Editing Middle management (section)

===Competencies===
A number of competencies are critical to become an effective middle manager.
* '''Leadership'''. The most important competency that consists of many skills. As an inherent leader, middle managers have to possess sense-making and persuading skills. They must be able to motivate, influence and guide their subordinates, become a role model for them, demonstrate the quality and the level of work contribution necessary for the organization and engage in continuous self-development and learning.<ref name=trust/><ref name=sensemaking>{{cite journal|last1=Rouleau|first1=L.|last2=Balogun|first2=J.|title=Middle managers, strategic sensemaking, and discursive competence.|journal=[[Journal of Management Studies]]|date=2011|volume=48|issue=5|pages=953–983|url=http://eprints.lancs.ac.uk/51519/1/10.pdf|doi=10.1111/j.1467-6486.2010.00941.x|s2cid=145090455}}</ref>
* '''Decision-making'''. Ability to quickly solve the problems, make decisions under pressure and take responsibility for the outcome.
* '''Creativity & Visioning'''. Managers should have a clear vision of the strategy implementation and be creative in overcoming the possible difficulties.<ref name=linemanager />
* '''Performance management'''. Involves managing the performance of subordinates and, specifically, the line managers, effectively, by setting clear and measurable objectives for them and provide coaching. Middle managers must be also skilled in presenting, persuading and influencing people.{{citation needed|date=December 2019}}