Navigating the Leadership Maze: Tips for Struggling Middle Managers

Over the past two years, I have seen a dramatic rise in the number of middle managers seeking coaching because they are overwhelmed and uncertain of how to effectively manage their teams. They are putting pressure on themselves, but they are also feeling dissatisfaction from their team and their senior leaders.

I generally write blogs for the benefit of executives and senior leaders; but this blog is for middle managers. If you are a middle manager and are feeling a bit lost and overwhelmed in your leadership role, you are not alone.

Leading a team is a challenging adventure; and it's normal to be tested along the way. In this blog, we'll tackle the top four hurdles you might be encountering and provide practical tips for each to help you become more effective and confident – and actually enjoy being a leader:

1. Communication Conundrums

Challenge: Communicating with your team in a way that boosts productivity and engagement – and doesn’t result in misunderstandings, duplication of efforts, or you having to go back and do the work.

Tip 1: Be Clear and Transparent

The level of clarity and understanding on the front end directly impacts the quality of the work on the back end. Ensure your messages are concise, yet comprehensive. Avoid ambiguity and don’t “take back” parts of the assignment to try to avoid people not liking you. This leads to unmet expectations, and eventually, you resenting your team for not pulling their weight. Transparency fosters trust and understanding. Explain the "why" behind the work and the company goals.

Tip 2: Listen. Listen. Listen.

Effective communication isn't just about talking; it's about listening too. Ask your team for input, and then give your full attention to their ideas and concerns. When there are “misses” be curious and find out what happened. This not only strengthens your relationships, but also helps you make more informed decisions.

Tip 3: Provide Constructive Feedback

Your team can’t perform if they don’t know where they stand and how they are doing. Celebrate successes and address challenges with a growth mindset. Make feedback a regular practice and not something that only happens when things go wrong. Embrace feedback (to and from your team) as a means to help your team be more productive and successful.

2. Struggles with Delegation

Challenge: Letting go and delegating work to your team is harder than it seems – but failing to do so leaves you overworked and overwhelmed.

Tip 1: Know Your Team's Strengths

Take time to understand each team member's strengths, skills, and aspirations. This allows you to match tasks to their abilities, which not only increases efficiency, but also boosts morale and job satisfaction.

Tip 2: Set Clear Expectations

When delegating, be crystal clear about the task's objectives, deadlines, and desired outcomes – and confirm understanding. If there are specific things that should be included or explored, provide this information on the front end. Clarity minimizes misunderstandings, allows your team to take ownership, and makes providing feedback easier.

Tip 3: Trust Your Team

Teach your team members to do their jobs, and then trust them to do them. Lack of trust is one of the primary reasons managers don’t delegate. The next being the assumptions that “no one can do it as well as I can” and “if I don’t stay on top of them, they won’t work.” These assumptions will fatally limit your effectiveness as a manager. Micromanaging stifles creativity and tanks motivation. Provide support and guidance, but let your team take the reins and show their potential.

3. Balancing Time and Priorities

Challenge: Juggling the increased responsibilities of being a leader with the work you need to get done can be overwhelming, leaving you feeling like there aren't enough hours in the day.

Tip 1: Prioritize Ruthlessly

Identify the most critical tasks and prioritize them. The 80/20 rule (Pareto Principle) often applies, where 80% of results come from 20% of efforts. Focus on what truly moves the needle.

Tip 2: Learn to Say No

There is a misconception that saying no will stifle advancement. The reality is that saying yes to everything and then failing to deliver on anything is much more damaging. As much as you want to be a superhero, you can't do it all. Politely decline additional tasks that are beyond your bandwidth. Doing this strategically and with political savvy may take some practice, but a good mentor can help you navigate this challenge.

Tip 3: Delegate (Yes, Again!)

One of the primary reasons middle managers struggle with time management is hoarding tasks they don’t have time to do. Delegation doesn't just benefit your team and the company, it helps you manage your time better too. Delegate tasks that others can handle, freeing up your schedule for more strategic or high-impact activities.

4. Navigating Interpersonal Dynamics

Challenge: Navigating diverse and conflicting personalities can be stressful – but not effectively doing so can dramatically decrease productivity and morale.

Tip 1: Foster a Positive Culture

Promote a culture of respect, open communication, and collaboration. Then build the culture you need:

• Define – Clearly communicate what’s expected and the behaviors that are consistent and inconsistent.

• Demonstrate – Lead by example.

• Defend – Recognize actions that are in keeping with the culture, and call out behavior that is inconsistent.

When your team knows what is expected, sees your example, and is praised and held accountable for their actions, they are more likely to work together.

Tip 2: Address Conflicts Promptly

High performing team members are going to butt heads. When these instances result in actual conflicts and impact collaboration and the culture, address them promptly and privately. Act as a curious mediator – allowing team members to express their perspective, understand the other’s point of view, and find common ground for moving forward that is consistent with the culture you’ve created.

Tip 3: Take a Team Approach

To get your team members to function as an aligned team, treat them as a team. Think about your team as a system – with a collection of skills, expertise, and perspectives. Understand and explain how each team member’s work contributes to the success of the team. Create a team-focused culture of helping each other succeed and holding each other accountable for the benefit of the team.

Final Thoughts

Being a middle manager is not for the faint of heart. It is one of the most challenging leadership positions. Remember, challenges create opportunities for growth. By improving your communication, delegation, time management, and interpersonal skills, you'll find yourself navigating the leadership maze with more confidence and success. It’s a journey; embrace it - keep learning, and never hesitate to seek support or advice from fellow managers or mentors.

If we can help you along your leadership journey – with either resources or coaching, please reach out to us at www.PeopleCap.com.