The document summarizes 6 common leadership challenges faced by middle to senior managers: developing effectiveness, inspiring others, developing employees, leading teams, guiding change, and managing stakeholders. It then provides recommendations for addressing these challenges, including setting goals, delegating tasks, maximizing one's unique skills, clarifying roles, and strengthening team alignment. The recommendations suggest establishing goals, delegating more responsibilities to direct reports, focusing on tasks only the leader can do, understanding core job duties, and assessing team structures, processes, and interactions.

2. • CHALLENGES
• PERSONAL/ EITHER STORY TO
SELF
• STORY OF US
• STORY OF NOW

3. The study gathered input from 763
middle-and- executive-level leaders in
organizations from China, Hongkong,
Egypt, India, Singapore, United
Kingdom, Spain and the United States.

4. These 6 leadership challenges are inherent for leaders in the
role of middle or senior manager, regardless of the context.
Regardless of their location, industry or organizational culture,
leaders universally face both internal and external challenges.
These challenges may impact their career, as well as their day to
day experience.

6. 1. Honing Effectiveness
This leadership is about developing the relevant skills to be
more effective at work.
2. Inspiring others
This is the challenge of inspiring or motivating team members
to ensure they are satisfied with their jobs and working smarter.

7. 3. Developing Employees
This is the challenge of developing others, including coaching and
mentoring effectively.
4. Leading a Team
Another key challenge is that of team-building, team development, and
team management. Specific challenges related to this include how to instill
pride, how to provide support, how to effectively engage in collaboration, how
to lead a big team, how to establish team norms, and what to do when taking
over a new team.

8. 5. Guiding Change
The challenge of managing, mobilizing, understanding, and leading change
means that being a successful change leader isn’t easy. It requires knowing
how to mitigate consequences, overcome resistance to change, and deal with
team member’s reactions to change.
6. Managing stakeholders
The last leadership challenge is managing relationships, politics, and image
in the work environment.

9. • Something new is about to start, like a new project, employee, client, line
of business, shift to a hybrid workforce, etc.
• Something is winding down and almost over, such as a project, role,
contract, engagement, etc.
• Something changes dramatically, like a team member suddenly leaves, a
financial issues affects the department, or business priorities change while
the organization is navigating a crisis such as the global COVID 19 or conflict

10. 1. Set goals for yourself and your team.
Be proactive in setting goals and establishing the timeliness- and deadlines-
necessary to keep yourself and your team members on track.
SMART METHOD:
• Specific. Write down a detailed description of what accomplishing the goal
would involve.
• Measurable. Set targets that you can quantify to assess progress.

11. • Attainable. Stretch goals are fine, but you also need to make sure that
achieving the goal is possible.
• Realistic. Be sure you understand what you will likely need- in terms of
time, resources, and talent- to achieve it.
• Timed. Create deadlines for hitting milestones on the way to your goal, as
well as for achieving the goal itself.

12. 2. Delegate more to others
You’ll be more productive in tackling leadership challenges, and you’ll
empower your colleagues to take more ownership, if you delegate.
4 key steps:
• Understanding your preferences. Effective delegators prioritize their
workload and decide which tasks to keep and which to give to someone
else.

13. • Knowing your people. To delegate effectively, you must assign tasks to
people with the necessary knowledge and skills. Use delegation to help
direct reports develop, allowing them to learn as they take on new tasks.
• Being clear about the purpose of the task. A task’s purpose gives it meaning.
By aligning this purpose with the team or individual beliefs and goals,
delegation can become an opportunity for personal growth.
• Assessing and rewarding. You should engage in collaboration and work with
your direct reports to develop ways to help them, and you, decide if a task
has been completed properly, and to reward them appropriately.

14. 3. Maximize your unique value
There will always be more competing for your attention than you have time
and energy to do. Prioritize the most important tasks that only you can do,
and delegate everything else to team members.
4. Get role clarity.
Understand what the core responsibilities are for your role, and what are
secondary responsibilities, or even work that belongs to someone else.

15. 5. Strengthen team alignment and collaboration
Strengthening your teams’ alignment is vital to organizational success-
it allows you and your team, to make difficult decisions with confidence and
stay calm and positive in a crisis.
3 Parts:
• Structural level: understand structures, roles and responsibilities of team
members

16. • Systematic level: assess systems, processes, and policies that are currently
in place.
• Interactional level: evaluate communication among team members.

17. THANK
YOU !