You’re a Middle Manager? How Depressing.

Lead Change Blog

Research shows that middle managers don’t get much love. A recent study by the journal Sociology of Health and Illness , shared in this Washington Post article , found that middle managers and supervisors are more likely to suffer depression, to feel taken advantage of at work, and to experience anxiety about work than are frontline workers or senior leaders. Middle managers are employees, too! Leadership Development Leadership Management

How Middle Managers Provide Leadership Everyday

Jesse Lyn Stoner Blog

Let’s set aside the boring debate about leaders vs. managers for a moment and take a look at daily life for most managers in organizations. The reality is that middle managers provide leadership, or at least have the opportunity to provide leadership, all the time. Although some middle managers think their job is to manage people, in […]. Leadership Leaders vs. Managers middle managers Role of Middle Managers

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Eight Techniques to Help Your Middle Managers Cultivate Their “Sweet Spot” in Your Organization

Let's Grow Leaders

On paper, your middle managers are in your organization’s sweet spot. In reality, however, your middle managers are in a tough place. Winning Well how to development middle managers leadership middle managersThey’re the conduits between your strategic vision and the teams who implement that vision. They’re under increasing pressure–from above to […].

In Praise of Middle Managers

LDRLB

Middle managers don’t get a lot of attention or respect. Even most business satires are targeted squarely at middle managers, think Michael Scott or Bill Lumberg. In most organizations, the impact of middle managers is just as important as that of senior leadership. In a recent study, that impact quantified and researchers found that a good middle manager was worth almost two team members.

Lost in Translation: Communication Techniques For Middle Managers

Let's Grow Leaders

But trust me, the managers with the best outcomes are masters of translation. Great Managers are Translators. The very best managers are leaders with a keen ability translate: Industry dynamics into pragmatic straight talk: They listen closely to what’s happen with competitors and strategic partners. Great middle managers take time to learn the languages of those around them, and listen well to hear the truths from multiple perspectives.

Why Middle Managers Need to “Fire” Themselves as Supervisors

Great Leadership By Dan

I thought his answer was simple but brilliant, and gets to the heart of one of the biggest and oldest mistakes middle or senior managers make when they get promoted. If you’re a middle or senior manager, how many of you are still managing your old employees and not leading your organization by managing your supervisors or managers? Managing managers is way different that managing individual contributors.

Why Business Women Rarely Leave Middle Management

Women on Business

A study from McKinsey & Co reveals some possible reasons why the careers of most business women stall at middle management. Vikram Malhotra, McKinsey’s chairman of the Americas, says, ‘Middle-management women get promoted on performance, while middle-management men get promoted on potential.’ ” Read the Full Article: Why Women Rarely Leave Middle Management via blogs.wsj.com.

Middle #Management Acumen from #ASTD

Management Craft

An infoline (the marriage of a very short book, article, white paper, and manifesto) I wrote for the ASTD Press called Middle Management Acumen just cam out. This would be a great tool for informal management training. Here's the description: "Management is the best and most challenging job, and it provides the best opportunities to have maximum impact. Books Management acumen ASTD middle management

Middle Management – The Leverage Point for Performance Improvement

Strategy Driven

Over 30 years of management consulting has made clear that the locus for a breakdown in performance improvement lies in middle management. But, the middle is often a desert between these two groups. Middle managers oversee several functions which do not naturally come together as a team as is the case with front line groups. However, I have found that the culprit is often middle management.

Middle managers the key to delivering change

Chartered Management Institute

Back in June I wrote about some Wharton research suggesting that middle managers, far from being the butt of ridicule popular culture suggests, are in fact the key to success in the modern organisation. New research from Dublin City University adds weight to that argument, suggesting that they are key to delivery of change management projects.

Execution And The Importance Of The Middle Manager

Six Disciplines

According to Thomas Colligan, vice dean of Wharton's Executive Education: "Many companies are seeing significant turnover in middle management ranks, and with significant turnover, they don't have the ability to execute strategy. Top management can spend all their time creating strategy, but without someone there to implement it, where are you at the end of the day?". If middle managers are so valuable, why would they report dissatisfaction and leave their companies?

Training Middle Managers On People Management Basics

QAspire

Home Go to QAspire.com Guest Posts Disclaimer Training Middle Managers On People Management Basics Here is a simple idea: Whenever you have a new manager (project manager/departmental leader) joining in your organization, put him/her through a simple training program on how to manage people. Train existing managers as well. The premise: Most project managers/team leaders get work done through team.

Customer service shouldn’t stop at middle management

Surviving Leadership

But what about middle and upper leadership? How many of us have witnessed inappropriate behavior at the middle to upper management level – whether it be unprofessionalism or outright bullying and harassment – only to hear it excused as “leadership ambition”? culture General Rant about Leading accountability customer service employees HR Blogs human resources leadership management

Management Craft: Six Thoughts About Middle Management

Management Craft

Middle management is key to the success of your organisation

Chartered Management Institute

Management has come in for a tough time lately. A Monster.com survey ranked British managers as the worst in the world, whilst Ratan Tata suggested managers at Jaguar Land Rover lacked a suitable work ethic when he first took over the firm. You are not watching this post, click to start watching

Why Being a Middle Manager Is So Exhausting

Harvard Business

There is no shortage of advice for how to navigate power dynamics within organizations — from managing toxic or exceptionally gifted subordinates to dealing with unpredictable and narcissistic bosses. Despite our fascination with the extreme ends of the power distribution, the reality is that most employees possess a middling amount of power and must repeatedly alternate between interacting with higher and lower power colleagues. Don’t micromanage your middle managers.

Weekly Round-Up: On 5 Ways to Save Your Middle Managers From Burnout, 10 Facts Every CEO Should Know About Communication & How to Be Smarter About Employee Engagement

leaderCommunicator

5 Ways to Save Your Middle Managers From Burnout By Peter Walsh, Fast Company “If you want a recipe for disaster, just follow in the footsteps of many businesses today: As organizations are getting flatter and pushing responsibility down the ladder onto middle managers…”. When it comes to managing millennials, it helps if you’re a millennial. And for Judy Olian, the dean of UCLA Anderson Graduate School of Management for the past eight years. …”.

10 ways to change things as a middle manager

Chartered Management Institute

The subject of change is a frequent one in the management press. Books, journal articles and blogs give copious exposure to the topic of how companies can react to the changing world. You are not watching this post, click to start watching

Book recommendations for Middle Managers… | Rajesh Setty

Rajesh Setty

About Portfolio Resources eBuzz Blog Home Blog Main Page Book recommendations for Middle Managers… RSS Feed Book recommendations for Middle Managers… By Rajesh Setty on Sat 08 Nov 2008, 11:51 PM - View Comments Jurgen Appelo has a neat little book recommendation project going. The recommended books are targeted at middle managers or people who are aspiring to be one. HELLO THERE AND WELCOME. You are a new visitor to this blog.

#ASTD T&D Guest Column: Training Middle Managers

Management Craft

Partnerships Create Community Impact

Lead Change Blog

Events Leadership Development Workplace Issues Collaborate community Growth leader Leadership management middle management Self Development synergy synthesizingPosted in Events Leadership Development Workplace Issues Written by: Becky Robinson, Mike Henry & Chery Gegelman This is the story of how a few people with a big vision are making a difference for the city of Tulsa.

Practical Advice for Positional Leadership

Lead Change Blog

He’s also a writer, coach and consultant on management and leadership. It’s clear early in the book Wally has lived middle and front-line management. Resources Book Review Books middle management Wally BockLead Change Group has always been about instigating a personal, individual leadership revolution. Anyone can lead and we believe the world is a better place when people lead from who they are rather than from performance or positional authority.

Advice 212

Importance of Leadership Development in “The Individual Age”

Lead Change Blog

Importance of Leadership Development in “The Individual Age” Events Leadership Development Workplace Issues From Bud To Boss Growth leader Leadership management middle management Resources synergy TulsaPosted in Events Leadership Development Workplace Issues As the twentieth century came to a close, the industrial age ended as well.

What Middle Managers Can Learn from Agents, Brokers, and Other Middlemen

Harvard Business

“You mean like middle managers?” But at some point in my reporting, as I learned more and more about the qualities shared by effective middlemen from all industries, it dawned on me that middle managers — indeed, managers and professionals at every level — obviously are middlemen. Across a wide range of situations, the middleman’s power comes from the unique ability of the person in the middle to keep one or both sides accountable.

Millennial Generation @ Work

Coaching Tip

A new book, "Become a 21st Century Executive: Breaking Away from the Pack" by Nigel Dessau, is easy-to-read and provides practical advice on how to avoid being a stuck-in-the-middle manager, and how to start behaving and becoming a 21st century executive. Middle managers are arguably the lifeblood of any organization, and the butt of many jokes," says Dessau.

Advice 117

What Kind of Company Do You Want?

Kevin Eikenberry

Leadership Learning Quotations Advertising company of giants David Ogilvy hiring marketing middle managerDavid Ogilvy is perhaps the most famous advertising executive of all time. His book, Ogilvy on Advertising, is a classic, and many of his ads have been often copied. Today’s quotation from him tells us his genius went far beyond writing an advertisement (and perhaps gives a big clue as to why he was so [.].

Infographic: Middle managers are frozen by information overload, costing companies millions

leaderCommunicator

Information overload is a paralyzing problem, especially for middle managers. Not only are managers often squeezed between a rock and a hard place, they also are stuck between their inboxes and outboxes. Across industries, managers struggle to prioritize and move projects forward. They are frozen, and email is a major contributor to the overload these middle managers feel.

The Key to Change Is Middle Management

Harvard Business Review

A mid-level manager in this 5,000-employee hospital, she is leading a 70-member group on patient flow as part of a larger organizational effort. Her ability to lead and inspire — to become a change leader from her position as a mid-level manager — is helping her team produce results. A hallmark of the successful 32% was the involvement of mid-level managers two or more levels below the CEO. Paul Taylor was managing a UK-based factory for LF Beauty UK Ltd.,

Stuck in the Middle With You

Let's Grow Leaders

We’re All Stuck In The Middle of Something. I must help, and will do everything in my power to help you, them, and the guys in the middle. The best good I can do is right here, stuck in the middle– with you. Authenticity & Transparency Career & Learning Communication Energy & Engagement fear and intimidation feedback leaders leadership leadership development middle management transparency Trust

Why Middle Managers Are So Unhappy

Harvard Business Review

Managing people

The Perils of “Going Under” your Manager’s Head

Great Leadership By Dan

This post first appeared as a guest post in SmartBlog on Leadership : Most of us know what it means to “go over your manager’s head.” So, you decide to march up one rung in the management hierarchy and take up it up with your boss’s boss. No manager likes it when you go over their head, and they’ll probably hold a grudge for it. While the perils of “going over someone’s head” is a well-known concept, what about the perils of “going under a manager’s head”?

Why Your Customers Hate You and How to Fix It

Skip Prichard

But Nincompoopery is something different: it’s the corporate stupidity that drives customers crazy, and keeps everyone—customers, employees, managers and business owners—from getting what they want. Yet most of the time nobody—not employees, managers, or senior leaders—seems capable of overcoming tradition, inertia, and apathy to make simple changes that would save money and improve customer experience (and, ultimately, increase revenues and profits). Focus on the Customer.

Despite What Zappos Says, Middle Managers Still Matter

Harvard Business Review

Middle managers have not fared well. Much has been written about their adoption of a self-management system— holacracy —with no job titles and zero managers. While I applaud their effort to break down unnecessary walls, getting rid of managers is not the answer. Middle managers are increasingly vital to an organization’s success, though for different reasons than in the past. Those in the middle managed the inputs and outputs.

Manage the Mid-Space or Your Vision Will Fail

Jesse Lyn Stoner Blog

One of the top reasons leaders fail to implement their vision is because they don’t manage the “mid-space.”. The biggest failure in implementing vision successfully is in not effectively managing the airspace between the 3000 ft view from the hot air balloon and the on-the-ground view of day-to-day activity. The Critical Role of Middle Management. Leaders at all levels need to take responsibility to manage the “mid-space.”

Research: Middle Managers Have an Outsized Impact on Innovation

Harvard Business Review

Just the mention of “middle managers” is enough to make people’s eyes roll back. And of all the individuals, the choice of who is middle manager on vital projects goes the furthest in explaining why some firms do better than others. For comparison, everything else that’s part of the firm, whether it’s senior managers or strategy or marketing, accounts for just 21.3% Why do project managers have such a large impact?

Research: Middle Managers Have an Outsized Impact on Innovation

Harvard Business Review

Just the mention of "middle managers" is enough to make people''s eyes roll back. And of all the individuals, the choice of who is middle manager on vital projects goes the furthest in explaining why some firms do better than others. In a gaming-company context, middle managers have the job title of "producer" (primarily because it is thought to be a cooler-sounding title than "project manager"), and they supervise designers, who are the sources of creative ideas.

Leadership Caffeine: Supporting the Rise of the Informal Leader

Management Excellence

Career Leadership Leadership Caffeine Leadership Skills Leading Change Management Education Middle Management Organizational Transformation Performance Product Management Project Management Talent Management Your Professional Development "To Do" List career development Informal Leader Management InnovationWant to know where to find your best and brightest emerging leaders?

Smiles, Sales and Leadership

Management Excellence

Career Customer Service Leadership Management Education Middle Management Performance Social Commentary Surviving Lousy Leaders Talent Management voice of the customer Leaders and Customer Service Marketing Sales Shopping on Main Street The Price of a SmileI enjoy observing how the help in stores engage with their customers. What you see and hear speaks volumes about the leaders they work for. Want to know how people feel about their jobs and their bosses?

Leadership Caffeine-The Importance of Cultivating Your Influence

Management Excellence

Career Leadership Leadership Caffeine Leadership Skills Management Education Marketing Yourself Middle Management Performance Professional Growth Your Professional Development "To Do" List Growing Your Influence Influence powerWhile your own level of influence might not be something that crosses your mind on a daily basis, your relative level of influence in your organization is at least one reasonable proxy for measuring your effectiveness as a leader.

Leadership Caffeine: How to Appropriately Respond to Positive Praise

Management Excellence

Here are five ideas for appropriately responding to positive praise: Career Leadership Leadership Caffeine Management Education Middle Management Performance Talent Management Your Professional Development "To Do" List Leader Performance positive feedback Responding to PraiseIt’s easy to start believing the praise you hear in the hallways about your leadership approach. Easy and dangerous.

Send in the Clones. The Abuse of “Must Have” in Recruiting and Hiring

Management Excellence

Current Affairs Innovation Leadership Management Education Middle Management Organizational Transformation Performance Talent Management Beyond the Job Requirements Hiring the Best Job Specifications recruiting Talent ScoutingAside from a few obvious technical and vocational roles, there are very few positions in most organizations that absolutely “Must Have” someone who has held the identical role in the same industry with the same job.

Leadership Caffeine: Motivate with Context

Management Excellence

Here are 5 ideas for curing Context Deficit Disorder: Innovation Leadership Leadership Caffeine Management Education Middle Management Organizational Transformation Performance Quality Systems Management Strategy Surviving Lousy Leaders Talent Management execution Motivation

Leadership Caffeine-Quit Sending Mixed Signals

Management Excellence

Dealing with Difficult People Leadership Leadership Caffeine Leadership Skills Middle Management Performance Consistency and the Leader Critical Leadership SkillsHow consistent are you in your approaches to dealing with people and problems? Is there an early warning system in place in your office that tracks your every move from the car through the parking lot and into the office? How you respond to people and to situations (victories, losses, mistakes etc.)