Leading from the Middle

One of my senior manager executive coaching clients is becoming better at recognizing and solving problems. I am coaching a number of middle managers to lead their boss, and provide needed guidance so that all employees are fully engaged.

Managers Step Up

The middle managers know that for the company to thrive depends on all company leaders to help improve the company’s condition especially in difficult economic times. Human Resources is partnering with middle managers to develop a mindset of being more proactive in solving company challenges. Our current executive coaching and leadership consulting work is focused on helping leaders at all levels improve business decisions.

What’s Happening

You see a problem. There’s a clear need for action within a certain time frame. You’ve discussed the issues and possible solutions many times with your boss, and she has agreed with your way of thinking. For unexplained reasons, she hasn’t acted or given you the go-ahead. What do you do?

This could be a situation in which you take action and lead your boss. You develop a plan on your own, gather data (both pro and con), suggest a course of action and ask permission to move forward.

In doing so, you’re filling a leadership void through prompt decision-making and follow-through. You’re demonstrating what it takes to “manage upward,” or lead your boss. But you’ll soon discover that you need buy-in from more people, including peers and subordinates. You’ll have to become a leader without authority — an ambassador sans portfolio.

Emerging from the Middle

Those who succeed at leading from the middle are artful, skilled managers who:
• Establish goals
• Plan projects
• Organize people
• Execute projects on time and on budget

To accomplish this, you must rethink what you want to achieve and how you’re going to do it. In essence, you’re not acting for yourself, but for the good of the organization. This requires initiative, persuasion, influence, courage and persistence.

Perhaps the most crucial element is a large dose of passion. You must care deeply and want to make a difference because such efforts can carry big risks.

Leading up requires courage, confidence and determination. You might fear how your boss will respond. You might doubt your right to lead up, but managers carry a responsibility to do what they can to make a difference.

Are you working in a company or law firm where mangers are stepping up to lead their boss when appropriate? Does your company or law firm provide leadership coaching and leadership development to help middle managers take the initiative in identifying and solving problems? During tough economic times, leaders at all levels need to make appropriate decisions and influence people without formal authority.

One of the most powerful questions you can ask yourself is “Am I a middle manager who manages both up and down?” Emotionally intelligent and socially intelligent organizations provide executive coaching and leadership development for managers who want to create a work environment where employees are fully engaged and help company leaders make and execute good business decisions.

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-i CPI 260 and Denison Culture Survey can help you create an organizational culture where middle managers are more proactive in leading from the middle. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

I am currently accepting new executive coaching, career coaching, and leadership consulting clients. I work with both individuals and organizations. Call 415-546-1252 or send an inquiry e-mail to mbrusman@workingresources.com