Middle managers are often as personally impacted by a change as any other employee. Yet, at the same time, they are representatives of the enterprise and are expected to “fly the flag” for the change within their teams.

When middle managers start to see themselves as part of the solution instead of playing a passive role, they become reliable change agents that deliver beyond expectations. However, providing the right form of support and guidance is not an easy task and often requires a different approach or perspective.


Middle managers need to understand the day-to-day requirements of their jobs and how that links with the leadership skills they are taught. This can only be achieved by integrating real-world skills with leadership fundamentals. What we have discovered is that individuals obtain 70 percent of their knowledge from job-related experiences, 20 percent from interactions with others, and 10 percent from formal educational events. That’s why when designing support initiatives for managers, we make sure we practice what we preach.


The methodology we use is based on interactive learning (learners will learn by doing) and is grounded in practical business experience. We only work on specific challenges towards specific objectives that are relevant for the overall performance of the business. One can say that your strategic plan and the jobs themselves become the curriculum and based on this we:

  • Design workshops based on organization’s business reality and business context that can lead to actual change programs
  • Individualize development plans for mid-level leaders based on assessment results
  • Include real problem-solving help on an ongoing basis (face to face time with one of our senior experts)