First, they hire you—bright-eyed middle managers eager to shake things up.
Then, as you roll up your sleeves to instigate change, you hear, “that’s not how we do things here,” and suddenly, all doors to innovation slam shut.
This scenario is becoming all too familiar, especially among young, innovative professionals who have climbed the corporate ladder into middle management. Hired specifically for their digital-age mindset, which prizes agility, innovation, and democratic decision-making, these young leaders are initially told that their mission is to foster change. However, as they begin their roles, they find themselves reporting to senior leaders entrenched in traditional, hierarchical management styles that favor top-down directives and well-established systems. These veterans, often with decades of organizational experience, may regard the enthusiasm of younger managers for change with suspicion or outright resistance, fearing disruption to proven processes and potential loss of control. Consequently, this generational gap often stifles innovation, leaving young leaders to see their initiatives either obstructed or watered down, trapped within the confines of the very systems they were meant to transform. Thus, they face the very resistance they were hired to overcome, ensnared by the entrenched forces they were tasked to dismantle.
Middle management is a tough role even without the generational gap. You have to influence both up and down as well as across, sell and re-sell the organization’s vision as well as decisions you don’t necessarily own and sometimes can’t influence. Maybe that’s why this management layer is sometimes considered part of the problem and we hear organizations “flattening” the company by removing middle management layers as part of a move towards efficiency or the need to remove “human roadblocks” to change. And young workers, those we bring in to help us change, aren’t so keen to climb the corporate ladder, especially not into middle management jobs, having discovered that it’s more work but not enough impact.
If we genuinely desire young middle managers to make a significant impact in traditional organizations, we must equip them with strategies to navigate the challenges posed by entrenched structures and generational divides. Whether you’re one of these enterprising middle managers or someone within the organization aiming to support their success, consider providing them with the following essential resources:
Translators—these are pivotal allies who will help you decode the organizational culture and politics, understand the motivations of senior leadership, and coach you on how to tailor your proposals to resonate with their values and goals, thereby enhancing your chances of approval. They can also guide you to focus on incremental, manageable changes that gradually showcase the benefits of new approaches without upsetting the established order.
To identify effective translators, seek out individuals who have been with the organization long enough to comprehend its workings but are not deeply rooted in the “that’s how we do things around here” mindset.
Allies—these individuals can dramatically extend your influence by amplifying your ideas and transforming your solo efforts into a collective movement. The most obvious candidates for allies are those who stand to gain from your initiatives. However, don’t limit your search there. It’s equally important to engage with those who may have reservations about your proposals because these changes affect them directly. Strive to actively seek common ground and mutual benefits, maintaining transparency about your intentions, successes, and failures. Such openness fosters trust and demonstrates integrity, key for overcoming skepticism and resistance. Inclusive leadership not only enhances decision-making but also cultivates a more dedicated and cooperative team. Sharing credit generously helps frame your initiatives as collaborative efforts, so prioritize including diverse perspectives in decision-making processes.
To build alliances, network deliberately and cultivate relationships, engaging deeply to understand the broader ecosystem you operate within. Furthermore, expand your influence through thought leadership and involvement in professional activities related to your field, even outside your organization. Keeping abreast of industry trends and continuously refining your skills will bolster your reputation and enhance your credibility, further empowering you to leverage knowledge and examples from beyond your immediate surroundings to support your endeavors.
Champions—these advocates are essential for building your brand and enhancing your visibility within the organization. Champions play a crucial role in securing buy-in from senior leadership by lending their credibility and support to your endeavors. They will represent you when you’re not in the room and ensure your presence in discussions where your input is critical, thus establishing you as a notable figure in the organization.
Champions are crucial not only for the outcomes they help achieve, but also for their role in the process itself. They assist in articulating your vision and values, helping to set clear expectations and establishing a strong personal brand. Because they believe in you and are committed to your success, champions provide a safe space for you to express yourself without fear of repercussions, alongside the guidance needed to act on these insights. They offer regular feedback, helping you understand how others perceive you and ensuring this perception aligns with your objectives, which allows you to fine-tune your approach and presentation.
To secure a champion, focus on forging relationships with influential figures within the organization who can endorse and promote your ideas and projects.
As you carve your path as a new manager, remember the crucial roles that translators, allies, and champions play in smoothing the bumps along your journey of change. Over time, as you navigate through the organizational maze and implement transformative changes, you’ll find yourself becoming an integral part of the organization and its management. It’s essential, then, to never forget the early struggles and the feeling of being unheard—embrace that memory. As a middle manager, you represent the organization to your team. The challenges and frustrations you experience in driving change will likely be reflected in those reporting to you.
Lead by example. Become the translator, ally, or champion for those younger individuals hired to bring fresh ideas. Act as a beacon of inspiration and mentorship; your efforts to foster growth and development, not only in your own team but across the organization, enhance their skills and solidify your identity as a leader who truly values progress and innovation. By doing so, you position yourself to fundamentally transform leadership within your organization, nurturing a culture that supports and amplifies voices at all levels. This proactive approach ensures that as you navigate through the organizational maze and implement transformative changes, you’ll find yourself not just a part of the management but an integral leader shaping the future of the organization. Embrace the early struggles and the feeling of being unheard—as a middle manager, you represent the organization to your team, and the challenges and frustrations you overcome can inspire and guide those reporting to you.
