The Changing Role of Mid-Managers

A traditional role for mid-managers has been to “push out the work” and ensure employee accountability.  Without removing existing responsibilities, mid-managers may now handle issues such as developing talent, building positive team culture, and promoting learning. How have organizations provided mid-managers with the skills they need to address their changing roles?

LEARNING OBJECTIVES:

• Distinguish the emerging responsibilities of mid-managers to include talent development, team culture building, and promoting continuous learning and understand how these complement rather than replace traditional accountability and workflow management functions. 
• Recognize strategies organizations have used to equip mid-managers with the competencies needed to navigate their expanded roles, including formal training, coaching, mentoring, and experiential learning approaches. 
• Identify a practice that could be applied in an organizational context that supports mid-managers in balancing operational responsibilities with people-centered leadership skills.
   

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