The Forgotten Power of Middle Managers
The Forgotten Power of Middle Managers – Why Leadership Development Is Key
Middle managers were once seen as the backbone of thriving organizations, but somewhere along the way, their role lost its luster. Today, many middle managers feel overworked, undervalued, and caught in a storm of unrealistic expectations. Let’s explore why this role remains pivotal to organizational success and how leadership development can breathe life back into management training.
Why Middle Managers Are Crucial
Why Middle Mangers Are Crucial
Middle managers don’t just fill the gap between senior leadership and frontline employees—they actively drive a company’s vision.
Here’s how they do it:
- Execution of Vision: Middle managers translate the big-picture strategies into actionable goals and plans for the employees of the company.
- Leadership at Every Level: They coach and develop your individual contributors, turning their potential into performance.
- Communication Hub: As the eyes and ears on the ground, they can provide senior leaders with insights from frontline workers that can help shape decision-making and the culture.
But, despite these vital contributions, my experience has been taht middle management is often overlooked when it comes to investment in training, leadership development, and recognition. This happens in small organizations and large alike.
The Challenges Middle Managers Face
In today’s fast-paced workplace where everyone is cost-conscious, middle managers are stuck juggling competing priorities. They are receiving directives from upper management while at the same time trying to respond to the needs of their team.
I remember being a middle manager for many years. It was impossible and rewarding at the same time -- sometimes on the same day!
What are the most common struggles that middle managers face?
- Misunderstood Role: They are frequently treated as a catch-all for tasks that lack ownership - that no one else wants. Consequently, managers end up stretched thin.
- Toxic Workplaces: Many protect their teams from top-down dysfunction while receiving little support themselves. They feel they have to protect valuable team members so that they don't lose them.
- Leadership Without Training: They are most often promoted for technical skills rather than leadership ability. I just heard of another case this past week from a client. That means they are left to learn management on the fly.
- Burnout and Stress: These pressures often seep into their personal lives, creating a cycle of frustration and exhaustion.
The numbers tell the story: 43% of middle managers report feeling burned out and overwhelmed. (from the book Power to the Middle)
Too many organizations have lost sight of the fact that the talent of management -- the real energy, creativity, and focus -- should be unleashed toward the management of talent. Put another way, the best managers attract and keep the best people."
"Power to the Middle: Why Managers Hold the Keys to the Future of Work" by Schaninger, Hancock and Field (HBR Press, 2023)
What’s Undermining Middle Management?
According to the research in the book "Power to the Middle", there are five key trends that have contributed to the decline of middle management effectiveness:
- The Productivity Paradox: Technology should have streamlined their work, but instead, it led to excessive reporting, redundant meetings, and endless email chains.
- The “Superstar Syndrome”: Top performers in technical roles are promoted without adequate management training, often resulting in poor leadership outcomes.
- The Middle Management Permafrost: With limited upward mobility, managers focus on survival rather than driving innovation or growth. The result is a layer of people who are frozen in their current ways and methods.
- The Hypergrowth Vacuum: Rapidly scaling organizations cut traditional management layers, leading to toxic behaviors and chaotic reporting structures.
- The Remote Leadership Crisis: As remote work rapidly expanded in the pandemic, middle managers struggled to maintain human connection and team cohesion. They realize the need for it, but it seems impossible when their team members are remote.
How Leadership Development Solves the Problem
The struggles middle managers face are solvable with the right approach. Investing in new manager training and leadership development can:
- Equip managers with tools to lead effectively in remote or hybrid settings. Practical tools give managers confidence to address new situations.
- Shift the focus from “survival” to innovation, encouraging risk-taking and creativity. When a manager can move beyond survival mode, they are free to be more creative.
- Prioritize people skills over technical expertise, preparing leaders to inspire and develop their teams.
- Reduce burnout, creating a sustainable work environment for managers and their teams.
When organizations value, support, and develop their middle managers, the ripple effect is undeniable: improved employee engagement, better decision-making, and stronger business outcomes.
What Does This Mean for Your Organization?
If you’re wondering how your organization stacks up, ask yourself:
- Are your middle managers empowered to make decisions and lead in their own way?
- Do you provide structured management training programs to help them succeed?
- Is their role clearly defined and celebrated as critical to your company’s vision?
The future of work demands that we stop treating middle managers as a lesser priority (or even disposable) and start recognizing them as the linchpins of success. When leadership development becomes a priority, your team will thrive and your organization will thrive.
Ready to transform your middle management team?
Let’s discuss how leadership development can unlock your team’s full potential. Reach out to start the conversation today.
