See yourself in one of those pictures to the left? Or, worse yet, might they be all-too-similar to what your team looks like on any given day? If so...read on.
According to a recent study by HR performance firm Lane4, nearly 40 percent of midlevel managers reported feeling severely stressed. And, it is a well-documented fact that chronic high stress can lead to escalating turnover rates.
Another survey conducted by Harvard Business Review found that nearly half (48 percent) of Gen Y professionals at Fortune 500 companies-many of whom comprise the core of the middle management class-reported that they planned to leave their current job within two years.
While the above facts do a good job of articulating the problem, here's more facts that speak to the irony that many middle level managers know all too well:
"Middle managers receive fewer resources, manage more people, and are less engaged than all other employee groups," according to a Bersin & Associates report entitled Maximizing Middle Managers.
And a Harvard Business Publishing survey on emerging trends in leadership development found that only 28 percent of organizations felt their development programs had evolved to match the changing needs of middle managers.
This is alarming! And here's why:
Managing in the "middle zone" is about connecting strategy to the everyday work.
This subset of your employee population, arguably, plays THE most important role in manifesting your company's brand vision into reality for your customers.
This group will make or break your success!
Here's what I believe is at the root of it:
All too often, we hire (or promote) into the middle level of management because of some proven technical or operational expertise. Then, rather than invest in helping that talent to develop the mind-set, self-awareness, and leadership behaviors they need to succeed, we reserve those types of development investments for those in the C-Suite.
It might as well be called
"Trickle Down Leadership Development Strategy".
The very team members who need it the most, are often the least likely to receive it from their organization.
If this is resonating with you and you seek more research and data to share with your organization from a highly respected source on the topic, take a look at this :
Danger in the Middle: Why Mid Level Managers
Aren't Ready to Lead
If you already 'get it' and are ready to create a customized solution for your organization to address this problem, take some time to read this overview of a newly launched Leadership Development Program offered by S2K created just for managers who are 'leading in the Middle', with a specific emphasis on those in the Travel, Hospitality & Event Planning Industry (*customizable to any industry):
S2K LDP Middle Management 
