The paths that lead to middle leadership are incredibly varied. Some actively seek it, some are persuaded into it, some aren’t sure how they ended up there! As a result, one middle leader’s starting point, purpose and motivation, can be widely different to others. By investing in coaching, a leader has the opportunity to step away from the operational day-to-day in order to reflect on their particular role and the resources they have the potential to bring. However, a commonality for all middle leaders is that their position in the middle is a difficult dynamic to deliver effectively without leadership strategies and coaching. My workshops provide middle leaders with carefully selected leadership strategies that they need the most. When combined with 1-1 coaching, the middle leader is able to apply those strategies in order to maximise their impact in their particular setting.
Coaching brings rapid improvement in leadership practice. Such an investment today, is also an investment in the senior leader of tomorrow.
My coaching breaks down the obstacles and barriers which get the best laid strategic plans stuck and stalled.
The middle leaders’ role is split like a kaleidoscope. At times they need to be a bridge between the vision of senior leadership and its implementation by the wider workforce. Yet they must also be a buffer, protecting the wellbeing and workload of the very same people whom they hold to account. There is a need to challenge and influence, while at the same time they need to build trust and respect. They need to network with peers and keep their knowledge up to date. And all of this, while, for a significant proportion of their time, continue to undertake the previous role.
Middle leadership is complex and contradictory. It is both broad and specific. The team can be as wide as the whole organisation, but the leader’s focus can be a single area of responsibility. Or, the team can be small in number but the range of aspects for which the leader is responsible can be vast. There will be times when the middle leader needs to think innovatively, creatively, strategically and pragmatically. They will need to analyse, plan, evaluate and reflect. They will need to drill down and horizon scan to check thoroughly the reality of their situation. They need to know when to be bold, and when to be cautious in order to foster strong but productive relationships. Coaching provides vital opportunities for leaders to step back into a much needed space to think deeply and transform into the best leader they can be. This is supported by my series of workshops which equip the middle leader with essential tools and strategies.
