Middle managers represent the next level of leadership in a company and it is important to up skill them. Despite the challenges in business environment middle managers play key role in an organization success. Middle managers act as a bridge between top managers and front line employees. Middle managers translate the strategy into concrete business plans, communicate with employees, and manage the business. Today companies are hiring more millennial and they do not hesitate to contact the boss two steps above them and discuss solutions.
Organizations discuss with the middle managers to address the aspirations and provide training to up skill them to manage aspirations of team members and the chain of command above. Career experts say most middle managers are excellent when it comes to execution and have excellent knowledge of the offering. What they normally lack is selling their ideas within the different levels of the organization. It will result in creation of several focused learning development programmes for this segment of professionals.
There are three phases in up skilling a middle level manager for many job openings. They are pre-sell, the actual sell time and the after-sell. Many job requirements demand middle managers tos be skilled in different aspects such as setting the ground, talking in advance to the key people, going in-depth at the key meeting and following it up with requirements. Middle managers have experience in client management; they need to understand one point that how to make it better/more profitable with lower effort and cost.
Every company has a process by which they look at innovation or change. It is best to follow that for best results. This followed by stating the problem statement in short and following it up with doable solutions is more effective than pitching for big transformational change. Experts believe that training middle managers works at three levels that encompass the entire cycle of people and skill management. Middle managers need to be able to understand the company's vision and strategy, and communicate those concepts to their employees. They must know how to develop and motivate their staff, and they must be able to conduct difficult conversations with employees.
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