A Pragmatic Introduction to Middle Manager Fundamentals: Part 1 - Role and Function

Anthony Dance

Description

Managing and leading a remote team of line managers is the most challenging aspect of the middle manager role. It is quite normal for middle managers to see line managers infrequently and when they do, middle managers very rarely see their line managers 'on the job'. On the occasions when middle managers attend a line manager's work unit, they can often be presented with a fictitious picture of how the line manager performs or behaves and how the business unit is truly performing. Not having day-to-day physical contact as a line manager would normally have with their employees, makes monitoring and managing line manager performance extremely difficult for any distance manager.

To be effective in distance management and be able to overcome the many unique challenges distance managers experience, middle managers need to work to a clear strategy, learn and use a new set of skills and implement policies and procedures that all line managers must adhere to.

Putting into practice the strategy outlined in this short-book will help middle managers be more effective in managing business units at a distance.

Sujets

• Gestion et management
• Economics
• Business
• Leadership

Informations

• Publié par: eBookIt.com
• Date de parution: 28 mars 2018
• Nombre de lectures: 0
• EAN13: 9781456631451
• Langue: English
• Poids de l'ouvrage: 4 Mo

Extrait

MIDDLE MANAGER FUNDAMENTALS
 
The definitive guide to the Middle Manager role and Managing Line Managers at a Distance
 
 
Part 1 . Role and Function of Middle Management
 
 
Anthony Dance
 
© Copyright 2018 Anthony Dance
All rights reserved
 
Published in eBook format by eBookIt.com
http://www.eBookIt.com
 
ISBN-13: 978-1-4566-3145-1
 
This book shall not, by way of trade or otherwise, be lent, re-sold, hired out, or otherwise circulated without the prior consent of the copyright holder and the publisher in any form of binding or cover other than that in which it is published and without a similar condition including this condition being imposed on the subsequent purchaser. The use of its contents in any other media is also subject to the same conditions.
 
 
 
 
 
Middle Managers
‘Accountable to Senior Management,
Responsible for Line Management,
In-directly Responsible for Employees’
Contents
About Middle Manager Fundamentals: Part 1: Role and Function of Middle Management
Case Study – The Unsuccessful Middle Manager
About Middle Managers
The Different Types of Middle Managers
About the Middle Manager Fundamentals Series of Short Books
Chapter 1 - Differences Line Manager vs. Middle Manager
Semi-executive role
Line managers manage 'employees', Middle managers manage 'managers'.
Managing at a distance
Line managers manage, middle managers lead
Responsible for the performance of far more people
Line managers are revenue generators, middle managers are cost centers.
No clear set of duties
24/7 Job
Chapter 2 - Middle Manager Expectations, Key Result Areas (KRAs)
KRA 1: Implement Company Strategy
KRA 2: Instilling Company Values
KRA 3: Protecting the Brand
KRA 4: Communication between Employees and Central Functions
KRA 5: Continuous Improvement
KRA 6: Line Manager Performance
Chapter 3 - Key Skills of Middle Management
Objectives Management
Communication
Interpersonal Skills
Problem Solving
Time Management
Chapter 4 - Key Competencies of Middle Management
Self-Development and Learning
Ability to think clearly
Strong commercial focus
Desires continuous improvement
Ability to make decisions
Developing the team
Innovation and creativity
Ability to manage change
Managing uncertainty
Performance management
Motivation and inspiration
Chapter 5 - Key Personal Attributes of the Middle Manager
Courage – Mental or morale strength to venture, persevere and withstand fear or difficulty
Integrity - Doing the right things when nobody is looking
Professional – always doing the right things in the right way
Self-motivation – Doing what is needed to be done without influence from others.
Resilient - Able to withstand or recover quickly from difficult situations
Positive and optimistic – Seeing opportunities in problems rather than problems in opportunities.
Objective – Remaining impartial, non-judgmental, not influenced by bias or personal preference
Chapter 6 - Summary and Continuous learning
About Middle Manager Fundamentals Part 2 Managing & Leading Managers at a Distance
About the Author
Other Short-Books in the Middle Manager Fundaments series
Appendices 1 - Example Middle Manager Job Description
Appendices 2 - Middle Manager Competence Assessment
Appendices 3 - Example Personal Development Plan
Appendices 4 – Mind Map of Middle Manager Role and Function
 
About Middle Manager Fundamentals: Part 1: Role and Function of Middle Management
 
Ambiguity
Inexactness, open to more
than one interpretation .
 
There is certainly a great deal of ambiguity surrounding the middle manager role, with both executives and middle managers unsure of the job’s key task and expectations. This ambiguity at Executive level is resulting in unsuitable people being appointed into the role and a lack of relevant development and direction for middle managers.
This ambiguity at middle manager level is causing many issues relating to direction, development and succession, resulting in many middle managers focusing on management tasks of the job rather than leadership tasks.
This short-book will clearly outline expectations of the job and the essential skills, competences and personal qualities required to achieve these expectations. It will also form the basis of a Role-Profile of the middle manager and can be used to support Executives in the recruitment of middle managers.
As well as giving middle managers a clear understanding of expectations and the required skills and competences, it will also provide a useful self-development guide for the many line managers with aspirations for middle management.