Mid-Level Leaders
Development Training Module

The Mid-Level Leaders Development Training (Tier III) is designed for leaders who manage other leaders, translate strategy into action, and sustain organizational performance through systems, culture, and accountability. At this level, leaders must integrate strategic execution with daily operations—balancing short-term demands with long-term goals.

The program emphasizes Operational Leadership, Strategic Execution, Systems Thinking, Performance Management, and Organizational Influence.

By completing this tier, Mid-Level Leaders strengthen their ability to align resources, develop other leaders, and drive sustainable results across teams and functions—linking daily actions to enterprise-level objectives.

Enter focus area 1 for orientation.

Next Step: Personalized Coaching or Group Workshop

To reinforce strategic application, Mid-Level Leaders are encouraged to participate in follow-up coaching or workshops. These sessions help leaders operationalize strategy, strengthen systems thinking, and refine their performance-management practices.

Recommended Follow-Up Options:

• Executive Coaching (90 minutes): Analyze organizational challenges, refine leadership strategies, and strengthen influence across departments.
• Strategic Workshop (3 hours): Collaboratively solve cross-functional issues through systems mapping, adaptive leadership models, and data-driven decision scenarios.

For scheduling or custom workshop facilitation, contact Dr. Ortiz Global Training & Development at DrOrtizTraining.com/Contact.

Flow Rationale

The Mid-Level Leaders experience is intentionally structured to build mastery in organizational alignment and enterprise influence. Each focus area represents a developmental progression from leading within teams to shaping systems that sustain success.

Stage 1 (Operational Leadership): Builds the discipline of executing through others. Leaders strengthen structure, delegation, and consistency while developing other leaders to uphold shared standards.

Stage 2 (Strategic Execution): Encourages leaders to connect tactical actions to organizational vision. They learn to manage complexity, allocate resources, and adapt plans to changing conditions.

Stage 3 (Systems Thinking): Broadens perspective by teaching leaders to identify interdependencies, address root causes, and integrate innovation across functions.

Stage 4 (Performance Management): Equips leaders to evaluate outcomes, establish metrics that matter, and foster a culture of accountability and coaching.

Stage 5 (Organizational Influence): Culminates in the ability to lead beyond one’s span of control—shaping culture, managing stakeholders, and demonstrating ethical leadership that aligns people and purpose across the organization.

Sequential Learning Path

Stage 1: Operational Leadership

1. Managing Managers: A Leadership Multiplier
2. Delegation as a Development Tool
3. Leader as Facilitator: Meetings That Matter
4. Managing Through Crisis: A Communication Model
5. Generational Intelligence at Work
6. Resilience and Stress Management for Leaders (add-on)
7. Leader Shadowing: Are You What You Preach?

 Stage 2: Strategic Execution

8. The Transition to Strategic Thinking
9. Decision-Making Under Pressure
10. Driving Change Through Adaptive Leadership
11. From Individual Goals to Organizational Strategy
12. Succession Planning Starts Today

 Stage 3: Systems Thinking

13. How to Build a Learning Organization
14. Cross-Functional Communication Strategies
15. Root Cause vs. Symptoms: Systemic Problem Solving
16. Innovation and Creative Problem-Solving

 Stage 4: Performance Management

17. Using Data to Drive Performance
18. Measuring What Matters: Building Effective KPIs
19. Performance Coaching for Growth, Not Punishment
20. Redefining Accountability: Up, Down, and Across

 Stage 5: Organizational Influence

21. Culture Shaping Through Everyday Actions
22. Storytelling for Leadership Impact
23. Stakeholder Management and Engagement (add-on)
24. Ethical Leadership in Practice