Team Lead, Supervisor, Division Manager. Whatever your organizational chart calls it – you’re a middle manager. Stuck between dual demands of your superiors and direct reports, you’re the role that has to placate both. Your mentor may have forgotten, or didn’t want to discourage you, with how difficult this role can be! Here are tools to add to your leadership toolbox so that you can navigate this difficult middle management role like a pro!
You may have always been a natural leader, but when your role changes through promotion, the lens in which you view decision making and leadership shifts. Now you are responsible for the rag tag group that you may have once been part of.
What makes the middle management role so difficult?
I have discovered that with the anticipated challenges, have also come issues that stem from this role not really belonging in either world. Here are some of the biggest challenges that I have experienced in middle management roles.
You have less power than you think
No longer one of the front-line workers, but you don’t have the prestige or power that upper management wields.
You are likely in this role because you fell in line, performed great work, and didn’t give your leaders attitude. Likely your eyes are wide open now that not all of your colleagues treat their leaders well – because they have started to do the same to you.
Middle management is exhausting and you can fall in to a rut – because it can feel like a thankless role.
Don’t worry – we’ve got you. Here are some tools to add to your leadership toolbox
Not everyone has the natural charisma that the most effortless leaders seem to possess.
Here are some considerations for becoming a more natural leader and fall in to your leadership style:
- How the introverted leader can develop leadership presence
- Powerful and persuasive words to use as a leader
- Questions to ask yourself to find out if you lead by example
- How to stop undermining yourself by being a people pleasing manager
People management is hard work
You are going to have bizarre conversations with people. I never would have believed the topics of some conversations I would end up having when I became a new leader. I’ve had to explain how to hand wash clothing because they ‘ran out of clothes and couldn’t come to work’!
Plus you are going to have difficult conversations with difficult personalities. Here are some approaches and how to structure some conversations with difficult employees as a middle manager:
- How to handle employees who are outspoken about their political beliefs at work
- Best practices for giving feedback to defensive employees so that they will listen
- How to stop the gossip mill at work (about you and others!)
- Tips for dealing with easily offended employees
- Giving feedback to staff that lack self awareness
Get your team headed in the right direction
It’s important that in your difficult middle management role that you take the time to give meaningful feedback to your team so that they know how to improve and set future goals.
- How to perform remote performance reviews that are effective
- How to address team performance issues when the previous manager avoided conflict
- Performance review phrases to use for high performing employees
- Essential stay interview questions to keep high performers
Hiring the right people
You have to find the best candidates for your team, and identify red flags that come up during interviews. Start with a strong foundation with the right interview questions – no asking about someone’s greatest weakness here!
- Learn how candidates really think with scenario based leadership questions
- How to write interview questions to find your next great employee
- Interview questions to help avoid hiring toxic employees
Remember, middle management is difficult! But at middle:manged, we have the solutions to your challenges. Consider this world in the middle: managed.
As a bonus: let’s commiserate together and hear your best “I can’t believe I had to say that’ story in the comments below!