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 MiddleSign up
Hor Kam Peng, Business Consultant, Malaysia
Couldn't agree with you more, Marl! Top Management...
 

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

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

 
Mid-Managers Make it Happen or NotSign up
Kathy Hevey, Management Consultant, United States
I agree. Middle Managers can make or break a chang...
 

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

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

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

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

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

 
Middle Management: One Key Role to Achieve Organizational ChangeSign up
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 SolutionsSign up
j.a. karman, ICT Consultant, Netherlands
The assumption is the middle management is in a po...
 

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

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

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

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

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

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

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

 
Bottom-up Approach to Organisational ChangeSign up
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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