Kieran Doherty’s Post

Often teams can feel powerless in the turmoil of change. Embracing the sides (other teams) and focusing on Infiniti and collective impacts can make a difference.

Reviving the Middle Managers – Unique Challenges: SCOPE Middle managers face unique challenges that impact both their physical and mental well-being. In his book Leading from the Middle, Scott Mautz identifies five categories of difficulties faced by middle managers, encapsulated by the acronym SCOPE*, which are outlined below. 👉 Self-Identity Middle managers constantly shift between the roles of leader, direct report, and peer. This role-switching can lead to frustration, confusion, and exhaustion, especially when compounded by unclear objectives and expectations. 👉 Conflict Middle managers often find themselves mediating discontent from all sides, dealing with conflicts arising from differences in approach, perspective, or priorities. 👉 Omnipotence Unlike front-line or senior leaders, middle managers are expected to have a deep understanding of both strategic vision and daily operations, leaving them with an overwhelming sense of needing to "know it all." 👉 Physical Stress The amount of conflict inherent in their role can cause significant physical stress for middle managers, often leading to burnout, hypertension, and a constant state of worry. 👉 Emotional Strain Being "sandwiched" between leadership and teams can lead to feelings of isolation, alienation, and loneliness. Middle managers are also vulnerable to layoffs and may feel displaced by external hires, all of which take a toll on their self-esteem and sense of fairness. Middle managers are the backbone of many organizations, and understanding these challenges is critical to supporting their overall well-being and effectiveness. *Leading from the Middle by Scott Mautz 🌟 Reach out to discuss how I can support your middle managers, or if you'd like to discuss specific needs 🚀 🚀

Death by middle management - the few but damaging cases of the damage bad leadership can lead to. https://lnkd.in/dVZHmdXK #middlemanagement #managementconsulting

Is Middle Management Where Dreams Go to Die? Middle management often carries a reputation that feels like a career purgatory—a place where dreams of leadership fade and the weight of responsibility crushes ambition. But is this really true? Let’s take a closer look. The Case Against Middle Management It’s easy to see why middle management is sometimes viewed negatively: 1️⃣ The Pressure Sandwich: You’re caught between executing upper management’s strategies and managing the expectations and needs of your team. 2️⃣ Less Recognition: Achievements are often overshadowed by those at the top or attributed to the team you manage. 3️⃣ Slowed Career Growth: For some, the role feels like a plateau—neither at the top nor on the way there. 4️⃣ High Burnout Risk: Balancing strategic thinking and operational tasks leaves little time for creativity, innovation, or personal growth. It’s no wonder many believe that middle management can be the graveyard of career dreams. Flipping the Narrative: The Hidden Potential of Middle Management But here’s the other side of the coin: middle management is NOT where dreams go to die. In fact, it can be where they evolve into something greater. Here’s why: 1️⃣ The Ultimate Leadership Training Ground: Middle managers juggle strategy and execution daily. This experience is invaluable in developing critical leadership skills like decision-making, team management, and conflict resolution. 2️⃣ Impact Amplification: Middle managers are in a unique position to bridge the gap between vision and reality. They can shape how strategies are implemented and directly influence team culture and performance. 3️⃣ Relationship Building: This role allows you to build connections with both senior leaders and team members, broadening your network and perspective. These relationships can unlock future opportunities. 4️⃣ Mastering Influence: Middle management teaches you how to influence without ultimate authority—a skill that’s vital for higher leadership roles. 5️⃣ Opportunities for Innovation: Sitting between strategy and execution means you’re often the first to spot inefficiencies or new opportunities. Many great initiatives have been championed by middle managers. 💡 What’s Your Take? Have you experienced the highs or lows of middle management? How do you stay motivated and grow in this critical role? Share your thoughts and let’s spark a meaningful discussion! #LeadershipGrowth #MiddleManagement #CareerDevelopment #LeadershipSkills #ProfessionalGrowth

"The middle manager role has been set up for failure, and this needs to change." McKinsey's recent blog post hits the nail on the head regarding the struggles of middle management. Excessive bureaucratic workload, rigid decision-making cultures, and lack of empowerment are major issues. However, the point about treating management as a profession truly resonates with me. Too often, personal growth in companies is tied to taking on managerial responsibilities. I've seen countless experts, masters in their fields, pushed into management because it was the only path for advancement. This not only creates ineffective managers but also strips the organization of their specialized skills. 🚨 Consequences of Forcing Management Roles: 1. Loss of Expertise: When specialists are pushed into management, their unique skills and knowledge often go underutilized. The organization loses a key expert, and the individual's potential impact diminishes. 2. Decreased Morale: Being forced into a role that doesn’t align with one's strengths can lead to frustration, disengagement, and burnout. This can negatively affect team morale and overall productivity. 3. Ineffective Leadership: Not everyone is suited to be a manager. Forcing individuals into these roles without proper training and inclination results in poor leadership, which can harm team dynamics and performance. ⚖ Management is a profession, and not everyone is suited for it—and that's perfectly fine. Companies need to recognize and respect diverse career paths. Here’s what we should do: 1. Multiple Growth Paths: Offer clear, rewarding career paths for both technical experts and aspiring managers. Let experts remain experts and continue to grow in their roles without the pressure to manage people. 2. Empowerment and Support: Provide tools, training, and support to those who genuinely want to pursue management. Empower them to lead effectively and adapt to changing organizational contexts. 3. Professional Development: Treat management as a profession with its own set of skills and competencies. Invest in targeted managerial development opportunities and actionable people leader scorecards. 4. Recognize and Reward: Celebrate achievements in all roles, not just managerial ones. Recognize the value that both experts and managers bring to the organization. It's time to rethink how we view and structure career growth within our organizations. Let experts remain experts and create clear development paths for those who aspire to manage. #Leadership #Management #CareerGrowth #EmployeeEngagement #OrganizationalHealth

Fantastic insights from Shana Storey on the vital role middle managers play as the bridge between big-picture strategy and on-the-ground execution! In her recent Fast Company article, Shana highlights the immense pressure middle managers face and the unique balancing act they perform every day. My take: Middle managers have one of the hardest jobs in the business. They’re caught in the crossfire of big-picture goals and the gritty, day-to-day grind. And it’s easy to forget how much they do to keep teams performing and motivated. At salesDNA, we think middle managers are the secret weapon in any high-performing sales team. We focus on giving them the power to lead smarter, faster, and with less stress. Here’s what our AI agent Ziggy does for middle managers: ➔ Prioritize energy and time so that they can operate at the highest quality of attention ➔ Inject themselves at the right moment of the right deal ➔ Automate time-draining and error-prone analysis across multiple dashboards ➔ Offer highly personalized DNA analysis and coaching guides for each team member ➔ Identify growth opportunities (before they’re missed) ➔ Free up hours every week for real coaching and development It’s all about letting managers do what matters: grow people, drive results, and make a real impact on their teams. Let’s celebrate these unsung heroes – and give them the tools they deserve! #SalesLeadership #MiddleManagement #SalesDNA #Leadership #TeamEmpowerment https://lnkd.in/g7T3gzCy

“They’re the bridge between big-picture vision and on-the-ground execution.” Are you underestimating the value of your middle managers? Here’s a compelling article from Shana Storey on why you need to change this asap. https://lnkd.in/gZhRMUbu #Management #TheMiracleManager #Manacoach

“Ask any new manager about the early days of being a boss—indeed, ask any senior executive to recall how he or she felt as a new manager. If you get an honest answer, you’ll hear a tale of disorientation and, for some, overwhelming confusion. The new role didn’t feel anything like it was supposed to. It felt too big for any one person to handle. And whatever its scope, it sure didn’t seem to have anything to do with leadership.” I can attest for this and for that I wish to share it with so many that can benefit from this “advise “ . The article continues and has a very interesting passage : “One manager reports how she learned from an immediate superior: “She is demanding, but she enjoys a reputation for growing people and helping them, not throwing them to the wolves. I wasn’t sure after the first 60 days, though. Everything was so hard and I was so frustrated, but she didn’t offer to help. It was driving me nuts. When I asked her a question, she asked me a question. I got no answers. Then I saw what she wanted. I had to come in with some ideas about how I would handle the situation, and then she would talk about them with me. She would spend all the time in the world with me.” His experience vividly highlights why it’s important for the bosses of new managers to understand—or simply recall—how difficult it is to step into a management role for the first time. Helping a new manager succeed doesn’t benefit only that individual. Ensuring the new manager’s success is also crucially important to the success of the entire organization.” So important to reflect on this ! The full article here : https://lnkd.in/eqy2Z_ui By Linda A. Hill - She is the Wallace Brett Donham Professor of Business Administration at Harvard Business School, the author of Becoming a Manager, and a coauthor of Being the Boss and Collective Genius. Source : Harvard Business Review Dirk Bloem MQM Legal https://lnkd.in/eqy2Z_ui

Middle managers deserve a LOT more credit. Many people think they just pass messages between upper management and junior employees… …or that their job is easy (because most of their work happens behind the scenes). But none of this is true— They actually have one of the hardest jobs in any company. They’re in charge of: → Helping their teams work better and faster → Turning high-level plans into day-to-day tasks → Finding and fixing problems that slow progress → Sharing information up and down the company …all while doing their own work and meeting their goals. It’s a balancing act, and it takes a special kind of person to do it well. So, how can we show middle managers the appreciation they deserve? 1. Learn about what they do Take time to understand what middle managers do and why it matters. → Shadow them for a day → Ask about their challenges and successes → Learn how their work impacts the company 2. Give them what they need Give your middle managers the training, resources, and support to do their best work. This could be… → Mentorship programs → Leadership workshops → Tools that make their work easier 3. Don’t give them too much to do When middle managers have too many people to lead, they can’t give each person enough attention. Keep their team sizes manageable so they can give top-notch guidance and support. 4. Say “thank you” often A little appreciation goes a long way. Recognize middle managers for their hard work. → Send a thoughtful email → Give a shout-out in a meeting → Offer a small token of gratitude 5. Help them grow Offer middle managers chances to learn new skills and take on new challenges. This could include… → Stretch assignments → Cross-functional projects → Opportunities to lead company-wide initiatives 6. Listen to their ideas Middle managers have valuable insights— They may even know things you don’t. So, ask for their thoughts and feedback often: → Include them in strategy chats → Get their input on key decisions The bottom line? Middle managers are the link between vision and execution. Without them, even the best strategies will fail. So if you want your company to thrive, support your middle managers. Because investing in middle management isn’t optional— It’s a must if you want to get things done right.

🔍 Empowering Middle Managers: Simplifying the Role for Success Middle managers play a pivotal role in any organization, yet they often face complex and demanding expectations. McKinsey & Company's latest insights reveal that simplifying the role of middle managers can lead to greater success and organizational efficiency. Key Insights: ● Clarify Priorities: Streamlining responsibilities and focusing on key priorities can help middle managers be more effective and less overwhelmed. ● Empower Decision-Making: Giving middle managers the authority to make decisions fosters a sense of ownership and accelerates problem-solving. ● Support and Development: Providing ongoing support and professional development opportunities ensures middle managers are equipped with the skills and knowledge needed to excel. Do you have a managers forum in your organization? 📊 Why It Matters: Simplifying the role of middle managers not only enhances their performance but also contributes to overall organizational health. Clear priorities, empowered decision-making, and continuous support are essential for middle managers to thrive and drive success. McKinsey & Company's article offers valuable strategies to help middle managers succeed by simplifying their roles. It’s a must-read for anyone looking to optimize their management practices and boost organizational performance: 👉 https://lnkd.in/eRU4mv8w #MiddleManagement #Leadership #OrganizationalEfficiency #ProjectManagement #ProfessionalDevelopment