Enabling Future Leaders: Breaking the Cycle

I used to have a little habit, one that seemed harmless at the time but has made me reflect on the larger issue of outdated leadership habits. You see, I had this tendency of stacking my dishes in the sink and leaving them there for hours, or even days. It started back in college when I had all sorts of excuses for not finishing the job immediately. “I’m running to class!” or “What’s one more dirty dish in the sink?” were just a couple of my favorite excuses. Little did I know that this seemingly innocent habit was shaping me in more ways than I realized.

Fast forward to today, and I find myself working with large, complex organizations on leadership transformation. While my focus is primarily on senior leaders, I’ve become increasingly concerned about the habits forming among our middle managers, our pipeline of future talent for top leadership positions. These middle managers, whom we often label as “middlemen,” are starting to leave their own dishes in the sink, so to speak.

As organizations evolve rapidly, they are relying on their future leaders to exhibit qualities such as speed, flexibility, trust, and cooperation. However, we seem to be missing a crucial window of opportunity during the formative years of these middle managers. While organizations hire professionals like me to develop their senior leaders for the future, outdated leadership habits are taking root among the middle managers who will eventually step into those roles.

It’s essential for middle managers and senior leaders to work together in addressing this problem because it’s significant. We need to define a new way of leading and support each other in rising to the occasion. Take Jane, for example, one of my senior clients who embodies the old-fashioned leadership style. She climbed the corporate ladder based on exceptional individual performance, always getting the job done no matter what. Jane is tough to please, doesn’t have time for non-mission-critical matters, and trusts her judgment above all else. But her deeply ingrained habits clash with the direction our organization is heading.

Now let’s talk about John, a talented up-and-coming manager who works for Jane. Recently, we were strategizing about a decision that needed to be presented to the CEO and Jane’s peers. John mentioned that the decision-making process in our company involved numerous pre-meetings. He counted eight one-on-one meetings with each executive to ensure their individual buy-in before the actual meeting. He acknowledged that it wasn’t how things should be done in the future, but it was the current reality.

This conversation made me realize that John, like many high-potential managers, is caught in a catch-22. They want to impress and make life easier for senior leaders who will promote them, but they also possess the capability to challenge the system and redefine leadership from within. However, they often hesitate to rock the boat and risk their own success.

To intervene in the formative years of our future leaders, we must acknowledge a paradox: the best form of learning happens on the job, not in a classroom or through e-modules. We rely on role models and work environments to shape this on-the-job learning, but our role models are currently undergoing behavior boot camp, and our work environments are experiencing unprecedented disruption.

In John’s case, it’s crucial for him not to miss this critical development window. He needs to take the initiative and propose alternative approaches to Jane, showing that he has thought through the trade-offs and seeking her support in doing things differently. This won’t be easy for Jane, as she needs to trust John and accept that his way of leading may differ from her own. It’s an opportunity for growth and progress for both of them.

Since we’re pushing them outside their comfort zones, it’s also

In today’s rapidly evolving organizations, the focus on developing future leaders is more critical than ever. As someone who has worked extensively with large, complex organizations on leadership transformation, I’ve observed a concerning trend among middle managers—the individuals we often refer to as “middlemen.” These talented professionals, who serve as the pipeline for future C-suite positions, are starting to adopt outdated leadership habits, which raises a significant dilemma.

While organizations invest in professionals like me to shape and develop their senior leaders for the future, there seems to be a missed opportunity during the formative years of middle managers. These individuals are learning and emulating behaviors from senior role models who are not yet ready to serve as effective role models, let alone change the systems that made them successful in the first place.

Middle managers and senior leaders must collaborate to address this pressing issue. Organizational evolution demands future leaders who can navigate with speed, flexibility, trust, and cooperation. To lay the groundwork for such leadership, we need to bridge the gap between middle managers and senior leaders. These are not separate entities, but rather interconnected components of the same system.

Allow me to share an example that illustrates the challenge we face. One of my senior clients, whom I’ll refer to as Jane, shows the traditional leadership style prevalent today. Jane earned her C-level position through exceptional individual performance. She is unwavering in her determination to get the job done, prioritizing only mission-critical tasks and relying solely on her judgment. However, her behavior is incongruent with the direction our organization is heading.

Now, let’s consider John, an up-and-coming manager who works under Jane’s leadership. Recently, we engaged in a strategic discussion about a decision that needed approval from the CEO and Jane’s peers. During this conversation, John shared an insight that shed light on the challenges he faces. He explained that decisions in our company often require multiple pre-meetings. Specifically, he counted eight one-on-one meetings with each executive to ensure their buy-in before the actual meeting. While John acknowledged that this process was inefficient and not the desired approach for the future, it was the prevailing practice.

This interaction made me realize the predicament that high-potential managers like John find themselves in. On one hand, they strive to impress and make their senior leaders’ lives easier, as these leaders hold the key to their promotion. On the other hand, they possess the potential to challenge the status quo and redefine leadership within the organization. However, the fear of rocking the boat and jeopardizing their own success often prevents them from taking decisive action.

To intervene during these formative years, it is crucial to acknowledge a paradox: the most effective learning occurs on the job rather than in a classroom or through e-modules. We rely on role models and work environments to shape this on-the-job learning experience. However, our role models are currently undergoing behavior boot camp, and our work environments are undergoing unprecedented disruption.

John’s situation presents a pivotal moment that he cannot afford to miss. He must proactively propose alternative approaches to Jane, demonstrating thoughtful consideration of the trade-offs and seeking her support to implement change. This will undoubtedly pose a challenge for Jane, as she must trust John’s judgment and hug the possibility that his leadership style may differ from her own. It is an opportunity for personal growth and progress, both for John and Jane.

Since we are pushing them beyond their comfort zones, it is essential to provide outside coaching support. Rather than focusing on individual coaching sessions, we can explore coaching the interactions between John and Jane. This approach allows us to evaluate and provide guidance on how well they cooperate and communicate during team meetings or feedback sessions. Such external coaching fosters real

In today’s fast-paced world, organizations are evolving at an unprecedented rate. They are hugging change, seeking agility, and aiming to thrive in a digitally interconnected landscape. To navigate this shifting landscape successfully, organizations are relying on their future leaders to possess a unique set of skills and qualities. These leaders must be equipped to lead with speed, adaptability, trust, and collaboration, characteristics that go beyond the traditional leadership models of the past.

As someone who works closely with large, complex organizations on leadership transformation, I am acutely aware of the need to prepare future leaders for the challenges ahead. While my primary focus is on developing senior leaders, I cannot overlook the critical role that middle managers play in this process. Often referred to as the “middlemen,” these individuals serve as the pipeline of future talent for top leadership positions.

However, a concerning trend has emerged among middle managers. While organizations invest in professionals like me to develop their senior leaders for the future, outdated leadership habits are taking root among the middle managers themselves. It’s disheartening to witness the development of these habits, which can hinder their potential and hinder organizational progress.

The truth is, we need both middle managers and senior leaders to work together in addressing this issue. The middle managers of today are the future leaders of tomorrow, and their actions and behaviors have a profound impact on the trajectory of our organizations. If we fail to intervene and guide them towards a more future-focused leadership style, we risk perpetuating the outdated systems and behaviors that no longer serve us.

We must recognize that the window of opportunity to shape the leadership capabilities of these middle managers exists during their formative years. It is during this crucial period that we can lay the groundwork for the kind of leadership that organizations need in the future. However, we must also acknowledge that this task is not without its challenges.

One of the main hurdles we face is the disconnect between the behaviors exhibited by our current senior leaders and the leadership qualities required for the future. Many senior leaders have climbed the corporate ladder based on exceptional individual performance, prioritizing their own judgment above all else. While this approach may have worked in the past, it is incongruent with the demands of today’s rapidly evolving organizations.

To bridge this gap, we need to foster collaboration and mutual learning between middle managers and senior leaders. It is imperative that we create an environment where middle managers can challenge the status quo and offer fresh perspectives without fear of retribution. At the same time, senior leaders must be open to new ideas and receptive to feedback from the middle managers who will eventually take their place.

We cannot rely solely on traditional training methods or theoretical knowledge to develop these future leaders. On-the-job learning is crucial, and it is through real-world experiences that middle managers can truly develop their leadership capabilities. This means providing them with opportunities to lead, make decisions, and collaborate with others in a supportive environment.

By hugging this collaborative approach, we can break the cycle of outdated leadership habits and enable middle managers to become the future leaders our organizations need. It will require a collective effort, a willingness to challenge the status quo, and a commitment to continuous growth and improvement.

As we navigate this journey, it’s essential to remember that the success of our organizations relies on the collective efforts of every individual, from middle managers to senior leaders. Together, we can shape a future where leadership is adaptable, innovative, and responsive to the evolving needs of our organizations and the world around us.

In today’s rapidly changing business landscape, the collaboration between middle managers and senior leaders has become more critical than ever. As someone who has experienced the intricacies of organizational dynamics firsthand, I understand the importance of fostering a strong partnership between these two essential groups.

Middle managers, often referred to as the “middlemen,” play a pivotal role in our organizations. They are the pipeline of future talent for top leadership positions, and their actions and behaviors have a profound impact on the overall success of our organizations. However, it is essential to recognize that they cannot navigate this journey alone. They require guidance and support from senior leaders who have amassed valuable experience and knowledge.

To bridge the gap between middle managers and senior leaders, we need to create an environment that encourages collaboration, open communication, and mutual learning. Middle managers must be enabled to share their insights, ideas, and fresh perspectives without fear of retribution. Similarly, senior leaders must be willing to listen, be receptive to feedback, and be open to new approaches and innovations.

Collaboration between these two groups is crucial for several reasons. First and foremost, middle managers bring a unique vantage point to the table. They are the ones who interact closely with the front-line employees, understand the pulse of the organization, and witness firsthand the challenges and opportunities that arise. Their perspectives, if harnessed effectively, can drive innovation, foster employee engagement, and propel the organization forward.

Furthermore, collaboration between middle managers and senior leaders fosters a sense of shared responsibility and accountability. When both groups work together towards a common goal, they create a cohesive and united front. This alignment allows for better decision-making, smoother implementation of strategies, and ultimately, improved organizational performance.

However, building this collaborative relationship requires effort from both sides. Middle managers must proactively seek opportunities to engage with senior leaders, voice their opinions, and contribute to the decision-making process. On the other hand, senior leaders must create a supportive and inclusive environment where middle managers feel valued, respected, and encouraged to share their insights.

Transparency and effective communication are also key ingredients in bridging the gap. Regular and meaningful communication channels should be established to ensure that both middle managers and senior leaders are kept well-informed about the organization’s direction, challenges, and progress. This enables a shared understanding and eases better decision-making at all levels.

It’s important to note that bridging the gap between middle managers and senior leaders is not a one-time effort; it requires ongoing commitment and caring. Organizations should consider implementing mentorship programs, where senior leaders serve as mentors to middle managers, providing guidance, support, and opportunities for growth. This mentorship model promotes a culture of continuous learning and development, allowing middle managers to acquire the skills and knowledge needed to thrive in future leadership roles.

By fostering collaboration between middle managers and senior leaders, organizations can harness the collective intelligence, experience, and potential of their talent pool. Together, they can navigate the ever-changing business landscape, drive innovation, and create a culture of excellence. The future success of our organizations depends on the strength of this partnership, and by working together, we can build a brighter and more prosperous future.

The journey of high-potential managers within organizations is a delicate balancing act, often caught in a catch-22 situation. These individuals possess immense talent, capability, and the potential to redefine leadership from within. However, they face a unique set of challenges that can hinder their growth and impact on the organization.

High-potential managers are often in a position where they strive to impress their senior leaders, hoping to secure promotions and advance their careers. They are eager to make a positive impression, demonstrate their competence, and ensure a smooth and seamless journey up the corporate ladder. Consequently, they find themselves walking a fine line between challenging the status quo and preserving the existing system that has rewarded their predecessors.

On one hand, these high-potential managers have the ability to disrupt outdated leadership practices and bring fresh perspectives to the table. They are capable of championing innovation, driving change, and setting new standards for leadership within their organizations. However, on the other hand, they may hesitate to rock the boat, fearing that questioning the system or challenging established norms could jeopardize their own success.

The paradox lies in the fact that the very skills and qualities that make high-potential managers successful in their current roles may not necessarily align with the future needs of the organization. The ability to navigate the complexities of the existing system may overshadow their inclination to push boundaries, take risks, and foster a culture of continuous improvement.

It is understandable why high-potential managers may choose to play it safe. They are ambitious individuals with aspirations to climb the corporate ladder, and they recognize that their senior leaders hold the key to their advancement. In their pursuit of success, they may opt to avoid challenging the status quo, opting for a more conventional approach that aligns with the expectations of their superiors.

However, this catch-22 situation is not conducive to fostering the kind of leadership needed to drive organizations forward. It perpetuates outdated leadership practices and inhibits the growth and development of high-potential managers who could make a significant impact. It is essential to break free from this cycle and create an environment that encourages high-potential managers to challenge the system, question established practices, and drive innovation.

To overcome this catch-22, high-potential managers must strike a delicate balance. They need to find ways to impress senior leaders while also pushing the boundaries and fostering positive change. It requires a nuanced approach, where they navigate the fine line between conforming to existing expectations and asserting their own unique leadership style.

Organizations must also play a crucial role in breaking this cycle. They should foster a culture that values and rewards innovation, risk-taking, and constructive disruption. This entails creating avenues for high-potential managers to voice their ideas, offer alternative perspectives, and challenge the status quo without fear of retribution. By providing a supportive environment, organizations can encourage these managers to take calculated risks and push the organization towards new horizons.

In conclusion, high-potential managers find themselves in a catch-22 situation, torn between the desire to impress senior leaders and the need to drive positive change within their organizations. Breaking free from this cycle requires a delicate balance, where they navigate the fine line between conformity and innovation. Organizations must foster an environment that supports and rewards risk-taking and disruptive thinking. Only then can high-potential managers truly release their potential and drive the organizations of the future.

As we witness the emergence of future leaders within our organizations, it becomes crucial to intervene and shape their leadership capabilities during their formative years. It is during this critical period that we have a unique opportunity to break the cycle of outdated leadership habits and pave the way for a new generation of leaders.

Having worked extensively in the realm of leadership transformation, I have come to realize the significance of intervening early in the development of our future leaders. While organizations invest in senior leaders, it is equally important to focus on middle managers, often referred to as the “middlemen.” These individuals serve as the pipeline of talent for the C-suite and play a pivotal role in the organization’s success.

The challenge lies in the fact that middle managers learn from senior role models who may not be ready to serve as effective leaders or drive the necessary changes within the system. We need to bridge this gap and create an environment where middle managers and senior leaders can work together to define a new way of leading.

Organizations are evolving rapidly, and they are counting on their future leaders to lead with speed, flexibility, trust, and cooperation. To meet these expectations, we must seize the window of opportunity during the formative years of middle managers and lay the groundwork for the kind of leadership that is needed in the future.

Collaboration between middle managers and senior leaders is paramount. These two groups must work hand in hand to develop a shared understanding of the organization’s direction and the required leadership qualities. Middle managers bring fresh perspectives and a pulse on the front lines, while senior leaders offer their wisdom and experience. Together, they can drive innovation, adapt to change, and foster a culture of continuous improvement.

However, this collaborative effort requires a collective recognition of the need for change. Senior leaders must acknowledge the outdated leadership habits that may have brought them success in the past but are no longer effective in today’s dynamic business landscape. Middle managers, on the other hand, must be willing to challenge the status quo and hug the opportunity to shape the future.

Intervening in the formative years of future leaders necessitates a comprehensive approach. It involves equipping middle managers with the necessary skills, providing them with opportunities to lead, make decisions, and take calculated risks. By integrating learning experiences into their day-to-day work, we can ensure that they develop the capabilities needed to thrive in future leadership roles.

Additionally, we must address the organizational systems that reinforce outdated leadership practices. While changing these systems may take time, we can introduce mentorship programs and coaching initiatives to support the development of future leaders. By coaching the interactions between middle managers and senior leaders, we can foster effective communication, encourage mutual learning, and enhance leadership capabilities.

It is important to acknowledge that breaking the cycle of outdated leadership habits requires effort and a commitment to continuous improvement. Both middle managers and senior leaders need to be open to new ideas, receptive to feedback, and willing to challenge their own assumptions. This journey is not without its challenges, but by working together, moment by moment, we can make progress, one step at a time.

In conclusion, intervening in the formative years of future leaders is essential to break the cycle of outdated leadership habits. By fostering collaboration, equipping middle managers with the necessary skills, and addressing organizational systems, we can shape a new generation of leaders who are prepared to lead our organizations into the future. Let us seize this opportunity and work together to create a future of effective, adaptable, and forward-thinking leadership.

On-the-job learning is often hailed as the most effective way to develop leadership capabilities. As someone who has experienced the complexities of leadership firsthand, I understand the value of hands-on experience and the challenges that arise when trying to bring about meaningful change within organizational systems.

The paradox lies in the fact that while on-the-job learning is essential for leadership development, the systems within which we operate may not always support the desired change. As we navigate the dynamic landscape of today’s organizations, we are constantly evolving and adapting to new realities. However, changing systems takes time and effort, and the inertia of established practices can hinder progress.

In my experience, senior leaders often find themselves caught between the demands of the existing system and the need for transformation. They may have achieved success by adhering to certain behaviors and practices, which are deeply ingrained and often deeply rooted in the organizational culture. These habits may have served them well in the past, but they may not align with the future needs of the organization.

To address this paradox, we need to strike a delicate balance. We must recognize the value of on-the-job learning and provide opportunities for leaders to develop their skills through real-world experiences. However, we must also acknowledge the need for changing systems to support the desired leadership behaviors and practices.

One approach is to introduce coaching and mentorship programs that focus on the interactions between leaders. By coaching these interactions, we can provide guidance and support in real-time, helping leaders navigate the complexities of their roles and fostering effective communication and collaboration.

Additionally, it is crucial to create an environment that encourages experimentation and learning. Leaders should be enabled to challenge the status quo, try new approaches, and learn from both their successes and failures. By fostering a culture of continuous improvement, we can gradually shift the systems and practices that may be holding us back.

However, we must also recognize that changing systems is not a one-person job. It requires collective effort and buy-in from all levels of the organization. Middle managers play a critical role in driving change from within, as they are the ones who interact closely with both senior leaders and front-line employees. By enabling middle managers to be agents of change and providing them with the necessary resources and support, we can create a ripple effect that permeates throughout the organization.

In conclusion, the paradox of on-the-job learning and changing systems presents a challenge for leadership development. While on-the-job learning is crucial for developing leadership capabilities, it is equally important to address the systems and practices that may hinder progress. By striking a balance and fostering a culture of continuous improvement, we can navigate this paradox and grow the leadership needed to thrive in today’s ever-evolving organizations. Together, we can hug the potential of on-the-job learning while working towards transforming our systems for a brighter future.

When it comes to developing future leaders, there is a need to enable them with the skills and confidence to make decisions and hug individualism. As someone who has witnessed the challenges and triumphs of leadership firsthand, I understand the importance of providing opportunities for future leaders to practice decision-making and grow their unique leadership styles.

In many organizations, decision-making processes can be convoluted and time-consuming. Meetings before the meeting become the norm, and consensus-building takes precedence over individual judgment. This approach may seem necessary in the current landscape, but it stifles the potential of future leaders and inhibits their ability to drive change.

To enable future leaders, we must create an environment that encourages them to take the reins and make decisions. Instead of relying on endless meetings and pre-meetings, we should provide them with the autonomy and trust to exercise their judgment. This means allowing them to fly the plane, so to speak, and make decisions based on their insights and analysis.

Practicing decision-making is crucial because it grows a sense of ownership and accountability. When future leaders are given the opportunity to make decisions and experience the consequences, they become more adept at navigating complex situations and taking calculated risks. It also allows them to develop their leadership style and find their unique voice within the organization.

However, enabling future leaders goes beyond decision-making alone. It requires creating a culture that values individualism and encourages diverse perspectives. Future leaders must feel safe to challenge the status quo, offer innovative ideas, and think outside the box. This requires an organizational culture that fosters creativity, rewards independent thinking, and hugs diversity.

It is important to note that enabling future leaders in decision-making and individualism does not mean disregarding collaboration and teamwork. Effective leadership involves striking a balance between individualism and collaboration, recognizing that both are essential for success. Future leaders must be able to collaborate effectively while still maintaining their individuality and making informed decisions.

To support future leaders on this journey, organizations should consider introducing coaching and mentorship programs. Coaches and mentors can provide guidance, offer a sounding board for ideas, and help future leaders navigate the complexities of their roles. These programs can serve as valuable resources for building confidence, refining decision-making skills, and developing a leadership style that aligns with their individual strengths.

In conclusion, enabling future leaders requires providing them with opportunities to practice decision-making and fostering a culture that hugs individualism. By allowing them to make decisions based on their judgment, we instill a sense of ownership and accountability. Additionally, by valuing individualism and encouraging diverse perspectives, we create an environment where future leaders can thrive and bring their unique contributions to the table. Through coaching and mentorship, we can provide the necessary support and guidance for their growth and development. Together, we can enable future leaders to make a positive impact and drive organizations forward into a successful future.

Enabling future leaders is crucial for the success and sustainability of organizations in today’s ever-evolving landscape. As we have explored the key themes in this discussion, it becomes clear that fostering collaboration, hugging change, and providing opportunities for growth are essential to growing effective leadership.

Middle managers and senior leaders must bridge the gap and work together to redefine leadership practices. By leveraging the unique perspectives and insights of middle managers and combining them with the wisdom and experience of senior leaders, organizations can drive innovation, adapt to change, and create a culture of continuous improvement.

Breaking the cycle of outdated leadership habits requires a concerted effort from all levels of the organization. It entails providing the necessary support and resources for middle managers to develop their leadership capabilities, challenging existing systems, and fostering a culture that values individualism, decision-making, and diverse perspectives.

On-the-job learning plays a vital role in leadership development. By providing future leaders with meaningful experiences, opportunities to practice decision-making, and the autonomy to take calculated risks, organizations can care their potential and grow their unique leadership styles.

However, it is crucial to strike a balance between individualism and collaboration. Effective leadership involves the ability to navigate between the two, recognizing the importance of independent thinking while also fostering teamwork and cooperation.

In conclusion, by intervening in the formative years of future leaders, organizations can break free from outdated leadership practices and build a brighter future. Enabling future leaders to challenge the status quo, make informed decisions, and hug their individuality will enable organizations to thrive in a rapidly changing world. Together, let us foster a culture that values collaboration, enables future leaders, and propels organizations towards success.