Natasia Nolan-Hodge

Middle managers are not struggling because they cannot handle the pressure. They are struggling because the structure they are working inside was never designed to hold what it is now carrying. That is a different problem than most organizations are trying to solve.

Change fatigue gets treated as an employee problem. It is not. When people are asked to absorb the cost of poor planning, unclear direction, and reactive leadership over and over, the culture starts breaking down from the inside.

Most organizations say succession planning is critical. Most also have no plan. That gap is not a mystery. It is what happens when organizations react to transitions instead of preparing for them.