the personality of your squad rubs off on them. Signing an aging star: Okay. 69). Potential Assets Signing a player with a large (relative) reputation: Big reputation players not only sell shirts and get people through the turnstiles. they inspire the rest of the squad. this can be very important. There is also a chance you may be able to use them as staff members later on as they come closer to hanging up their boots. and they can also act as good leaders on the pitch. question your authority and generally make the dressing room a less pleasant place then listing them may be for the greater benefit of the club as a whole. you can use the new signing press conference (p. reports (p. Be careful about promising too much and be mindful when you sign a player where you intend to play him and how you intend to use him. Bringing in lots of players who are unprofessional. this works the other way. see scout and coach trying to build. as well as the player. If you have players who constantly play poorly. especially if you handle the resultant press conference well. Other considerations With regard to squad management. especially youngsters. but ex-internationals and top-level players can be massive assets to a team looking to build for the future. it can also be very useful to For more information about how you can spot the sorts of players who will fit in bring in players who fit in with the personality and ethic you are well at the club. . The scout reports will help you work out what sort of man you are buying. confrontational and who don’t perform in big matches is counter-productive. 73).
that it also has the potential to backfire – some young players may object to you trying to tell them how to play. for some reason. youth players will never get near their potential. It can create long-term harmony by creating “favoured personnel” status between the tutor and tutee. Players are happier playing at clubs with their friends. for example. you can look to use tutoring. Short-term morale boosts: If. Similarly. Determined and professional players train harder. progress quicker and are much more likely to achieve their potential. But tutoring in this sense is not always advantageous – players can fall out. This can affect both shortterm morale and a player’s long-term plans. Long-term harmony: After successful tuition. helping you mould the development of a youngster. you are unable to comment on a player’s form but need their morale to improve. leading to rifts in the dressing room. It is another reason why you want to build your own reputations with players. and has the added advantage of potentially creating a long-term bond between the two in the future. professionalism and motivation is vital to building a strong club. By instilling these traits early on in a youngster’s career you can keep a fresh supply of motivated players coming through the ranks. . passing on preferred moves can give you a tactical edge: if. This can lead to either or both the younger and older player having the other as “favoured personnel”. Bear in mind. and some older players may be more concerned with their own game than trying to develop someone else’s.Communication & Psychological Warfare 58 Tutoring Tutoring can serve three purposes: It can pass on mental traits and preferred moves from a more senior player to a youth player. you like your wingers to hug the touchline It cannot be understated how important mental attributes are to player development. Without determination and professionalism. It is vital that you pass on these positive traits to your youth players via tutoring. as they may seek a move away from any club that has people he detests working for them. there is a chance that the tutor and tutee will build a friendship. It is an advantage to have as many of the team respecting other members as possible – this creates a gelled and harmonious atmosphere. The boost may be given to both players. Tactical and mental: Taking on traits such as determination. It can create short-term harmony by giving a morale boost to both the tutor and the tutee. however.
Passing on determination. The difference between the options is how the tutor will react. professionalism and other characteristics is incredibly important to a youth player’s development and will create a much stronger player. In all cases.59 Squad Management and a senior player possesses this “move”.]. . in the future. you can pass it on to his tutee without having to increase the youth’s training workload. Choose the option which best reflects the tutor’s position in the club. mentally. It also has the added bonus of proliferating PPMs and high morale throughout the squad. As the youngsters take on PPMs from one or more tutors they can also become friends with more and more of their squad members. your best prospects should be tutored as much as you can. as has been shown through team talks and player interaction. these options do not affect the amount the tutee will learn... When attempting to engage a tutoring relationship. motivation. squad gelling ceases to be an issue and players will be much more likely to stay at the club in the face of interest from elsewhere and remain motivated. Professional players. They also perform better in training and develop attributes much quicker. They are simply different methods of trying to get the tutoring process to start. The difference between the three options is how the tutor will react to the request. By creating a tight-knit “family” in this way. you have three options: State that the older player is an ideal role model for the younger player Say that the younger player could benefit from adopting the older player’s approach to the game Tell the youngster that he can learn from the more senior player Contrary to previous advice in older versions of Communication and Psychological Warfare. if you use the middle option with a tutor who sees themselves as a key player then they might react badly as you are undermining his role (as the tutor thinks he'll be that player’s ideal role model). you should be looking to call him an “ideal role model” so that you do not undermine his position at the club. If the player is very senior and a key player at the club. For example. the younger player will attempt to take on some of the mental attributes and player preferred moves (PPMs) of his tutor.” As far as possible. are far easier to deal with than young tear-aways. John Schofield at Sports Interactive has confirmed this position on the official forums: “The short answer is that all three options have the same outcome [.
This can be useful if a player is “born” with certain traits that you want to remove. so be aware that the player may need a new training schedule to stop him being over-worked. try to tutor as many youths as you can. or others will play the “you can’t teach an old dog new tricks” card and politely decline your request. be sure to read Tactical Theorems ’10 from the FMBritain website. or if you have passed something on in the tutoring process that you wish you hadn’t. giving him this sort of PPM could really increase his efficiency. If. for example. Tutoring lasts six months (if successful). . However. you have an attacking midfielder who you want to penetrate the box.Communication & Psychological Warfare 60 A good tutor will be: A senior player. With those factors in mind. one who already has an air of respectability within the squad A player with a high “determination” stat. Training or removing a PPM through this method will increase the player’s training workload. this is an important tactical tool which should not be overlooked. In the short term. Bear in mind that some players may get annoyed with you for telling them how they should play the game (which indicates the player is unprofessional). Potential Negative Effects As with everything in FM2010 there is no reward without risk. Player Preferred Moves (PPMs) We can also use interaction to learn or forget PPMs in the player profile. players may get annoyed either because you haven’t given them enough credit for their squad status or simply because they refuse to tutor or be tutored. For a more in-depth discussion on tactics and how these PPMs may affect the way your team plays. which is a circumstantial indicator of a strong personality One with advantageous PPMs for the role you want the tutee to play in the future This is another reason why older players are advantageous to the team: they usually have good mental abilities to pass on to your youngsters. but the effects can be permanent.
Be aware of such risks. though. The types of personalities prone to falling out over tutoring relationships are not the sorts that you want at the club in the long-term anyway. he will tell you within a couple of days. but also their personality and ability to settle quickly. before trying to initiate a tutoring system. This can also lead to a mutual antagonism between the tutor and tutee which may end up becoming a rift in the squad further down the line. though. and even though the mental traits and PPMs may have been passed on. You can either ask the player to recommend a general staff member who he knows from his own career and experience. Be aware. both parties can come away from the experience disappointed and therefore with low morale. it always helps if you know that the players you are going to bring in are going to fit into the existing setup. they may recommend players that your scouts have not yet seen. This has a double advantage: first. it isn’t the sort . Player recommendations When building up a club. This does not only concern their attributes and abilities to learn your tactical approach. If you then go and buy the player. or you can ask for a staff member at the player’s former club. Sometimes it will happen at the end of the tutoring relationship. this can also lead to the players disliking each other. He may even get a morale boost as he will feel honoured that you respect him enough to take his recommendations seriously. and second. While this can be useful every now and again for boosting your scouting knowledge and gaining little morale boosts. Recommendations can come on both playing and backroom staff. Again. the benefits of tutoring will outweigh the risks. he may be even more grateful. Sometimes this will happen early meaning that only some or even none of the mental attributes and PPMs will be passed on to the younger player. If the player has a recommendation. that some players will see it as a sign of weakness that you don’t know who your transfer targets are and have to resort to asking your players to do your scouting for you. On the whole.61 Squad Management Tutoring can also break down. One way to find players who you know will get on with certain members of your club is to directly ask your own teammates for their recommendations. at least you know there is no bad blood between the potential new arrival and your current squad member.
On top of that. the coaches might be able to tell you. You might also want to consider the board room confidence screens which will also give you an indication of how well your signings have impacted on the squad. New to FM2010. Captain Suitability: If you are having trouble deciding who to make captain. This information shouldn’t be ignored. but if a number of them agree it might be worth listening to them. They will often give you a list. we have backroom advice. . Using and acting on staff feedback Your staff can be of great use to you. changing a captain is a risky decision which can unsettle the dressing room so use this advice with caution. Bear in mind that their recommendations are not always the definitive answer. Backroom advice There are loads of little nuggets of information coming from your coaches and scouts. where our coaches let us know what is going on around the club and offering suggestions for what you should do about it. and is a great tool for recruiting the right sorts of people into the club and building for the future. our youth team and our team talks. especially when it comes to squad management. We cannot list all of them here. and you can scout them from this page. especially if you have only just joined the club and/or have very few scouts employed. Recommended player/prospects: The staff may let you know. Our coaches will be able to tell us if players are getting annoyed at a lack of first-team football. as well as the players the fans think are playing particularly well. from time to time. whether our teenagers deserve a new contract and much more besides. As they will point out. There are plenty of places to ask for help in FM2010. about players who might be available to buy for the club in key positions. This can be very useful. Using this advice can be very important in developing strong ties with your playing staff as well as your coaches and scouts.Communication & Psychological Warfare 62 of thing that should be used as a replacement for good overall player interaction and a well-run scouting network. we have the classic feedback on things such as the strength of our first eleven. though. but there are a few key ones that you should keep an eye out for in terms of squad management.
the staff will apprise you of the quality of the club’s training facilities and advise you as to the best transfer strategy in the short-to-midterm. In the end. Some may feel that the player is not worth hanging on to – others will suggest that you tie them down as soon as possible. as well as keeping track of large youth squads. they will comment as soon as a youth player becomes eligible for a professional contract so that you can offer pro terms to them and keep them at the club. we would never offer a new contract for the sole purpose of boosting morale. they might think your best chance for improvement comes from the open market. If you have great facilities. . What is more. as well as giving you clues to who should be loaned out for first-team experience or given full-time contracts in the near future. Very helpful for those border-line reserve players who you do not know too well but who keep the squad running. This can help you build for the future so that you do not waste time trying to develop players who. the coaches will give you some feedback about the general attitude of your players when confronting certain types of opponents. as well as providing a morale boost. Similarly. We have other less expensive and more effective methods of achieving that goal. We have not covered this as a motivational tool much in this guide simply because it overlaps too much with general transfer policy. Bear in mind that not only can players get unhappy with you asking to adapt their game (especially if they are old or stubborn) but it will also increase the player’s training workload. are Offering a new contract to a player will unlikely to “make it”. also make him more settled at the club Contracts: When a player’s contract is running low. they may encourage you to develop your youths.63 Squad Management Reputation Analysis: Although tactically related. Youth team strategy recommendations: At the beginning of the season. the coaches in your side may chip in with some ideas as to the best course of action. This can be useful as you can give tutoring priority to the most important youth players. the decision is up to you and your own tactical master plan. for instance. if not. So. do the players get complacent when they think they should win easily? Or do they get fired up for the big games? Use this information to gauge your team talks – be harsher on the team from an earlier point if they tend to get complacent or more sympathetic if they get over-awed. PPM Training: Some coaches will give you advice on training certain moves to certain players. Youth prospects: The coaches at the beginning of the year will let you know what the quality of your youth team is and point out the potential stars in the academy. with your facilities.
after a particularly good or bad performance following a talk it can always be useful to double check this page to make sure how the players did or didn’t react.Communication & Psychological Warfare 64 Player wants first team football: Always important to know is if a player is starting to get disillusioned at the club. It is also a good indicator of who the coaches think are playing well and badly within your team. it can be a good starting point for identifying candidates for praise. The assistant can also be asked to . The Assistant’s Team Report The assistant can be very useful to you in a number of ways. if the player has any professional integrity you should know in private before they go public. First. This can give you the chance to loan the player out or to give him a run of games to keep him happy. it is likely that the coaches will let you know before they start mouthing off to the press – at least. Should a player feel they are not getting enough football. especially if their morale is already superb and you were not considering interacting with them. or it can give you the opportunity to transfer list him before he starts to kick up a fuss and ruin team harmony. We have already covered team talks earlier in the guide. Praise/Criticism: Given that this guide covers praising and criticising players in detail. it is unlikely that you will need this advice too often. the motivation widget and the coach reports. general performances for the club. as well as a best eleven for the youth team. Both of these factors are vital to running a good club and what this guide is all about. it also tells you the extent of team gelling and the general level of team morale. such as positions where he feels you don’t have adequate cover or a good enough first choice. However. provide a loan report for any position he can identify (based on the formation chosen) the best eleven you choose – giving you a shortlist from which to select a potential candidate for out of the players you have available based on ability. can build up a wealth of evidence for what sort of players you have at the club and how best to treat them in the future. Team Talk Feedback The team talk feedback page is a very important tool. he can give you transfer recommendations for problem areas in the squad. because not only does it let you know how your players really felt about the way you spoke to them. However. Second. Using this information. form and the team. in conjunction with the reactions to player interaction.
Coach and Scout Reports By viewing a player’s profile you can see what your coaches or your scouts think about his personality. You can see where you have good enough players and where you need to bring people in. You might want to avoid anyone who possesses the antonyms of these. For this reason. inconsistent. meaning that you should get far more consistent performances at a far higher level. and so on. This information can often give little more than an indication about the personality of the player. spirited and light-hearted are not bad in themselves. a spirited or light-hearted person is unlikely to suffer from nerves. Scout reports will get more accurate the more times a player gets watched. such as unprofessional. as well as getting information on who you should bring in. you can build a stable and well-gelled squad from the ground up. but in some ways it can be a key tool in transfer policy and man-management. doesn’t perform well in the big matches. and these traits should be passed on via tutoring to your youth players as soon as possible. The players are ideal for any squad looking to win trophies. if the player has other positive traits he may be able to pass those on to the rest of the team. Positive reviews can include anything which indicates that the player is professional. . By planning ahead. and coach reports will be more accurate the longer the coach and the player remain at the club. they hint at players who are either unremarkable (run-of-the-mill) or who have the potential to be flaky. Finally.65 Squad Management This can be useful for long-term squad planning. This is incredibly useful for analysing your own players as well as potential recruits from other clubs. or a born leader. Traits such as run-of-the-mill type person. This should not be taken lightly – if a player’s personality is likely to be at odds with the rest of the team it is important to recognise the potential problems that can bring to the dressing room. the coaches and the scouts will give an indication of how easily a player will fit or is fitting into the squad. On the other hand. However. dragging the whole performance of the club up with him. But there are some traits which may or may not be positive or negative. anyone who performs well in the big matches or is a consistent performer should also be considered as a potential employee. but at the same time you must question how driven they are to succeed when the going gets tough. determined. Yes. especially if you make a few purchases of the same type. You will be able to be more critical of these players in team talks and player interaction as well.
It is evident to see in so many ways where managers’ comments have spurred sides on. . The media battleground should not only be used to fight the opposition. Used at pivotal points in the season it can have massive effects on winning games. but to befriend players and managers. worried the opposition and forced the hand of other managers to derail title challenges. We all need friends and having them in high places will reap benefits when you are looking to bring in players to your own squad or trying to negotiate a player transfer deal away from the club. but used incorrectly and history will show how it can throw away a season. Doing so can force opposition into mistakes or make it easier to attract and sign those players that have never even heard of you in the first place.Communication & Psychological Warfare 66 Warfare Changing the landscape around you Psychological warfare has long been played out in football. Managers who are able to manipulate the media for their own devices will be able to influence the game away from their own club.
Apart from some questions. there are some basic rules which we can outline so that you can maximise the effectiveness of your answers. This is not to say you should never storm out. then. Nor does it cover all the available questions depending on the events that go on throughout your simulated football world. build loyalty with your club. or that it has no merits in the game. the conferences take a very simple format. We cannot cover all the questions that are likely to come your way. For the purposes of this guide. and will sometimes make the journalists press you for an answer. You have 7 possible answers: Strongly agree Somewhat agree Neutral Somewhat disagree Strongly disagree No comment Storm out “Neutral” is essentially a more polite “no comment”. One of the weaknesses and also the strengths of the press conference module in FM2010 is its repetitiveness. these are not the only situations where you are likely to have to deal with reporters. most of which we have already covered in the match day sections. or simply give you the chance to declare war on those who stand in your way. However. and can put your point across if you object to the line of questioning. but it can also make the more professional among your players see you as a volatile and unprofessional figure. However.67 Warfare Press conferences Asserting you personality through the assembled media We have covered the day-to-day running of press conferences through the pre. There are too many. and that you will want to at least give a neutral/no comment answer to the media. The “storm out” option is often good for a laugh (especially if you enter some choice words into the text box alongside it). Reacting in the right way to these questions can help settle new players. we will assume that you will not be storming out of press conferences. but since this is a section on how to answer press conference questions it is probably best we stick to answering them – even if we only give vague .and post-match interviews.
Communication & Psychological Warfare 68 platitudes! As we said in the earlier sections. some questions will be missed. Promising free-flowing football when you intend to park the bus is illogical. don’t have the choice to send your assistant. Bear in mind. apparently. However. What will be your tactical approach? Honesty is the best policy. These press conferences tend to be pretty formulaic.e. an inclination towards attacking football) often produces more positive responses than a more defensive mindset. with the usual questions about how you feel to take over. the board have assembled the local media and you. a positive answer (i. so take your . Of course this is your dream job: whether it’s Brazil or Basingstoke. Do not worry too much about getting things wrong at this stage. Inevitably. I have yet to see any reactions. There are no adverse effects by being positive here. a gentle positivity tends to gain respect from your players. it pays to be honest. How will you run the club? Do you intend to be hands on. positive or negative. To celebrate. How do you feel about your new job? It seems illogical to think that anything other than enthusiasm is the right approach here. though. over-confidence is rarely rewarded in the game. New job Congratulations on becoming the new manager of the club. what you think your chances are of success and what your overall tactical approach might be. unless you join a club mid-season. from whatever I say here. You shouldn’t really be telling everyone how you expect to lose every match and how you hate the club. that the morale boosts you may or may not get from this conference are very likely to have worn off by the time you play your first game. and only something to lose by admitting that you hate the club already and will be looking for a move. we will take a few scenarios which will help you to understand the system and hopefully extrapolate a general strategy for dealing with the press in all situations. However. but these approaches should stand you in good stead. but promising the FA Cup to an amateur side isn’t the right way to go about things either. or pass the buck to your assistant? Again. Since there are many different questions.
a bargain-hunter or a youth specialist? Let the press know. . especially as you do not really know the player in question. Promising too much can put too much pressure on some players. The point of such conferences is to endear yourself to the player from an early date. This can be tricky. again you should aim to be positive without being arrogant. the press may ask you about him. regardless of whether you are positive or negative about the language barrier. Are you a wheeler-dealer. How do you see the season going? This question can come in various forms depending on the club’s expectations and last season’s performance. then tell everyone you expect him to stay. you may be asked if you can avoid relegation. boost his confidence and integrate him into the side. but once again honesty may be the best policy. It may boost the side if they feel you have the ambition to keep the best players at the club but it may also annoy the player if he feels you might block a dream move away from the club. Do you think you can hang on to your star player? If there is speculation over the future of one of your better players. How do you use the transfer market? Once more. Whichever. there appear to be no reactions to this question from the players. or whether following last season’s relegation you can bounce back at the first attempt.. For instance. win the title. Will you be clearing out the staff? You might want to impose yourself early and clear out deadwood. If you feel you can hang onto him and want to show ambition.69 Warfare pick. Again. There are obviously pros and cons to this approach. Est-ce qu’il y a un problème? If you’ve decided to manage in a foreign country but you do not speak the language (in your profile). you can choose to call a press conference. then the press may quiz you on this. letting the staff know your intentions is a positive here. It is a familiar refrain. Perhaps it gets lost in translation. I’ve yet to find a positive or negative response from this question. so be honest. or you might be satisfied with the resources at your disposal. Based on the expectations of the board. not enough confidence can de-motivate and disenchant your more determined squad members. Player signing When you sign a player..
but may annoy more established players. You may be able to keep other players happy by saying that your new signing is a prospect for the future. because . Who will win the award? This can be a bizarre one. it can be beneficial to back either your own players or a player you covet from another club. however. However. but an element of positivity goes a long way. Position within the club: Declaring that the player is key to your plans and a first-team player is likely to make the player himself happy. It makes little sense to tell your 17-year-old prospect that he’s going to set the world on fire tomorrow. honesty is usually rewarded. or can you afford to keep people onboard? Saying that nobody needs to be sold will please the current players and the fans. Will you need to balance the books? This is another balancing act – will you be selling players to keep the team solvent. It makes sense to be honest with the squad. pre-match Sometimes you will get asked some pretty random questions which don’t fit in with the usual pre-match routine. This can be tricky. but if the new lad thinks he has a good chance of establishing himself as a first-team player he may get disgruntled. but more subtle answers may be needed regarding the player’s position within the club. that unless you have a massive reputation it is incredibly unlikely that anybody you mention or fail to mention is going to care one iota. Similarly. Who will win the league? Every so often the press will want your tip for the title. once you reach the higher echelons of the game. As with all questions. Bear in mind. Potential impact: Again. but err either towards saying that the club will not need to sell or making a neutral comment. being too enthusiastic can make nervous players worried that you are expecting too much too soon.Communication & Psychological Warfare 70 It is best to be enthusiastic about the signing itself. It is important that you make sure that your expectations are in-line with the players. Miscellaneous questions. the key is to make sure you are confident enough to boost the player’s ego without heaping on too much pressure. Sometimes as a part-time manager in the deepest back waters of the football world you will get asked “who do you think will win world player of the year?” In these cases you can pretty much answer whatever you like – it doesn’t make any difference to your team or the player you tip for the gong. but admitting financial problems is likely to make those on the fringes of the first team nervous. similar to the position within the club. the club’s financial status and what his potential impact will be.
more a news item. Sometimes a player will just get lazy and not be bothered to turn up to training. you have three options in the resulting news item. Are you looking to sign. It is more likely with players who are unprofessional and feel that they have no real future at the club (such as those with contracts running out. chances are your team will not take kindly to you saying that you expect your side to win the league. denying the rumours may placate your players but might also lose the opportunity to sign your target. Even if you do think you will win the league. 37). If you tip your side for the title. As a final note. You can release a statement saying you are interested. the opposite is true if you back another team. but something to watch out for. which will also count as a job application. if you’re predicted to finish in the bottom half of the table (or are a fair few points behind the leaders). Backing Burnley to win the Premier League title will see players becoming “confused” and losing morale. If you declare your interest.. but this might upset the players at your club likely to lose out with his arrival.71 Warfare it really seems to affect your players – they obviously care a lot about your punditry skills. However. you have a choice to make. and in most cases a two week fine is not out of the question. This should never be taken lightly. or you can try to put the pressure on your rivals. Links with another job If you have the good fortune to be linked with another job. If your side is likely to be there-or-there-about at the end of the year. definitely.. ? Occasionally the rumour mill will go into overdrive and you will be asked about whether you intend to sign a particular player. the ambitious players will love it. See also fining players (p. This is also affected by your predicted position. but the less ambitious players will feel there is too much pressure. you may goad a reaction from the player in question and at least make your intentions clear. Similarly. don’t try to be clever or humorous. Any player who reacts badly to this is the kind of player who you don’t want around long-term anyway. A firm line should be taken. A shame. that players in FM don’t have a sense of humour. with low squad status or who are transfer listed). This has . Player missed training Not technically a press conference. You can back your team for glory.
You also lose the opportunity to make your candidacy known to the new club. This goes down very well with the players and the board. The safest option. Some boards will be happy and take your silence as commitment to the team. though. their personality and squad status. This gives you both the short-term advantage of a morale boost at the club and the advantage of being able to take a better job.Communication & Psychological Warfare 72 the potential to anger the board who may then force your resignation or. Or you can keep quiet and say nothing. As useful as this feature is. you stand little chance of being sacked by your current employers either. because you may shut the door on a once-in-a-lifetime opportunity. Interaction with other players Persuading players that your club is the best place for them Interacting with players outside of your squad can have huge benefits in luring a player to your club. you are never going to be able to persuade a loyal player from a ‘Champions League’ side to come and play for relegation candidates. reducing your chances of getting the job. . on the other hand. you also risk alienating your playing staff. as the option implies. If you do end up staying at the club. so be very careful. you can deny any interest and then take the job when it’s offered anyway. worse. no doubt. You will be looking to butter up players making you stand out from the crowd when you make a bid for a player. Here is a great opportunity to play politics. but maybe not the best. The way you approach player interaction will depend on the player that you are targeting. Making the right comments at the right time can change the player from not wanting to join your club to handing in a transfer request. does nothing. sack you. You can release a statement denying your involvement. Other more paranoid boards may get annoyed that you have not pledged your loyalty to them. Your reputation and that of your club will also make a difference. This option should only be used both if you really want the job available and you believe that you will get it. which. it will all depend on your individual circumstances. though. If you’re really heavily fancied for a job. The speculation does not guarantee that you will even be offered the role. but unfortunately can dent you chances of getting the job. Be careful.
The aim of admiring a player is to make sure that you’re the side they choose when it comes to make a transfer bid. your response will vary from simply admiring his talent to being in awe. . the less loyalty he will have formed to his current club. Throughout the season you will want to look to flatter the player every couple of weeks. Praise too much and you will begin to bore the player. The younger the player. The ultimate feedback will be that you or your club will be named as a favourite personnel or club. Reputations of the people involved will dictate how much effort you need to make to persuade a player. Positive comments in the media suggest that the player has some interest in your club and respects what you have to say. It would make sense that a player who has been playing professional football for some time isn’t going to respect a manager with a Sunday League Footballer reputation. You will have to do less work when it comes to touting him in the transfer window. player interaction will be a longterm game played with patience and timing. Building up the praise over time as you gain reputation yourself will make the praise more hard hitting and favourable with the player. You may wish to start young: players under 21 will give you the option of commenting on their potential ability. not enough and it will lack any effect on the player. Depending on who the player is and how much you want to impress them. which will stand you more chance of you becoming a favoured personnel. which will let you know the level of interest the player has in your club. The comments that are available are ranked in terms of how much praise you are giving. Your reputation doesn’t entice the player to respect your opinion. even when a scout tells you they are uninterested. Judging reaction to comments The feedback you will get from players within the media will allow you to know how interested a player is in your club and what they think of you. judging the reaction. Therefore it may be a right that you will have to earn. Admiring Players Inflating a player’s ego is often one way that you can catch a player’s attention. Negative or nonchalant remarks demonstrate that the player doesn’t really see your praise as valuable.73 Warfare But if there is a realistic target out there that will take some persuading.
but don’t worry about this. Also when a player wants to leave a club it can help force down a selling price that has been over-inflated. All of these actions may cause a buzz and encourage other clubs to become interested and enter the race. but an unsettled player will now be looking for the move. negotiations with the player will become much easier and the player will begin to force a transfer through as your interest grows strong. it can drive these players to play better football in order to impress a prospective manager. This can also reduce the risk of trying to compete for a signature by offering a better contract. Unsettled players in a squad will command lower prices. Rejected bids could prompt a response from the player to complain that he is being denied the choice to go elsewhere or. If the player is interested in joining your club. Once you have unsettled him. Ultimately. Once you have made your interest known in a player. hand in his transfer request. even better. Making a bid that you feel is reasonable may still get rejected. you will hold the advantage when it comes to the player picking a club to sign for. putting themselves in the shop window. Making your offer The final step is to make the bid or enquiry formal and concrete.Communication & Psychological Warfare 74 It will depend on the player and your reputation as to how long it will take to turn a nonchalant response into a positive one. Again this unsettles the player. But once you have been able to sway the player in your favour it is then time to tempt him away from his club. you want to use your sway to unsettle your potential targets and make those players who are content and happy at their current club start considering a change. . the relationship should be strong enough by now and you will be sure of the interest he has in your team by his reaction. Teams won’t want unhappy players upsetting the dressing room. Declaring your interest Declaring your intent is an attempt to try and put your opposition club into a position where they are forced to sell the player due to his own demands. Hopefully by doing all the ground work before hand.
But it is also important to have friends within the game: managers who you admire and can form friendships with in order to build networks and connections within the game that will later on prove fruitful when you need a helping hand. When you choose to comment on a manager will depend on the eventual outcome you are aiming for. . Arsène Wenger. Whenever Sir Alex Ferguson pays attention to another manager in the media. Having top managers as friends can make it much easier to negotiate transfer fees.75 Warfare Interaction with other managers Friends and enemies on the battlefield Interaction with other managers has always been a device that has been used in the media to disrupt opposition. You can either come out in the media at any point to give praise or negative comments. you then know that he expects the opposition to be a cause for concern. The acceptance of lower transfer fees could happen much more easily just because a manager likes you. Secondly you can make contextual comments before a game responding to any comments that may be made by your opposition. Through trial and error and getting to know your players’ reactions. If the team isn’t in your league or country. Professional football has long seen its fair share of feuds. Making Friends Finding friendships with other managers across the FM2010 game. Your players will react differently depending on their personality and their understanding of the media. But if you are friends with these managers it will be more likely that you can loan these players out for less of a wage percentage. Target the teams with which you want to gain good relationships by making positive comments each time you play. Kevin Keegan and Rafael Benitez all have been baited by Sir Alex and his psychology and all have lost. you will learn how your comments on other managers will affect them. especially if you are a manager who likes to travel. There are two ways in which you can interact with managers. The same would apply to being able to loan players that you might not get otherwise. can be a benefit. the use of a friendly could act as chance to interact with another manager. Managers will often want to keep hold of young reserve players who have had some first-team experience.
though. creating enemies deliberately is considered unprofessional. Many a manager has built squad harmony with the “nobody likes us. Although much of this can be achieved through the natural rivalries that are set up in the game. If. Deflecting the media attention elsewhere can benefit players who are less able to handle pressure. making the right decision to either praise or criticise managers is your responsibility and much success will come with trial and error depending on what works with your squad. This will be reflected in the top tiers of the football league where your side is expected to be more professional. But praising other managers can be a tactic that takes the pressure off your players before big games or towards the end of the season as you challenge for a title or just to stay up. Be warned. you have a squad of players who thrive in such an openly hostile environment. Making Enemies Fierce rivalries in football are the most newsworthy type of relationships within the media and the ones that are most likely to grab your attention. . and are far less likely to try to stir discontent amongst your squad. Firing up the rivalry between managers can see a rally from your players that may prove the difference against sides that you see as a possible threat. and we don’t care” attitude (with the Wimbledon and Leeds sides of the 1980s and 1970s being prime examples). these sorts of comments can really get your players fired up for the campaign. Making contextual comments before a game about your fierce rivals will be aimed to get a response out of your players. With so many personalities to deal with. on the other hand. Building a network of friends can really help your long-term strategy in your simulated world. Friendly managers are much more likely to support your players by making comments about them in the media. that this is a very risky strategy and has the potential to motivate the other side as much as it might encourage your own.Communication & Psychological Warfare 76 Some of your players may not take kindly to the fact that you are praising other managers. accepting transfer and loan bids. Creating enemies in the game can be a way to galvanize your team against rivals and spur them on to perform with more passion on the field.
Credits Author and CPW concept – Matt vom Brocke (The next Diaby) Writing and editing – Gareth Millward (Millie) and Thomas Levin (Levo) General thanks also go to: The Tactical Think Tank and staff at FM-Britain Jordan Cooper for his support as publisher and Stalinist work policy crazy gra for his continued feedback and contributions to both the ’08 and ’10 versions of CPW SFraser. all the different hidden mental attributes and their effects on the match engine and the workings of your squad. Hopefully. And we could talk much. when you begin to investigate the whole structure properly it brings out some intriguing possibilities. we hope you can now appreciate the complexity of the manmanagement systems in FM2010. for his discussions on player personality within the game Emma and Helen for their proof reading and patience All our affiliates for supporting our first premium release around the FM Community Everyone who has purchased and read everything we have posted at FM-Britain over the past 5 years . this guide will inspire those who are interested in these game mechanics to go forth and experiment with such things. but not explored deeply. much more about the relationship between different player personalities. While it may seem tedious or even unrealistic at the outset. on the possible networks you can build between managers using the “warfare” element of the game. short of a brief introduction to the sorts of relationships possible. We’ve mentioned. for example. we hope this guide has given you the tools to learn how to effectively manipulate the game’s media for your own purposes and your own goals. the implications of player personality on player development and bringing through the next set of wonderkids.77 Conclusion Conclusion Where to go from here? Having read through these pages. and also understand how to use them. For others. We’ve barely touched.
This action might not be possible to undo. Are you sure you want to continue?
We've moved you to where you read on your other device.
Get the full title to continue listening from where you left off, or restart the preview.