We rarely indulge in speculation in this newsletter, but some topics demand our attention and thought provocation, and right now, AI is dominating conversations. Unfortunately, the AI hype is almost entirely focused on new tools, AI agents, data, and efficiency. But from a leadership and organisational design perspective, there is a crucial area that is largely going unnoticed: the demise (or radical transformation) of middle management. This is something we as leaders need to understand, both for our roles as well as our careers.
LEARN something.
First, what is middle management? In an organisational context, this simply refers to the leadership layer between executives and frontline leaders and teams. It was born out of the 19th-century Industrial Revolution, when growing organisations needed formal leadership layers to organise, manage, and oversee operations. However, in recent years, organisations have struggled with the relevance of middle management as automation, digital workflows, and company-wide communication channels have evolved. Some have moved to flat, matrix, or networked structures. But over the last two years, with AI adoption going from novelty to near-universal, the demise of the traditional middle management role has somewhat accelerated, as we try to figure out how to leverage AI in business for efficiency and productivity.
That said, it is not all bad news for everyone. If you are a middle manager or aspiring to be one, and your leadership style mostly relies on experience, knowledge control, or resource coordination, then yes, this is a threat. But if you are a people leader who can inspire, coach, influence, and build followership, then this is an opportunity. Today’s middle managers are more than organisers and taskmasters; they are people performance experts who know how to get the best out of others. Furthermore, they act as emotional shock absorbers and are the glue that keeps people connected to the purpose and vision of the organisation. AI may be hastening the end of the old-school middle manager, but it is simultaneously ushering in the rebirth of leadership behaviours in the middle ranks. This is not just about staying relevant, but about leaning into your human skills that AI will never replace.
REFLECT on an idea.
“As knowledge is increasingly commoditized, we are entering the age of the heart.” (Susan David)
Psychologist Susan David captures the shift already underway. As AI takes over knowing, reasoning, analysing, and making data-driven decisions, the leader’s role becomes fundamentally human. The best leaders will not be the ones who are the smartest in the room, but the ones who can bring the smartest people into the room, help them think more clearly, and enable them to work together without conflict.
SMILE a little.
People are worried AI might become self-aware. Meanwhile, many organisations would be thrilled if their leadership team got even halfway there! 😉
DO IT to get results.
Middle managers of the past managed tasks and reports. Middle leaders of the future will manage energy, relationships, and people performance, which are the things AI cannot replicate. So instead of asking which AI tool will help me work faster and be more efficient, shouldn’t we be asking which AI tool will give me the time and freedom to lead, coach, and elevate my people?
Because your competitive advantage will not be the AI tools you adopt, as everyone has access to the same AI tools. Your edge will be the leadership culture and engagement you create, which no one else has access to.
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