Coaching practices for Developing Leaders in Teams

Describe almost anything you are working through and IX Coach finds the practices whose real-world fit is closest. For Developing Leaders in Teams, these are the strongest matches in the current practice library.

Does this sound like the set of challenges you might be facing?

• My team only ever gets the leftover scraps from me, and it shows
• Everything still flows through me
• Where I come alive is in the human glue
• There are people on my team I’ve quietly written off
• My team just executes whatever I hand them and never pushes back or brings me a better idea

Practices that may help

1. Use delegation as a development tool
   Assign Q3 tasks to team members who are ready to stretch — and treat the learning curve as the point.
   The Eisenhower Matrix and Delegation
2. Distribute leadership rather than centralizing it
   Develop leadership capacity throughout the team, not just in the designated leader.
   Transformational Leadership, Made Practical
3. Lead from the relationship building domain — hold the team together
   People strong in relationship building are the glue that holds a team’s cohesion under pressure.
   Strengths-Based Leadership, Made Practical
4. Deliberately expand your inner circle
   Move team members from low-LMX to high-LMX through intentional relationship investment.
   Leader-Member Exchange (LMX), Made Practical
5. Challenge assumptions and invite new thinking
   Actively encourage your team to question old ways and generate new approaches.
   Transformational Leadership, Made Practical
6. Treat each person as an individual with distinct needs and aspirations
   Know what each team member needs to grow and provide support tailored to them.
   Transformational Leadership, Made Practical
7. Performing: step back and protect the conditions
   A Performing team needs air cover and resources, not direction.
   Tuckman’s Stages of Team Development
8. Manage LMX differentiation fairly as a leader
   Acknowledge that you develop different relationships with different people — and ensure the differences are earned, not arbitrary.
   Leader-Member Exchange (LMX), Made Practical
9. Create a culture of peer-to-peer accountability
   Teams that only hold each other accountable through the manager haven’t built real accountability at all.
   The Five Dysfunctions of a Team, Made Practical
10. There are no bad teams, only bad leaders
    The same people perform differently under different leadership — so start with the leadership.
    Extreme Ownership, Made Practical

Describe your situation in your own words to search the complete practice library.