1. Middle managers play an important role in linking senior management's strategic activities to daily operations. However, they often resist strategic change due to increased work pressures and uncertainty. A top-down approach without input can lead to resistance. 2. Middle managers support strategic change when they feel involved in the process as creators or designers. Improved compensation also leads to support. Communication and developing support networks helps middle managers enable change. 3. Middle managers can play different roles like implementers, networkers, or sense-makers depending on the context. Their soft skills are important for smooth execution of strategic change. Both resistance and support from middle managers is situation dependent.