Change can be difficult for everyone. However, middle managers find themselves in a unique position. Middle managers experience the same range of emotional and psychological reactions as everyone else in the change. But, the sponsor and senior leaders expect middle managers to be on point for the change. And individual contributors expect middle managers to answer all their questions and help them through the change. Middle managers are stuck in the unenviable position of having to execute change, manage others through change, and manage themselves through change – all at the same time.
Middle managers require special attention for another reason. They potentially have more to lose than anyone else. The organizations they have built and the resources they command may change significantly. Further, their current skills may not be needed in the same way in the new organization.