In a highly competitive global economy, a company’s true asset lies in the quality and evolution of its human capital.
It is the skills, creativity, and ability to improve processes that ensure a company’s place in global value chains. It is therefore essential for Africa to assert itself by betting on strong capabilities such as innovation and continuous process improvement.

Talent development is a strategic priority for ensuring competitiveness and sustainable growth, requiring synergy between top-level managers, middle managers, and first-line managers. However, in Africa, the shortage of middle managers often hinders growth momentum.

The Overlooked Potential of Middle Managers

With a limited number of large companies and training programs often focused on senior executives (according to Jeune Afrique), middle management remains largely underestimated. Yet these middle managers are a pillar of stability within companies—they translate the strategic vision of top executives into concrete actions, ensure team coordination, and maintain cohesion in operational execution.

In their absence, executives are forced to handle operational tasks themselves, juggling between strategic decisions and daily team management. This imbalance leads to work overload and a dilution of their strategic role, ultimately compromising the overall efficiency of the company. This shortage is exacerbated by talent migration and the aging of current executives, creating a skills gap within African companies. It is therefore crucial to redefine middle management as a genuine lever for growth.

Inspiring Initiatives to Follow

Some countries and companies are already taking steps to bridge this gap.

• In Morocco, human capital development programs have been introduced through public-private partnerships in strategic sectors to meet the objectives of the 2023–2026 roadmap.
• In Cameroon, telecommunications group MTN recently launched the MTN Business Academy, a program in partnership with ESSEC to develop employee skills.

However, to effectively address the shortage of middle managers, such initiatives must be expanded and adapted across other sectors. The challenge is not only to fill the gap but also to prepare the next generation of leaders.

Strategies to Build a Pool of Qualified Middle Managers

In the face of these challenges, as leaders in Africa, you can adopt a proactive approach:

• Train and empower internal talent: Identify high-potential employees and support them in acquiring managerial skills—leadership, team management, and operations—to prepare them for strategic responsibilities.

• Create a culture of delegation and autonomy: Learn to delegate effectively by giving your teams the autonomy they need. This builds trust and prepares them for future leadership roles.

• Establish mentoring programs: Coach promising talents to help them develop the ability to lead teams. These programs, in which senior leaders mentor aspiring managers, will pass on essential tools and mindsets to help them become the next generation of leaders.

A Winning Investment for the Future

Africa’s future economic development depends on investing in middle management. For our companies, it represents a lever for productivity and growth, while also offering ambitious talents the opportunity to become the leaders of tomorrow.

Are you a leader looking to implement these solutions in your company?
Are you a middle manager seeking to invest in your professional development and become a key partner to your leadership team?

Book a session now on Entourage with our human capital development experts for personalized guidance.