You have just introduced a new suite of software to lighten the load of weekly sales planning. However, far from reaching for those upper-most branches, your top sales manager looks like they are not even picking up the fallen fruit. You're not sure if their sudden lack lustre approach is connected with the installation of the updated software, or if it's something else that's making them feel swamped. If you are responsible for training in your organisation then it's a good idea to stay ahead of the game when it comes to spotting which members of staff might need more consolidation in their learning - or even a different approach to how they are trained.

There are usually some obvious derailment danger signs that you need to be aware of; and individuals in danger of derailing can display some or all of the following:
uncharacteristic poor performance
an increasingly aggressive, arrogant or defensive management style
mood swings
resistance to change
inability to accept criticism or feedback
strained relationships with colleagues

As soon as you spot any of these danger signs, it's probably a good time to provide appropriate development opportunities. As a manager moves up the career ladder, their role will change from operational to strategic, and they will be expected to lead, rather than manage. It is, therefore, important to provide development opportunities based on individual needs, to allow high-flyers to develop the appropriate skills, at the right time, to enable them to progress. But you must make sure that any new training skills are also met. Every individual needs to feel confident that they can use new software, for example, before commencing a roll out across the entire organisation.

As well as new technology skills, it's also a good idea to be sure to offer emotional intelligence training for managers. Many people often risk derailment because they are unaware of the impact their actions and behaviours can have on others. Unlocking their emotional intelligence can help managers and leaders to work more effectively with others. If this happens, try to provide executive coaching for 'at risk' individuals. For example, if you are concerned that an employee is in danger of derailment, assign them an internal or external coach to provide a source of impartial advice and support while they get to grips with any new systems.

Don't try to hide problems your staff might encounter with the new software. Instead, promote an open and supportive working culture where you can make it easier for managers and leaders to acknowledge their weaknesses and seek development opportunities where necessary.

If you are in charge of your own personal development and training, it's just as crucial to be aware of your own training needs. Try to gain objective feedback on your skills and behaviours at regular intervals, through either an appointed mentor, trusted colleague, or using 360˚ feedback. And be sure to take responsibility for your development by seeking out new challenges and requesting training on a regular basis to equip you with the right skills at the right level to be able to progress.

You can help to identify which areas you may have a skills or training gap in by identifying your weaknesses using adversity analysis. This can be done by considering the least successful events in your career and considering for each:

what you think went wrong
what behaviours let you down
what your critics would have said about how you acted

You can then look for any theme or pattern that emerges from your answers, and work with your manager or leader to address these areas in your personal development plan. It might be that a software and/or hardware skills review could help avoid unnecessary problems next time.

And try to be aware of your personal stress factors. Stress can transform personal strengths into weaknesses - for example confidence can become defensiveness when a person feels under too much pressure. Reflecting on what causes you to feel stressed in the first place, e.g. workload, personal problems, difficult clients, etc is the first step towards reducing your stress levels and, therefore, the risk of derailment occurring.