Understanding the root of a middle manager's resistance is crucial. Spend time genuinely listening to their concerns without interrupting. This builds trust and uncovers underlying issues. Use tools like Myers-Briggs or DiSC to understand their personality and behavioural patterns. Often, resistance stems from a lack of confidence or skills. Work with them to identify and address these gaps. Discuss their past experiences with change and leadership to identify patterns and triggers for resistance. Encourage them to share their goals and dreams, making them feel valued and understood.

Understand the barriers. A lot of time and effort is spent guessing. It's better to know with data. Assessments and tools like The Predictive Index cut through so much wasted time and effort, enabling organizations to support their leaders and people more effectively.

Behind every resistance lies a much bigger issues that warrant trust, patience, and persistence. There are many hidden layers behind every resistance. It is only through good listening, validation and attunement that an individual with resistance is willing to open up.

Empathy and engagement are key to breaking through resistance. Here’s how to do it effectively: Regularly check in on their well-being and show that you care about them as individuals, not just as employees. Allow them to experiment and fail without judgment. Celebrate their efforts and progress, not just outcomes. Be open about the challenges and uncertainties you face as a leader. This builds trust and shows that you understand their struggles. Empower them by involving them in key decisions and brainstorming sessions. This fosters a sense of ownership and reduces resistance. Adapt your leadership style to meet their unique needs and preferences. This personalised approach can significantly enhance engagement.

Building on this, we must recognize that each middle manager's resistance might stem from deeper fears or insecurities. By tuning into our own Spiritual Intelligence, we can better sense these underlying issues and address them with “Compassion and Patience”. It’s not just about professional goals but also about their personal journey. By aligning their work with their “Inner Values”, we create a nurturing environment that encourages genuine transformation. This approach not only helps break through leadership style barriers but also fosters a more harmonious and motivated team.

As a leader, recognizing and celebrating progress helps boost the confidence and commitment of middle managers to evolve their leadership style. Acknowledging middle managers' strides, whether through verbal praise or a formal recognition program, reinforces their efforts to change. By consistently highlighting their successes, a positive feedback loop is established, motivating them to continue making improvements. This approach cultivates an environment of continuous growth and development, empowering middle managers to excel in their roles. Implementing positive reinforcement ultimately leads to stronger leadership and enhanced performance across the entire organization.

Reinforcing desired behaviours requires consistency and positive reinforcement. Clearly define what success looks like and ensure they understand their role in achieving it. Offer regular, constructive feedback that focuses on their strengths and areas for improvement. This helps them stay on track and feel supported. Recognise and celebrate their achievements, no matter how small. This boosts morale and reinforces positive behaviours. Provide access to training, mentorship, and other resources that help them grow and develop their skills. Lead by example. Demonstrate the behaviours you want to see in them, and they are more likely to follow suit.

Build trust through open dialogue. Listen to the manager's concerns and perspectives. Encourage collaboration and idea-sharing. Offer support and resources to help them adapt their leadership approach. Focus on shared goals to motivate positive change.

Emphasize and drive psychological safety within the team. This entails fostering an environment in which middle managers feel free to take risks, admit mistakes, and provide candid feedback without fear of repercussions.

Offer targeted resources like workshops and mentoring to foster growth. Set clear goals, provide feedback, and support their development journey. This empowers them to overcome leadership barriers and embrace positive change.

Address middle manager's leadership roadblocks through regular, focused discussions. Tailor support and track changes to ensure progress. This accountability loop fosters development and motivates a shift in their leadership style.

It is always useful to look in the mirror and ask yourself whether you might be a part of the problem. Maybe it is the way you are asking/telling, are you being too directive, do they have enough space to use their initiative? This a helpful question to your middle manager is “is there something I’m either doing or not doing that makes me a part of the problem?” If it’s definitely not you then go ahead and use all the other really helpful suggestions.

Consider the following less-obvious factors: Examine their motivation: Understand what drives them. It may reveal underlying concerns or aspirations, providing clues to address the resistance. Create a safe space: Foster an environment where open communication is encouraged, easing their concerns and promoting collaboration. Offer feedback: Provide specific, actionable feedback, highlighting their strengths and areas of improvement without being overly critical. Empower them: Encourage autonomy and demonstrate you trust their capabilities, spurring their development as a leader. Leverage coaching: Consider recommending executive coaching to help them identify and overcome challenges in their leadership approach.