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Develop the Leadership Skills of Your Middle Managers
Help managers successfully navigate the squeeze between hands-on management and leadership and put the organization’s strategy into action.
- Middle managers are often squeezed between introductory management and senior leadership tasks, leading to poor team and organizational performance.
- Despite their critical role, middle managers face significant challenges including power struggles, a desire to stick to the status quo, and stress, anxiety, and depression.
- While the squeeze between traditional people management and senior-level leadership is one of the most notable challenges that middle managers face, effectively managing this squeeze is also the most important skill to master, as it will allow them to effectively put the organization’s strategy into action.
Impact and Result
- An effective middle manager development program strengthens traditional management skills and starts to build senior leadership skills.
- Middle management programs that focus on strengthening skills in talent management and people development and begin to zero in on skills in change management and strategic vision.
Develop the Leadership Skills of Your Middle Managers Research & Tools
1. Establish middle manager expectations in your organization
Determine manager expectations in your organization.
2. Assess the current state of your middle manager development initiatives
Assess the effectiveness of existing initiatives to identify gaps and establish goals and metrics for the manager development program.
3. Design your manager development program
Plan development program initiatives, create a manager learning path, and build content using McLean & Company’s Manager Training Decks.
4. Implement the program and measure success
Evaluate and finalize program roll-out method.
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 4-phase advisory process. You'll receive 7 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Establish middle manager expectations in your organization
- Call 1: Confirm manager expectations for your organization and ensure that critical components are being addressed.
Guided Implementation 2: Assess the current state of your middle manager development initiatives
- Call 1: Analyze data findings to determine gaps in the existing program or initiatives.
- Call 2: Set goals and metrics for your new manager development program.
Guided Implementation 3: Design your manager development program
- Call 1: Evaluate whether current initiatives are being met and determine how to incorporate or modify existing initiatives.
- Call 2: Craft a manager learning path.
Guided Implementation 4: Implement the program and measure success
- Call 1: Determine an appropriate manager development program roll-out and communication strategy.
- Call 2: Analyze data to determine program strengths and areas of improvement.
Related Content: Leadership Development
Search Code: 84725
Last Revised: February 21, 2023
TAGS:action plan, development program, manager training, manager development, competencies, formal training, relational learning, formal learning, onboarding, leadership, experiential learning, individual development plans, on-the-job learning, learning & development, employee-manager relations, middle managers, middle manager development, middle manager training, manager onboarding, peer learning