Middle manager or change agent? Getting out of reaction mode

Q: I am a [middle management] leader in my school district. I frequently find myself in “reaction mode” because of a lack of clarity in communication from those in higher leadership positions. which causes work to be left undone, decisions left hanging, or incorrect information being shared. I’m seeking insights to handle better the challenges that come with my having to react so much to fall out from communication pitfalls that I cannot control yet influence so much of my work life.”

Signed, Stuck in the middle

A: As a middle leader in a school system, you occupy a pivotal position. You bridge the gap between leadership’s strategic vision and the operational realities faced by your team. As you know, this role often comes with its own set of challenges, particularly when it comes to communication. Many leaders in your position find themselves in “reaction mode,” responding to the fallout from unclear communication and the subsequent chaos. If you’re feeling overwhelmed by the constant need to react, there are ways to regain control. When I served in the central office, ensuring precise and consistent communication was of the utmost importance but also complicated. District initiatives can shift with leadership changes, and priorities change too. Messaging gets muddled in the transition.