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Empower the Heart of Your Organization: Middle Managers
Mid-managers are often left out of key decision-making processes,
yet fully responsible for execution.
They carry the culture, the people, and the pressure. They manage the messy day-to-day, have endless to-do lists, put out fires, and rarely have a seat at the table.
So, who is advocating for them?
Middle Managers
are the Unsung Heroes
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Under-served: Most development is built for executives at the leadership level
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Under-resourced: They’re expected to lead, coach, and deliver at high levels – Gallup says managers account for 70% of employee engagement
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Unheard: They carry out leadership's vision, but their voices rarely shape it
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Over-extended: Managers spend most their time on "people problems" which takes them away from their actual work
Often times, the people who do the most, are the most frequently overlooked and underappreciated.
Here's the harsh reality of middle managers:
Three Ways to Lead from the Middle:
Support and Strengthen Your Middle Managers
Choose the right level of depth for your team—it's time to invest in your people.
Tier 1
The Culture Immersion
Train-the-Trainer
A DIY, yet structured way to immerse your team in culture work and build internal champions for sustainable change. ​
Includes:
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The Culture Pathway Facilitator Guide
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One strategy call to align on goals and implementation approach
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Organizational culture assessment survey
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Half-day training with a committee or key stakeholders
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Three virtual coaching check-ins with the group to support implementation
Tier 2
Leading from the
Middle Group Cohort
​​Practical, applied support that builds trust, connection, skills, and visibility for middle managers across areas, while creating meaningful connection with leadership.
Includes:
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One-on-one introductory sessions with each manager
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Three customized supervision skill-building trainings based on discovery themes (examples: communication, coaching, giving and receiving feedback, overcoming burnout)
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One joint session with upper leadership to build alignment and surface mutual needs​
Tier 3
The Culture Alignment Group Cohort
A comprehensive alignment process that fosters connection, clarity, and culture coherence across the levels of leadership and management.
Includes:
Middle Management Track
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Introductory one-on-one sessions with each manager
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Team Cultural Narrative Mapping
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Team Guiding Principles Workshop
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Team Culture Mapping
Leadership Track
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Introductory one-on-one sessions with each leader
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Cultural Narrative Mapping
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Guiding Principles Workshop
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Culture Mapping
Bridge Session
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“Walk in my shoes” exercises for relationship-building and understanding
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Shared outcomes from both groups with joint reflection
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Final written report with findings and recommendations, to advocate for middle management needs
Bridging the Gap
Here's why it works. I'm not HR, I'm not the CEO, I'm not even your coworker...I'm an advocate for the organization, at every level.
Middle managers often hold some of the most valuable insights in an organization, but they’re rarely given a space to share candidly.
It's my job to create that space.
Through open conversations, I help managers talk honestly about what they need to lead well. Then I take what I hear, synthesize the key themes, and translate that into clear, actionable recommendations for leadership and HR. Everything is anonymous and designed to create real movement.
Here’s what that looks like:
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A supportive, low-pressure environment for middle managers to speak freely about their challenges and priorities
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Thoughtful reports that highlight themes without naming names
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Strategic recommendations that guide leadership and HR toward meaningful change
When middle managers feel seen and heard, they step more fully into their roles, which gives leadership the space to focus on their important work...so the whole organization benefits.