For those of you reading my blog, you know you can expect an array of leadership insights each week. But at the core of BVC is a belief: the belief middle managers are essential to your organization. Just how essential? Let’s explore.

Imagine a budding company of 100 people. There is a healthy C-suite – from CEO to CRO, making up less than 10 percent of the company. Then imagine the VPs; there are four departments whose VPs report into the C-suite. Now, let’s skip a level and go to “worker bees” – the junior support staff, budding savants, what have you. Not too long ago, when the company was at just 60 people, those then juniors knew little about managing. Yet, they are now the tenured professional, managing a team of two or more (these individuals are now the big group we skipped moments ago!).

With such scale, is it probable the new managers received coaching and/or training? For their area of expertise, perhaps. But for management? Unlikely.

There’s no question that top management, namely executives, play a significant role in setting the overall direction of the company. I’m not debating this. But I am shedding light on the fact companies invest a lot (we are talking billions of dollars) on executive leadership or “executive coaching” as it’s coined. I’ll be the first person to share this service is helpful; we should all continue to grow, learn, and evolve. I also know some awesome executive coaches if you are in the market. But to that point, we should start this self-exploration and education far before we wear the VP or C-suite title.

The best managers are able to work closely with their teams, and simultaneously offer valuable contributions. These managers are not only equipped with the technical skills, but they encourage an environment of consistent feedback, acknowledgement, and respect. Unsurprisingly, these are the leadership elements we spoke about a couple weeks ago.

Middle managers are not only responsible for their team’s production, they are a primary driver of performance! Since this is the case, managers must be equipped with managing conflict — 30 percent of a manager’s time each week — and promoting cohesion. Decreasing conflict through effective management, by even 10 percent, is monumental to time effectiveness and results.

Middle managers have incredible influence. Not only on culture, but on productivity. Again, they are essential to the business(!), and are worth the investment.