Authenticity and middle leaders

‘Fight for your team’ seems a magnificent thing to do. Commendable.
But as an increasing number of posters here have said: unrealistic.

It is the classic middle leader dilemma.

But there’s no reason they can’t ask their seniors to be very clear about why they are issuing instructions or introducing initiatives. Suggesting that clarity is needed in order to enhance deliverability by reducing friction is a possible way forward.

It is not confrontational, it’s setting out your aim of making things work.

The best middle leaders will predict what their team will need to know. If they don’t, they will find out.

It’s about being authentic. This is not simply about fighting for your team, but having an acute  grasp of senior management’s perspective as well. Expectations in both directions should be agreed and genuinely understood.

Not sure about expectations? Find out. edit.