Executive Derailment: The “Dark Side” of Management Essay

According to Lambardo & McCauley (1988), the term derail is when a manager who has the ability and is anticipate to go higher in an giving medication is instead fired, demoted, or plateaued below the expected trains of achievement. Derailment is a parable for a train coming off its tracks. Shockingly, between 30-50% of high-potential managers and executives derail during their business c areer. There are shocking similarities between a successful singulars career and that of one headed towards derailment, so this write up leave behind dish us have a better understanding of the derailment fulfill, the signs that it is hitting an separate, and how it basis be anticipateed.There are clear indicators and patterns in a persons career that point towards this downwards spiral called derailment however, their career starts our very similar to that of a successful person. The individual is usually very bright, holds and large(p) track record, identified early as a high potential employee, personable, ambitious, sacrificial for the organization, has been moved up in authority, and excellent at motivating and organizing. The differences between a successful individual and one headed towards derailment will show up in areas such as track record, interpersonal style, composure, handling of fall aways, and solving problems.For instance, an individual who is intelligent except headed towards derailment may be intellectually arrogant, putting down some others whose opinions and ideas may not look as helpful. Also, they may be a committed and focused person, but they are workaholics and close-minded. Another mark is ambition, but the individual may use manipulation to reach their goals. Sometimes, when an individual seems to have so ofttimes potential for the fraternity, it is easy to overlook their potential faults. These derailers are often noted in advance, but frequently overlooked or forgiven because of the individuals high potential or because their strengths were highly value. Denton et. al. (2006).So what does the process of derailment look like in an individuals career? First, we see an early strength in that individuals career become a weakness. For example, someone who is driven, focused and experienced may set out to become rigid, narrow-minded and a workaholic. Secondly, often times a deficiency is overlooked during the individuals time in lower levels of hierarchy eventually begins to become a problem. These flaws may be notice through different factors. The individual may suddenly have a clash with someone in authority above them, or there may be a boss covering for the individuals faults who is replaced.Usually problems arise and people are offended, create an unwanted tension in the workplace, and handsome light to the individuals issue. Third, the individual may suddenly be exposed to extreme and unthought challenges that they cannot handle. Finally, the success of the individuals career and potentially a promo tion may go to their head, causing an arrogant, disconnected attitude. Around 42% of executive derailment is a result of unethical or fraudulent behavior, 17% is caused by excessive aggression, 14% is caused by poor decision-making skills, 11% by error in sound judgment , another 11% caused by unreliable and deceptive communications, and a random 5% is caused by other miscellaneous reasons.How do these derailment situations affect the company? First of all, business goals are not met, affecting company morale and decreasing productivity. There are also many expenses put on the company, from recruitment costs, worn salary, relocation expenses, and replacement costs, derailment not only affects the individual, but also the company. At a lower level of employment, an individuals derailing characteristics will only affect their immediate organization of function however, in upper berth leadership levels, they affect the entire organization and almost everyone involved. It is importan t to fix a derailment problem in an organization, before it affects the entire company in a negative way. An organization must not be willing to tolerate derailing behaviors, and the executive has to believe that this is the case presently taking place in the company. just about often, there are two options for preventing a derailing situation. First, a company can try to prevent derailment in its early stages. This involves being aware of the characteristics and causes and implementing an early warning system. This system should include feedback, coaching, developmental assignments, exposure to role models and mentors, coursework, and leadership challenges. Another key prevention method is to provide support during major changes in a company and an individuals part in the organization. A rigorous interview and hiring process should help employers understand individuals and if they have the potential to derail. Also, a company should promote accountability throughout the entire org anization in order keep people in constant communication and available to talk.Executive derailment can be seen throughout the business world, in many stories of individuals and executives in companies. Many of these individuals started out extremely successful, but soon found themselves completely self-destructing. This past spring, the chief financial officer of my hometown was arrested and found to have stolen over 53 million dollars from our city over the course of 15-20 years. The city was enraged. This woman was in total big businessman and authority, but she had no one holding her accountable or checking in on her. It was an expensive mistake for our city. Executive derailment affects everyone in a negative way, so it is important to take the necessary steps to prevent derailment in early stages, or completely avoid it in the first place.