ABSTRACT
Middle management is a subject generating a discourse of remarkable stability. Middle managers (MMs) are still recognized as the key to company performance, and at the same time are often viewed as ‘reluctant to change’. They carry a large part of an organization’s experience and executives are seeking to renew their competence, through injection of ‘new blood’ and education or training. They are a stable element of organizations, but also always in search of their identity. Many people speak for them, but they do not very often speak themselves.
