Coaching practices for Leadership Development

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

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

• There are people on my team I’ve quietly written off
• Everything still flows through me
• My team only ever gets the leftover scraps from me, and it shows
• I catch myself walking into every one-on-one asking what I need out of this person, and almost never what would actually help them grow
• Where I come alive is in the human glue

Practices that may help

1. Deliberately expand your inner circle
   Move team members from low-LMX to high-LMX through intentional relationship investment.
   Leader-Member Exchange (LMX), Made Practical
2. Distribute leadership rather than centralizing it
   Develop leadership capacity throughout the team, not just in the designated leader.
   Transformational Leadership, Made Practical
3. 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
4. Put the growth of others first
   Start from "how do I help this person succeed?" rather than "how do they help me succeed?"
   Servant Leadership, Made Practical
5. 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
6. 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
7. 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
8. Strengths-Based Leadership, Made Practical
   Strengths-based leadership, developed by Tom Rath and Barry Conchie building on Gallup’s decades of manager research, holds that the most effective leaders invest in their own strengths and build teams whose combined strengths cover all four leadership domains — executing, influencing, relationship building, and strategic thinking. Gallup’s correlational research consistently finds that strength-focused teams report higher engagement and performance, though the causal direction is not fully established.
9. 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
10. 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

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