The buck stops… here.

Many years ago, I created the term immovable middle. The term suggests that middle managers are the most difficult to enroll to accept and adopt the change.

While this term might seem insensitive to middle managers, it’s not meant to be. They tend to be left behind during change. Most are so busy handling the day-to-day operations of the organization they do not have time to address the latest program coming from senior leaders. Yet it rests on senior leaders to ensure that middle managers are enrolled.

Why does this matter? It matters because while employees might be great at understanding and implementing change, they need help to drive sustainability. And that sustainability is not going to come to them directly from the top. It is part of the middle managers role.

One client asked me to help them drive greater success with their change program. They had implemented a massive program to optimize their organization and make it more effective. The senior leaders were on board, and the employees executed the change, but in the end, the change was not well sustained because middle managers were not as involved as they needed to be. 

Now that we are living in the throws of Covid-19, this topic becomes even more important. With our widely dispersed work teams, middle managers play an even more important role to hold the organization together.

Over the next couple of weeks, I will share some specific things that you can do as a leader to make sure that your middle managers are fully engaged in the implementation and sustainability of your transformational change. It’s essential that you do these things to ensure your success.

I’d love to hear your thoughts on this article. Please go out to LinkedIn to add your comments.

Dedicated to your profitable transformation,


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