IHE Elevates Article

If you want to build a resilient, high-performing organization, start in the middle.

While senior leaders set strategy and frontline employees execute, mid-level leaders are the engine that drives organizational success. They translate vision into action, create team cohesion, and cultivate the culture that determines whether people stay, grow, and thrive.

Research from McKinsey & Company confirms what we at the Institute for Human Excellence (IHE) have long understood: organizations with top-performing operational managers see three to 21 times greater total shareholder returns over five years than those without.

These managers are the architects of engagement, the amplifiers of leadership, and the foundation of sustainable growth. When you invest in them, you unlock the full potential of your organization.

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The Mid-Level Multiplier Effect

Organizations don’t succeed because of policies or processes—they succeed because of people. And if you really consider it, the people who have the greatest influence over daily performance, team culture, and long-term retention are your middle managers.

When middle managers are empowered with the right skills, mindset, and structure, they create workplaces where:
A. People are engaged, motivated, and connected to purpose

B. Teams work with clarity, trust, and psychological safety

C. Innovation and collaboration thrive

D. Burnout and turnover decrease, while performance soars

At IHE, our most successful clients don’t just manage their operational leaders, they build them into a competitive advantage.

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How to Build a Thriving Organization From the Middle

1. Give Managers the Space to Lead

Often, the tendency is to overload middle managers with administrative tasks that keep them from actually leading people and driving performance.

To enable managers to lead effectively, organizations should instead prioritize:

• Reducing unnecessary bureaucracy and streamline decision-making
• Leveraging technology and AI to automate repetitive tasks
• Ensuring managers have enough time to develop their teams and drive strategy

By freeing managers from excessive administrative burdens, you activate their ability to coach, connect, and inspire.

2. Invest in Leadership Development at the Middle Level

The strongest, most resilient organizations don’t wait until their people reach executive levels to develop leadership skills. They invest in talent development early and often.

As a result, their people across all levels master:

• Communication that creates clarity and alignment
• Coaching that strengthens engagement and growth
• Trust-building that fosters high-performing teams

At IHE, we help organizations implement Connected Leadership—a framework that turns key people into culture builders, talent developers, and strategic leaders.

3. Make Connection a Leadership Priority

The best teams don’t just work together—they are deeply connected. Trust, open communication, and shared purpose fuel engagement, retention, and innovation.

People who foster connection do so by:

• Actively listening and responding to emotional cues
• Encouraging collaboration and diverse perspectives
• Creating psychologically safe spaces where people feel valued

This isn’t just a leadership philosophy—it’s a proven driver of high performance and well-being.

4. Support Middle Managers to Reduce Burnout and Turnover

Middle managers are one of the most overlooked and overextended groups in organizations. When they burn out, they take top talent with them.

The best organizations don’t just expect resilience—they equip managers with the skills to cultivate it. This includes:

• Listening Reflectively: Developing deep listening skills to understand underlying concerns, validate emotions, and build trust within teams.
• Connecting Through Presence: Cultivating mindfulness and intentionality in interactions to create meaningful relationships and foster a supportive culture.
• Asking Powerful Questions: Encouraging curiosity and critical thinking by using thoughtful questions that unlock insights, perspectives, and solutions.

A leadership team with these skills creates stability, engagement, and an environment where people want to stay and grow.

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Some of Your Greatest Growth Opportunity Is in the Middle

For too long, organizations have treated middle management as an afterthought. But the data is clear: companies that thrive are those that empower, develop, and invest in their middle leaders.

Building your organization from the middle is the most effective way to create sustainable success—where people are engaged, teams are high-performing, and cultures are built for long-term growth.

The question isn’t whether middle managers are essential. The question is whether you’re giving them what they need to help your organization thrive.

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