When middle managers struggle, it’s easy to point fingers. They’re not proactive enough. They don’t take ownership. They’re not real leaders.
But before you call them out, ask yourself: Did I truly set them up to succeed?
If you can clearly list how—great! But if your answer is vague or nonexistent, their failure isn’t just on them—it’s on you.
The good news? You can fix it. Here’s how
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They Don’t Have Your Perspective—But You Expect Them To
We see the big picture—market trends, internal politics, strategic risks. Middle managers? They’re deep in the trenches, without the context to make informed decisions.
- The Problem: What’s obvious to us, isn’t obvious to them.
- The Fix: Stop assuming. Strategically, share the why behind decisions
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They Lack Political Acumen—And No One’s Teaching Them
We’ve spent years mastering the unspoken rules of corporate power plays. Middle managers are left to figure it out the hard way- and they stumble.
- The Problem: They don’t know how to navigate office politics
- The Fix: Guide them through the corporate minefield.
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You Promoted Them—But Never Taught Them to Lead
A great individual contributor doesn’t make a great leader. Leadership is not innate.
- The Problem: Middle managers were promoted based on technical expertise, not leadership acumen.
- The Fix: Stop expecting them to “just figure it out.” Invest in development—coaching, and real leadership training.
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You Demand Results Without Providing Resources
“Do more with less” is the unspoken rule. You can’t expect top-tier performance without the tools to deliver.
- The Problem: Unrealistic expectations and no tangible support.
- The Fix. Give them the people, time, and budgets they need—or adjust your expectations —they will fall short.
The Bottom Line: Leadership Starts at the Top
If middle managers are failing, it’s because we’ve failed them first. They can’t succeed without the tools, training, and context only you can provide. So, before you blame another struggling manager, ask yourself again: Have I truly set them up to succeed?
If the answer isn’t a resounding “YES,” then it’s time to step up and lead intentionally.