What about middle managers?
A case study on what happens when your best asset is left hanging
Hi leader,
If you’ve been in or around the leadership space for a while, you probably know there’s no shortage of support for executives. Coaching, keynotes, masterminds, roundtables, off-sites—founders and C-suite leaders are swimming in resources that help get them to a place of peak performance.
But what about everyone else? The project leads, managers, and department heads who are actually in the day-to-day, expected to translate high-level strategy into action?
I’ve never really understood this, and many others feel the same way.
I’ll never forget a former colleague who had jumped into a director level role after being a stellar individual contributor. The issue? It was his first time leading people. His first time leading teams. His first time being responsible for projects that other people managed.
He was humble enough to admit that he had absolutely no clue what he was doing in this new capacity. He asked for support from his executive team, but they simply told him to figure it out.
The joy of a new role quickly turned to despair. And as the new director quickly learned, his team wasn’t all that happy either. 1:1s became nothing more than status updates, team meetings turned into chaos, and communication on the team plummeted. Within a month, he was looking for a new role, and his team was also heading for the door.
And when 40% of the team ended up leaving, guess whose problem it became? The executive team’s.
The truth is that an organization’s success depends just as much, if not more, on a mid-level manager or leader’s ability to lead as it does an executive’s. If they’re not supported, they’ll be unable to delegate clearly, make sound decisions, hold folks accountable, and build a thriving and collaborative team culture. And it’s just a matter of time before things implode, sucking top level leaders back into the weeds, unable to achieve their vision.
That’s why at Ready Leader Coaching & Consulting, I equip managers and team leads with the clarity, confidence, and systems they need—so excellence carries throughout the organization in a way that both achieves results and supports the people behind it all.
Because when all levels of an organization have what they need to lead well, the benefits are numerous:
improved staff morale;
more outcomes, less box-checking;
more retention, less attrition;
more time and energy;
and faster, cleaner decision-making.
If you’re looking for a shift that gives your management team the tools your organization needs to reduce the chaos and drive more impact, let’s talk. I’d be happy to help you make it happen.
📅 Book your complementary discovery call here today.
In honesty,
Melissa
—
Author of Honest Office
Founder of Ready Leader Coaching & Consulting
I’m experiencing something like this at work right now. They put a very smart woman in charge of managing six of us but she has no real management experience. She’s great at what she does but managing people is a whole different skill set and it’s been very frustrating.