I am not sure how to start this TRIPLE III TIME Middle-Manager LEADERS message…except to emphasize the HUGE skill-gap that would exist without them.  Way back when…when I was placed in a middle-management role…all other workers in the organization were at least ten years older than me!  So did they really listen to what I had to say or accept my innovative concepts as valid…NO.  Therefore in a confusing sort of way nothing was going wrong…but at the same time nothing was going forward either.  And because my boss was focused on multiple fiscal and programmatic issues, his orientation time with me and all other staff was very minimal.  (Did I say stagnation?!)

Those early workplace lessons I learned were so developmentally important as I grew in my professional positions.  And the most critical factor of all was the high value of Middle-Manager LEADERS!  Hence, for this TRIPLE III TIME moment, I believe an exclusive TOP 10 Middle-Manager LEADERS list of operational priorities is in order.

1. Provide Middle-Managers appropriate leadership freedoms to exercise their valuable skill sets.
2. Ensure they are not regularly “squeezed” between upper level and front-line staff situations.
3. Provide adequate leadership and strategic planning training.
4. Apply consistent, recognized job description expectations.
5. Use an operational and administration inclusion strategy as a personnel standard.
6. Recognize each Middle-Manager as potential organizational mentors and coaches.
7. Use Middle-Managers in a “shared-leadership” fashion to set a progressive example.
8. Stress the professional growth value of asking questions…by all in the organization regarding leadership roles.
9. Minimize the potential of Middle-Managers being under appreciated/recognized.
10. Never delegate “less-than-important” tasks using Middle-Managers as the dumping ground.

Strong Middle-Manager LEADERS make a good organization/business become and remain GREAT.  Apply this TOP 10 in appropriate ways and watch creativity and growth happen.