Coaching practices for Leader Fairness Team

Describe almost anything you are working through and IX Coach finds the practices whose real-world fit is closest. For Leader Fairness Team, 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
• I bend over backwards to be fair to everyone else and then quietly leave myself out of the equation entirely
• Everyone on my team is quietly playing for their own scoreboard
• I look around at the people I’ve hired and they all think exactly like me
• There’s a low hum of resentment building in me about who does what around the house

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. Be Fair: include yourself in the fairness you extend to others
   Apply the same standards of fairness to yourself that you would to someone you respect.
   FAST: DBT’s Skill for Maintaining Self-Respect in Relationships
3. Align around collective results, not individual status
   Teams fail when members prioritize their own visibility or department’s success over the shared goal.
   The Five Dysfunctions of a Team, Made Practical
4. Build a team whose combined strengths cover all four domains
   Hire and assemble deliberately for domain coverage, not for people who think like you.
   Strengths-Based Leadership, Made Practical
5. Share tasks equitably — and feel equitable about it
   Divide practical responsibilities in a way both partners experience as fair.
   Relationship Maintenance Behaviors
6. 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
7. Diagnose which safety stage your team is currently in
   Before intervening, accurately assess whether the deficit is inclusion, learner, contributor, or challenger safety.
   The Four Stages of Psychological Safety
8. Establish inclusion safety — belonging without conditions
   Make every team member feel valued and accepted as a human being before expecting performance.
   The Four Stages of Psychological Safety
9. The Trust Equation, Made Practical
   The Trust Equation (Maister, Green, and Galford) holds that trustworthiness = (credibility + reliability + intimacy) ÷ self-orientation. The model is a practitioner framework rather than a rigorously tested theory, but it usefully names the levers — especially self-orientation, which is the single biggest trust-killer most leaders overlook.
10. Deliberately expand your inner circle
    Move team members from low-LMX to high-LMX through intentional relationship investment.
    Leader-Member Exchange (LMX), Made Practical

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