Team Results Quotes

We're professional footballers, so we have to go out there and perform as best we can and try and get the results that we want.

My first target is not to win: it's to develop young players with our work. That was my first idea when I started as a coach, because with this work come results.

I think what Brendan Rodgers did was right; I thought it was successful. He was able to show that he was able to change several players, prove to everybody in the team that no-one's guaranteed a spot, rest a lot of key players, and at the same time walk away with a very reputable result.

You don't need a group of superstars, you need a team working together to bring you better results.

If your players believe in what you're telling them, no matter how trivial the subject, no matter how important the subject, then it influences the way they behave, and that will influence results.

You will always be judged as a Liverpool player but, as a captain, you will be judged on what you win, basically. If you're doing well, and the team is winning everything, you become a very good captain.

I'm not envious of Leo [Messi]or Ney [Neymar]. Why would I be? If there is envy in the dressing room, you know it's only going to affect results.

If there's a shot on, I like to take the opportunity as well, and I like passing the ball - which is one of the reasons I came to Arsenal. But I'm a player that likes to come up with an end product - whether that's a goal, an assist, or helping the team to get good results.

To say that the captain makes the team lose or win is not correct.

You create a big-club mentality with the trust of the players, the trust that the team will get results, and then, when results are not good, the trust to continue with your idea.

The team you belong to must come ahead of the team you lead: this is putting team results (e.g., organizational needs) ahead of individual agendas (e.g., the team or division you lead, your ego, your need for recognition, your career development, etc.) Confidentiality is respected downward more than it is respected upward. Organizational alignment is a direct result of this hierarchy (if it were the other way around, organizational alignment would be very difficult to achieve).