The Unseen Role Models: Middle Managers and the Power of Constant Observation

We often read about senior leaders, executives and the C-suite as being the role models of the organisation. However, what many middle managers might not realise is that they too are being observed far more than they think. Every decision they make, every action they take, and even the behaviours they display when they assume no one is watching contribute to the culture and dynamics of the workplace. As a result, middle managers are not just managing—they are constantly role modelling, whether consciously or not.

As Peter Drucker, the renowned management consultant, once said, “Management is doing things right; leadership is doing the right things.” In today’s fast-paced business world, middle managers are tasked with both—doing things right operationally and demonstrating leadership by setting the tone for how things should be done. [I firmly believe management is a title while leadership is what you do.] Employees look to their managers for cues on behaviour, communication, and decision-making, often subconsciously absorbing their habits and attitudes. This makes it crucial for middle managers to be aware of their own conduct at all times.

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The Weight of Perception

A statistic from Gallup reveals that managers account for at least 70% of the variance in employee engagement levels. This emphasises just how much influence managers have, not only through their explicit instructions but through their implicit behaviours. Even when they think they are not being watched, their actions shape the workplace atmosphere. Employees observe how managers handle stress, approach problem-solving, and communicate with others. These observations, in turn, inform their own behaviours.

Think of it this way: middle managers are like the keel of a ship. The keel runs beneath the surface, often unseen, but it is critical in determining the direction and stability of the vessel. Likewise, middle managers, even in their moments of perceived invisibility, are steering the organisational ship. There’s a perception that they provide an unseen structure, however they do influence how the entire team navigates challenges, innovation, and workplace culture.

Harness the Role-Model Within

Given the significant role middle managers play, it’s essential they are intentional about their behaviour, recognising their impact even when they don’t think they are being observed. Here are five actionable steps to help middle managers harness their role modelling power effectively:

1. Cultivate Self-Awareness??

Regularly reflect on your actions and decisions, asking yourself whether they align with the values and culture you want to promote. Consider how others might perceive your responses, even during off-the-cuff moments. Engaging in self-awareness practices, such as journaling or seeking feedback from peers, can help you understand how you come across to your team.?

2. Lead with Consistency??

Consistency in behaviour is key to building trust and setting a reliable example. If your team sees you as erratic or inconsistent, they may struggle to understand expectations. Establishing consistent patterns of decision-making and communication will make it easier for employees to follow your lead.

3. Demonstrate Emotional Intelligence??

How you handle challenges, stress, and conflict sends a clear message to your team about the culture you endorse. Demonstrating emotional intelligence—remaining calm under pressure, listening empathetically, and responding thoughtfully—can set the standard for how your team will approach difficult situations.

4. Model a Growth Mindset?

Adopt a growth-oriented approach to both successes and failures. By showing that you view challenges as opportunities for learning, you encourage your team to do the same. This mindset not only fosters resilience but also promotes innovation and continuous improvement within the organisation.

5. Engage in Transparent Communication??

Open and honest communication is a cornerstone of effective leadership. Ensure that you are not just giving directives but also explaining the ‘why’ behind decisions. This not only enhances understanding but also empowers employees to make more informed, autonomous decisions in their own work.

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Your Influence is Undeniable—Make it Count

The truth is, every moment you spend in your role, you’re setting the standard for what leadership looks like. You may not always see the eyes on you, but make no mistake, they are there. Your team is observing how you handle both the triumphs and the trials. They’re modelling their behaviours on what you demonstrate—intentionally or not.

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So, what will you model? Will you passively accept that your influence is inevitable, or will you step into your role with intention and purpose? Now is the time to become the leader you wish to see in your organisation. Every action, every word, every decision matters. Your team is watching—give them something worth emulating. Lead like you know they’re paying attention, because they are.