What negative impact does this caught in the middle situation have on newly placed mid-level managers and their organizations? Mark will discuss the answer in the context of the common missteps all new managers are susceptible to make, the risks involved, and the onboarding myths that perpetuate them.
Mark will make the case for providing onboarding coaching to mid-level managers by presenting a value proposition based on leadership development and performance management.
Through mini case studies Mark will share the best practices that have evolved new leader onboarding from a brief orientation to a four month long comprehensive support process.
The expression “caught in the middle” describes an uncomfortable position. In most organizations, the large group of newly placed managers who are neither senior executives nor lower level first-time managers often find themselves in this situation.
The value of investing in the onboarding of first-timers and senior executives has been clearly established. First-time managers almost always receive significant developmental support during their transition to a management role. And for newly placed senior leaders, it is now common practice to provide coaches for onboarding guidance and support. But newly placed mid-level managers rarely receive coaching through this critical transition period. They are literally caught in the middle without a definitive support structure.
This session draws on the presenter’s more than thirty years of experience as a human resources professional, senior corporate leader, executive search consultant and onboarding coach. He explores this challenge to newly placed mid-level managers and offer a solution based on his successful onboarding coaching of hundreds of senior leaders and mid-level managers.
