Nischal Kumtakar 💎’s Post

Middle manager dilemmas – are they real or just myths? It was a pleasant surprise bumping into a few former colleagues last weekend. They have grown, not just in age, but also in experience and ranks. It was a prideful moment to witness their growth. The coffee place nearby tempted a longer catch-up, so in we went! I was halfway through my iced-chocolate when their concerns began unfolding. We spent a good hour chatting about it, which made me realise that there could be many more out there who share similar concerns. Middle managers find it hard because: 1. They must hit the numbers and deliverables, but must also balance it with staff retention and ensure wellbeing/worklife balance is supported 2. They may be sandwiched between their bosses and direct reports / team members in conflicting situations where one has to thread carefully whilst staying objective 3. They may need to execute ideas/decisions which one may or may not be a party to, or fully agree with, especially strategic ones 4. They need to navigate changes within the organization whilst managing themselves and their subordinates 5. They need to build rapport with their teams but also need to ensure appropriate distance/ professionalism And the non-exhaustive list goes on….hence one may feel they are in between a hammer and an anvil. But the reality is that middle managers create a huge impact and difference in organizations. Not only are they agents of collaboration, but middle managers often do the bulk of heavy-lifting, connecting and integrating people and tasks within the organization. They are closer to the ground – be it customers, employees or operations – so they know where the problems are, but they are also far enough to view the bigger picture in solutioning. An integral role to an effective organization. Middle managers play key roles as The Jugglers, The Communicators and The Influencers. It’s not an easy job, granted, but it’s at the heart of an organization. This muse is a shoutout to all middle managers out there! #leadership #management #motivation

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

The Middle Manager's Dilemma: As an executive coach, I frequently encounter a common struggle among middle managers: balancing truth-telling with organizational alignment. This challenge is more nuanced than it might seem at first glance. Sometimes, corporate strategy is spot-on, but front-line teams lack the broader perspective to appreciate its value. In these instances, middle managers risk being seen as "taking corporate's side," potentially eroding trust with their teams. Conversely, when corporate directives miss the mark, managers often fear speaking up could be a "career-limiting move." The pressure to fall in line can be intense. This reminds me of a brilliant strategy I learned from a manager years ago. In team meetings, he allocated 7 minutes for what he called "bitch and moan" time. Team members could voice frustrations freely. Then, the remaining 53 minutes were dedicated to finding workable solutions within the given constraints. This approach offers several benefits: Acknowledgment: It validates team members' concerns and experiences. Time-boxing: It prevents negativity from dominating the entire discussion. Solution-focus: It shifts the energy towards constructive problem-solving. Empowerment: It involves the team in creating solutions, rather than just implementing directives. This method exemplifies how middle managers can navigate the complex landscape they face: Balancing multiple perspectives: Corporate insight vs. front-line expertise Facilitating open communication while maintaining focus Managing risk: Addressing concerns without undermining corporate strategy Building trust: Demonstrating understanding while driving positive action The most effective middle managers become skilled bridge-builders. They translate corporate vision into operational reality, influence decisions at multiple levels, and align diverse perspectives towards common goals. It's a challenging role, but crucial for organizational success. By embracing this complexity and employing creative strategies like the "7-minute rule," middle managers can become powerful agents of positive change. Have you used similar strategies to navigate these waters? What's worked for you in balancing honesty with organizational alignment? #LeadershipStrategies #MiddleManagement #CorporateCommunication #ExecutiveCoaching

The Unexpected Benefits of a Terrible Manager We commonly talk about the incredible impact a good manager can have on our professional growth. But what about the lessons we learn from a terrible manager? While it might sound counterintuitive, having a bad manager can be a powerful learning experience, shaping us into more empathetic and effective leaders. Here's how: 1. Empathy and Compassion: Witnessing poor management practices firsthand can cultivate a deep sense of empathy. We learn the importance of treating team members with respect and kindness, recognizing their efforts, and supporting their growth. 2. Clear Communication: A bad manager often leads to confusion and frustration due to poor communication. This teaches us the value of clear, consistent, and transparent communication, which is essential for building trust and ensuring team alignment. 3. Recognizing Talent: Underappreciated and undervalued employees are more likely to leave. A terrible manager highlights the need to recognize and nurture talent, helping us understand the importance of acknowledging contributions and providing growth opportunities. 4. Creating a Positive Culture: Toxic work environments are often a result of poor leadership. Experiencing this firsthand drives home the necessity of fostering a positive, inclusive, and collaborative culture where everyone feels valued and motivated. 5. Leading by Example: Bad managers often "talk the talk" but don’t "walk the walk." This stark contrast helps us realize the importance of leading by example, demonstrating integrity, hard work, and dedication in our own actions. Just as a good manager can inspire us, a bad manager can provide a roadmap of what "not" to do. Both experiences are invaluable in our journey to becoming better leaders. Have you had any experience with a challenging manager? What lessons did you learn, and how have they shaped your leadership style? #Leadership #Management #CareerGrowth #ProfessionalDevelopment #WorkplaceCulture #LeadershipLessons --- 👋 Hi, I'm Louise. I'm a proactive problem solver with focus on administrative excellence. I support busy executives with administrative tasks, email and calendar management. Contact me to see what tasks I can take off your hands. Then leverage your free time to upscale your business.

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.

Did you know 55% of company issues are traced back to middle management?  Want to avoid the same mistakes? Here are 7 common traps middle managers fall into (and how to steer clear of them): 1️⃣ Putting Out Fires Instead of Planning      ↳ Why it’s a trap*: Reacting to problems drains energy and focus.      ↳ Avoid it: Set aside dedicated time for strategic planning to prioritize effectively. 2️⃣ Micromanaging    ↳ Why it’s a trap: Micromanagement stifles team creativity and trust.      ↳ Avoid it: Give team members autonomy and clear outcomes—watch productivity soar. 3️⃣ Failing to Communicate Upward      ↳ Why it’s a trap: If leaders don’t know your challenges, they can’t help.      ↳ Avoid it: Share insights and challenges with upper management regularly to build alignment. 4️⃣ Neglecting Team Development      ↳ Why it’s a trap: A stagnant team lowers morale and results.      ↳ Avoid it: Create growth opportunities, even if small, to motivate and engage your team. 5️⃣ Ignoring Self-Care      ↳ Why it’s a trap: Burnout compromises your effectiveness as a leader.      ↳ Avoid it: Prioritize breaks and boundaries to stay resilient, benefiting your team and you. 6️⃣ Overlooking Conflict Resolution      ↳ Why it’s a trap: Unaddressed conflicts breed resentment and miscommunication.      ↳ *Avoid it*: Step in early with empathy and clarity to resolve issues before they escalate. 7️⃣ Resisting Feedback      ↳ Why it’s a trap: Leaders miss critical growth opportunities without feedback.      ↳ Avoid it: Seek feedback proactively and embrace it as fuel for improvement. Leadership isn’t just about managing tasks; it’s about building a culture. By avoiding these common traps, you strengthen your team and drive success for the whole organization. What other challenges do you face as a middle manager? Share below! ♻️ Repost to empower managers   ➕ Follow for more middle-management insights. #LeadershipDevelopment #MiddleManagement #ManagerTips #TeamLeadership #WorkplaceCulture #ZellaLife

Statistics show that organizations with empowered supervisors experience higher employee engagement and productivity levels. When supervisors feel empowered, they are more likely to motivate their team members and foster a positive work environment. This ultimately leads to improved performance and overall success for the organization.

Statistics show that organizations with empowered supervisors experience higher employee engagement and productivity levels. When supervisors feel empowered, they are more likely to motivate their team members and foster a positive work environment. This ultimately leads to improved performance and overall success for the organization.

Here's how I help middle managers excel... You think it's tough at the top; try the middle. Here's the shocking truth about middle management. 57% feel overwhelmed and burned out. 45% lack sufficient support from senior leadership. 60% struggle to maintain a healthy work-life balance. 40% face confusion due to mixed messages from leadership. Together, we can turn this around. By tapping into your potential for remarkable growth. Start by learning these skills: → Coaching → Accountability → Leading Change → Resolving Conflict → Communicating Up → Psychological Safety → Development Planning → Inspire & Motivate Others → Performance Management → Empathy & Emotional Intelligence Read these books to turn ideas into action:  "Drive" by Daniel H. Pink  "Influence" by Robert B. Cialdini  "Leading Change" by John P. Kotter  "Crucial Conversations" by Kerry Patterson et al.  "The Coaching Habit" by Michael Bungay Stanier  "The Five Dysfunctions of a Team" by Patrick Lencioni  "The 7 Habits of Highly Effective People" by Stephen R. Covey Learn how to leverage Patrick Lencioni's The 5 Dysfunctions of a Team. This powerful framework enhances team dynamics by addressing:  1. Absence of Trust  2. Fear of Conflict  3. Lack of Commitment  4. Avoidance of Accountability 5.  Inattention to Results Overcoming these pitfalls leads to high-performance teams. But what if you could fast-track this learning? Imagine a program that teaches all these essential skills. Introducing the 'Middle Manager' Program. We transform overwhelmed managers into:  a. Leaders of change  b. Skilled team builders  c. Powerful communicators Core Modules: → Managing Change → Manager as a Coach → Communication Skills → Building a Great Team → Managing Performance All tailored to meet real-world challenges. Are you ready to level up your leadership game? DM me ‘MIDDLE MANAGER’ to get started. Follow Matthew Wilkinson for more leadership tips. Repost to help others in your network 

🌱 Building a Thriving Middle Management Team: A Key to Organizational Success 🌱 We often hear about the importance of leadership at the top, but what about those in the middle? Middle managers are often the unsung heroes who bridge the gap between executive vision and day-to-day operations. They take strategies and turn them into action, guiding teams through challenges, and driving success across the board. Yet, despite their critical role, middle managers are frequently left out of key conversations around professional development and support. Why is that? 🤔 🔑 Why Middle Managers Matter More Than You Think: Middle managers are more than task executors—they’re the ones translating high-level strategy into real, tangible results. They are the ones who motivate, inspire, and lead by example. These individuals face complex challenges every day, from balancing conflicting priorities to managing diverse teams and ensuring the company vision is realized. Without them, even the most well-crafted strategies can quickly fall apart. 💡 How Can We Better Support Middle Managers? It's time to rethink how we invest in middle management. Here’s where we can make a difference: Continuous Training & Development: Middle managers need to evolve just like the rest of the workforce. Focus on enhancing leadership, communication, and conflict resolution skills to equip them for the challenges ahead. Provide the Right Tools & Autonomy: Empower them with the resources, technology, and decision-making authority they need to lead effectively. Recognition and Appreciation: Acknowledge their efforts regularly. Recognition isn’t just about celebrating success—it’s about reinforcing their value and ensuring they feel connected to the broader mission of the organization. By making these investments, we’re not just enhancing the effectiveness of individual managers; we’re building stronger, more resilient teams and organizations as a whole. 💬 So, here’s my question for you: How does your organization support middle managers? What’s working, and where do you think there’s room for improvement? Let’s open up the conversation in the comments! #MiddleManagement #LeadershipDevelopment #Empowerment #EmployeeEngagement #OrganizationalGrowth #ManagementSupport