Middle managers are the backbone of every organisation.
They translate strategy into execution.
They lead teams, deliver results, and hold it all together.
And yet—they are also the most under-supported, over-pressured group in business today.
They’re expected to:
📌 Deliver results under pressure – Lead teams, hit targets, execute flawlessly.
📌 Balance leadership and reality – Translate big-picture vision while navigating frontline blockers.
📌 Keep it all together – Manage burnout, maintain morale, and still show up strong.
The catch?
They’re doing it without the tools, authority, or space to succeed.
Why It’s Happening
Middle managers are caught in the squeeze:
- Strategy comes down from the top.
- Operational chaos comes up from the frontline.
- And they’re stuck in the middle—expected to make it all work.
Let’s be honest:
Most middle managers were promoted because they were great individual contributors—not because they were trained to lead.
They inherit:
💥 Massive responsibility, but little decision-making power.
💥 Conflicting priorities, unclear expectations, and political tightropes.
💥 High accountability with low autonomy.
This system isn’t broken.
It was never built for middle managers in the first place.
Why It Matter
When middle managers fail, strategy fails.
It’s that simple.
📉 Burnout skyrockets.
📉 Team engagement tanks.
📉 High performers quit.
📉 Execution falls apart.
Middle managers are not “the problem.”
They are the key to better execution, culture, and performance.
So the real question is:
Are we setting them up to succeed—or leaving them to sink?
What They Actually Need
🛠️ They don’t need more pressure. They need better support.
✅ Coaching, not just training
– Executive coaching for upward influence.
– Team coaching to build high-performing squads.
– Space to think, reflect, and grow—beyond the next KPI.
✅ Authority to act
– If they’re accountable for results, they must be empowered to make decisions.
– No more middle-management as message-passing.
✅ A seat at the table
– Involve them earlier in strategic discussions.
– When they shape strategy, they lead with purpose—not panic.
💬Final Thought
Middle managers don’t just keep the business running.
They shape culture. They drive change. They ARE the engine of execution.
But when they’re unsupported, everyone feels it—from the boardroom to the breakroom.
Let’s stop blaming them—and start building around them.
📩 DM me if you’re ready to coach your middle managers into confident, capable leaders.
Because pressure alone won’t make them better. But support will.