Posted on Feb 25, 2018
What is the most comprehensive and lasting solution for toxic/failing leadership?
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Leadership
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Posted 8 y ago
Responses: 14
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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.
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.
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Suspended Profile
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.
A1C Stanley Kolakowski
Counter-argument: rapid "turnover" due to frequent reassignment has allowed the military to constantly keep "fresh sets of eyes" on things and/or prevent "senses of complacency" from setting into various units.
Said turnover also has the potential to accelerate the detection/correction of "issues" that need correction/removal faster than if it's the same crew all the time - how many promising leaders might be lost if "trapped" in a toxic environment for more than the year or so between exposure and reassignment, in addition to the usual "this SM's file is filled with toxicity reports, time for the one way ticket out..." repair method...
Said turnover also has the potential to accelerate the detection/correction of "issues" that need correction/removal faster than if it's the same crew all the time - how many promising leaders might be lost if "trapped" in a toxic environment for more than the year or so between exposure and reassignment, in addition to the usual "this SM's file is filled with toxicity reports, time for the one way ticket out..." repair method...
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Suspended Profile
I have heard this theory before, but I have neither seen nor heard of real-world, lasting actualization of it. The proof is in the puddung they say, and this pudding isn’t very good. On the contrary, we can look at special operations units like seals and green berets where turnover is lower and if standards are not met by an individual, they are generally shown the door. These units have flourished in comparison to the “big” military units.
Not to mention the amount of money high turnover costs. Missing BII for equipment, inconsistent quality of maintenance, low satisfaction causing enlistees to ETS which costs the US governmemt gobs of money. And by the time a company commander figures out how to start getting good at his job to correct these issues, he has a new one and the cycle restarts.
Not to mention the amount of money high turnover costs. Missing BII for equipment, inconsistent quality of maintenance, low satisfaction causing enlistees to ETS which costs the US governmemt gobs of money. And by the time a company commander figures out how to start getting good at his job to correct these issues, he has a new one and the cycle restarts.
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SGT Joseph Gunderson
Is it just about people being smart though? If we had a military full of geniuses would that make leaders less likely to be shitty?
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