Key tensions in purposive action by middle managers leading change.

Jean E. Neumann, Kim Turnbull James, Russ Vince

Research output: Contribution to journalArticle

Abstract

This research contributes to understanding emotional and political challenges experienced by middle managers as they work with contradictions inherent in leading change from the middle. Focus group data from 27 such middle managers based in the UK indicate that, once they have been assigned roles and tasks for leading change, underlying dynamics and processes influence the degree to which they become capable (or unable) to shape and navigate that change. A proposed conceptual framework, illustrated by a case vignette, provides a base of existing knowledge for understanding and explaining these dynamics. We also construct a model of the key tensions that are integral to middle managers leading change. A further contribution to practice involves elaborating the importance of collaborative effort across hierarchical and vertical boundaries, despite emotional and political tensions that undermine middle managers’ roles as change agents.
LanguageEnglish
Pages111-142
Number of pages31
JournalResearch in Organizational Change and Development
Volume27
StatusAccepted/In press - 22 Apr 2019

Cite this

Key tensions in purposive action by middle managers leading change. / Neumann, Jean E.; James, Kim Turnbull; Vince, Russ.

In: Research in Organizational Change and Development, Vol. 27, 22.04.2019, p. 111-142.

Research output: Contribution to journalArticle

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