As a department head, deputy manager, or team leader, you are the “bridge” between senior leadership and frontline employees. The success or failure of your department largely depends on how you organize, lead, and adapt.

And today’s context is fundamentally different from the past: we are living in the AI & VUCA era – where everything is volatile (Volatility), uncertain (Uncertainty), increasingly complex (Complexity), and often ambiguous (Ambiguity).

So, what does the “portrait” of a mid-level manager look like in order not just to survive, but to truly thrive in this environment?

From “Task Executor” to “Team Leader”

In the past, many mid-level managers focused on monitoring progress, supervising employees, and reporting results to their superiors. But today, technology—especially AI—can take over monitoring, reporting, and statistical work.

What employees need is not a “checker,” but a leader—someone who helps them understand the goals, inspires them, supports them when difficulties arise, and creates opportunities for career growth.

Five Core Qualities of Managers in the New Era

1. Digital Mindset
You don’t need to be an IT expert, but you must be ready to use AI and digital tools to work more effectively. A manager who leverages data to track productivity, applies AI to analyze information, or supports learning will stand out far more than one who relies solely on intuition.

2. Adaptability
In a VUCA environment, plans may change overnight. Mid-level managers must remain calm, transmit stability to the team, and adjust flexibly. At times, adaptability is more important than clinging rigidly to a plan.

3. Empathy & Engagement
Today’s workforce is multi-generational and diverse. Gen Z seeks recognition and learning opportunities, while Millennials and Gen X value stability and acknowledgment of achievements. A good manager understands these differences, listens, and connects people to build a cohesive team.

4. Data-driven Leadership
Rather than simply reporting figures, know how to analyze data to identify root causes and propose solutions. For example, when sales decline, instead of only pushing staff to “sell more,” you need to determine whether the issue lies in the product, the process, or the customer approach.

5. Coaching & Developing People
A mid-level manager is not just someone who delegates tasks but also a coach. By mentoring employees, empowering them, and guiding their growth, you help them mature while building a solid pipeline of successors for yourself and the organization.

A Real-world Story

During a training project with a logistics company, I met a young operations manager. Previously, he spent most of his time checking tasks, correcting reports, and reminding staff. But after adopting AI tools to automate progress tracking, he gained valuable time for more meaningful work: coaching the team, organizing knowledge-sharing sessions, and personally reviewing processes alongside employees.

The result was not only higher departmental productivity but also improved team morale: employees felt supported, respected, and motivated to grow.

Conclusion

As a mid-level manager in the AI & VUCA era, you cannot remain just an “executor of tasks.” Your new portrait must be that of a leader—one who embraces technology, adapts quickly, connects people, and develops talent.

If you can achieve this, you will not only help your department remain resilient in times of change but also affirm your value and position within the organization.

Wishing you success,

Lead-UP Academy | Learn to Act – Act to Lead