Why Your Dual Role Feels So Hard to Navigate
Most people think mid-level roles are about moving up.
But they’re just as much about holding the center.
You’re leading strategy and managing delivery.
You’re inspiring your team and responding to your boss.
You’re expected to drive vision while keeping the trains running on time.
And you’re often doing it without clear direction.
Jorge Loebl, founder of Revolving Change, explains it this way:
“When mid-level leaders don’t get support in how to lead and manage at the same time, they either default to control or they pull back completely. Neither one works long term.”
When Your Role Isn’t Clear, Everything Slows Down
You’re leading in meetings, managing in Slack, coaching in one-on-ones, and answering to shifting expectations from above.
There’s not a clean divide.
And without language for how to move between leadership and management, you may feel like you’re constantly failing at both.
This isn’t a performance issue.
It’s a clarity issue.
Discover: You’re Not Crazy for Feeling This Tension
You are expected to manage metrics and motivate people.
To execute tasks and drive change.
To deliver outcomes while protecting culture.
That’s not confusion. That’s your actual job.
But most mid-level professionals never get structured training on how to do both in rhythm.
They’re either told to lead more or manage harder, depending on what the business needs.
You don’t need a new title.
You need a way to navigate the dual expectations that are built into your current one.
Design: Lead and Manage in Rhythm, Not Competition
The best mid-level leaders don’t split their focus.
They build a rhythm between leadership and management.
When managing:
- Clarify scope and outcomes
- Monitor follow-through
- Remove blockers quickly
When leading:
- Set the tone for the team
- Create momentum during transitions
- Connect day-to-day work to purpose and values
You don’t need to do both at once.
You need to recognize what each moment requires and shift into it without hesitation.
Deliver: Strengthen Your Influence in Both Directions
Strong mid-level leaders lead up and down.
They manage across and through.
And they don’t try to guess what people want to see.
They clarify expectations so everyone knows what matters and why.
Lead up by:
- Naming tensions early
- Providing context for team dynamics
- Offering solutions, not just updates
Lead down by:
- Modeling clarity during uncertainty
- Making performance visible and repeatable
- Balancing urgency with empathy
You don’t need to be perfect in both roles.
But you do need to be intentional.
Final Thought: You Don’t Have to Pick a Side
Leadership and management are not opposing forces.
They’re part of the same skill set, applied in different directions and at different depths.
You’re not stuck.
You’re just ready to evolve.
You Don’t Have to Choose Between Leading and Managing
If you’re stuck between strategy and execution, vision and tasks, you’re not doing anything wrong.
You’re being asked to lead and manage without clarity.
The right tools and language can help you reclaim your influence and move with intention.