Leadership Derailment Process

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The text describes several ways to help prevent you from becoming a victim of the leadership derailment process.
Some of these include lack of self-awareness, lack of situational awareness, lack of intelligence, dark-side personality traits, disgruntled employees, slackers, criticizers, wars and bankruptcies to name a few. The inability to combat these situations would mean a leadership derailment.

Understanding and defining the cause of derailment is the first step to take in trying to minimize leadership derailment. Creating a framework of derailing factors will create a foundation for selection, development and succession planning processes. There are three steps I will use to reduce the derailment process while implementing a leadership
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Some people are able to deal well with change, while others feel threatened and show resistance to change. This will be the case as the Mississippi National Guard is presented a new leadership development plan. The organization has standards and traditions that have been in place for decades, so one cannot expect everyone to be open to a new way of doing things within the organization. However, there are ways to bring about a positive atmosphere when dealing with change. If a few key strategies are implemented, the pain of changing will decrease significantly. A few ways to combat the resistance to changer are: 1) communicate with the employees 2) involve everyone in the plan 3) reward constructive behavior 4) ease slowly in the change 5) bring a new leader into a position where resistance continues to be an …show more content…
Most employees prefer to participant in the plan even though their responses will make little impact on the final decision outcomes. This is mainly procedural and is considered to be positive in the employee’s eyes. It proves that the leader implementing the change has trust in their employees. Whereas, if the employee feels they are not valued by the leader, they will shut down, not trust the leader and become unproductive.

Not all the individuals are resisted to change. A good leader should value the performances of employees who are positive toward a new idea. A positive employee can be the best model for other employees. All the leader needs to do is to find out which employee this is and reward them. This is not the best option but might be a way to get through to the staff that the change is

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