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How To Help Middle Managers Set Teams Up For Success: 15 Tips For CEOs

Forbes Coaches Council

A growing company’s success often depends on the relationship between the C-suite and middle management. When managers set their own teams up for success, it facilitates the C-suite and the rest of the company achieving the organization’s strategic business goals. To ensure a productive, healthy work dynamic, CEOs should seek out ways to empower middle managers.

Below, 15 Forbes Coaches Council members weigh in with insights on how CEOs can help middle managers build high-performing teams. Read on for tips on creating systems that drive an organization’s growth through excellent management that holds team members accountable for meeting high standards.

1. Provide Robust Training

Middle management is one of the toughest points in a leader’s career; middle managers are often “lost in the middle,” with CEOs assuming they don’t need development or support. Establish clear expectations, provide robust training and emphasize a culture of accountability, then assess performance and offer support where needed. A results-driven mindset and open communication will set everyone up for success. - Lynda Silsbee, Alliance for Leadership Acceleration

2. Begin With The End In Mind

Ensure the vision, mission and strategy for the organization are clear. Define what success looks like, clarify the roles of the team and ensure the appropriate resources are available to support the teams’ success. - Karen Tracy, Dr. Karen A Tracy, LLC

3. Set The Right Examples

Middle managers face the biggest challenge in organizations. They experience high expectations, often without the support of their bosses. As CEO, you can support them by holding your team to the same accountability measures and standards of success. You shouldn’t ask others what you are not willing to do yourself. CEOs can create the environment for their middle managers to thrive in by setting the right examples. - Alex Draper, DX Learning Solutions

4. Empower Managers With Responsibility And Flexibility

Middle managers are the unsung heroes of every company’s success! The CEO’s recipe for harmony: Empower these managers with clear KPIs, liberally sprinkle with “responsibility dust” (but not too liberally—no one likes being buried) and serve up success standards with flexibility—creativity thrives in freedom, not a straitjacket! Hit the right tone, and watch those teams triumph. - Lawrence Henderson, BOSS Consulting


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5. Adhere To Scalable And Measurable KPIs

Lead by example and focus on culture. Display resilience, adaptability and dedication, setting a strong example for middle management to follow. Clearly state the vision and goals of the organization and the level to which standards are held. From there, demonstrate commitment to your core values, company culture and adherence to scalable and measurable key performance indicators that keep employees accountable and motivated. - Ryan Stewman, Apex Business Association

6. Invest In Leadership Development

CEOs ensure success by investing in leadership development, fostering a growth culture and setting an example for leadership. Talent development is a key CEO competency that cascades throughout the organization. If you find a zone of the business that lacks accountability and standards of success, look at the leader (or prior leader) for its origins. - Jodie Charlop, Exceleration Partners

7. Measure, Support And Reward Accountability

Invest in your middle management team. They are the glue that holds it all together. Create development opportunities and find a way to measure development progress (360-degree leadership feedback assessments are an example). Facilitate the identification of high-value activities for everyone, from the C-suite to front-line management. Measure, support and reward accountability for meeting agreed-upon measures of success. - Laurie Sudbrink, Unlimited Coaching Solutions, Inc.

8. Align Individual Efforts With Organizational Success

A CEO can ensure that middle managers set teams up for success by setting clear, measurable KPIs aligned with company goals. Regular communication, resource support and training empower middle managers. This fosters a results-driven culture, enhancing accountability and aligning individual efforts with organizational success. - Adaora Ayoade, EZ37 Solutions

9. Focus On How Results Are Achieved

Actualize your company’s core values in performance reviews. There are a lot of individuals who can get results but run over people and create a negative work environment in the process. This isn’t the standard of success you want. Be radically committed to how results get achieved and create a process for managers to have those conversations regularly. - Justin Patton, The Trust Architect Group

10. Implement A Scoreboard Approach

CEOs can implement a scorecard approach with monthly reviews. This system promotes accountability at every level. By clearly defining expectations and standards of success and regularly reviewing performance, middle managers become more engaged in their teams’ progress. Pushing accountability deeper into the business empowers managers to take ownership, driving both team and individual success. - Angela Sedran, The Business Growth Accelerator

11. Define Metrics, Provide Feedback And Align Expectations

To ensure middle managers set teams up for success, CEOs must establish clear systems of accountability and standards of success. This includes defining performance metrics, providing regular feedback and aligning expectations. By fostering a culture of accountability, CEOs can empower middle managers to effectively lead their teams and achieve desired outcomes. - Jonathan H. Westover, Ph.D, Human Capital Innovations

12. Create A Simple Scorecard; Ask Your Team To Help

You should have a simple scorecard to show if you are winning or losing. There should be three to five measurable items that show you how you’re doing. For accountability, try having this conversation with your team: “What does accountability sound like on this team? How does it show up in conversation? How often? What words? What questions? What expectations?” - Duncan Skelton, Duncan Skelton Coaching Ltd

13. Make Sure Managers Are Independent Thinkers

As a CEO, make sure middle managers know how to be independent thinkers who are open to learning, growing and changing. Systems and standards are only good when they lead to extraordinary results. Middle managers should execute independence to detect and eliminate harmful loopholes and be open-minded and ready for prompt change when standards and systems become outdated. - Alla Adam, Alla Adam Coaching

14. Establish Transparent Tracking Systems

Clear communication is the CEO’s secret sauce here. They need to discuss and define success metrics with middle managers actively. Also, establishing transparent systems that track these metrics can promote accountability. Finally, rewarding those who hit these standards can further motivate teams and foster a results-oriented culture. - Peter Boolkah, The Transition Guy

15. Create The Systems And Standards They Should Use

If you want middle managers to set their teams up with systems of accountability and standards of success, then you should create the systems and standards for them to use. In the absence of these, each manager will find their own way, which might not be the way you want the organization to go. - John Knotts, Crosscutter Enterprises

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