Strategy vs Reality: Bridging the gap with middle managers

You’ve set a new strategy, perhaps even launched a major transformation. But after the initial excitement fades, nothing seems to change. Employees are confused, managers are overwhelmed, and the intended impact never materialises.

What went wrong?

The Missing Middle

Most organizations focus on two ends of the spectrum:

• Leadership: Vision, high-level decision-making, big-picture strategy.
• Frontline Teams: The people executing daily tasks.

But in between, middle managers are the ones who turn vision into reality. And if they’re left unsupported, your strategy stalls.

The Common Pitfalls

1. Managers weren’t involved early enough. They weren’t part of shaping the change, so they struggle to own it.
2. No clear benefits were defined. If you can’t articulate the ‘why,’ don’t expect engagement.
3. Implementation guidance was missing. A vision isn’t enough—you need practical steps.
4. No structured feedback loops. If there’s no way to check in, you won’t know what’s working (or what isn’t).
5. No process for adaptation. If things don’t go as planned, do managers know how to pivot?

How to Fix It: Empowering Managers with Guardrails

Instead of handing managers a vague strategy deck and expecting magic, give them:

🔹 Guardrails, not micromanagement. Be specific about objectives but let them decide how to get there.
🔹 Clarity on benefits. What will success look like? How will it be measured?
🔹 A structured feedback system. Regular check-ins to capture insights and adjust course.
🔹 A process for learning and improvement. Encourage sharing best practices across teams.

Practical Tools to Support Execution

You don’t have to guess your way through this. Here are proven tools to help:

• OKRs (Objectives & Key Results): Align goals at every level.
• Benefits Tracker: Measure whether the change is delivering real impact.
• VMOST (Vision, Mission, Objectives, Strategy, Tactics): Translate big ideas into actionable steps.

The Bottom Line

Your strategy doesn’t fail because it was a bad idea. It fails because it wasn’t implemented effectively. Middle managers are the key to success—support them, and you’ll see real change.

🔹 Want to get this right in your organization? Let’s talk. Contact me mailto:reforgechange@gmail.com or book a call here https://calendly.com/t-holland1969/reforge-change-meeting