Question

DISCUSSION QUESTIONS - ANSWER 4 OF THE FOLLOWING - 5 POINTS EACH; 1. We discussed five fatal leadership flaws that cause derailment. Identify and define two of the five flaws, and how they might be overcome. 2. Discuss the differences between Management and Leadership. Is it reasonable to believe that someone can be good at both? 3 Discuss the differences between Autocratic leader behavior and Democratic leader behavior. Identify one situation where each would be appropriate.

Answer 1

In case of multiple questions being asked, as a rule, only One (1) question can be answered at time. Further, when no specific question is requested for (maximum of 1), the first question is itself only answered.
Kindly post the other questions separately individually.

Q: Identify and define two of the five flaws,and how they might be overcome.

Solution:
Two of the fatal flaws are as follows:
(a) "Inability to learn from mistake": The research had indicated that executives who had been derailed made about the same number of mistakes than those progressed in their careers. The derailed executives, however, found excuses for their mistakes, or blamed it others or just covered them up. This resulted in them not identifying and learning their faults. Therefore, when similar situations arose again later, they repeated the same mistake again.
Thus, as they didn't use setbacks or failures in an assignment as a learning experience, they could not continue onward and upwards in their careers.
(b) "Lack of initiative": it is the failure to “make things happen”. Derailed executives focused on 'playing it safe and keeping things moving gently along'. However, successful executives are always looking for 'opportunities to make a real difference', to 'find new ways of working to improve team and business performance' and even evaluating and taking calculated risks.

The flaws can be overcome when all four of the following critical factors are present:

• "The individuals willingness and capacity to acknowledge and accept critical feedback.
• The individuals commitment to work on making the necessary changes over time.
• The organization’s willingness to give the person a second chance and to not harbor ill feelings. Key stakeholders have to be able to forgive the flawed executive and give him/her a real chance to succeed. They need to be willing to forget past “sins” if the person makes real changes.
• The organization’s leadership willingness to allow sufficient time for the individual to make the necessary changes knowing that it’s impossible for the change process to be a perfect linear progression upwards but instead is more likely a series of 2 steps forward with the inevitable one or more steps backward."