John, Sarah, Nikos and Maria are middle managers in the company they work for. Pressure and demands from above, needs and complaints from below. Every day in the arena of their work, they put up a real fight. They have to make decisions, organize meetings (sometimes for updates and sometimes to solve issues), resolve conflicts, give orders, receive orders, organize their own and their team’s time, write reports, communicate with internal and external customers and more.
They practice all of the above empirically. How much would it really help them if there were helpful tools for all these things, which as executives are called to manage? Not to “reinvent the wheel” every time and not to feel insecure about the way they work.
Lost time, unexpected conflicts, insufficient communication, make up the daily working environment of our middle managers.
Does Sarah spend her day working feverishly and then wonder why she didn’t get the desired results?
Does John feel the need to become more organized and more efficient?
Does Maria feel that others do not understand her as much as she would like? Are our executives wondering how their associates could become self-managing?
Are they constantly negotiating and feel they need tools for better results?
Are they not satisfied with the environment and culture within their workplace?
Not sure what is the appropriate way to handle a conflict?
If even a few of the above issues concern your middle managers, it’s time to ask yourself how you can help them make the most of the professional leadership skills they already possess, but also how to develop them further.
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