Middle Managers – The Salami in the Change Sandwich

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Middle Managers are an integral cog in the change wheel

They are instrumental in driving the change forward through their direct reports, yet, despite this, Middle Managers are often left out of discussions or consultation regarding change and then have the unenviable position of having to sell the message down the line.

This is unfair, unhelpful, and unsafe.

And it most certainly will not help the engagement or motivation of this key group of personnel.

Engage your Middle Managers from the onset of the change project.

Middle Managers are an integral part of your change champion group and should be consulted and appropriately informed regarding the plans for your change project.

  • Communicate with them early sharing the “why” of the change project. If you can’t sell it to this group the chances of engaging your broader workforce in the change are even less likely.
  • Ask for their ideas and contributions to your change agenda. If your reasons for the change are clearly articulated and show the business reasons and what will happen if you don’t change, Middle Managers will understand the need for the change. They can then help you design it.
  • Be open to their feedback, and open to changing the path to your change goals. If there’s another way to get to your future state what’s the problem? It might not be what you intended, but if it helps engage this key group of change champions then it’s very much worth considering.
  • Listen as they communicate concerns about front line impacts of the change. This group are most connected to what’s happening on the ground. It would be imprudent to ignore any concerns they have about impact. Sure, you can push forward, but you’ll only meet greater resistance at a later stage. Better to understand barriers to change now and plan how you will address these.
  • Be open to concerns about change saturation and fatigue – as this alone can derail your chances of success (see Blog Avoiding Change Fatigue).

Train Your Middle Managers

The best way you can support your Middle Managers is to equip them with the appropriate skills and knowledge to lead successful change and to coach people through change resistance.

I offer two short training workshops for Middle Managers. Leading Successful Workplace Change and Coaching Through Resistance or a 3-hour masterclass workshop that will provide these leaders with the required skills.

Support your Middle Managers with these essential skills and watch your change bus move forward with a lot less speed bumps.

Find out more here: Coaching & Training

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About Tanya

Positive Change Drives Positive Results

A keynote speaker and author of 3 books with a career spanning more than 25 years in leading people, culture, projects and change, Tanya knows what it takes to cut through the noise and create positive change at work.

Known for her highly engaging approach alongside her evidence-based programs, Tanya’s programs are highly impactful which is why her clients continue to partner with her for years.

A woman with long blond hair, red glasses, and a purple necklace stands indoors, smiling with arms crossed in front of a white wall and green leafy plants in the background.

Working with CEO’s, Senior Executives, and People, Culture and Safety Teams, Tanya’s clients often say they are:

  • Wanting to create a mentally healthy and high performing workplace but don’t know how to start
  • Struggling with team dynamics and culture challenges impacting on wellbeing and productivity
  • Implementing workplace change and want to ensure best practice so that it doesn’t fail or lose engagement of their teams
  • Going through complex change and people are stressed, overwhelmed and need to get change back on a more positive track
  • Are afraid of losing good people and the organisations’ reputation when tackling a significant change
  • Wanting to ensure their people thrive, not just survive.

View her books here.

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