Leading from the Middle: How to Lead Up, Down, and Across
Most leadership advice is aimed at people at the top, but many of us find ourselves leading from the middle of the pack, managing teams while answering to higher-ups. Leading from this position can be incredibly powerful—if you approach it thoughtfully. Here’s how to use the unique vantage point of “middle” leadership to grow your skills, support your boss, empower your team, and uplift your organization.
1. Build Trust and Communication
When leading from the middle, trust and communication are everything. Take, for example, a story about a team lead named Sarah. She knew her manager was dealing with high-pressure deadlines from senior leadership while her own team was feeling stretched thin. Sarah started doing daily check-ins with her team, giving everyone a chance to express concerns and share ideas. She would then summarize and communicate the team’s feedback to her manager in a way that was solution-oriented, showing that she wasn’t just passing problems up the chain. This regular, honest communication fostered trust on both sides.
If you’re in the middle, take the time to foster open lines of communication up and down. When people trust that you’re hearing their concerns and advocating for them, they’ll be more open to working with you to find solutions. And when your boss trusts that you’re communicating effectively, they’re more likely to respect your input.
2. Be a Champion for the Leader’s Vision
One of the most valuable ways to support the organization from the middle is to align with and champion the vision of the leaders above you. Let’s say a manager named James was tasked with executing a new customer service initiative that seemed time-consuming to his team. Rather than passing the directive along as yet another task, he took the time to explain the “why” behind it, helping his team understand how this initiative aligned with the company’s long-term goals. By translating the higher-up’s vision into something his team could connect with, he won their buy-in and enthusiasm.
To lead from the middle, take time to understand your leader’s vision fully, ask questions if you’re unclear, and then communicate that vision to your team in a way that resonates. This bridges the gap between top-down directives and ground-level execution.
3. Empower Others to Lead
An effective middle leader empowers their team by developing their leadership skills. Imagine working with a team member, like Alex, who shows promise but lacks confidence. Instead of keeping Alex in a supporting role, you can give him the lead on a small project, providing guidance while allowing him to make key decisions. This empowerment not only builds Alex’s confidence but also strengthens the entire team as it creates more leaders who can think and act independently.
Delegate tasks, share responsibilities, and encourage others to take ownership of their roles. This approach doesn’t just support team development but shows your leadership higher up that you’re committed to nurturing the organization’s long-term talent pipeline.
4. Model Accountability and Integrity
In the middle, you often find yourself managing expectations from both sides. One of the most critical ways to lead is by modeling accountability. Take the case of a supervisor named Maria who once dropped the ball on a project deadline. Instead of passing the blame, she took responsibility, admitted the oversight, and presented a plan to ensure it wouldn’t happen again. This act of accountability earned her respect from her team and her manager.
When you model accountability, you set a standard for your team, helping create a culture where people feel safe owning their mistakes. Being transparent about your own challenges also builds empathy with those above you who face similar pressures.
5. Find Ways to Improve the Organization
Those in the middle have a unique perspective on what’s working and what isn’t. Use this vantage point to identify areas of improvement and suggest realistic solutions. Take the example of Dan, a mid-level manager at a retail company who noticed a pattern in customer complaints about returns. Instead of letting the issue pile up, he proposed a simplified return policy that would improve customer satisfaction and reduce the workload for his team. This proactive approach not only addressed the problem but demonstrated to senior leadership that he was committed to the organization’s success.
Even small improvements can add up to significant progress. When you take initiative to make things better, you show that you’re not just there to keep things running but are invested in the organization’s growth.
Leading from the Middle: The Bottom Line
Leading from the middle means balancing empathy, communication, and a willingness to grow others while growing yourself. By doing so, you can create a positive ripple effect that strengthens the entire organization. As you build trust, support your leader’s vision, empower others, model accountability, and work toward improvement, you’ll not only become a better leader but also inspire others to do the same. And who knows? One day you might find yourself at the top, grateful for the skills you built along the way.