Over a glass of acceptable red wine, I recently spent some time with my pal Warren Wright, who is as close to a “culture doctor” — if that’s a job description — as there is out there in the consulting world.
For some reason, we started talking about the plight of the middle manager. (Most people don’t discuss that topic over wine, but what can I say? We are two working geeks.) And then it reminded us of the plight of the middle child in a family’s birth order.
The middle kid lives in the shadows of others in the brood, breaks up fights, translates what mom “really meant by that” to younger siblings, and comforts the tortured big brother or sister. For all that work, in the end, they’re forgotten and rarely the favorite kid. Suck it up, buttercup!
Personally, I should know. I was a middle child myself. And, yeah, I saw all of the above unfold.
Fast-forward to today. Warren and I see a cool area for exploration and commentary on this topic of “the middle.” This is especially true as multiple generations of managers navigate the work environment. Managers play a vital role—even though they’re often first on the firing line. (Again, they're the overlooked ones.)
We wish to thank Carrier Management magazine for publishing our pieces on the topic:
· Why the middle manager role is critical, and how organizations can help them succeed.
· In their own words, how some insurance managers say they’re dealing with challenges.
· Why they speak two ‘languages’ to manage up and down.
Don’t underestimate the importance of the middle. They’re smarter and more effective than you might think. (Malcom in the Middle — ever see that sitcom?)
And do not underestimate a talented middle manager’s role in building and maintaining a strong corporate culture.