What is the most comprehensive and lasting solution for toxic/failing leadership?

2018-02-25T18:23:06-05:00

Response by SGT Private RallyPoint Member made Feb 25 at 2018 6:32 PM

2018-02-25T18:32:08-05:00

Thinking one is more higher and important then others. "Self Righteousness"

Response by MAJ Private RallyPoint Member made Feb 25 at 2018 6:38 PM

2018-02-25T18:38:44-05:00

as a subordinate the only solution is an exit strategy.

Response by MAJ Ken Landgren made Feb 25 at 2018 6:49 PM

2018-02-25T18:49:34-05:00

Leaders should monitor and fix subordinate leaders. Some leaders can't show the respect and love subordinates need.

Response by MSgt Mark Bucher made Feb 25 at 2018 6:59 PM

2018-02-25T18:59:32-05:00

vote them out of office? Term limits maybe?

Response by Susan Foster made Feb 25 at 2018 7:02 PM

2018-02-25T19:02:36-05:00

(1) Pay attention to the culture and climate you've allowed. Are people just compliant, or are they committed to their mission? Are they excited about what they are doing? Or are they fearful of offering new ideas? (2) Pay attention to your subordinate leaders. Have you communicated your expectations clearly to them, and do you give them feedback (and ask for it) on how it's going? Have you ensured they feel safe coming to you with problems? (3) Do they trust you? Do you walk your talk?

Response by A1C Ian Williams made Feb 25 at 2018 7:11 PM

2018-02-25T19:11:21-05:00

Closer Chain of command
SGT Joseph Gunderson Staff meetings and clear, concise communication. Not micromanagement. Here is the agenda, this is how I want employed, and go to work immediately.

Response by CWO3 Private RallyPoint Member made Feb 25 at 2018 7:40 PM

2018-02-25T19:40:23-05:00

A Change of Command.

Response by SGM Bill Frazer made Feb 25 at 2018 7:45 PM

2018-02-25T19:45:27-05:00

Joe there is no lasting solution for toxic leadership. It is a human condition. People seem to be fine till you give them almost total power and then they want to rule the world. What higher up's need to do is constantly monitor their subordinates and when it seems that they are losing it- pull them in, counsel them and warn them that units/troops are more important than careers. Keep it up and they won't have a career.

Response by Lt Col Charlie Brown made Feb 25 at 2018 7:56 PM

2018-02-25T19:56:54-05:00

There is a difference between toxic and failing leadership. One might be fixable with training and supervision, the other requires removal and replacement with someone else. And BTW, that someone needs additional support while they sort out what's gone wrong and who needs attention or transfer.

Response by SSG Private RallyPoint Member made Feb 25 at 2018 9:01 PM

2018-02-25T21:01:56-05:00

Get to the level of rank they are at, and turn the unit around by creating a new atmosphere with the joes.

Response by SFC Private RallyPoint Member made Feb 25 at 2018 9:18 PM

2018-02-25T21:18:46-05:00

I can't remember who stated this, but it was so true. "If you are incapable of treating others with dignity and respect, then it's time for you to leave the military." If your subordinates trust you and know that you care about them and have their best interests in mind, then they will work their asses off for you. They will follow you not just because they have to, but because they sincerely want to. I saw that somebody mentioned "Mission First." It should actually be, "Mission first, People Always."

Response by SGT Jamarl Jones made Feb 25 at 2018 10:52 PM

2018-02-25T22:52:04-05:00

Recruit people with higher IQ?

Response by SPC Private RallyPoint Member made Feb 26 at 2018 12:42 AM

2018-02-26T00:42:16-05:00

Step 1 MUST be slowing down turnover rate. I could write on essay but I won’t. Turnover rate is the US military’s most pertinent issue that absolutely must be fixed in order for anything else to have lasting change.

Response by A1C Stanley Kolakowski made Feb 26 at 2018 9:03 AM

2018-02-26T09:03:33-05:00

For the sake of brevity, I'll just go on record as saying that truly comprehensive and appropriate fixes to issues of toxicity or failure are as varied as the reasons behind the toxicity or failure.

Taking failure, for example, is the root cause of the failures a leader who, early in their career, had an excellent (we'll take care of that for you) support network, and now deprived of said excellence the leader now needs to learn to deal with these issues directly, or is the failure due to a lazy personality type that no amount of correcting will truly fix? Obviously, the solution to the first case would be time/support from other directions, while the fix for the second would ultimately be removal.

Response by MSG Frank Kapaun made Feb 26 at 2018 11:36 AM

2018-02-26T11:36:17-05:00

A PCS move.