I want to begin by crediting John Maxwell of 360-degree-leadership-fame for the inspiration behind this article. But I also want to acknowledge the input of a number of people who have worked for me over the years who have taught me what I needed to know in order to be successful at my job.

Over the past five years I have taught, mentored and in some cases coached, nearly 2500 middle and entry level managers. Many have lots of complaints about the people for whom they work. They feel that they have tried to initiate things that in their judgment would improve the workplace only to have their bosses quash their ideas. Consequently they have pretty much given up on any suggestion that they could in fact do something that would create a more positive workplace. They assume, the boss "is the way he is and I just have to decide whether or not I can put up with it." And that's the attitude that accompanies them thru each and every workday.

But here's the ironic part. Many of their bosses who retained my services, did so because they "wanted more" from the middle level managers. They had come to realize that the organization had now grown to the point where they could no longer run things on a day to day basis. Consequently people in the middle of the organization needed to assume more control over daily operations. When I share this observation with middle managers, they are astounded. After having their ideas (their perception) bashed into oblivion by their bosses, they cannot believe that those same executives are now saying that they need to be more in charge.

Among other things, it's a problem in communication. Middle managers, who after years of unsuccessfully trying to make changes, are now faced with a boss who wants them to take more responsibility and leadership for how things are. It's a confusing situation and it all points out how tough it is for people and organizations to change.

Both executives and managers share responsibility here but in most cases the task of stepping forward and exerting leadership must be assumed by the managers in the middle of the organization. Leadership and influence in an organization must always be earned, it cannot, in the long haul, be granted. So how do we move forward? Here are six suggestions.

1. The boss needs to spend more time talking to and listening to his/her managers. He should know their trials, frustrations and successes, At the same time, the managers should be aware of the vision their boss has for the company and how this impacts on the work they do. Executives who think ahead, will always be preparing the people below them for the future.

2. Managers must have the attitude that they are organizational leaders, in partnership with their boss. When they have an idea that will improve things...make the process, better, faster, cheaper, they need to find a way to get the boss to agree to implement it. Their commitment to making the company more successful should be equal to that of their boss.

3. Ideas are accepted not only on the basis of the merits; they sometimes are accepted based on the relationships of the parties involved in the discussion. Managers must focus on starting and building a positive working relationship with their boss; do what they can do to help their boss be successful.

4. Managers must be prepared. This wonderful idea of theirs will be noting more than an idea if they have not thought it through and all of its ramifications. They must anticipate where the opposition will come from and be prepared to speak to it objectively, not from the standpoint of self-protection but for the sake of protecting the interests of the company.

5. Managers must be prepared to accept failure and rejection. They must realize that there is a time and a place to present every suggestion. When their suggestion is rejected it does not mean it was not a good suggestion. Their job is to go back to the drawing board, reconsider problematic areas and learn how to do a better job of presenting it at the next opportunity.

6. Finally, managers must handle their current responsibilities well. How do you learn how to be a leader at a higher level? By being a better leader in the job you have now. It's the commitment to doing a better job today than you did yesterday, that will quickly become obvious to your boss and it will enable your boss to develop more confidence in you as a manager and in your recommendations.

I believe that these suggestions for a better working relationship between executives and managers are valid for any point in the life of the organization, not just when executives are about to retire or when they first realize that they can no longer run things day to day due to other pressures on their time. Fortunately, the skills of leading can be learned. By practicing the above suggestions, you cannot only influence your boss but you will be prepared to be a leader in the future.

Do your middle managers show the same kind of concern for the success of your company that you do? If you want your staff to perform at a higher level check out Larry's newsletter. It's free and is distributed twice a month. Each issue is short, to the point and has an article of interest to organizational leaders. Click on the link below to subscribe.

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