Last week, someone tweeted that the C-suite “gets agile,” but middle managers “resist” it. I also saw a tweet that the C-suite doesn’t get agile, but middle management does.
I don’t doubt the observations of either of these tweeters.
I have observed situations where both senior and middle managers saw the value in moving towards a team-based organization and iterative incremental delivery. In my experience, it’s a little more common for middle managers to hold onto the existing pattern. And why not? When they don’t see their place in agile they don’t embrace agile. And agile is silent on the role of middle management. Blanket statements that dismiss the need for managers or management don’t help.
Organizations moving to agile still need management, and often still need people in management roles, especially in large complex organizations. In traditional hierarchies, middle managers look up the hierarchy for direction, and focus down the hierarchy to accomplish cascading goals. When teams pull work from queues and self-organize to meet goals, the real opportunity for middle managers is to look across the organization to improve the system and develop people and teams.
So what do middle managers do when they aren’t directing day-to-day work? Plenty.
Now you see some of the things middle managers can do to help their colleagues, their managers, and teams. Do you need help shifting the role of middle managers in your organization? Give me a call or drop me an email.