In today’s fast-paced business world, middle management, of which I am one, are key figures, true pillars that support the organisational structure and drive it towards success. At Telefónica, we recognise the incalculable value of these professionals, and our commitment to their training has become a strategic priority.
For years, Telefónica has implemented a wide range of training programmes, both mandatory and voluntary, with an extensive catalogue of courses designed to enhance the skills and capabilities of its middle managers. This vision of the future, which sees training as an investment rather than an expense, has enabled the company to consolidate a team of highly qualified middle managers, capable of facing the challenges of a constantly evolving market.
Why Are Middle Managers So Important?
Middle managers are the bridge that connects management with operational teams. They are responsible for translating the company’s strategic vision into concrete actions, motivating their teams to achieve objectives and ensuring that the organisational culture permeates at all levels.
The Challenges of Middle Management: A Challenging Scenario
Being a middle manager at Telefónica, in my opinion, is no easy task. We often find ourselves at a crossroads, with the responsibility of meeting the expectations of management, while at the same time managing the needs and aspirations of our teams.
This dual challenge can lead to stress, role ambiguity and even burnout. Added to this is the need to adapt to a constantly changing business environment, marked by digital transformation, technological innovation and globalisation.
The Middle Manager’s Litmus Tests in my experience
- Serving senior managers while managing their teams: A real balancing act that requires great organisational, communication and assertiveness skills. We must be able to transmit management guidelines clearly and concisely, adapting them to the specific characteristics of our teams, while at the same time gathering their feedback and passing it on to higher levels.
- Change management: Telefónica, as a leading company in innovation, is constantly changing. We middle managers are responsible for leading this change in our teams, communicating it effectively, managing resistance and ensuring that the transition is as smooth as possible. This involves having a clear vision of the change process, knowing how to identify the training needs of the teams and having the necessary tools and leadership skills to guide them through the uncertainty.
- Time management and prioritisation: With multiple responsibilities and tasks to attend to, time management becomes a crucial skill. Middle managers must be able to prioritise their activities, delegate effectively and optimise time to achieve maximum efficiency without neglecting long-term strategy.
- Communication problems: We act as intermediaries between management and employees. Poor or unclear communication can lead to misunderstandings, demotivate staff and negatively affect team performance. Clarity, conciseness and transparency are key to effective communication, as is the ability to tailor the message to different audiences and channels.
- Leadership development: Many middle managers get to their positions because of their technical expertise, but do not always have specific leadership training. To lead successfully at Telefónica, we need to develop skills in motivation, conflict resolution, coaching and team performance management.
Five Superpowers Training Gives Middle Managers
- Developing emotional intelligence: A middle manager with emotional intelligence is able to understand and manage their own emotions and those of their team. This translates into a better working environment, a greater ability to resolve conflicts and more effective communication. Many companies offer specific courses on emotional intelligence, conscious leadership and management of high-performance teams, where aspects such as self-awareness, empathy, assertiveness and stress management are worked on.
- Delegating and time management: Learning to delegate effectively and to manage time optimally are essential skills for middle management. Many companies also offer training in time management, task organisation and effective delegation so that middle managers can optimise their time, free up their workload and empower their teams.
- Change management skills: In an ever-changing business environment, the ability to adapt and lead transformation is critical. Telefónica’s change management training provides middle managers with the necessary tools to communicate change effectively, manage resistance and motivate their teams during the process.
- Leadership and team motivation: A good leader inspires, motivates and guides his or her team towards success. There are trainings in transformational leadership, coaching and development of high performance teams, with the aim that middle managers can enhance the talent of their collaborators, promote collaboration and achieve extraordinary results.
- Strategic communication: Communication is the key to the success of any organisation. Middle managers must be able to communicate clearly, concisely and persuasively, both to their teams and to senior management. Telefónica offers courses in effective communication, presentation of ideas and conflict management, with the aim of improving the communication skills of its middle managers and facilitating the flow of information at all levels of the company.
The Impact of Training: A Virtuous Circle
Investing in middle management training has a positive impact on several levels:
- Increased productivity and efficiency: A well-trained middle manager is able to lead more productive and efficient teams. Training in time management, task delegation and leadership enables middle managers to optimise resources, improve work organisation and increase the productivity of their teams.
- Better working environment: Good leadership and effective communication contribute to a positive working environment, where employees feel valued, motivated and committed to the company. Training in emotional intelligence, team management and interpersonal communication helps middle managers create a more collaborative work environment, where respect, trust and teamwork are fostered.
- Talent retention: Employees who feel valued and have opportunities for professional development are more likely to stay with the company. Middle management training enables them to provide better leadership to their teams, which translates into greater employee development, higher job satisfaction and lower staff turnover.
- Increased adaptability to change: In an ever-changing business environment, adaptability is critical to success. Training in change management, innovation and transformational leadership enables middle managers to lead their teams through change, managing uncertainty, adapting to new realities and taking advantage of emerging opportunities.
