Mid-level managers can often feel the most stress in an organization. They are not really considered part of the front line and they’re often not considered part of the upper management team.

This means that they often have more information than the front line, but not enough information to respond to questions that might be asked.

As upper management, we talk about these issues at our Presentation Skills Seminar and about how you need to keep in mind the key role that mid-level managers play in your organization. They are the bridge between the front line and management. Therefore, information you share with them needs to demonstrate why it is relevant to them, why it’s relevant to their team, and how they need to share it with their team.

All too often I see communication written at the executive level for the benefit of other executives or written for the benefit of the front line, but rarely does it address the mid-level manager. We will dig into this further at our corporate training programs.

You need to address the emotional needs and struggles of the mid-level managers for they will be your link for the front line. I can’t tell you how many organizations we’ve had to go into and help save initiatives because they were presented in a manner that no one embraced. If you’re going to take time to create a new plan, make sure you launch it for best success.

Once you start recognizing mid-level manager’s communication needs and deliver the information that helps make their job easier, they will feel a solid part of the team.

 TAKE ACTION: Schedule a training program for your team. Find out more at ImpressionManagement.com