Why Most Leadership Advice is Making Mid-Level Leaders Less Effective—And What To Do Instead 

In all honesty, a lot of the leadership advice that’s been offered is not built for mid-level leaders.  

It’s most crafted for CEOs, high-level executives, or entrepreneurs. Most of the advice assumes mid-level leaders have full control over strategy, resources, decision-making, and radical innovation.  

Herein lies the problem: mid-level leaders do not operate in that reality. 

To start with, they do not have the free rein to reshape the business or organisation. They are not the ones setting the company’s strategic direction. They also do not have the authority to initiate a system overhaul. 

Their reality looks more like this: they sit in the middle of competing priorities, stakeholder expectations, and limited resources. They are required to translate high-level strategy into daily execution—without getting crushed in the process.  

Yet, the leadership advice they receive is completely misaligned with what they actually need.  

And it’s making them less effective. 

The Three Types of Leadership Advice That Are Failing Mid-Level Leaders

1.) “Think like a CEO.” 

This advice ignores the constraints that mid-level leaders have to deal with in reality. There’s a lot of advice that pushes mid-level leaders to focus on high-level vision without equipping them to handle execution, constraints, and internal politics. Advice like “think bigger” and “act like the owner.”  

I am not saying this advice is totally wrong or that the mindset has no value because it is not, and the mindset has value. What I am saying is that the advice often ignores the reality concerning the constraints these leaders operate within. Mid-level leaders need practical, execution-focused strategies—not just visionary thinking.  

Instead of “think like a CEO,” they need to know how to navigate competing demands, influence decision-makers, and balance leadership pressures from above and below. 

2.) “Just Empower Your Team.” 

This advice often backfires. This is because the advice assumes mid-level leaders have full control over processes, budgets, and decisions, but they usually don’t. They cannot simply delegate their way to success when red tapes, conflicting priorities, and impractical demands stand in the way. 

What mid-level leaders actually need is something I call: Precision Empowerment. Instead of vague advice like “empower your team,” they need clear strategies that work even when there are constraints. This is so that they can remove blockers, improve team performance, and drive results effectively. 

3.) “Take More Ownership.” 

This one is a huge energy drainer because it often leads to burnout. This advice tends to put more pressure on mid-level leaders to take on more responsibility without giving them more authority, resources, or decision-making power. What then happens as a result is this: overworked, under-supported leaders who are constantly firefighting. 

Mid-level leaders need Regulated Leadership Influence. They don’t just need to be told to work harder, they need to know how to use strategic influence. By this I mean, knowing when to take ownership, when to push back, and how to get the support they need without taking on every other person’s responsibilities. 

What These Leaders Need to Succeed

A different kind of leadership approach that’s built for the reality they face in their daily work—that’s what mid-level leaders need if they want to excel. 

3 Things That Actually Cause a Noticeable Change: 

• Clarity: When things are clear, there’s no room for guesswork. Clarity here involves knowing exactly what is expected and how to execute effectively, even within organisational constraints. 

• Structured Leadership: A framework or system for managing competing priorities, balancing demands from above and below, and making decisions with precision. 

• Optimising Assets: Efficient use of the resources, relationships, and influence they already have to drive high-impact results.

The Main Point: Leadership Success Looks Different for Mid-Level Leaders 

Mid-level leaders don’t need more pep talks. They need clear, structured, and strategic leadership solutions that match their reality.  

If you’re tired of leadership advice that doesn’t work for you, it’s time to rethink your journey. 

Let’s talk.