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IAM Group Limited guess Who am I?

About I**AM Group Ltd (International Association of Managers Group Limited)**

International Association of Managers Group Limited (IAM Group Ltd.).

IAM Group Ltd is a self funded, non-profit association of middle managers worldwide from all kinds of industries. We are committed to helping fellow managers and their supporting staff in making the corporate environment the best breeding ground for fresh and effective ways to be productive. We welcome all contributors and new members worldwide to share all your work experience.

IAM Group’s Goals

We are not LinkedIn or trying to be. We provide provoking ideas to fuel the fire of desire of MIDDLE MANAGERS – to expand your professional skills, better manage your organization, and enhance your career, hence, be able to control your own career trajectory to claim that greasy pole of success.

IAM Group Limited aims for Excellence and will help you on how to thrive in these times of accelerating technological progress and economic growth with the reality of anemic job growth.

IAM Group Limited welcomes all Middle Managers who wants to express their stories that encompasses the professional and personal rewards, gripes and frustrations anonymously.

What makes our group unique is that we welcome contributors of MIDDLE MANAGERS who can express their gripes and frustrations anonymously or on the positive side offer advice on claiming that greasy pole to the top.

Who We Help

Just the mention of “middle managers” is enough to make people’s eyes roll back. But with these kind of mangers can have a profound impact on innovation and performance. Companies need to pay attention to Middle Managers and reward their special skills and talent at making the best of the limitations and restrictions of their positions — of making orange juice from oranges. Meaning – Positive Output.

For decades, researchers and business people have assumed that in the thick of large organizations, what matters is process. This is where success of a company is entirely sewn into. Do we have the right employees – resources available? Are incentives effective? If the organization isn’t being innovative, the solution must be structural.

My study of computer-game makers shows something different — that individuals matter a lot. And of all the individuals, the choice of who is middle manager on vital projects goes the furthest in explaining why some firms do better than others.

So many kinds of managers a company can hire. It depends on what business one is having. For example in a gaming-company, middle managers supervises software/game designers, who are the sources of creative ideas. What’s more, the talent of individuals was portable — when they left one company for another, they took their ability with them.

Project managers have large because they have to handle the difficult, but often critically important, worst scenario situation they find themselves in. Some higher-ups don’t give Managers the resources they want to make everything finished in a short period of time, and thus, due to some lacking support with some management, subordinates are annoyed by the directives the project managers are mandated to promulgate and implement.

Why Middle Managers?

The Middle Managers are pressed from top and bottom, they have to make it work both sides. Some people are very bad at this and destroy value while others are complete with that managing skills and experience that some are really good at it. The best have a knack for turning restrictions on resources into creative solutions. It is called ‘workaround’. It’s almost magical.

If one is a middle manager whose team, for budget reasons, was never restored to full strength after a couple of departures, and who responded by reassigning responsibilities in a creative way that made everything work better — to the point where everyone wondered why those additional people were ever needed. Which is costly in the end. Some higher management lacks the actual real experience in the business they are in, which depends on friend’s opinion, not on the Manager who is fully certified – skilled in the field. One should know in detail the experiences of each employees to harness and put them all into implementation. Trust in employee potential is very important in the success of managing a team and the business as a whole.

Middle managers’ position focus highly to critical work where in they function as project facilitators, nurturers, and selectors of work to prioritize. They’re the ones to get the creatives excited about a project, keep them on time and on budget, monitors each slow work for improvement, solve interpersonal problems, and select from the creatives’ ideas. They have the strength to speak up when the ideas are unrealistic or impossible or too difficult to implement. Good middle managers can also help create “collective creativity,” making sure that the sum of innovative work of each member is greater than its individual parts by establishing healthy team dynamics. A must for every Managers or aspiring Managers.

The middle-management position is usually seen as a way station to “real” management. Some companies make little effort to retain the most effective middle managers. A lot of project managers buy into this view, accepting that they should do everything possible to shed the “middle” label and move on. Admiring those managers who tend to lift one’s self and the team when everything is not going according to plan. An ideal manager will always carry a positive and enthusiastic spirit specially when the project deadline is almost near.

But the reality is that good middle managers are a valuable resource of any company. If you take a really effective middle manager out of his or her role, it’s unlikely that someone else will be able to do the job as well. And a number of managers like the middle. They know they’re so effective in their own field. Companies would do better to support the best of these managers and encourage them to stay in the middle as long as there is always growth in the management and if that’s their chosen profession (and it is a profession).

Middle Managers is to doesn’t necessarily involve promotion out of project management. They should aim for the role of “chief project manager” with teams where they can deploy their special talents in interesting, challenging ways. Make sure these skills get used:

Does one of them excel at fast turnarounds? Another at getting creative people to stop fighting? Another at resurrecting supposedly doomed projects?

Most of all, don’t think of middle managers as interchangeable parts. They are individuals, and many have significant talents that only actual experience and time can these skills be fully developed.

Corporate leaders spend a lot of time worrying about the impact of their strategy. But they overlook the impact of these people who make the thousands of small, critical choices that truly make the difference between success and failure. Always dedicate one’s self in every job that we are into, it is always worth it to be part of a very promising – successful team.

For more information, visit the site at: http://www.iamgroup-limited.com/about/#sthash.qT4eK3Ex.dpuf

This was posted in Bdaily's Members' News section by Nanette Louise Murphy .