Mentoring the Middle

Sean Kelly is an Emergency Management Officer with Alberta Health Services EMS. Sean has spent more than two decades working in the Paramedic profession. Sean has worked in both urban and rural settings in Alberta. He has worked in the special operations area for a good portion of his frontline career both in tactical and air operations. Sean has spent time as a Deployment Manager, Paramedic Supervisor and Strategic Supervisor. Sean’s desire to continue to support the service and his community led him to seek out a strategic planning role with emergency management. Sean spent much of his youth living abroad in Europe and Africa, but now calls Alberta home. Sean volunteers with both local and national sporting associations. He spends as much time as possible with his wife chasing his two sons from sport to sport. When he has time to relax with his family, he enjoys unwinding in the Rocky Mountains.

I am a middle manager for a first response agency. My role provides me with great satisfaction and many opportunities to find new passion projects. One of these projects involved collaboration between first-response organizations during a crisis. I concluded that without a concerted effort by all response agencies prior to an incident, collaboration during a legitimate crisis could be challenging, if it occurs at all. Some might disagree, but the research identified that when incident complexity increased, collaboration decreased. 

The lynchpin was identified as the middle managers. Targeting middle managers with support and training changed the environment, enabling new approaches to problems. It became clear that supporting front-line commanders and encouraging them to work together during a crisis to find solutions was the way forward. 

The middle manager is the key to success for most organizations. Middle managers serve as a vital link between senior leaders and the front line. They must translate strategic goals into tasks, create results, and ensure that the company's vision is institutionalized. 

Since I began working, work has evolved. Remote work, hybrid models, generational differences, problem complexities, and cascading impacts have increased. How do organizations face these new and evolving challenges without breaking the bank? 

One cost-conscious and effective strategy is mentoring middle managers. A mentoring culture should not exist only for the high-flying few and new employees. Mentoring middle managers can increase skill development, employee engagement, and turnover, create a learning culture, improve organizational alignment, strengthen relationships and communication, develop future leaders, and enhance adaptability. 

Enhancing Skill Development

Middle managers are typically responsible for ensuring their teams are productive and engaged while also being accountable for achieving organizational goals. Often left to develop independently, few will seek opportunities for growth. Mentorship gives these managers the tools and knowledge they need to navigate their roles effectively. 

Mentoring can improve middle managers' skills in leadership, conflict resolution, emotional intelligence, and strategic thinking. A more senior leader might share best practices for managing difficult conversations or offer strategies to align team goals with organizational objectives. This learning experience develops the individual manager and strengthens the entire organization's competency.

Increased Employee Engagement

A strong workplace culture characterizes high levels of employee engagement. Mentoring middle managers can enhance effective engagement within their teams. When managers are mentored, they learn better to understand their team members' needs and motivations. This understanding allows them to create an environment where employees feel valued and heard.

Improved employee engagement results in effective constructive feedback, recognition of achievements, and encouragement of professional growth among team members. A supportive approach leads to higher morale and a culture of appreciation, which can boost overall job satisfaction.

Reduced Turnover

Employee turnover is a significant challenge for many organizations. It can lead to increased recruitment and training costs and can potentially damage organizational reputation.

Mentoring can directly improve retention rates, particularly by developing middle managers who build supportive skills and leadership abilities. When middle managers receive proper guidance and support through mentoring, they are better equipped to create a positive work environment that encourages employees to stay. Mentoring can reduce turnover driven by dissatisfied employees by equipping middle managers with effective management strategies and interpersonal skills.

Creating a Learning Culture

Mentorship fosters a culture of continuous learning and improvement. In organizations where mentoring is an established practice, knowledge sharing becomes fundamental. This encourages all employees to seek growth opportunities and learn from one another, increasing the organization’s competencies.

When middle managers act as mentors, they model their teams' learning behavior. This ripple effect strengthens the organization's learning culture, encouraging employees to seek knowledge, share insights, and collaborate on problem-solving.

Improved Organizational Alignment

Mentoring is vital to ensuring that middle managers clearly understand the organization's mission, vision, and values. Mentors can help translate high-level strategies into actionable plans, ensuring managers align with the organization's overall direction. 

By enhancing their understanding of organizational goals, middle managers can effectively communicate these objectives to their teams, creating a unified direction. This alignment is essential for establishing a strong workplace culture, ensuring everyone works toward common goals and values.

Strengthened Relationships and Communication

Middle managers liaise between different levels of an organization, so effective communication is essential for their success. Mentoring can help these managers improve their communication skills, allowing them to foster better relationships with upper management and front-line employees.

Through mentorship, middle managers learn the importance of active listening, open dialogue, and constructive feedback. This enhanced communication fosters trust and respect, foundational elements for a positive workplace culture. As relationships strengthen, collaboration increases, leading to improved teamwork and productivity.

Development of Future Leaders

Investing in the development of middle managers through mentoring also prepares the organization for future leadership needs. As these managers gain experience and develop their skills, they are better positioned to advance within the organization.

Identifying and nurturing leadership potential in middle managers can help organizations develop a robust pipeline of capable leaders. This proactive approach is essential for sustaining organizational growth and maintaining a strong workplace culture.

Enhanced Adaptability

Facing complex challenges, organizations must be agile and adaptable. As change agents, middle managers are pivotal in implementing new initiatives and guiding their teams through transitions. Mentoring equips these managers with the skills and mindset needed to embrace change and lead their teams effectively during times of uncertainty.

Organizations create an innovative and responsive culture by fostering resilience and adaptability through mentorship. A workforce that is comfortable navigating change is essential for maintaining competitiveness in a rapidly evolving environment.

Conclusion

Mentoring middle managers is an investment that yields significant benefits for both the individuals and the whole organization. Mentoring creates a positive and strong workplace culture by allowing for improved development of the seven previously mentioned areas. 

Organizations that prioritize mentoring for their middle managers are enhancing individual performance and laying the groundwork for a cohesive and engaged workforce. As businesses continue to navigate the complexities of the modern work environment, the strategic development of middle managers through mentoring will be crucial to long-term success.