Start with Middle Management in your Change Approach


 
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Start with Middle Management in your Change Approach
Marl van der Toorn, Manager, Netherlands

Following up the discussion “Bottom-up Approach Towards Organizational Change” I think that even in a bottom-up or top-down approach, the key to achieving a successful change in a (large) organization, is the middle management. Without the commitment of those managers not much will happen.

Also according to Patrick McGurk (Sept 2011), "middle managers have traditionally been seen as the organisational ‘linking pins’ (Likert 1961), a view which is echoed in more recent research on managerial work by Mintzberg (2009: 138), who finds that middle management is the place in which the organisation best integrates its activities. Balogun (2003), identified middle managers as ‘change intermediaries’. In this study, middle managers played the dual role of ... Register
 

 
Change Management Starts in the Middle
Hor Kam Peng, Business Consultant, Malaysia
Couldn't agree with you more, Marl! Top Management...
 

 
Middle-out Change Management
Andrew Blaine, Business Consultant, South Africa
I agree entirely with your hypothesis and suggest ...
 

 
Change-readiness, a Crucial Factor
Sonny Vicente, Coach, Philippines
I agree that organizational change would have to b...
 

 
Mid-Managers Make it Happen or Not
Kathy Hevey, Management Consultant, United States
I agree. Middle Managers can make or break a chang...
 

 
Role of Middle Managers in Organizational Change
sekgalabye, Student (MBA), South Africa
A locomotive is never directed by the middle coach...
 

 
Interpreters in General
Barney Wade Howard, Manager, United States
Good article. I see middle managers sometimes as "...
 

 
The 'Squeezed Middle'
Gary Stead, Director, United Kingdom
OK - this title may best be recognized in UK! Acti...
 

 
Stuck in the Middle
Rebecca Roe, Other, United States
It all depends on what you are changing. Only thos...
 

 
Selecting the Right Change Management Approach
Sithembiso Mkhwanazi, Project Manager, South Africa
I support Gary & Rebecca.
Surely a change in ...
 

 
Middle Management: One Key Role to Achieve Organizational Change
Sudarshan Ramaiah, Manager, India
As per my opinion, organizational change is very m...
 

 
Levels 2, 3, and 4 are Often More the Cause of Problems than Being the Solutions
j.a. karman, ICT Consultant, Netherlands
The assumption is the middle management is in a po...
 

 
Middle Managers as Catalyst
Fillemon Nangolo Hambuda, HR Consultant, Namibia
Even though I wholeheartedly agree with your theor...
 

 
Tips for Success
Rebecca Roe, Other, United States
@J. A. Karman: ...
 

 
Middle Managers - Change Agents
Paul Steele, Consultant, Australia
There are many good points here made by many of th...
 

 
Each Organization Has a Wave Pattern!!! It is Unique!!
zahra gheidar, Consultant, Iran
Organizations, to achieve success, should consider...
 

 
Middle Management as Drivers of Change
VMK3, Analyst, Zimbabwe
There is need for the executives to buy-in. This i...
 

 
Drivers of Transformation and its Implementation
Andrew Blaine, Business Consultant, South Africa
So much has been written about where transformatio...
 

 
Organisation Transformation
VMK3, Analyst, Zimbabwe
Andrew, what you are saying is very correct. The p...
 

 
Bottom-up Approach to Organisational Change
Paul Steele, Consultant, Australia
Agreed, middle managers are the linch pin in the o...
 

 
 

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Brett E Holdeman
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