How Middle Managers are Key to Company Success
How Middle Managers are Key to Company Success
The challenge is that the bulk of their energy is spent tactically (and often) reactively responding to pressures from customers, subordinates, peers and their boss.
In fact, how the middle manager responds on a moment-by-moment basis is more impactful to a strategy's success (and an organization's cohesion) than the communication of the plan in the first place. Planning the work is always easier than working the plan.
Thinking strategically uses different thought processes than acting tactically. Conceptualizing, "blue skying"-type, mental activities are best when uncoupled from time-deprived, in-your-face/in the moment situations. Yet it's easier, because of the constant sensory stimuli of aural, visual and kinestetic activity in minute-by-minute office life (meetings, phone calls, emails, instant messaging, expectations of immediate response from the sender) to stay in the mental state more suited for tactical response.
What can upper management do to ensure the middle manager is equipped to respond appropriately to strategic challenges?
1) Ensure the Manager is aligned at a personal/professional level with the company strategy.
Beyond monetary compensation, if the manager sees opportunity for skills development in pursuing the plan's objectives, then there is more chance for a strategy-aligned response during "in the moment" situations as the manager is now personally invested in the plan's success.
2) Ensure the Manager is equipped with the basic business life skills:
- Time Mastery. We all have the same amount of time available to us in the pursuit of goals. "Time management" is a misnomer. What is more important is time mastery, the ability to identify and stay focussed on priorities and invest available time accordingly.
- Ability to Delegate. How to work smarter and effectively means managers need to revisit behaviours that got them promoted in the first place - the behaviours that helped them get to this plateau of their careers (examples being resident technology expert, knowing every detail, creating every report etc) may not be the skills to successfully cope with expanded responsibilities. Delegation is key.
- Effective Communciations. How to understand the needs of others and clearly articulate your needs and expectations, and to do so in a created space that is non-threatening and supportive of sharing information, is the foundation of trust and the bedrock of a successful organization.
3) The Manager has a Coach.
Whether the Manager's boss fills the role, or a professional coach is brought in to complement the boss's efforts, the Manager needs a regularly scheduled opportunity to be lifted up above the fray, thoughtfully look at the frenetic work landscape and his/her role in it, and how they can better contribute, both to their organization and to themselves and their loved ones. It's in those moments of reflection that personal and professional breakthroughs can be made, for the betterment of all.
In these turbulent times, highly-valued managers are likely to stay with their current employer if their three needs of fair compensation, company culture and personal challenge are realized.
A company who pays attention to ensuring their middle management team is aligned to goals, equipped with key skills and has the regular opportunity to expand perspective, now has a team of managers better positioned to help the company achieve its strategy.
(c) 2009 bernie schmidt. Article may be copied with attribution
How Middle Managers are Key to Company Success - To learn more about this author, visit Bernie Schmidt's Website.
Like this article? Share it with your friends
In hierarchal organizations, strategic intent flows from the top, while tactical implementation is carried out at the bottom. In the middle of the flow are middle managers: first- second- and third tier supervisors, managers and senior managers who are mandated to proactively deliver the planned strategy's goals.
The challenge is that the bulk of their energy is spent tactically (and often) reactively responding to pressures from customers, subordinates, peers and their boss.
In fact, how the middle manager responds on a moment-by-moment basis is more impactful to a strategy's success (and an organization's cohesion) than the communication of the plan in the first place. Planning the work is always easier than working the plan.
Thinking strategically uses different thought processes than acting tactically. Conceptualizing, "blue skying"-type, mental activities are best when uncoupled from time-deprived, in-your-face/in the moment situations. Yet it's easier, because of the constant sensory stimuli of aural, visual and kinestetic activity in minute-by-minute office life (meetings, phone calls, emails, instant messaging, expectations of immediate response from the sender) to stay in the mental state more suited for tactical response.
What can upper management do to ensure the middle manager is equipped to respond appropriately to strategic challenges?
1) Ensure the Manager is aligned at a personal/professional level with the company strategy.
Beyond monetary compensation, if the manager sees opportunity for skills development in pursuing the plan's objectives, then there is more chance for a strategy-aligned response during "in the moment" situations as the manager is now personally invested in the plan's success.
2) Ensure the Manager is equipped with the basic business life skills:
- Time Mastery. We all have the same amount of time available to us in the pursuit of goals. "Time management" is a misnomer. What is more important is time mastery, the ability to identify and stay focussed on priorities and invest available time accordingly.
- Ability to Delegate. How to work smarter and effectively means managers need to revisit behaviours that got them promoted in the first place - the behaviours that helped them get to this plateau of their careers (examples being resident technology expert, knowing every detail, creating every report etc) may not be the skills to successfully cope with expanded responsibilities. Delegation is key.
- Effective Communciations. How to understand the needs of others and clearly articulate your needs and expectations, and to do so in a created space that is non-threatening and supportive of sharing information, is the foundation of trust and the bedrock of a successful organization.
3) The Manager has a Coach.
Whether the Manager's boss fills the role, or a professional coach is brought in to complement the boss's efforts, the Manager needs a regularly scheduled opportunity to be lifted up above the fray, thoughtfully look at the frenetic work landscape and his/her role in it, and how they can better contribute, both to their organization and to themselves and their loved ones. It's in those moments of reflection that personal and professional breakthroughs can be made, for the betterment of all.
In these turbulent times, highly-valued managers are likely to stay with their current employer if their three needs of fair compensation, company culture and personal challenge are realized.
A company who pays attention to ensuring their middle management team is aligned to goals, equipped with key skills and has the regular opportunity to expand perspective, now has a team of managers better positioned to help the company achieve its strategy.
(c) 2009 bernie schmidt. Article may be copied with attribution
How Middle Managers are Key to Company Success - To learn more about this author, visit Bernie Schmidt's Website.
Like this article? Share it with your friends
 | |
 |
No article feedback found. |
| |
Leave Your Feedback |
 | |
| |||
John BrennanJohn Brennan Ed.D. Dr. Brennan is President of Interpersonal Development, LLC, a training and development firm. Interpersonal Development has provided sales training and coaching to more than 3,000 sales reps from over 100 companies. A native of Australia, Dr. Brennan received his doctorate from the University of Rochester. His dissertation researched the effectiveness of Behavioral Modeling Technology in training people in interpersonal skills. While he has spent most of his career designing or delivering training, he was also a Vice-President of Sales of a training and development franchise with operations in 25 markets. Dr. Brennan has designed and delivered sales training in North America, Asia, Europe, Australia and the Middle East. He has been a guest speaker at numerous national and regional professional conferences. When Microsoft wanted Best Practices articles on sales for their web site, they called Dr. Brennan. The results are at http://office.microsoft.com/en-us/FX011387391033.aspx His firm’s clients have included Volvo, The Prudential, Merrill Lynch, Eastman Kodak, Gannett, Equifax Europe, the Economist Group and countless small businesses. - Visit John Brennan's Website |
|||
Dianne CramptonDianne Crampton is an executive leadership coach, team consultant, author and president of TIGERS Success Series, Inc. Dianne has been helping CEO's and Executives connect their employees to their core values and goals for over 20 years using the trademarked TIGERS team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. To download a free white paper on behaviors that build strong teams and behaviors that will predictably tear them down go here. - Visit Dianne Crampton's Website |
|||
Linda RichardsonLinda Richardson is the Founder and Executive Chairwoman of Richardson, a global sales training and performance improvement company. As a recognized leader in the industry, she has won the coveted Stevie Award for Lifetime Achievement in Sales Excellence and she was identified by Training Industry, Inc. as one of the “Top 20 Most Influential Training Professionals.” Ms. Richardson is credited with the movement to Consultative Selling and is the author of ten books on selling and sales management, including Sales Coaching — Making the Great Leap from Sales Manager to Sales Coach, and Stop Telling, Start Selling. She teaches sales and management at the Wharton Graduate School of the University of Pennsylvania and the Wharton Executive Development Center. Linda is a frequent speaker at industry and client conferences, has been published extensively in industry and training journals, and has been featured in numerous publications, including The Wall Street Journal, Forbes, Nation’s Business, Selling Power, Success, and The Conference Board Magazine. Learn more about Richardson's sales training and performance improvement solutions at http://www.richardson.com web - Visit Linda Richardson's Website |
|||
Jeff FosterWebBizIdeas.com is a Minneapolis website design company founded to help people start an internet business by providing them with website, business, and internet resources that help foster the growth of successful online businesses and develop innovative Internet business ideas. We specialize in internet consulting & internet marketing. - Visit Jeff Foster's Website |
|||
John PowerJohn Power, founder of Biltmore Franchise Consulting, has extensive experience developing and marketing franchises and business opportunities. He has been in and around franchising for over twenty years. From 1980 through 1990 he conceptualized, organized, and developed the American Video Association. He grew AVA to 2,000 national members, before selling the company it 1990. It was later merged into another home video marketing company. From 2000 to 2005 he worked as a contract marketing and human resources consultant to several local and national companies. In 2005 Mr. Power began working as a franchise development consultant on a full-time basis. Since that time he has helped more than three dozen companies initiate and develop their franchising program. He notes that there are many companies interested in developing a franchise program, and who need his specialized assistance. Mr. Power is a “hands-on” franchise consultant. He said, “I am the ‘nuts and bolts’ person who tends to the details for my clients.” Mr. Power holds a B.S. degree with a major in Marketing. See: www.biltmorefranchise.com You may contact Mr. Power at: jpower@biltmorefranchise.co - Visit John Power's Website |
|||
Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
|||
Anne BarrAnne Barr has over 26 years experience in sales and marketing, six years as a franchisee. She has assisted over 367 business owners and purchasers to achieve their goals in career change, transition and exit strategy. She holds the designation of Certified Franchise Executive from the International Franchise Association, Certified Business Intermediary from the International Business Brokers Association and Board Certified Broker from the Texas Association of Business Brokers. Anne is active in professional organizations, networking groups and volunteers for non-profit entities. As owner/operator of four successful businesses, Anne has proven people skills and enjoys helping clients find the right "fit" in business ownership. Visit www.FranchiseOpportunitySpecialist.com for more information about me and my company. - Visit Anne Barr's Website |
|||
Joe DagerJoe Dager is President of Business901, a progressive coaching company providing no-nonsense direction in areas such as Lean Six Sigma Marketing and organized referral marketing. What others say: In the past 20 years, Joe and I have collaborated on many difficult issues. Joe’s ability to combine his expertise with “out of the box” thinking is unsurpassed. He has always delivered quickly, cost effectively and with ingenuity. A brilliant mind that is always a pleasure to work with.” - James R. If you want to learn more about Business901, start a conversation with us. We can be found @ Web/Blog: Business901.com Web/Blog: FundingYourNonprofit.com LinkedIn Profile Follow me on Twitter - Visit Joe Dager's Website |
|||
|
To learn more about the Evan Elite Author Program please contact us. | |||
 | |
|  |
Subscribe to Bernie's articles
 | |
|
|  |
 | |
|
| |
 | |||||||
|
Referred by: http://www.TheBreakthroughCoach.com
 | ||
|
||
 |
||
 |
||
|
| ||
 |
| Have you written articles that would be of value to entrepreneurs? Become an expert on our site by publishing them! Expose yourself to a wide audience, drive more traffic to your website and get more sales! Click Here for details. |
|
|
 |
| Modeling the Masters: Learn the true secrets behind Walt Disney's business success factors & grow your company! Video produced by Phanta Media |
|
|
 |
"Learn straight from Evan how you can Make a Full Time Income (And More) from a Website"
Click Here To Learn More |
|
|
|
|
Get advice & tips from famous business owners, new articles by entrepreneur experts, my latest website updates, & special sneak peaks at what's to come!
|
|
|
 English Performance Emotional Intelligence Power of Concentration Business Coaching Maximize Trade Shows |
|
 | ||
 |
Top 50 Franchising Blogs
Top 50 Franchising Blogs | |
 |
Top 50 Raising Capital Blogs
Top Blogs To Watch In 2008 | |
| ||
 | ||||
| ||||
|
| ||||
| ||||
|
|
|
|
|
||||||||||||
|
Email us your ideas on how to make our website more valuable! Thank you Sharon from Toronto Salsa Lessons / Classes for your suggestions to make the newsletter look like the website and profile younger entrepreneurs like Jennifer Lopez and Sean Combs!
|
|
|
