KVP Group Blog

The Success of Middle and Front-Line Leaders

Promoting Success

The role of change managers in establishing efficient communication within middle and front-line leaders is important in any project.

These are the individuals who will be at the forefront of spearheading the organization’s changes. Their role in implementing these may require them to acquire project and change management skills through coaching and training.

This may involve providing them with methods and practices thus far unfamiliar to them. Eventually, we can enable them to contribute and participate in the proposed changes’ success positively.

With positive and open communication, these managers are cognizant of the project. It also contributes to their individual roles within the change management structure, and their own challenges and goals.

Introducing New Initiatives

front and middle-line leaders

It is usual for middle and front-line leaders to learn about new projects through the normal organisational structures. For example, at their team or senior management meeting or during a meeting with a senior-level leader.

However, their understanding or appreciation of the project may vary considerably. As a result, it could cause some confusion or perhaps even a lackadaisical approach. This is where professional consultants can make all the difference between success or failure.

A consultant’s expertise in change-management is there to provide middle and front-line leaders with the necessary tools and skills.

Team building, project planning, evaluation training as well as coaching provided by consultants will enhance those skills that are already familiar to this level of management.

Additionally, it helps to give them a better understanding of the support, guidance, and the maintenance of positivity. It provides encouragement to sustain an uncomplicated and successful outcome for the project.

Empowering Middle and Front-Line Leaders

Middle and Front-Line Leaders 2

The evaluation of middle and front-line leaders is necessary to identify their current skill levels and possible hurdles throughout the project.

We use the ADKAR® Dashboard model. This system helps identify gaps in both individuals and the overall project whilst addressing challenging concerns and resistance to change.

This project group needs to develop SMART (Specific, Measurable, Assignable, Realistic, and Time-related) goals and establish effective communication with all levels of staff.

The use of presentations and joint status reporting both up and down the corporate hierarchy allows the demonstration of current project achievements, future goals, and priorities, as well as questions and feedback from individuals.

It is also important that middle and front-line leaders establish consistent and open communication within their own group. This enables them to acknowledge their achievements and mutual efforts and highlight any inconsistencies or discord whilst reinforcing their significance within the project structure.

Supporting Middle and Front-Line Leaders

Nevertheless, it beholds the change manager or sponsors to recognize their middle and front-line leaders’ value and their role in the project.

Taking on this role has presented them with great changes to their working practices. It has also laid great responsibilities to achieve a cost-effective, timely and successful outcome.

It must not be forgotten that the impact of undertaking this important role with its challenges and stresses requires not just coaching and training but recognition of their positive impact and commitment to achieving success.

Contact us if you have any questions.