Remarks from Enzo Maresca’s press briefings in the past few weeks have raised some alarms. Statements that transport Chris Lymn back eighteen months to a period in which a manager’s rapport with the board soured.
It pleased me to discover that Jordan Blackwell, a Mercury employee, had similarly observed that the CEO appeared to have no new insights.
Last season, Brendan Rodgers told us about his plans at the beginning of the season. He believed that his team was “stale” and wanted to seriously restructure it.
They who rule replied that it wouldn’t happen. An example of a right-hand and left-hand situation. A disastrous season ensued, leaving Rodgers visibly disillusioned.
Indeed, he ought to have faced the facts and handled the matter. Then there was the first game, in tropical weather, against Brentford. As we warned late on, many supporters noticed the potential dropped points and saw a signal of some kind from the manager to the board. Such potential points saw us to where we are today.
After eighteen months, Enzo also expressed his needs, which were small upgrades to an otherwise solid team.
And here it is once more, the board – slow down, Enzo. We must initially let go of some players since money is scarce.
That would have made Brendan laugh.
Blackwell pleads: ‘Don’t let this happen again!’ Jordan, it has.
The first time, some of us remember, the promise was of some sort of ‘inquiry’ to learn lessons from. Anyone read it? Was it actually written? Perhaps it was just two words: Shit happens. Kicking difficult stuff into the long grass is a well-worn British tradition. Check Post Office, Grenfell, Hillsborough et al.
The most frustrating aspect is that nothing has happened to suggest that the relationship between executive and manager is sorted. In the current days of finance being more tightly controlled, you would have thought having the team manager and everyone else in step would be vital.
Fortunately, recruiting in the winter window is probably not crucial (we hope) and Enzo will skilfully manage his existing talent, but that is not the issue. Communication is. And the feeling is that this remarkable manager may feel he is not part of those who man the bridge.
Enzo has recently urged his followers to show greater support. Hopefully, he won’t have to go through the same thing with people he depends on for more than simply help—a closer professional relationship. Successful managers work alongside their owners, not against them.
