This document provides guidance on implementing a middle management system within an organization. It discusses how middle management can help manage larger volumes of customers and stakeholders while creating more leadership opportunities. It also introduces the Growth Model for analyzing an organization's development level and recommending next steps. The Growth Model charts the general trend of an organization and indicates their current state. The document outlines the Creative, Directive and Delegative stages of growth in relation to middle management development, succession planning and leadership programs. It recommends focusing on succession planning, leadership development and structured education, communication and transition with middle managers.

1. MIDDLE MANAGEMENT
Implementation Guide

2. Why Should you Implement a MM system?
 Help you manage a larger volume of
customers and stakeholders
 Create more leadership opportunities in
your LC
 Improve the pipeline for EB roles, as well as
quality of applicants for EB roles

3. BUT WAIT . . .
Not every LC will be at
the stage of their
development to
create a MM system.
Before implementing,
always consult the
growth model.

4. What is the Growth Model?
 The Growth Model charts the general trend
of LC development
 This model analyzes the LC level and also
the functional level
 Indicates the current state
 Recommends next steps to increase performance to the
next level

5. AIESEC GROWTH MODEL

6. Growth Model Principles
1. Know where your are in the
development sequence.
2. Recognize the limited range of solutions.
3. Realize that solutions breed new
problems.

7. Growth Model and Middle Management
 You can use the growth model to predict
when you should be focusing on
implementing a middle management system
and how it will develop
 Find the MM Implementation Tool here

8. MM STAGES of GROWTH

9. The CREATIVE STAGE
What’s Happening
TLP focuses on EB, not MM
No structured or weak
leadership development
programs
No structured succession plan
in place
What Needs to
Happen
Succession planning for EB
positions
Leadership development for
EB

10. The DIRECTIVE STAGE
What’s Happening
Leadership development plan
mostly focus on EB members.
Succession plan just for EB
Implementation of middle
management in key teams –
exchange
What Needs to
Happen
Leadership education and
transition for all team leaders
Transition for middle
managers

11. The DELEGATIVE STAGE
What’s Happening
Development plans and
retention of team leaders is
high priority.
Structured succession
planning for MMs, but not
effective enough.
MM roles have more
ownership and responsibility
What Needs to
Happen
Structured education,
communication, transition, and
planning with middle
management
Succession planning + pipeline
building for all TLP positions
Strong internal communication
and change management with
middle managers

12. QUESTIONS?
Contact Katie Crow at:
• Email: tlp.cem@aiesecus.org
• Phone: (706) 267-9481
• Book a meeting:
kcrow.youcanbook.me

13. MM STAGES of GROWTH
 Wanna know what else the team is working on?
 Check out our project tracker here:
 https://docs.google.com/spreadsheet/ccc?key=0ArdcKz6Io1EYdHBIN2Q4Zlk5MGY0dDRlOVRCZG9LOEE&usp=sharing