DISCOVER: Why They Don’t See You the Way You Think
Are You a Respected Leader or an Intimidating Boss?
Mid-level managers often find themselves in a difficult position.
They must assert authority over their teams while also meeting the expectations of senior leadership.
The challenge is that how they perceive themselves is not always how they are seen by others.
Some managers believe they are strong and confident, but their teams may perceive them as intimidating or unapproachable.
Others think they are collaborative and supportive, but senior leaders may see them as too soft or lacking decisiveness.
As Jorge Loebl, founder of Revolving Change, explained in our podcast, “If you don’t actively manage how you are perceived, you leave it to chance. And in leadership, chance is not a strategy.”
This blog will help mid-level managers identify perception gaps, align their leadership image with reality, and build influence without compromising authenticity.
What They See is What You Lead
A mid-level manager’s perception affects team performance, morale, and career growth.
Jorge emphasized in the podcast:
“I’ve worked with managers who thought they were being clear in their expectations, but their team saw them as harsh or even rude. Others thought they were approachable, but their teams didn’t feel comfortable asking for help. If you don’t check how you’re perceived, you can unintentionally create an environment that weakens trust and productivity.”
Understanding your leadership perception is crucial because:
- Employees may disengage if they perceive you as unapproachable.
- Senior leaders may overlook you for promotions if they see you as indecisive.
- Your reputation impacts collaboration, and peers may hesitate to work with you if they misunderstand your leadership style.
Are You Unknowingly Sending the Wrong Signals?
Most mid-level managers assume they know how they come across, but perception gaps often exist.
Jorge shared an example from a manager he coached:
“This manager was seen as highly competent, but when we gathered feedback, employees felt she was intimidating. She was shocked — she thought she was just being efficient. But her tone and body language made employees hesitant to approach her. Once she saw the gap, she made small adjustments, and within months, trust improved dramatically.”
To identify your leadership perception gaps, ask yourself:
- How does my team describe my leadership style?
- How does senior leadership perceive my decision-making?
- Am I getting honest feedback, or are people just telling me what they think I want to hear?
Jorge emphasized that perception can only be managed through structured feedback, not assumptions.
DESIGN: Build the Presence That Matches Your Intent
What Leadership Image Are You Really Reinforcing?
Perception management is not about changing who you are.
It is about ensuring your leadership presence matches your intent.
Ask yourself:
- Do I want to be seen as a decisive leader who is also approachable?
- Am I currently perceived as too authoritative or too lenient?
- What leadership qualities do I want to reinforce?
Jorge warned against trying to create a false perception:
“If you’re not genuinely collaborative, don’t pretend to be. Employees see through that quickly. The key is aligning how you are perceived with how you actually lead.”
Lead with Clarity, Not Confusion
- Use Clarity to Avoid Misinterpretation
- Ensure your instructions, tone, and expectations are clear.
- Avoid short, abrupt messages that may sound harsh.
- Be mindful of non-verbal cues that might send the wrong signal.
- Adjust Your Feedback Style for Impact
- Harsh criticism damages trust, while constructive feedback builds engagement.
- Avoid public criticism, and give direct, private feedback instead.
- Use balanced feedback, acknowledging strengths before addressing areas for improvement.
- Be Accessible Without Losing Authority
- Keep an open-door policy, but set boundaries to ensure efficiency.
- Show availability through proactive check-ins, not just when problems arise.
- Build rapport without blurring professional lines — friendly does not mean losing authority.
Jorge shared an example of how small leadership adjustments create big perception shifts:
“I worked with a manager who was perceived as cold and distant. He started holding short one-on-one meetings with his team, simply asking, ‘How are things going?’ That one small habit changed how his team saw him. Suddenly, they felt heard, and his approachability skyrocketed.”
DELIVER: Make Consistency Your Reputation Strategy
Your Team Remembers What You Repeat
Once you define your leadership perception goals, consistency is the key to maintaining trust.
Jorge explained why perception must align with reality:
“If you want to be seen as a supportive leader but only engage with employees when there’s a problem, they will never see you as supportive. Your actions need to reinforce your leadership intent every day.”
To sustain a strong leadership perception, managers must:
- Demonstrate Consistency in Communication — Do not let your tone or messaging fluctuate based on stress levels.
- Be Visible and Engaged — If you disappear after delegating work, employees may feel unsupported.
- Own Mistakes and Correct Them — Nothing builds trust faster than admitting when you are wrong.
In Pressure Moments, Your Image is Magnified
Mid-level managers are often the bridge between employees and senior leadership.
They must navigate perception shifts carefully.
- Handling Employee Misperceptions: If a team misinterprets a directive as unfair, explain the reasoning behind decisions.
- Managing Senior Leadership Expectations: If upper management questions your authority, reinforce your leadership approach with clear, data-driven communication.
- Reputation Protection: If a misunderstanding arises, address it directly before it escalates.
Jorge warned against allowing misperceptions to go uncorrected:
“If people believe something about your leadership that isn’t true, and you don’t correct it, it becomes their reality. You must take control of your perception by addressing misinterpretations quickly and clearly.”
Conclusion: If You Don’t Shape It, They Will
Mid-level managers walk the line between authority and approachability, making perception management a critical skill for career growth.
Jorge’s final piece of advice:
“Perception is not about being perfect, it’s about being intentional. If you are not shaping how you are seen as a leader, someone else will do it for you.”
Bridge the Gap Between Authority and Trust
You’re not just managing tasks, you’re shaping how people experience leadership. If your intent and image aren’t aligned, influence suffers.
Join any of our Memberships to refine how you're seen and lead with clarity that builds trust.