If middle management used to be considered the place where careers stalled, that notion has been turned on its head since the COVID 19 pandemic. The fact of the matter ist, middle managers today have more room to maneuver than at any time in recent history. The tight labor market allows for new opportunities for brave middle managers to show initiative. The old adage "people don't leave organizations, people leave people" stands truer than ever. Companies who are unable to clearly demonstrate their appreciation of their best employees by developing their skills and helping them reach their full potential simply will lose them, most likely to the competition.
A sad fact remains: Many companies can not provide a strong developmental culture. Leadership development is viewed as a tactical tool rather than a strategic imperative. Companies with a strong development culture on the other hand are able to invest in their middle managers and increase their capacity to lead those around them. These organizations create leaders who are ready for more responsibility and more complex projects, tasks or initiatives.
For those wondering what leadership capacity actually means: In simple terms, leadership capacity is what a leader is able to do. Companies continuously judge leaders' capacity based on how technically they perform tasks. Yet, this overlooks fundamental elements that help these professionals reach a higher level. Organizations create the conditions for a leader to reach their full potential. A shift is necessary – from "telling" leaders what to do to "asking" for the thinking that underlies their decisions. This work will ultimately provide the foundation for growth for both leaders and the organization.
