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How CMOs and Middle Management Can Work Better Together

How CMOs and Middle Management Can Work Better Together
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Very few career paths allow people to work in isolation for good reason.

CMOs and middle managers don’t always see eye to eye, but there are ways to improve collaboration.

Every job description and function at various levels in an organization is filled for a reason. Employees can sometimes forget that each of these defined roles must work together for a common goal: the overall success and profitability of the company. Any internal drift between various functions or roles can hinder organizational goals. Training of employees and continuous development activities play a pivotal role as well.

Chief Marketing Officer Responsibilities

The responsibility of a CMO typically involves overseeing the planning, development, and execution of an organization’s marketing and advertising initiatives. The CMO’s primary responsibility is to generate revenue by increasing sales through successful marketing for the entire organization. The ways in which a CMO goes about the job include market research, pricing, product marketing, marketing communications, advertising, and public relations.

The role of a CMO is imperative for the growth of a business. The goal for the person in this position is to increase business revenue through product sales or service income, and to increase company profitability by minimizing cost.

Bruce Tulgan, CEO of RainmakerThinking Inc., a training and consulting firm in Connecticut, suggests that when middle managers are not taken care of, trained, and shown the big picture, “high-performers leave their jobs. Small problems that should have been solved with ease get worse…And deals with vendors and customers sour.”

Training and Development of Middle Management

Another important factor is the development of employees in middle management. Many organizations invest to train new managers and senior management, but there is often negligence when it comes to training and development for middle managers. Leadership training programs for middle managers across all levels using a model where they learn from each other could help to close such a gap.

Training of middle management also involves giving feedback when necessary and appropriate on a consistent basis. Heather R. Huhman, an experienced hiring manager and president of Come Recommended, writes, “Middle managers may feel lost because they don’t know how they’re doing. Middle managers need feedback from executive leaders and from the employees they lead. Providing feedback and recognizing hard work will help to boost their engagement and leadership skills, and in turn will boost the performance of the employees they lead.”

Developing the Potential of Leaders

A thorough leadership development plan could set an employee’s career on a strategic leadership track. The main points to consider while developing a plan are:

  • Defining a vision for their careers
  • Setting specific leadership development goals with a clear timeline
  • Committing to specific action steps for achieving these goals
  • Re-evaluating the action plan consistently

Leadership development programs are significant for a comprehensive leadership development plan. By integrating leadership development training, employees can make the most out of opportunities for career progress and be confident as they incorporate new roles. Of course, knowing how to pick the right leadership development program at the right time is also half the job.

Developing an Employee Retention Strategy

With training and development, employee retention is important. Organizations are now focusing on retention strategies that address employee concerns. From onboarding to communication and from feedback to maintaining a work-life balance, all aspects must be considered part of increasing employee retention.

Importance of Leadership Assessment

For any business to succeed, it needs performance-oriented people at crucial roles. Although it can never be just people, it has to be a combination of the right people at the right time in the right role. Usually organizations focus on lower level positions when it comes to training and hiring, and often mistake the importance of applying very seamless criteria for the development of leadership, which is typically the reason leaders fail. A periodic review of the leadership team is imperative to drive motivation within any organization.

Proven methods for measuring performance, potential, readiness, and fit, can help organizations make selection and promotion decisions with confidence. To keep the process moving smoothly, CMOs and middle managers should work together to design targeted development plans that accelerate readiness, so everyone can reach their full potential.


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Tanuja Thombre
Tanuja Thombre
A Soft Skills and Behavior Trainer by passion and profession, with 8 years of experience into Mortgage Banking sector. Currently I am working as a Training Consultant and I cater to the training needs across various industries. This also allows me to interact with, train and learn various aspects of human modes. Adorned with certifications from various institutes like Dale Carnegie & Steven Covey. I have a natural instinct for writing; every once a while, a Blog, a short article and in the future I plan to author a Book. When it comes to writing, I believe there is seldom anything as appealing as Simplicity.

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