On the cover of the June 2016 issue of HR Magazine you’ll see this :
Frazzled and Frayed:
Middle managers are under pressure from above and below. Neglect them at your peril.
By Kathryn Tyler
The article talks about how middle managers are strained and stressed. How middle managers felt the pressure to meet their bosses and subordinates needs and neglect their own. How middle managers are leaving organizations because they aren’t supported. And gives 3 things middle managers need to succeed.
The purpose of the article was twofold: 1) to warn HR professionals that if they neglect middle managers, they do so to their organization’s great detriment and 2) to provide solutions for how HR can help them.
The author a former HR generalist and trainer herself, suggested HR help middle managers by providing three specific things:
At YouLead Live, I shared 3 things middle managers need to be success are mindset, skill set, and community to grow and be successful.
Coaching falls under mindset. Targeted training falls under skill set. And relationship building falls under community.
If these three principles of success are being implemented at Southwest Airlines, what are you doing to implement them in your life?
Perhaps you work at a company like Southwest where the Director of People (aka HR) is consciously aware of the issues and gaps facing middle managers. But what if you don’t.
You can either wait for your organization to get on board or you can lead and find your own community of support.
Here are three ways you can implement the three success principles in your organization:
1. Ask your HR people if they have a program or process where they address the needs of middle managers. Find out what is available already at your company and see if you can plug into it.
2. Create your own community at work. What’s stopping your from gathering a few middle managers like yourself and getting together once a month for lunch or coffee to support each other?
3. Join a community of middle managers online or in person who have expressed interest in filling in skill gaps specific to middle manager, shifting the mindset to be successful, and doing so in a gifted and giving community.
You can do all three of these and have much success. Whatever you do, remember to: always build your mindset, build you skill set, and connect with people.
Click here to learn more about the Brave Middle Manager’s Community
In the article Alicia Keys: Time to Uncover, singer songwriter Alicia Keys admits the most empowered she ever felt was when she had NO make up on.
“Instantly, I became a bit nervous and slightly uncomfortable. My face was totally raw. I had on a sweatshirt! As far as I was concerned, this was my quick run-to-the-shoot-so-I-can-get-ready look, not the actual photo-shoot look. So I asked her, "Now?! Like right now? I want to be real, but this might be too real!!"
And that was it. She started to shoot me.
It was just a plain white background, me and the photographer intimately relating, me and that baseball hat and scarf and a bunch of invisible magic circulating. And I swear it is the strongest, most empowered, most free, and most honestly beautiful that I have ever felt.”
As her quote shows, she didn’t start out feeling bold and empowered. She eventually landed there through a series of choices.
Middle managers should take a lesson from Key’s “song” book and embrace the benefits of uncovering their shame.
Hi there. I'm Julia. Founder, Executive Coach and Leadership Development expert at Brave Communication LLC. Unless noted, I wrote all of the posts here in.