Energized Middle Manager!


Middle managers are said to be the soldiers on the front lines in the life of a company. 


They play a key role in business operations. Middle managers are the most important links between the senior management and the lower levels, and at the same time they have to manage the professional and personal problems of the company.


Why is it hard to be a middle manager?


In most of the cases they have low visibility on the management’s real objectives.  They are forced to make decisions without knowing the real reason behind those decisions. They have to adapt quickly.


Without being involved in setting objectives, middle managers tend to feel unwanted, since their personal experiences are ignored many times. They feel that their opinions do not matter.


Their two-way control makes them overworked.

They feel pressed for time, stressed and these things will lead to burnout.


Generation gap might also contribute to their everyday difficulties, since in most of the cases middle managers are younger than the senior managers. Age difference can hinder workplace communication.


What are the most common feelings of middle managers?


1. I cannot do my best, neither professionally, nor personally. (as a leader)

2. I feel vulnerable. I am treated like a puppet.

3. I am nothing but an executor, another brick in the wall. I am replaceable.


What would make middle managers satisfied?


If they felt that their personal and professional experiences DO count and the long-term objectives would be based on these experiences.


They would get regular feedbacks about their job.

They would feel valued and appreciated.


In order to handle time pressure, the frame of reference must be defined. Middle managers also have to learn to say no and to release things they cannot handle.


Achieving an atmosphere of mutual trust is essential.


If middle managers saw their responsibilities and the responsibilities of the senior managers, the working environment would be less stressful.



Two-day workout (team coaching with training elements) topics:


Option A: Strictly for middle managers


1. Discussing the typical spiritual blocks, recognizing our own responsibility.


2. Recognizing our values and strengths. Understanding and defining your values, defining your personal boundaries, dare to be YOU.


3. Synchronizing your own goals and visions with the company’s objectives. Recognizing the fundamental tensions in the company.


4. Company tensions from a horizontal and vertical perspective.


Option B: Middle managers and senior managers



1. Exploring spiritual blocks, recognizing own responsibility


2. Get to know your middle manager – senior manager! Set of values, strenghts.


3.  Make each other committed. Synchronizing the visions and goals.


4. Mutual involvement, support! Personal boundaries/Feedback/Trust

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