Your Boss Thinks AI Is a Fad. Here’s How to Prove Them Wrong.

If you're a middle manager, you know exactly what it feels like to be stuck in the “middle seat.” You're close enough to see the big picture, but not quite in the cockpit where the real decisions are made. You're also close enough to your team to understand their struggles, but far enough from top leadership to feel powerless when big changes come rolling down.

And yet, you're the one who has to make it all work.

That’s the tension—and the opportunity—of being in the middle. You see what's coming before most. You understand what needs to shift. And you care enough to want better for your team. But what happens when they resist? When you bring ideas to the table and get silence in return? When you're ready for change, but no one else seems to be?

This blog is for you.

Whether it’s shifting to a new CRM, rolling out AI tools, or simply changing the way your team runs meetings, embracing change isn’t easy. But it is possible—and you don’t have to do it alone.

‍

Why Change Feels So Hard

Let’s call it what it is: change fatigue is real. Most teams in higher ed have been through rounds of reorgs, leadership transitions, new tech platforms, and shifting goals. If your team is dragging its feet, it’s not because they don’t care. It’s because they’re exhausted.

What they need isn’t another announcement. They need clarity. They need consistency. And—maybe most importantly—they need to believe that the change will make their lives better, not harder.

That’s where you come in.

You don’t have to be the VP to move the needle. But you do have to model the mindset you want your team to adopt. That starts with asking the right questions, testing small shifts, and building trust through follow-through.

‍

Real Help, Not Hypotheticals

At Engage, we’ve heard from hundreds of middle managers just like you. That’s why this year’s how-to sessions are designed specifically with your role in mind. These aren’t big-picture theory talks. They’re practical, step-by-step workshops that help you lead from the middle seat.

Here’s a sneak peek at a few sessions that will help you do the work, not just talk about it:

• Small Wins, Big Impact: Learn how to introduce changes in a way that doesn’t overwhelm your team—and actually gets buy-in.
  
  
• The Unofficial Change Agent: Explore how to influence up, down, and across your org—even without a fancy title.
  
  
• Building a Culture of Experiments: See how you can create space for trying (and tweaking) new things without fear of failure.
  
  
• Feedback Loops that Don’t Fizzle Out: Discover ways to keep your team involved and invested throughout the change process, not just at the kickoff meeting.
  
  

‍

Takeaway Toolkit: “Manager Magic Moves”

Here are a few mindset shifts and action steps to take with you now—what we’re calling your Manager Magic Moves:

Start Smaller Than You Think
Don't try to fix everything at once. Start with one meeting, one process, or one report, and improve that.

Say What Others Won’t
Name the tension. If your team is scared, skeptical, or burned out, acknowledge it. Transparency builds trust.

Celebrate Attempts, Not Just Outcomes
When a team member tries something new—even if it flops—recognize it. Change thrives in environments where risk is rewarded.

Make Change a Team Sport
Invite your team into the process. Ask, “What’s one thing we could do differently this month?” Then do it together.

‍

Change doesn’t start with authority—it starts with action. And the middle seat? It might just be the most powerful seat in the house.

Join us at the Engage Summit to get the tools, language, and support you need to help your team move forward—one small, steady step at a time.

→ [Register for free virtual access here]
Because middle managers shouldn’t be stuck in the middle of chaos. They should be leading the way out of it.