What good looks like
Managers had a place to raise their own doubts first, and they understand the reasons well enough to explain them. They can handle the hard questions without a script, including the ones with no easy answer.
Managers can’t champion a change they doubt.
You ask middle managers to carry the change to their teams, and many share their teams’ doubts. We give them the context, the answers and the confidence to talk about it honestly.
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A free first call. You bring the subject, we bring how we’d approach it.
Sound familiar?
“We expect managers to champion a change they have doubts about themselves.”
“The cascade stops at middle management.”
“Managers forward the slides and add nothing.”
“Teams can tell their manager doesn’t believe it.”
How to turn middle managers into change agents
Middle managers carry most changes to their teams. If they don’t believe in a change, or can’t explain it, it stalls with them.
- 1
Brief managers before their teams
Managers who hear about a change at the same time as their teams can’t lead it. Give them time to understand it and ask their own questions first.
- 2
Let them voice their doubts
Managers often share their teams’ concerns. Give them a place to raise those concerns and get real answers, before they’re expected to answer anyone else.
- 3
Give them the story and the hard questions
One shared explanation, the questions they’ll be asked and honest answers, so every team hears the same thing.
- 4
Let them say “I don’t know yet”
Managers lose credibility by bluffing. Let them say they don’t know yet, and tell them when they will.
- 5
Lighten the load
Change usually lands on top of a full job. Make clear what managers can drop or delay to make room for leading it.
Which moments apply
What do your managers need before they talk to their teams?
Tell us about it. In one conversation, we’ll tell you what we’d do and whether we’re the right people. No fee, no obligation.
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