Being a middle manager isn’t easy. You're the bridge between big picture leadership and the people actually getting the work done. So appropriate skill development is important right? Well, 82% of new UK managers start the role without any formal training. No wonder it’s a challenge.

As workplaces become more diverse and inclusive, middle managers must continuously upskill and develop themselves. It's no longer just about hitting targets; it’s about creating spaces where everyone feels heard and respected. That kind of environment doesn’t just happen, it takes effort, intention, time and role modelling.

One of the most important ‘must-have’ skills for middle managers is Emotional Intelligence (EI). Great managers know themselves; what triggers them, how they react, and what biases they might hold consciously and unconsciously. That self-awareness helps them manage conflict, deal with stress, and build trust. And in remote or hybrid teams where face-to-face time is limited, that emotional skill set is more important than ever.

When companies invest in their middle managers and give them real tools, opportunities to develop and support, they’re not just helping those individuals. They’re building stronger teams, better cultures, and businesses that can adapt and grow.

 

Meet Charlotte Pownall

One of the expert facilitators we work with at Learning Cog is Charlotte Pownall, a leadership and organisational development consultant who specialises in supporting middle managers.

Charlotte brings a wealth of experience and a grounded, practical approach to her work. She understands the tightrope middle managers walk, delivering on strategy while caring for people, managing up and down the hierarchy, all while trying to grow themselves.

Charlotte’s approach blends coaching, training, and facilitation with tools that truly shift behaviour, including Insights Discovery, which she often uses to support personal and team development.

“Middle managers are the key connectors in a business,” Charlotte says. “If we want inclusive, high-performing, agile organisations, we need to support and invest in the people at the centre of it all.”

Emotional Intelligence in Action

A recurring theme in Charlotte’s work is the power of Emotional Intelligence (EI). It’s not just about being “nice” or “empathetic”  it’s about being self-aware, emotionally resilient, and adaptable in how you lead and communicate.

Charlotte helps middle managers:

• Understand their emotional triggers

• Develop awareness of their impact on others

• Build empathy without losing focus on outcomes

• Handle tough conversations and conflict with more ease

These aren’t just “soft skills” they’re the foundation of effective leadership, especially in today’s evolving work environments.

Using Insights Discovery to Build Better Managers

Charlotte often incorporates Insights Discovery into her programmes with managers. Based on the psychology of Carl Jung, Insights Discovery uses a simple colour model (Fiery Red, Sunshine Yellow, Earth Green and Cool Blue) to help individuals understand their preferences, strengths and communication styles.

It gives middle managers:

• A common language for discussing behaviours and working styles

• Practical insights into how to adapt their approach

• Tools for improving communication, collaboration and trust across their teams

Insights Discovery is especially powerful for managers working in hybrid environments, new teams, or navigating change — because it provides clarity, connection and confidence in how they lead.

Supporting the Middle is Supporting the Whole

When organisations make space for middle managers to reflect, learn and grow, they’re not just ticking a training box. They’re creating the conditions for better leadership, stronger teams, and long-term performance.

Charlotte’s work reminds us that supporting the middle is about strengthening the whole, and that with the right tools, training and attention, middle managers can become confident, emotionally intelligent leaders who bring people together and drive real change.