High Impact Middle Management

Lisa Haneberg in her post “What is success and how can you get some more?” puts an extract from her book “High Impact Middle Management” where she lists beliefs Middle Managers should subscribe to. Thanks Lisa for sharing these beliefs.

Out of all listed, I particularly liked the following ones.

“Middle managers should be outstanding role models because they influence the culture and tone of the business—It is not OK for middle managers to be unprofessional or model undesirable behaviors.”

A lousy manager mostly manages a lousy team and a lousy department. I have experienced that teams actually observe the conduct of a manager – how he/she works, how he/she reacts to situations, how he/she approaches issues and so on.

“Management is a social as well as a business function—With every meeting you attend and every conversation you take part in, there is an opportunity to either add to or detract from the quality of the relationship.”

I fully agree – whenever we communicate, we have an opportunity to create or destroy a relationship. If managers yield help, they get help. If they co-operate with others, others will co-operate with them. Managers should choose responses that build relationships.

“Success means delivering results and managing people for optimal productivity and satisfaction.”

Once in management, it is ones duty to work as barrier obliterators for their team members and ensure that each individual team member works efficiently.  Equally true is the fact that each manager should help their teams develop a solutions perspective and hence make them more effective.

Lisa says towards the end of her post – “You can adopt these beliefs right now and they will begin to work immediately.” – I adopt and I can see them working!

Read the full post here.