Coaching practices for Trust Equation Leadership
Describe almost anything you are working through and IX Coach finds the practices whose real-world fit is closest. For Trust Equation Leadership, these are the strongest matches in the current practice library.
Does this sound like the set of challenges you might be facing?
- I keep everything at work behind a polished, guarded front
- With new people I try to fast-forward to being close
- There are people on my team I’ve quietly written off
- I keep waiting for my manager to notice me and hand me more trust, and it’s not happening
- I’m competent and I deliver, but people still hold me at arm’s length
Practices that may help
- 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. - Lower your guard to raise the intimacy score
Sharing something real about yourself makes others feel safer sharing something real with you.
The Trust Equation, Made Practical - Earn the right to deepen the relationship in stages
Trust compounds over time — start with technical credibility and expand into intimacy as it is earned.
The Trust Equation, Made Practical - Deliberately expand your inner circle
Move team members from low-LMX to high-LMX through intentional relationship investment.
Leader-Member Exchange (LMX), Made Practical - Invest in the relationship before you need it
Build relational credit through reliability and initiative, not charm or performance alone.
Leader-Member Exchange (LMX), Made Practical - Audit and reduce your self-orientation
Self-orientation is the denominator: a small increase in it wipes out gains in all three numerator variables.
The Trust Equation, Made Practical - 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 - Extend trust deliberately to invite it
Trust others first, in bounded ways, before they have earned every dimension — it is how trust is built.
The Trust Triangle - Signal credibility without claiming it
Let your knowledge show through questions and specifics, not through declarations of expertise.
The Trust Equation, Made Practical - Build reliability through small, visible commitments
Reliability is built not by big promises but by flawlessly keeping small, everyday ones.
The Trust Equation, Made Practical
Related concerns
- Credibility And Trust
Let your knowledge show through questions and specifics, not through declarations of expertise.
Signal credibility without claiming it
- The Trust Equation At Work
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.
- The Trust Equation In A New Job
Trust compounds over time — start with technical credibility and expand into intimacy as it is earned.
Earn the right to deepen the relationship in stages
- The Trust Equation When Starting Out
Trust compounds over time — start with technical credibility and expand into intimacy as it is earned.
- Trust Development Leadership
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.
- Competence Trust Building
Name what you can do, what you can’t, and what you’ll need to learn — before you are found out.
Be transparent about your competence limits
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