Strong Middle Management: Your Secret Performance Multiplier
By Adriene Russell
Posted April 2025
The missing link
In the rush to roll out change, middle managers are often left to “figure it out”—tasked with leading transformation without the tools or support to do it well.
This post highlights why intentionally equipping middle managers is one of the smartest moves a performance-focused organization can make.
When organizations achieve remarkable results during change initiatives, there's often an underappreciated factor at work: well-equipped middle managers.
These critical leaders serve as the bridge between executive vision and frontline execution. Yet in many training initiatives, they're an afterthought—expected to lead change while simultaneously figuring it out themselves.
The opportunity?
Recognizing that middle managers aren't just messengers of change—they're amplifiers of performance when properly supported.
Organizations that deliberately develop their middle managers see dramatically different results than those who assume managers will "figure it out" on their own.
What effective middle manager development looks like
Equip managers with information and training BEFORE their teams
Provide resources specifically designed for their coaching role
Create peer learning networks for sharing solutions
Ensure clarity on how their success will be measured
The most successful organizations view middle manager development not as an extra expense, but as their performance insurance policy.
Call to action
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