Michael C. Mankins’ Post

This is totally spot on. While the C-Suite / SLT must envision and embody the transformation - rarely achieved but I always live in hope - it’s the VPs, Heads of and even senior X where transformation necessarily lives or dies. Often it’s a “clay layer” (as one CEO client called it) where outdated mindsets, learned helpless, change exhaustion, small mindedness, and even resentment send transformation off to die. But if those middle managers have been primed with mindset and behavior change tools, self awareness processes, and feel supported by seniors AND EACH OTHER in a community of practice, miracles can and do happen. I live for those miracles! But most companies hope people will magically transform 10, 20, 30 year old patterns - many developed in formative years to defend against threats and then leveraged and rewarded by the corporate machine for efficiencies and profit - without deep personal leadership and culture change work. They wants business transformation involving hundreds and thousands of people on the cheap, driven by a linear and efficient thinking that works well for product development, coding, factory floors, and for skills based “training” and process-driven “change programs” but fail for any form of genuine transformation. #transformation #changeprograms #middlemanagers Bain & Company Harvard Business Review

Transformations often fail due to a top-down approach. This piece highlights a better strategy, focusing on the collective wisdom of middle managers for lasting impact. Read the full article for a deeper understanding of how to leverage this approach for your organization’s success. https://lnkd.in/gQ9vmAuu #ReedSingapore #BusinessTransformation

🚀 Just as in the business world, harnessing the expertise of middle managers and teams is a crucial part in #implementation success. Middle managers tend to have a good understanding of both high-level strategy and frontline day-to-day operations. The role of middle management is therefore critical in translating strategy into action and ensuring effective execution. This piece by the @Harvard Business Review expands on three ways your team can empower middle managers and engage in middle-out transformation: https://lnkd.in/dSAQggcN #ImpSci #ImpPrac #Business #OrganizationalChange #LeadershipDevelopment

How does your company empower middle managers and teams to drive successful transformations? A new article from @HarvardBusinessReview looks at strategies for enlisting top talent, empowering middle management as change sponsors, and incentivizing bold action to drive business transformation. https://bit.ly/442FggB #changemanagement #change #transformations #changesponsors #management #businesstransformation #culturaltransformation

It is not enough to drive big transformations from the top of an organization. This is a very nice summary article emphazining the importance to engage Middle Management. Worth reading! I can only agree, this is a key success factor – as we have been practicing it with our co-discover, co-design, co-deliver approach.

This is an exciting article provided by HBR, and the points made are relevant in times of significant organizational and supply chain transformation initiatives. From direct experiences with clients, solutions that are successfully executed and take hold of changing the operation for the better are those in which middle and frontline managers are fully engaged and equipped to lead change and trusted to take swift action. When we partner with clients, we intentionally invest in middle management as an important catalyst for driving solution execution. As the article communicates, the concept of "middle-out" has merit in realizing the value of business transformation and change management initiatives. Having "top-down" support is still required, but the real work is done in the weeds. Engaging those who manage processes and upskilling their knowledge, skills, competencies, and capabilities to execute critical improvements will elevate results. Gain more insights by enjoying the article below. #middlemanagement #hbrleadership #businesstransformation #changemanagement

Successful transformations harness the collective wisdom of middle managers and teams. Organize change from the middle-out: https://lnkd.in/gzfFta-S

Successful transformations strike a balance - a sweet spot of experience that identifies areas for improvement without succumbing to entrenched routines or paradigms. An insightful article suggesting that by effectively leveraging the insights of middle managers and teams, companies can drive lasting change with enduring effects - something I have recently witnessed firsthand.

Interesting article on the unique value of exceptional middle managers in business transformation. By harnessing the collective wisdom of middle managers and teams, companies can instigate transformations with enduring effects. #leadershipdevelopment #orgdevelopment #teameffectiveness #middlemanager

Successful transformations harness the collective wisdom of middle managers and teams. In this Harvard Business Review article, hear from my colleagues Michael Mankins and Patrick Litre as they explore three pivotal strategies to effective middle-out transformation, based on their research and experience. #TransformationsThatWork