I’m known as Australia’s leading authority on mid-level leadership because I’m obsessed with building B-Suite Leaders with C-Suite Impact.
B-Suite leaders know how frustrating it is to be the meat in the sandwich, squashed between executive expectations and workforce demands.
Organisations know how frustrating it is when their B-Suite leaders don’t perform. It has serious implications for both culture and for performance.
Well what I do is mentor, facilitate and train leaders and their teams to have more impact, more easily.
They are the glue that holds organisations together, translating strategy into action and creating high- performing workforces.
Yet the B-Suite is burning out, loosing confidence, and rethinking their careers.
The result for organisations is a mid-level leadership cohort that lacks poise, productivity and promotability.
The result for those leaders is they feel overworked, overlooked and overwhelmed.
Evidence shows that B-Suite leaders have the hardest job of all. They are pivotal to:
But middle management is like being middle class, middle-aged or a middle child – it’s tough!
The evidence is overwhelming that the disparaging ‘middle manager’ label is a completely – and dangerously – wrong attitude for companies to have. A high- performing middle manager – or a B-Suite Leader – is by far one of our most valuable leaders if we enable them.
Overwhelmingly supported in research by Deloitte, the DDI Global Leadership Forecast and McKinsey, BoldHR’s ongoing research shows that Managers and their Teams who achieve mastery in these competencies are proven to be more productive, more influential and more strategic – re-building confidence and trust in leadership along the way.