What kind of capabilities are needed to do a good job in middle-level management?

In an enterprise organization, middle-level managers are connected to decision-making at one end and operations at the other end. It can be seen that middle managers are the key to turning decisions into actions and ideas into reality. But the middle level is not easy, the expectations of the superiors are too large, the dependence of the subordinates is too large, and most of the middle managers of the enterprise are wandering in the daily chores, or lost in concepts such as slogans and slogans that they cannot explain.

At the same time, there are too many model models about the ability of middle managers, and there are too many training and ability improvement projects for middle managers, some are too high, some are space, some are too general, and some are too expensive; and from the actual effect of many enterprises, it has not brought obvious changes to the business. The reason is that there is a lack of understanding of who the middle managers are serving (customers) for; the other is the lack of matching analysis of job positioning and corresponding capabilities.

First, the positioning of middle-level management

To do a good job in middle-level management, it is necessary to clearly understand the responsibility positioning of middle-level management, the service objects and management goals of middle-level management.

First of all, as a middle-level manager, you must be clear about the positioning of your work responsibilities, mainly from top to bottom, and be responsible for the results of implementation.

Secondly, as a middle manager, it is necessary to know that the people you serve have your own superiors, subordinates and peers, they will all be your customers, and they all have different needs.

Finally, as a middle manager, you must be clear about your goal, that is, to complete the tasks assigned by your superiors, and at the same time, to the satisfaction of everyone.

Second, do a good job in the capabilities required for middle-level management

As a middle-level manager, in order to complete the task from top to bottom, and at the same time to make everyone satisfied, it is necessary to consider the needs of their superiors, subordinates and peers.

From the perspective of the needs of the superiors, the most important task of the middle manager is to be able to get the things arranged by the boss, that is, to execute; at the same time, to help the boss to staff the staff in the strategic and development direction. Therefore, for the boss, what he needs is the ability of middle managers to execute and strategic vision.

Judging from the needs of subordinates, they hope that their superiors can provide more resources to complete tasks, as well as provide more personal development opportunities for subordinates, which requires middle managers to have the ability to fight for and integrate resources.

From the perspective of the needs of the same level, it is in the horizontal connection of the task, hoping to get more support and synergy.

Combined with the above needs, execution, strategic vision, ability to strive for resources and the ability to collaborate are the four key capabilities that middle managers need to have.

First, execution

The ability to execute includes the following four areas:

The first is planning capacity. Planning work is mainly the division of tasks, the decomposition of goals and the allocation of resources. This requires middle managers to be able to reasonably decompose and divide tasks, and at the same time decompose the goals according to the division of tasks, and coordinate the allocation of resources (including time resources).

The second is process capability, which can identify the key points of process interface and control according to the business process, allocate resources according to the business process, and can continuously improve or optimize the process to improve the efficiency of the process.

The third is the ability of personnel, the ability to identify the key people who complete the task, and the ability to guide and motivate team members to complete the task in the work.

The fourth is the risk management and control ability, which can identify the main problems and risks of the task and formulate a plan, and can be able to be in danger when the risk comes, and flexibly respond to and adjust.

Second, strategic vision

Middle managers are not only the executors of the strategy, but also the participants in the strategic planning. This requires middle managers to be able to understand and gain insight into the changes in the market, as well as the connection and development direction of these changes and the business they are responsible for, and to be able to find and grasp the main contradictions and give constructive suggestions.

Middle managers also need to have financial wisdom and structural thinking to express their ideas clearly and get more support.

Third, the ability to secure resources

Middle managers need to give the team more resources to meet the team's needs to complete the task. In addition to striving for the resources necessary to complete the task, it is also necessary to be able to fight for and create more career development space and benefits for subordinates.

Fourth, horizontal collaboration capabilities

For any function of the organization, its daily work or project work is not isolated, and it is inseparable from the horizontal support of various functions, especially in the increasingly flat organizational development trend. As a middle manager, you need to have a strong sense of collaboration and willingness to promote the active collaboration and collaboration of the team, including work collaboration and daily communication.

brief summary

In short, as a middle manager, you must know who your service object is? What is your task? What are their needs for middle management and competencies? Only by clearly answering these questions can it be possible to find the direction and key to the improvement of the ability of middle managers.

Article Source:

https://zhuanlan.zhihu.com/p/453214714

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