Middle Management Is Not Going Away—But the Role Is Changing Fast by John Bradford

There is much discussion about flattening structures, agile teams, and eliminating bureaucracy. Yet, despite the noise, one truth remains: middle managers are not going away. They are more critical than ever. Our expectations of them and the minimal support we provide for their success are changing.

Middle managers often translate strategy into execution. They are responsible for performance, morale, communication, coaching, conflict resolution, inclusion, and—somehow—doing all this with fewer resources than ever. According to a Gartner (2023) study, 70 percent of middle managers report feeling overwhelmed by their responsibilities, and nearly half experience burnout. Yet these individuals are the ones organizations count on to hold everything together.

Writing for Forbes, Michael Hudson (2025) outlines what many coaches like me hear daily: middle managers are being asked to lead through increasing uncertainty with less clarity, authority, and tools. Still, we expect them to “model resilience,” manage up and down, and drive team performance without missing a beat.

The Role Is Changing—Here Is How

What was once a job centered on supervising tasks and maintaining workflows is now a multidimensional leadership role. The evolution of the middle manager is not a minor shift—it is a transformation of scope and expectation.

According to Hudson (2025), middle managers are asked to lead through prolonged uncertainty, often without a playbook. They navigate shifting strategies, emotional turbulence, and hybrid team dynamics, all while being told to “model resilience” and maintain productivity. A new layer has been added: integrating artificial intelligence tools into team workflows and decision-making.

Here is how the role is evolving in 2025:

Leading Through Ambiguity: Strategic direction often arrives incomplete or in flux. Middle managers must clarify gaps, interpret shifting priorities, and guide their teams forward while respecting organizational boundaries.
Balancing Empathy with Execution: Managers must deliver business results while honoring their teams’ emotional needs. This dual mandate—to drive outcomes and care deeply—often results in silent tension and internal fatigue.
Coaching and Development: The manager is now also expected to serve as a coach. They must support skill development, provide growth-oriented feedback, and nurture individuals rather than simply directing their work.
Culture Building and Change Facilitation: Middle managers play a key role in shaping organizational culture. They are expected to lead with inclusivity, foster psychological safety, and reinforce shared values while guiding their teams through near-constant change.
AI Integration and Technological Agility: Perhaps the most recent shift is the expectation that managers will guide their teams using AI tools to enhance productivity, support decision-making, and optimize workflows. Yet many managers receive no training on how to adopt these technologies effectively, let alone ethically.

These are not small asks. They represent a fundamental shift in how organizations define leadership at the middle level. Managers are no longer just the glue between executives and employees; they are expected to be architects of performance, climate, and innovation.

The issue is not that these expectations are unreasonable. The problem is that sufficient resources, development, or time seldom accompany them.

That is why practical, skills-based solutions—like Everything DiSC® Worksmart—are no longer optional. They are essential.

The Answer? WorkSmart.

At Aspire and Amplify, Executive Coaching and Development, we assist organizations in equipping managers to succeed in today’s demanding environment. One of the best tools we have found is Everything DiSC® Worksmart, available exclusively on the Catalyst platform.

Worksmart is not just another training series. It consists of five targeted, skill-based learning modules designed specifically for managers. These modules help them apply DiSC® insights to everyday workplace challenges, such as providing feedback, motivating various styles, managing conflict, and building trust.

Here is what makes Worksmart so effective:

It merges DiSC™ insights with brief facilitated learning sessions and on-demand action planning.
Each module addresses real-world challenges that middle managers encounter daily.
Managers can access it anytime through Catalyst and apply what they learn on the same day.
It aligns with the natural rhythm of a manager’s work, rather than outside.

Worksmart helps managers develop the essential interpersonal skills they need every day. It meets them where they are, respects their time, and provides them with useful tools.

Supporting the Backbone of the Organization

Middle managers are the backbone of any organization. We boost their confidence and enhance team performance, employee engagement, and organizational alignment by providing them with practical support- tools they can use in real time.

We do not need to overhaul the role; we must work smarter.

Strong cultures begin with great managers. Contact John Bradford at Aspire and Amplify to learn more about how Everything DiSC® Worksmart can equip your leaders with the practical skills they need to thrive. Let’s discuss your specific needs and develop a strategy for success.

By John Bradford, Executive Coach | Aspire and Amplify

President | Agile Leader Specialty Services LLC