Coaching practices for Dyadic Leadership Relationship

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

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

• I lead a team and I’ve realized the people I lean on most are the ones who remind me of myself or are just easy to be around
• There are people on my team I’ve quietly written off
• Where I come alive is in the human glue
• My boss took a real chance on me and advocated for me, and I just took it and moved on without ever closing the loop
• Everything still flows through me

Practices that may help

1. 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
2. Leader-Member Exchange (LMX), Made Practical
   Leader-member exchange theory, developed by George Graen and Mary Uhl-Bien, holds that leaders do not treat all followers the same — they develop distinct dyadic relationships ranging from high-LMX (trust, respect, mutual obligation) to low-LMX (formal, exchange-based). High-LMX relationships are consistently associated with better performance, satisfaction, and career outcomes in observational research.
3. Deliberately expand your inner circle
   Move team members from low-LMX to high-LMX through intentional relationship investment.
   Leader-Member Exchange (LMX), Made Practical
4. 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
5. Reciprocate when your leader invests in you
   When a leader gives you trust, opportunity, or advocacy, close the loop with visible follow-through.
   Leader-Member Exchange (LMX), Made Practical
6. Coaching — high direction and high support for the disillusioned learner
   When early enthusiasm dips but skill is still forming, combine clear guidance with active encouragement.
   Situational Leadership, Made Practical
7. Distribute leadership rather than centralizing it
   Develop leadership capacity throughout the team, not just in the designated leader.
   Transformational Leadership, Made Practical
8. Run a weekly leadership team meeting focused on strategic issues
   Hold a structured weekly meeting that separates strategic issues from operational updates.
   The Rockefeller Habits: Scaling Up with Rhythm and Focus
9. 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
10. Repair a damaged leader-follower relationship deliberately
    Take active steps to reset a deteriorated relationship, rather than allowing avoidance to compound the damage.
    Leader-Member Exchange (LMX), Made Practical

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