When it comes to being a great leader, many qualities get their well-deserved spotlight: confidence, vision, empathy, resilience… you get the drift.  Yet one essential quality that often flies under the radar is impartiality. Impartiality in leadership isn’t just about being “fair”; it’s about consistently making decisions based on principles rather than preferences. It’s the backbone of trust within a team and the antidote to the toxic trait of favouritism, which can turn an otherwise positive and engaging workplace into a hotbed of frustration.

So, why does impartiality matter so much, and how can leaders genuinely practice it? Let’s dive in and explore how impartiality (or lack thereof) shapes leadership outcomes, team morale, and organisational success.

What is impartiality, really?

Impartiality is the ability to approach each situation, decision, and individual with an open mind, devoid of personal biases or favouritism. It requires a leader to evaluate each team member’s ideas, contributions, and concerns on an even footing, regardless of any personal preferences or natural affinities.

Being impartial doesn’t mean you won’t connect better with some people than others—after all, we’re all human and everyone naturally connects with some people and not others! Leaders, too, have personalities and preferences. No matter who you are, you will always connect and form an easy friendship with some while others you may find incredibly irritating.  Sometimes there is no rhyme or reason for such a human response!  Impartiality in leadership is about being aware of those preferences and setting them aside to foster a workplace where everyone feels valued, heard, and treated fairly.

Favouritism – the antithesis of great leadership

When leaders show favouritism—whether intentionally or not—they risk sowing resentment, smothering creativity, and diminishing trust. Simply put, not being able to put aside your personal preferences and favouring one or some over the group means you will be doing some real damage in the workplace, for example:  

Reduced morale: When team members feel like certain colleagues are favoured, it erodes their motivation. They may begin to feel undervalued or believe that their efforts are pointless if their contributions don’t seem to “count” as much as the “golden one”.

Reduced trust: We’ve talked about trust a lot lately and that is because it absolutely is the foundation of any great team. If team members feel that decisions are made based on personal biases rather than merit, trust in the leader erodes. And without trust, communication falters, innovation suffers, and team cohesion weakens.

A team of followers: Favouritism can lead to echo chambers. When leaders only consider the input of their preferred team members, they limit the diversity of perspectives that can lead to creative and effective solutions. The workplace becomes homogenous, and ideas become stale.  Do you really want to build a team of people who only say yes to you?  OK, maybe it does sound appealing on one level but in reality, a team that is encouraged to speak up opens the door to exciting ideas and opportunities that will benefit your business.

A roadmap to being an impartial leader

Impartiality isn’t a magical trait that all leaders are simply born with; it’s a skill that can be honed. There are plenty of actionable ways leaders can cultivate impartiality and create an environment where every team member feels seen and heard:

1. Self-reflection: More than looking in the mirror

Impartiality starts with understanding personal biases. We’re all drawn to people who share our interests, sense of humour, or working style. That’s normal! But as a leader, it’s essential to recognise these tendencies as you can’t let them cloud your judgment.

Perhaps you are a leader who enjoys data analysis in which case, you may find it easier to connect with analytically minded team members. To be impartial, regularly check in with yourself. Are you valuing ideas fairly or are you just leaning toward the familiar?

2. Establish clear, consistent criteria

A surefire way to prevent favouritism is by setting consistent evaluation criteria. This could mean creating a transparent framework for recognising achievements, assigning projects, or deciding promotions. When team members know that decisions are made based on clear, well-communicated criteria, everyone understands the basis for decision making and you minimise the opportunity for unchecked bias to creep in.

If Jeff is awarded a high-profile project, everyone should know the decision was based on objective standards, like KPIs, client feedback, and project completion rates. This clarity minimises questions about his selection and underscores that Jeff earned his role.

3. Promote open dialogue

Encourage open and honest dialogue where team members can voice concerns or share feedback without fear of repercussions. Impartial leaders don’t just “allow” feedback—they actively seek it. They ask questions like, “How do you feel about the workload distribution?” or “Do you feel your ideas are heard?”

Impartial leaders then listen to the answers from everyone and not just a select few.  Understand that your team will be very aware as to who has your ear and is able to influence your decisions.  Not ideal to be known as the leader who only hears a select few and can be easily swayed by a select inner circle!

In a team meeting, a leader notes that regularly, it’s only a couple of voices that seem to dominate the conversation. An impartial leader might say, “I’d love to hear from everyone. Let’s go around so we capture all perspectives.” It’s a simple and easy approach that promotes inclusivity and reinforces the notion that all opinions matter.

4. Tailor support while maintaining standards

Impartiality doesn’t mean “everyone gets the same” - there’s a difference between equal and fair treatment. Equal treatment might mean giving everyone the same tasks or feedback, but fair treatment is more nuanced—it’s about meeting individual needs, strengths, and development areas.  Leaders can be flexible in how they support each person, however, it’s essential to hold everyone to the same performance standards.

Take for example a situation where you have one team member who’s incredibly detail-oriented but needs extra support with big-picture strategy, while another team member is all about the big picture but gets lost when it comes to the detail. As a leader, you can provide targeted support to each individual. Maybe the detail-oriented team member gets coaching on strategic thinking, while the big-picture thinker works on detail management. Yet, they’re both held to the same performance metrics, ensuring impartiality.

5. Address perceived favouritism directly

Leaders don’t always realise how their actions may appear to others. It’s crucial to address perceived favouritism head-on and transparently. If a team member expresses concerns, leaders should listen without defensiveness, understand their perspective, and take corrective action if necessary.

Let’s say a team member feels that you favour another person for high-visibility projects. Instead of brushing it off, acknowledge their feelings, explain your decision-making process, and ask for their input on how you can ensure fairness in the future. Often, just having a candid conversation can help clear misunderstandings.  Take a moment (or two) to self reflect and determine whether your employee has a point.  Are you favouring one over another? Is it a misunderstanding of the facts or is there merit in the feedback?

6. Consistency is key!

Impartial leaders are consistent. They make decisions that align with the organisation’s values and their personal principles, and they apply these principles uniformly. Consistency builds credibility and trust, and shows that you’re a leader of your word.

Being predictable isn’t about being boring nor does consistency mean rigidity, but it does mean that team members should feel they can count on you to act with integrity. They shouldn’t have to worry about how you’ll react to different situations because they trust your decisions are grounded in fairness. Don’t keep moving the goalposts depending on who you are dealing with – it’s unfair and it will cause uncertainty and animosity amongst your team.

Imagine you have a rule about deadlines. You make it clear that any deadlines that will not be met, need to be flagged.  Let’s be fair, legitimate issues such as late deliveries by suppliers, unwell team members or a major issue is uncovered that needs to be resolved and flexibility is required. If one team member—a consistent high performer—misses a deadline and fails to communicate the issue in advance, you should still have a conversation about their performance.

Note though that this ties back to the point I made about not everyone gets the same.  If we use the missed deadline as an example, you would adapt your conversation to reflect who you are speaking with -  the high performer who makes one error in judgement will receive a reminder while someone who is not operating at peak level and makes the same mistakes repeatedly may need a more thorough discussion regarding performance requirements.   

7. Recognise bias in praise and criticism

Leaders should aim to give balanced feedback based on performance rather than personal preference. Ensure both vocal and reserved team members receive recognition based on merit, not preference.

Let’s say you lead a team with different types of performers—some are vocal, while others are more reserved but equally hardworking. Ensure you’re recognising both. Praise might be given in different ways (publicly for those who enjoy it, privately for those who don’t), but it is delivered authentically ensuring that recognition is always grounded in achievement, not influenced by personal liking.

The ripple effect

When leaders commit to impartiality, the benefits extend far beyond team dynamics. It fosters an environment where people feel motivated to do their best, knowing their efforts will be fairly recognised. The ripple effect includes increased loyalty, a willingness to innovate, and a more harmonious work environment.

An important tool in the leadership kit

Impartiality may not be the flashiest quality in leadership, but it’s a powerful skill nonetheless. By setting aside personal biases, establishing clear criteria, and fostering open communication, leaders build trust and create a team dynamic that thrives on merit, respect, and loyalty.

Impartiality isn’t about suppressing your natural preferences as a leader but about acknowledging them then setting them aside to serve broader business goals and create a workplace where everyone has a fair shot. The next time you’re in a position to make a decision, remember the ripple effect of impartiality. Not only will your team thank you, but you’ll also foster a legacy of fairness and trust that will outlast any single decision.