A few years ago, a fellow lieutenant and I were tasked with planning a massive code change operation for our squadron. Code change is an annual event in which hundreds of operations, cops, maintainers and support personnel spend a week in the field changing coded components at 55 different sites within the missile squadron . This event is often described as the most difficult peacetime operation within the intercontinental ballistic missile (ICBM) force. This particular scenario struck me as a great example of how the elements of the Comprehensive Leadership Model (FRLM) were applied and how the results could have changed if applied differently. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get the original essay Our squadron commander tasked us with planning this event during one of our weekly staff meetings. It provided us with an open and basic direction: take ownership of the planning and execution of the event using continuity of information and individuals from previous years and make improvements where possible. In the months leading up to the event, we continued to hold weekly staff meetings where we provided updates on the planning process. These updates were always conversational, never in briefing form, and our squadron commander's biggest concerns focused on whether we were experiencing problems and what other resources we might need. Throughout this process, our squadron commander demonstrated various elements of transformational leadership. approach. The strongest of these behaviors was his use of intellectual stimulation (IS). The reading on IS states: "Leaders who encourage creativity and innovation in their followers while supporting new approaches to organizational challenges exemplify IS behavior" (. He did so by encouraging ownership and process improvements, such as schedule efficiency or the checklists, workbooks and other resources we generated and provided to teams. Not once were we discouraged from taking risks to try new ideas. The side effects of his SI approach fall under the other three behaviors or components of the transformational leadership model. My squadron commander was a leader I respected and admired for falling into the idealized influence component. inspired to challenge the status quo and improve the process through his use of inspirational motivation. During our weekly meetings, he brought individual consideration as a leader. He listened and offered help when needed and provided coaching when necessary. Through his leadership, we instituted many changes that continued to be implemented over the following years. Without his encouragement to seek process improvements and take risks, we would never have been able to make the changes we did for the better. Medals of excellence were awarded to our team for our efforts and the success of the event. With years of continuity in place, a transactional leadership approach could easily have been chosen and the code switch likely would have been as successful as it was. in past years..