Catalyst vs. Shield

Last week I wrote about mid-management being at times caught between a rock and a hard place especially of your team doesn’t feel safe with your superiors. You can feel squeezed.

What is your role then? Often it can feel like you need to shoulder all the burden; shield your staff; shield your superiors. That’s a lot shielding – shields get heavy – you’re not Captain America.

Let’s reframe your role. First, let’s think about your role differently. You’re not a shield. A shield keeps whatever is being shielded out – in other words – managing differences. It may feel a bit like you have both your arms stretched out wide – each hand holding a shield. Exhausting. You’re working within the misalignment versus helping to create alignment.

In a highly successful organization, alignment is a key factor. All working towards success.

Your role needs to be defined as a catalyst. If there is a riff between your subordinates and superiors, your job is to listen and engage both your team and your boss.

Recall – your role is to understand what conditions need to be in place for your team to feel safe by asking them.

Your role with your superiors is to align with the overarching success of the organization – so what does that look like for your superiors?

Are the safety conditions your team needs aligned with the overarching success of the organization? If the superiors understand and value that conditions of safety is aligned with overarching success, then they’ll be invested in the dialogue.

For you as a mid-manager, you’ll need to give this thought. Knee-jerk reactions tend to be as a shield. Your goal it to be responsive not reactive. Reactions are your emotions; responses are your behaviors. You’re entitled to your reactions; they can help motivate your response.

Your response must be thoughtful with the overarching goal of aligning organizational success. Everyone wants that - success. Everyone.