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Archive for the ‘Personal Performance’ Category

How to Write a Personal Performance Review | Bizfluent

Posted: September 23, 2018 at 2:40 am

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As part of the performance appraisal process, it is common to ask employees to create a personal performance review. This is a self-assessment of performance, over a specified time period, compared to objectives, business goals, a job description or other performance indicators. One of the most important benefits of a personal performance review is that it provides an opportunity for employees to promote their accomplishments during the review period and influence their performance rating. The review also helps to open up the lines of communication between an employee and manager.

Determine if there is a standard format or template for personal performance reviews, or whether you must create your own. Some businesses leverage online review software, while others have standard manual forms. If you must create your own, use the word processing software on your computer to document the information.

Review the performance objectives or goals required for your position. These may include quantitative goals, such as achieving sales quotas, meeting quality standards or the on-time completion of project tasks. These also may include qualitative goals, such as effectively coaching direct reports and delegating work assignments.

Look at the job description for your position. Understand the tasks that are expected and the skills that are considered most important.

Compare your actual performance against the performance goals and objectives for the specified period. Review appropriate reports and documentation. Determine if goals were met and by what degree, and if you completed tasks on time. Consider whether the performance met or exceeded management expectations.

Summarize your overall performance compared to the stated goals and objectives, then provide back-up details that support the summary. Highlight the most significant achievements during the review period. Describe how the achievements directly affected the success of the department or company. State whether you met or exceeded expectations.

Describe your performance strengths and development areas during the review period. Include details on actions that you took to improve your performance, such as attending training sessions, taking college courses or working on special projects.

Describe any performance challenges that you faced during the review period, how you handled them and what you may do differently in the future.

Document two to four professional goals for the next review period, such as developing specific, relevant skills or exceeding quantitative business objectives.

Ensure your performance review is free from spelling or grammatical errors.

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How to Write a Personal Performance Review | Bizfluent

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September 23rd, 2018 at 2:40 am

Chiropractic for Personal Performance and Pain Relief New …

Posted: July 3, 2018 at 2:44 pm

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Feel your Personal Best

Chiropractic Care for Personal Performance is for patients who are seeking treatment for chronic back pain or injury, or for patients who arelooking forpreventive health care, stretching and exercises to maintain alignment, and nutrition counseling.

Proper function is essential for optimal health. Our everyday activities place both physical and emotional stresses on our bodies, which may to lead to dysfunction and/or disease.If identified early, many health-related conditions can be corrected, but if they are ignored, they can worsen affecting your overall health and well-being.

We believe that a pro-active attitude towards health is the best way to prevent disease.However, even if you do everything correctly, injuries and disease can still occur. To achieve optimal personal performance, we can all use some help.Our personal performance program can help identify biomechanical dysfunction.Our comprehensive testing system allows us to determine if your body has correct alignment and symmetry.In addition to a traditional orthopedic, neurologic and physical examination, you will be evaluated for muscle symmetry, movement patterns, soft-tissue integrity, and other research-based testing.

Schedule a check-up with our office today to see if you are performing optimally.

Chiropractic Treatment for Chronic Back Pain and Injuries

If you are already experiencing pain, then please let us know that when you call to schedule your appointment, so we can do our best to get you in as soon as possible.

Our goal is to keep you healthy, by keeping you functioning at 110%.

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Chiropractic for Personal Performance and Pain Relief New ...

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July 3rd, 2018 at 2:44 pm

Sports Performance Training for High-Performance Athletes

Posted: June 7, 2018 at 1:43 am

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Our sports performance training program is a comprehensive athlete development training system created by 20-year strength and conditioning veteran, Brian Fitzmaurice, CSCS. With a proven track record of success since our inception in 2000, we have established a reputation for developing some of St. Louis and the nations top athletes. We have extensive experience developing athletes that have excelled at the high school, college and professional ranks that started training with us at the youth level. Our sports performance training program is geared towards serious athletes that are committed to year-round training for long-term athlete development.

The 3 primary goals of our program are:

1. Injury Prevention

2. Athlete Performance

3. Athlete Development

What is Athlete Development?

Athlete development is the process by which an athlete progressively improves their skill and overall athletic abilities (physical and mental) to prepare for the increasing demands of sports competition. The process of athlete development is a year-round approach that requires serious athletes to commit to skill training, sports performance training (strength and conditioning), healthy nutrition habits, and mindset development. An athletes level of commitment will determine both the rate of their progress and long-term achievement on the field and court. We believe success leaves tracks. The athletes that we have trained over the years that emerged as leaders in their sport were committed to year-round skill practice and our strength and conditioning program.

The Sport Season determines the Strength and Conditioning Phase

With year-round strength and conditioning, the season that an athlete is in will determine the type, frequency, volume, intensity and duration of training. For the multi sport athlete there are several other considerations. The primary seasons/phases of training for athletes are: off-season, pre-season, and in-season.

Off-Season Strength and Conditioning

During the off-season phase an athlete should focus on achieving the greatest progress in a strength and conditioning program and prepare to make an impact during the season. During this phase we focus on all aspects of athlete development and sports performance such as muscle hypertrophy, fat metabolism, pre-hab (injury prevention), strength and stability, conditioning, mobility and flexibility, balance and coordination, speed/agility/quickness, power, core stability and power, mindset, attitude, belief, goals, commitment, discipline, toughness, effort and grit. During the off-season the training frequency, intensity and duration should be at the highest of the year since the demands of sports practice and competition are reduced. Training Session Length: 1.5-2 hours each Recommended Training Frequency: 2-4 sessions per week

Pre-Season Strength and Conditioning

During the pre-season phase an athlete should focus on progressing towards peak mental and physical condition ready for the increased demands of practice, scrimmages and the season ahead. During this phase, like the off-season phase, we continue to work on all aspects of athlete development and sports performance. The main difference is we will modify the training type, volume and intensity according to the athletes increased volume of practice and play. Training Session Length: 1.5 hours each Recommended Training Frequency: 2-3 sessions per week

In-Season Strength and Conditioning

During the in-season phase an athlete should focus on maintaining the progress built in the off-season, and using pro-active methods to promote faster recovery and prevent injury during competition. Research has shown that the progress an athlete achieves during the off-season will begin to decline as soon as 2-4 weeks without a pro-active in-season program. For this reason, athletes that commit to an in-season program perform at higher levels with less injury during the season. Also, adherence to an in-season program is imperative for long-term athlete development. During this phase we focus on recovery stretching, corrective exercise, self-myofascial release: rolling (foam rolls, Muscletrac, balls), and maintenance strength training. Training Session Length: 1 hour Recommended Training Frequency: 1-2 sessions per week


OPTION 1: PRIVATE 1-ON-1 TRAINING-60 MIN.For athletes that prefer private instruction and coaching or have specialized requirements such as post-rehab training, specific injury limitations or etc. (scheduled by appointment)

OPTION 2: SEMI-PRIVATE SMALL GROUP TRAINING-60 MIN. (2-5 athletes per coach) For athletes that prefer more private instruction and coaching with a lower program cost than private training. *Participants recruit and organize a small group of friends or teammates to train with of the same sport, goals and age. (Scheduled by appointment)

OPTION 3: INDIVIDUALIZED GROUP TRAINING -60 or 90 MIN. (8-12 athletes per coach) Each 60 or 90 minutegroup training session is individualized according to an athlete's age, level, sport and goals. See program description and schedule below. *3 Month Minimal Commitment


NEW! (FOR AGES 8-12) Foundation performance is our new introductory program that teaches and trains young athletes on the fundamental aspects of sports performance training. During each fun and challenging 60-minute training session athletes will learn how to run faster, jump higher, move quicker and get stronger using our performance training methods.

Summer Available Training Times: 8-9am Mon-Fri


(FOR AGES 12+) Complete performance is our signature 90-minute performance training session, which has been used to develop many of St. Louis top athletes since 2000. Each comprehensive training session includes components to improve speed, agility, quickness, functional strength, power and mobility while decreasing the risk of injury from sports competition.

Summer Available Training Times: 9-10:30 am & 3-4:30 pm Mon-Fri, Sat 9-10:30 am


(FOR AGES 17+) Advanced performance is our most intensive program geared for high school athletes preparing for college sports and current college athletes. Each advanced training session is customized to each athletes sport, goals and fitness levels. Advanced performance integrates training methods that have proven to prepare athletes for the highest level of sports competition at the college and pro level.

Summer Available Training Times: 10-12 pm Mon-Sat

READY TO JOIN TEAM FITZ?Call or text us at 636.391.6565 or e-mail to get your son or daughter registered.

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Sports Performance Training for High-Performance Athletes

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June 7th, 2018 at 1:43 am

Frequently Asked Questions About Personal Performance

Posted: March 2, 2018 at 4:43 pm

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How is my performance calculated?VALIC calculates personal performance based on the investment performance of the funds, but also factors in the amount and timing of cash flows (including contributions, exchanges and withdrawals) in and out of your account. For additional information concerning the calculation of personal performance, call the Client Care Center at 1-800-448-2542.

Your VALIC Financial Advisor, Inc. (VFA) accounts and VALIC Polaris and Power Index accounts are NOT systematically included in these calculations.

Why is my personal performance different than the performance of the funds that Im invested in?Your personal performance calculation takes into account the amount and timing of your cash flows in your account.

How often is my personal performance calculated?VALIC calculates personal performance on a quarterly basis and updates this site by the 15th business day of the new quarter.

My performance looks good. How do I continue to have my funds perform at the same level or higher? Past performance does not guarantee future results. If you have questions concerning your personal performance, fund performance or asset allocation, you should contact your financial advisor at 1-800-448-2542.

If I open an account midway through the quarter, how is my personal performance calculated?Your personal performance is calculated from the date of your initial investment through the end of the current quarter. Initial investments are new contributions and/or the ending value of exchanges (including all flow and investment value change) into the account from another product.

Is my personal performance number net or gross of fees?The personal performance number is calculated based on your account balances and cash flows. Fees have been factored in to the unit value and/or account balance calculations; therefore, the personal performance number is net of fees.

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Frequently Asked Questions About Personal Performance

Written by grays

March 2nd, 2018 at 4:43 pm

Personal Performance – Trainers – 1804 N Lincoln Ave …

Posted: January 3, 2018 at 2:43 am

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Personal Performance Training & Rehabilitation specializes in adapting exercise, physical therapy, and massage therapy services to each individual client to help each person achieve optimal health and fitness.We offer individual exercise programs, small group exercise programs, personal training, physical therapy, and both therapeutic and relaxation massage therapy. Additionaly, our Founder, Doug Kleber, offers naturopathic medicine services.

Established in 1994.

Personal Performance is founded on the principal of providing clients education and training on whole body wellness through alternative methods of nutrition, fitness training and injury rehabilitation. Established in 1994 we have been providing superior training and rehabilitation techniques that produce consistent, progressive results. Our commitment is to provide progressive personalized service and instruction that treats the whole person and achieves optimal wellness.

Doug Kleber received his B.S. in Kinesiology from the University of Illinois. He is a Registered Kinesiotherapist and Certified Massage Therapist. Doug is a former All-American football player, collegiate baseball player and Pro NFL player. Doug's focus in working with athletes is on more than building strength; his treatments and training plans ensure that injured players are not only ready to get back into the game, but that they do so with sufficient strength and recovery to prevent future injury.

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Personal Performance - Trainers - 1804 N Lincoln Ave ...

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January 3rd, 2018 at 2:43 am

PERSONAL PERFORMANCE Customized Online Training …

Posted: December 9, 2017 at 1:45 pm

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Personal Performance LLC is a customized on-line personal training program with the individual in mind. We are committed to providing the knowledge and education of health and fitness to our clients and are dedicated to ensuring each individual reaches their fitness goals. As professionals we are passionate about health and fitness and are eager to assist our clients in achieving the benefits ofa healthy and active lifestyle. Personal Performance LLC will make the necessary sacrifices to ensure our clients make a successful transition to a healthier lifestyle. We will supply the proper motivation and discipline needed throughout their chosen lifestyle or competitiveprogram. Personal Performance LLC practices their lifestyle without the use of any performance enhancing drugs. In doing so, one is assured that they performing at their maximum genetic potential. Commitment, Dedication, Passion, Sacrifice, Motivation, and Discipline are the required fields needed by the clients of Personal Performance LLC to succeed in their chosenprogram. The success of our client's lifestyle transition is our main priority. Thank you for consideringPersonal Performance LLC as your customized on-line personal trainers.

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PERSONAL PERFORMANCE Customized Online Training ...

Written by simmons

December 9th, 2017 at 1:45 pm

Evaluating the Personal Work Performance – Lapin yliopisto …

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The personal performance evaluation system comprises the procedures for evaluating the performance of individuals, the associated evaluation factors and the evaluation scale. The impact of personal per-formance on the personal salary element is stipulated in the collective agreement.

The evaluation discussion is an important element in the work of supervisors and staff administration, and in interaction between individual employees and their supervisors. A successful evaluation discus-sion requires careful preparation. Individual employees may prepare for it, for example, by evaluating their own performance in advance. Both parties must set aside time for the discussion away from the distraction of other duties. Personal performance evaluation

The personal performance of an employee is evaluated in the course of an evaluation discussion. The evaluation focuses on the performance of individual employees in the duties assigned in their job de-scriptions and otherwise by the employer, and on the objectives assigned for the employee in the previ-ous performance appraisal or in some other corresponding manner.

The job performance of an individual is evaluated on an overall assessment scale of 1-9 with respect to the three main criteria specified below. Sub-criteria are used for assessing each main criterion, but are not evaluated independently. The individual performance level is determined as the average of the evaluation outcomes for the main criteria.

A supervisor will evaluate the employees performance. The supervisor records the outcome of the evaluation and its grounds, and these are communicated to the employee. The supervisor in question will propose a performance level on the basis of the evaluation. If the outcome of the evaluation does not accord with the employees own view of his or her performance, then the employee will enter his or her own view and the reasons for it in the evaluation summary. The performance evaluation and per-formance level will be confirmed by the employer in the light of such factors as the grounds for the per-formance evaluation, the general evaluation policy and the performance of employees working in duties of equivalent job requirement.

Reasons shall be given in particular for unusual evaluations of job performance that satisfy the job re-quirements. If the performance level is 1 or 2, then measures for supporting improved performance shall be mutually agreed.

The evaluation criteria / factors

The main criteria of personal performance evaluation for other staff are:

1. Vocational competenceSkills, evaluated with reference to such factors as

overall command of the employees duties; knowledge, skills, methods and tools maintenance of vocational skills ability to focus on essentials

Personal development, evaluated with reference to such factors as

how the employee responds to new challenges and ideas, and views new duties and practices an active role in improving the job how the employee improves personal skills

Plurality of skills / special ability, evaluated with reference to such factors as

whether the employee has skills exceeding the employees own basic duties that benefit the workplace, or some special ability or expertise general diversity of the employees skills or some special ability that benefits the work-place

2. Responsibility at work and activity in the workplace

Spontaneity, evaluated with reference to such factors as

how spontaneous the employee is in his/her work how the employee takes the initiative in improving working methods and the work-place

Co-operation skills, evaluated with reference to such factors as how the employee co-operates at the workplace, and with external parties and stake-holders how the employee promotes community and a positive atmosphere how the employee deals with conflict

Commitment to work and colleagues/co-workers, evaluated with reference to such factors as

how the employee participates in improving the workplace how the employee adheres to mutually agreed practices how the employee is committed to duties and to the aims of the employees workplace the extent of the employees involvement in discharging university community functions

Employees working in supervisory capacities will be evaluated for success and improvement in supervisory and leadership work (including participation in supervisory and leadership training) and for supervisory skills in general. The evaluation will consider how the supervisor supports, encourages and motivates employees to achieve their objectives and how the supervisor fosters a positive, effective and productive workplace.

3. Quality and performanceProductivity, evaluated with reference to such factors as

achievement of, for example, quantitative objectives or deadlines imposed on the employee

Quality of work, evaluated with reference to such factors as

quality of work in relation to the demands and goals of duties

Economy, evaluated with reference to such factors as

overall economy in discharging duties careful use of resources

The evaluation scale

The evaluation scale is as follows:

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Evaluating the Personal Work Performance - Lapin yliopisto ...

Written by simmons

December 9th, 2017 at 1:45 pm

HR at MIT | Performance Development | Welcome

Posted: October 15, 2017 at 5:59 pm

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What Is Performance Development?

Performance Development (PD) = Performance Management + Employee Development

Performance development is a broad term that includes performance management and employee development. It describes both managing/assessing the work that needs to be done and providing opportunities for professional growth and development.

Some areas at MIT use a web-based tool for performance development and reviews. Find it here.

There are tremendous benefits to managers, employees, and organizations that invest time and thought into performance development practices. When done consistently and well, these practices result in better performance on the individual and organizational levels, higher satisfaction and morale among staff, retention of strong performers, and an effective means for correcting poor performance.

There are also costs of failing to manage performance effectivelyunresolved performance issues lead to lower productivity, poor morale (both for problem employees and others in the unit) and, ultimately, more time and energy spent resolving issues that could have been addressed by robust performance development practices.

Each participant is responsible for making the performance development practices as effective as possible.

Download our Manager's Performance Development Toolkit (PDF) to learn more about Baseline Practices, Best Practices, and the Performance Development Improvement Process at MIT.

The Performance Development Improvement Process is facilitated and supported by the department's Human Resources Officer (HRO) and/or Organization Development Consultant (ODC) (

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October 15th, 2017 at 5:59 pm

Personal Goal Setting – How to Set SMART Goals – from …

Posted: September 24, 2017 at 10:48 am

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Many people feel as if they're adrift in the world. They work hard, but they don't seem to get anywhere worthwhile.

A key reason that they feel this way is that they haven't spent enough time thinking about what they want from life, and haven't set themselves formal goals. After all, would you set out on a major journey with no real idea of your destination? Probably not!

Learn how to set SMART goals.

First consider what you want to achieve, and then commit to it. Set SMART (specific, measureable, attainable, relevant and time-bound) goals that motivate you and write them down to make them feel tangible. Then plan the steps you must take to realize your goal, and cross off each one as you work through them.

Goal setting is a powerful process for thinking about your ideal future, and for motivating yourself to turn your vision of this future into reality.

The process of setting goals helps you choose where you want to go in life. By knowing precisely what you want to achieve, you know where you have to concentrate your efforts. You'll also quickly spot the distractions that can, so easily, lead you astray.

Top-level athletes, successful business-people and achievers in all fields all set goals. Setting goals gives you long-term vision and short-term motivation . It focuses your acquisition of knowledge, and helps you to organize your time and your resources so that you can make the very most of your life.

By setting sharp, clearly defined goals, you can measure and take pride in the achievement of those goals, and you'll see forward progress in what might previously have seemed a long pointless grind. You will also raise your self-confidence , as you recognize your own ability and competence in achieving the goals that you've set.

You set your goals on a number of levels:

This is why we start the process of setting goals by looking at your lifetime goals. Then, we work down to the things that you can do in, say, the next five years, then next year, next month, next week, and today, to start moving towards them.

The first step in setting personal goals is to consider what you want to achieve in your lifetime (or at least, by a significant and distant age in the future). Setting lifetime goals gives you the overall perspective that shapes all other aspects of your decision making.

Learn new career skills every week, and get our Personal Development Plan Workbook FREE when you subscribe.

To give a broad, balanced coverage of all important areas in your life, try to set goals in some of the following categories (or in other categories of your own, where these are important to you):

Spend some time brainstorming these things, and then select one or more goals in each category that best reflect what you want to do. Then consider trimming again so that you have a small number of really significant goals that you can focus on.

As you do this, make sure that the goals that you have set are ones that you genuinely want to achieve, not ones that your parents, family, or employers might want. (If you have a partner, you probably want to consider what he or she wants however, make sure that you also remain true to yourself!)

You may also want to read our article on Personal Mission Statements . Crafting a personal mission statement can help bring your most important goals into sharp focus.

Once you have set your lifetime goals, set a five-year plan of smaller goals that you need to complete if you are to reach your lifetime plan.

Then create a one-year plan, six-month plan, and a one-month plan of progressively smaller goals that you should reach to achieve your lifetime goals. Each of these should be based on the previous plan.

Then create a daily To-Do List of things that you should do today to work towards your lifetime goals.

At an early stage, your smaller goals might be to read books and gather information on the achievement of your higher level goals. This will help you to improve the quality and realism of your goal setting.

Finally review your plans, and make sure that they fit the way in which you want to live your life.

Once you've decided on your first set of goals, keep the process going by reviewing and updating your To-Do List on a daily basis.

Periodically review the longer term plans, and modify them to reflect your changing priorities and experience. (A good way of doing this is to schedule regular, repeating reviews using a computer-based diary.)

A useful way of making goals more powerful is to use the SMART mnemonic. While there are plenty of variants (some of which we've included in parenthesis), SMART usually stands for:

For example, instead of having "to sail around the world" as a goal, it's more powerful to use the SMART goal"To have completed my trip around the world by December 31, 2015." Obviously, this will only be attainable if a lot of preparation has been completed beforehand!

The following broad guidelines will help you to set effective, achievable goals:

Set performance goals, not outcome goals You should take care to set goals over which you have as much control as possible. It can be quite dispiriting to fail to achieve a personal goal for reasons beyond your control!

In business, these reasons could be bad business environments or unexpected effects of government policy. In sport, they could include poor judging, bad weather, injury, or just plain bad luck.

If you base your goals on personal performance, then you can keep control over the achievement of your goals, and draw satisfaction from them.

Set realistic goals It's important to set goals that you can achieve. All sorts of people (for example, employers, parents, media, or society) can set unrealistic goals for you. They will often do this in ignorance of your own desires and ambitions.

It's also possible to set goals that are too difficult because you might not appreciate either the obstacles in the way, or understand quite how much skill you need to develop to achieve a particular level of performance.

When you've achieved a goal, take the time to enjoy the satisfaction of having done so. Absorb the implications of the goal achievement, and observe the progress that you've made towards other goals.

If the goal was a significant one, reward yourself appropriately. All of this helps you build the self-confidence you deserve.

With the experience of having achieved this goal, review the rest of your goal plans:

Our article, Golden Rules of Goal Setting , will show you how to set yourself up for success when it comes to your goals. If you're still having trouble, you might also want to try Backward Goal Setting .

It's important to remember that failing to meet goals does not matter much, just as long as you learn from the experience.

Feed lessons you have learned back into the process of setting your next goals. Remember too that your goals will change as time goes on. Adjust them regularly to reflect growth in your knowledge and experience, and if goals do not hold any attraction any longer, consider letting them go.

For her New Year's Resolution, Susan has decided to think about what she really wants to do with her life.

Her lifetime goals are as follows:

Now that Susan has listed her lifetime goals, she then breaks down each one into smaller, more manageable goals.

Let's take a closer look at how she might break down her lifetime career goal becoming managing editor of her magazine:

As you can see from this example, breaking big goals down into smaller, more manageable goals makes it far easier to see how the goal will get accomplished.

A good way of getting going with this is to use the Mind Tools Life Plan Workbook. Supported by worksheets and advice, this guides you through a simple 5-step process for setting SMART goals, and for organizing yourself for success.

Goal setting is an important method of:

Set your lifetime goals first. Then, set a five-year plan of smaller goals that you need to complete if you are to reach your lifetime plan. Keep the process going by regularly reviewing and updating your goals. And remember to take time to enjoy the satisfaction of achieving your goals when you do so.

If you don't already set goals, do so, starting now. As you make this technique part of your life, you'll find your career accelerating, and you'll wonder how you did without it!

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September 24th, 2017 at 10:48 am

Petr Cech slams ‘unacceptable’ Arsenal performance in Liverpool loss – ESPN FC

Posted: August 27, 2017 at 9:43 pm

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Aaron Ramsey gives a candid, and dejected, account of Arsenal's showing vs. Liverpool, and their need for vast improvement. Craig Burley lambastes Arsenal's display against Liverpool in his player ratings. ESPN FC's Craig Burley recaps the Premier League table after Week 3 closes out, with Arsenal sitting way down in sixteenth.

Petr Cech said Arsenal's lack of fight against Liverpool was "quite simply unacceptable," but insisted they could still compete for the Premier League title.

Arsenal were demolished 4-0 at Anfield after a lacklustre performance saw them dominated by Liverpool throughout, failing to muster a shot on target.

The Gunners could not cope with Liverpool's energy and were repeatedly beaten in duels and challenges, which Cech said was the most disappointing aspect of their display.

"It was quite simply unacceptable for the size of the club we are and for the team we have," the goalkeeper told Sky Sports.

"Obviously you can come here and lose 4-0. OK, it can happen on a bad day when you fight but you are unlucky and your opponent is playing well and scores with every shot they have. Then it can happen.

"But not like it happened today. The way it happened today is unacceptable.

"We were not fighting, we were not running enough, we were not winning any individual battles and as a team we completely failed to respond to their way of playing, and that is the most disappointing thing.

"But we have only ourselves to blame."

The loss leaves Arsenal in 16th place in the Premier League table with three points from three games, having also lost at Stoke last weekend.

But while many fans and critics are already writing off their title chances, Cech said: "I would say the only positive out of the game is that we have to respond, and we have time to respond.

"It's very early doors in the season, and with two defeats you can still win the league.

"If I didn't believe that we could do that I would probably retire and not play football any more. But I believe that this team has everything to compete and to win the title.

"I think we have shown that in many games and we need to make sure we are consistent and that, when the games come, we are always on top."

Mattias is ESPN FC's Arsenal correspondent. Follow him on Twitter: @MattiasKaren.

Petr Cech slams 'unacceptable' Arsenal performance in Liverpool loss - ESPN FC

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August 27th, 2017 at 9:43 pm

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