If you have an NCO who clearly demonstrates incompetence as a leader, what are some tools and ways to relieve this NCO?

Oh no I found another one. Is it "An NCO" or "A NCO?" I see this one all the time and it makes me shake. I believe the proper wording is "A" NCO. Someone make it stop!

For some reason the wording "demonstrates incompetence" in bothering me. It's like saying demonstrates the inability to.... If you don't have the ability then you can't demonstrate it. I know this doesn't help your question and maybe I'll respond to it soon but I have to deal with this because it's ruining my night. Excuse me while I go take my happy pills.

Counseling and Documentation.... Be clear and specific.

What was the assigned task or responsibility?
What was the standard for accomplishment of that task?
How did the NCO fail to meet those standards?
What do you, as the supervisor, expect the NCO to do to remedy the deficiency?

This isn't too difficult. Get out AR 27-10 and make sure you understand corrective and additional training in chapter 3.

The more specific and measurable you can make the counselings the more strength you will have to support future recommendations for relief.

This takes time, but counseling is something no profession does very well. It's a conscious effort. It is also the foundation for making the entire promotion system work.

I will also add, be careful about using terms like toxic leadership. That concept is not recognized for use in supporting any sort of relief. It is also incredibly subjective. You will never see a person relieved for being a "toxic leader." There are other terms available in ADRP 6-22 under leadership competence and attributes. Those are concepts that get leaders relieved.

Are they toxic or incompetent? Either way document each instance and then take it up your chain of command.