Let’s face it. Middle managers are not that glamorous. They get stuck with some pretty odious responsibilities, like figuring out how to reduce costs, telling RIF victims bad news, and enforcing policies that they may not always agree with or understand.
All the glory tends to go to the executives, along with the good compensation. Most executives trend to be wary of the middle during transformative change, as they often fall into passive resistance. Middle managers need to see themselves differently in order to embrace change.