Middle Managers Lead Up
One of my senior manager executive coaching clients is becoming better at recognizing what her boss needs and helping her to do her job better. I am coaching a number of middle managers to better lead their boss, and help team members become more fully engaged.
The middle managers know that for the company to thrive depends on all company leaders and team members to take initiative and follow through. Human Resources is partnering with middle managers to become more proactive in helping the organization achieve its goals. Our current executive coaching and leadership consulting work is focused on helping leaders at all levels improve their collective performance.
The View from Above
Developing managers who can lead from the middle is a sound management practice that won’t undermine a CEO’s authority. When these managers take ownership of issues, make decisions and accept accountability for the results, their bosses have the freedom to think and act strategically, without getting bogged down in tactical matters.
This not only creates a stronger organization in the short run, but it equips emerging leaders for greater challenges and advancement to senior leadership positions. And with flagging confidence in today’s senior leaders, there’s no better time for leadership to come from below.
What’s Needed to Lead Up?
To lead up, you must:
• Establish trust by following through on your commitments; be impeccable with your word; do what you say you’ll do.
• Connect with others authentically and honestly.
• Get out of the spotlight; share the credit with others.
• Demonstrate that you can think and act for the boss by taking initiative and following through.
• Use common sense; think before you act; listen to others.
• Do what’s practical to help the organization achieve its goals.
You will also need to think and act strategically, which requires creativity and imagination:
• Think critically and strategically.
• Challenge the status quo and conventionality.
• Reframe opportunities.
• Get out of your box and out of your cubicle.
• Turn information into knowledge.
• Deal with ambiguity and uncertainty.
One of the most powerful questions you can ask yourself is “Am I a middle manager who regularly challenges the status quo?” Emotionally intelligent and socially intelligent organizations provide executive coaching and leadership development for managers who want to create a work environment based on trust where employees are fully engaged.
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 take the initiative 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
One of my senior manager executive coaching clients is becoming better at recognizing what her boss needs and helping her to do her job better. I am coaching a number of middle managers to better lead their boss, and help team members become more fully engaged.
The middle managers know that for the company to thrive depends on all company leaders and team members to take initiative and follow through. Human Resources is partnering with middle managers to become more proactive in helping the organization achieve its goals. Our current executive coaching and leadership consulting work is focused on helping leaders at all levels improve their collective performance.
The View from Above
Developing managers who can lead from the middle is a sound management practice that won’t undermine a CEO’s authority. When these managers take ownership of issues, make decisions and accept accountability for the results, their bosses have the freedom to think and act strategically, without getting bogged down in tactical matters.
This not only creates a stronger organization in the short run, but it equips emerging leaders for greater challenges and advancement to senior leadership positions. And with flagging confidence in today’s senior leaders, there’s no better time for leadership to come from below.
What’s Needed to Lead Up?
To lead up, you must:
• Establish trust by following through on your commitments; be impeccable with your word; do what you say you’ll do.
• Connect with others authentically and honestly.
• Get out of the spotlight; share the credit with others.
• Demonstrate that you can think and act for the boss by taking initiative and following through.
• Use common sense; think before you act; listen to others.
• Do what’s practical to help the organization achieve its goals.
You will also need to think and act strategically, which requires creativity and imagination:
• Think critically and strategically.
• Challenge the status quo and conventionality.
• Reframe opportunities.
• Get out of your box and out of your cubicle.
• Turn information into knowledge.
• Deal with ambiguity and uncertainty.
Are you working in a company or law firm where mangers establish trust by following through on your commitments? Does your company or law firm provide leadership coaching and leadership development to help middle managers take the initiative in helping the organization achieve its goals? During difficult economic times, leaders at all levels need to listen and influence people to align people and processes.
One of the most powerful questions you can ask yourself is “Am I a middle manager who regularly challenges the status quo?” Emotionally intelligent and socially intelligent organizations provide executive coaching and leadership development for managers who want to create a work environment based on trust where employees are fully engaged.
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 take the initiative 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
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