Explore every episode of the podcast Things Leaders Do
| Title | Pub. Date | Duration | |
|---|---|---|---|
| What Happens After Your Company Gets Acquired (And How to Lead Through It) | 30 Sep 2026 | 00:30:33 | |
In the first 30 days after an acquisition, your job is closing the gap between the questions people are asking and the answers anyone is giving them. Colby Morris calls it the Answer Gap. The deal closes in an afternoon. The people take a lot longer. And while leadership is working through slide thirty-one of the integration plan, the breakroom is writing its own version of what happens next, and recruiters are already messaging your best people. Colby has been the interim COO dropped into exactly that kind of chaos after a private equity acquisition: no one knew who they reported to, projects had stalled, and high performers were already walking out. This episode covers what he did about it, how it turned around in six months, and how a middle manager with no answers of their own can run the same playbook with their team. Colby Morris: "I have never, not once, seen somebody quit a job because their boss told them too much." What is the Answer Gap? The Answer Gap is Colby Morris's name for the distance between the questions employees are asking after a deal and the answers anyone is actually giving them. In the first 30 days, someone fills that gap. If leadership doesn't, the breakroom and the recruiters will. The episode covers the three moves Colby uses to close it. Why do employees leave after an acquisition? Research from Ernst & Young (EY), cited by Gallup, found that 47% of key employees leave within a year of a deal and 75% within three years. MIT Sloan research using Census data on roughly 4,000 acquisitions and 350,000 employees found acquired employees leave in the first year at nearly three times the rate of regular hires, about a third versus 12%. The people most likely to leave first are high performers with options, and uncertainty drives it more than money. What should leaders do in the first 30 days after an acquisition? Get in front of people fast, tell them what you know and what you don't, and lead beyond your own reporting lines. Colby walks through exactly how he did that as an interim COO, including a one-on-one cascade that carried information down and concerns back up, and what happened when a departed high performer heard about it. What can a middle manager do when their company gets acquired? You can't control what the company says, but you control what happens on your team. For the people who report to you, you are the company. The episode covers what to say in one-on-ones when you don't have answers, the one question to ask your own boss, and how to keep your team moving while everyone else stalls. Research and references in this episode
Related episodes
Connect with Colby Morris Colby Morris is the founder of NXT Step Advisors, helping founder-led and PE-backed companies stabilize through leadership transitions, acquisitions, and disruption, along with executive coaching and leadership training. Learn more at NXTStepAdvisors.com or connect with Colby on LinkedIn. | |||
| Why Gen X Keeps Getting Passed Over (And What to Do About It) | 23 Sep 2026 | 00:25:12 | |
Gen X keeps getting passed over because we built careers as the fixer, and boards promote vision, not maintenance. Colby Morris calls it the Tactician Trap, and there are four ways out of it. The average American CEO is now 61, a full decade older than in 2000. The Boomers held the top seats longer than anyone planned, and now that they're letting go, the torch is going straight to Millennials. But the reason isn't age. Recruiters keep saying the same thing about our generation: tacticians, not visionaries. That's a reputation, and we built it ourselves, one fire at a time. This one is personal. Colby has spent his career as the operations guy, building startups from scratch and walking into companies that were on fire, and he's heard "we need you right where you are" more than once. Here's what that sentence actually means, and what to do about it. Colby Morris: "We need you right where you are is not a compliment. It's a ceiling somebody painted a real nice color." What is the Tactician Trap? Why is Gen X getting passed over for promotions? What does "we need you right where you are" really mean? Research and references Related episodes Connect with Colby Morris | |||
| How to Give a Performance Review When the System's Rigged | 16 Sep 2026 | 00:23:27 | |
When you're forced to deliver a performance rating you don't believe in, don't defend it and don't hide behind the system. Split the number from the truth: hand off the company's rating cleanly, tell the person the real thing that number can't hold, and make sure the review is never the first time they hear where they stand. Colby Morris calls it The Split. Forced ranking. The curve decided before you even walk into calibration. A person who crushed the year, and you're handed a "meets expectations" to deliver and told not to blame the system. It's about the most people-last thing in corporate life, and you're the one holding the bag. This is a fired-up, people-first take on how to get through that room without lying to your people or torching your own credibility, including the two gutless moves almost every manager makes, and what to do when the raise is as rigged as the rating. Colby Morris: "The rating is the company's word. The truth is yours." What is The Split? The Split is Colby Morris's framework for delivering a performance rating you don't agree with. Three moves: deliver the number without wearing it, say the true thing the number can't hold, and shrink the annual number by telling people the truth all year long. The how for each is in the episode. What do you do when you're forced to give a rating you don't believe in? You stop doing the two things that backfire: selling a number you don't buy, which your people smell instantly, so trust dies, or hiding behind the system, which makes you look powerless and half the time isn't even allowed. The third path, the one that keeps you human, is in the episode. Why do performance reviews feel rigged right now? Because increasingly they are. Glassdoor's 2026 data found 88% of performance-review mentions negative, up from 83% in 2021. Mentions of PIPs have risen almost eightfold since 2021, and stack ranking and forced distribution mentions are up more than fourfold. Post-layoff cost control and higher performance bars are tightening curves while raises stay flat. How do you handle a review when the raise doesn't match the work? You don't oversell. Piling on praise and then handing over a two-percent raise turns the praise into an insult. You name the gap honestly and go fight for the person somewhere you actually have room. The full move is in the episode. Research and references in this episode
Related episodes
Connect with Colby Morris Colby Morris is the founder of NXT Step Advisors, where he helps organizations build people-first leaders through keynotes, executive coaching, and leadership training. Learn more at NXTStepAdvisors.com or connect with Colby on LinkedIn. | |||
| How to Manage Your Old Coworkers (Without Losing Their Respect) | 09 Sep 2026 | 00:25:40 | |
When you're promoted over your former peers, the job is to redraw three things on purpose: the relationship, the standard, and your own support system. Colby Morris calls it The Redraw, and it's the difference between a promotion that sticks and one that quietly falls apart inside ninety days. Here's what nobody warns you about. The day you got the title, the line between you and your team got erased. If you don't redraw it out loud, and fast, your people redraw it for you, usually with the worst possible story. This episode gets into the two instincts that sink new managers, why going easy on your work friend quietly torches your credibility with everybody else, and the move to make with the one person on your team who wanted your job. If you got promoted from inside, or you're about to, this one's built for you. Colby Morris: "The line between you and your team gets erased the day you get promoted. If you don't redraw it on purpose, everyone draws their own version, and they draw it wrong." What is The Redraw? The Redraw is Colby Morris's framework for leading people who used to be your peers. It has three moves: redraw the relationship, redraw the standard, and redraw yourself. The episode walks each one, including the exact first-two-weeks conversation that sets the whole thing up. Why do so many new managers fail when they're promoted from within? About 60% of new managers fail within their first two years (CEB), and the rate climbs when someone is promoted from inside to lead their former peers. Gallup's 2026 State of the Global Workplace found managers drive roughly 70% of team engagement, while manager engagement itself hit a record low, with the steepest declines among managers under 35 and women, the two groups most likely to be promoted from within. We keep handing the hardest version of the job to the people we prepare the least. How do you manage people who used to be your peers without losing their respect? You stop pretending nothing changed. As Colby puts it in the episode, the closeness was never the problem, the pretending is. You redraw the relationship on purpose and out loud, you hold the standard evenly even with your closest friend on the team, and you rebuild your own support so you're not leading from isolation. The how, including the mistake Colby made with his own best friend at work, is in the episode. Research and references in this episode
Related episodes
Connect with Colby Morris Colby Morris is the founder of NXT Step Advisors, where he helps organizations build people-first leaders through keynotes, executive coaching, and leadership training. Learn more at NXTStepAdvisors.com or connect with Colby on LinkedIn. | |||
| Your Boss Isn't Ignoring You. They're Just Not Hearing You. | 12 Aug 2026 | 00:24:56 | |
Why does my boss ignore my ideas? Usually he isn't ignoring them, he just never heard them the way you meant them. In one workplace study, 81% of leaders said their people have an easy way to give feedback, while only 44% of employees said they actually have a voice. Your boss almost certainly thinks his door is open. And you're on your fourth attempt to get somebody to care about a staffing problem. That gap isn't about caring. It's about transmission, and it belongs to you. In this episode, Colby Morris shares the reporting process he pitched four times and got nowhere with, the forty seconds that finally fixed it, and the Reframe Before the Ask: four moves that get you heard by a boss who is busy, distracted, and convinced he's already listening. "You've been walking into that office thinking one thing is getting judged in there. Your idea. Two things are getting judged. Your idea, and you." Colby Morris, The Things Leaders DoMore on Getting Your Boss to Listen What is the Reframe Before the Ask? The Reframe Before the Ask is a framework from Colby Morris for getting heard by a boss who isn't listening. The idea is that most of us spend our energy sharpening the argument, when the thing that decides the outcome is how the idea arrives before you ever make the ask. It comes down to four moves. Colby walks through all four in the episode. Why does my boss ignore my ideas? Usually because of what you handed him, not because he doesn't care. There's a difference between bringing your boss a problem and bringing him something he can actually say yes to, and most of us have never noticed which one we're doing. Colby tells the story of getting this wrong for eight months straight. Does speaking up at work hurt your career? Research by Ethan Burris at the University of Texas found something uncomfortable. When employees challenged how things were being done, their managers didn't just back the idea less. They also rated those employees as worse at their jobs. Two things drove it, and neither one was the quality of the idea. Colby breaks down what those two things were, and why they're actually good news. How do I get my boss to take my concerns seriously? Say it in his language instead of yours. "My team is burned out" is true, and it lands as a feelings report. The same truth, translated into what your boss is measured on, becomes something he can carry into his own leadership meeting. The episode covers how to find your boss's scoreboard, including a four-minute exercise you can run this week. What is powerless communication? Powerless communication is Adam Grant's term, from his book Give and Take, for the finding that people who ask questions, admit what they don't know, and speak tentatively are often the most persuasive people in the room. When people think you're trying to talk them into something, they put their guard up. Grant is also clear that this only works under one condition, and the episode covers that condition along with the way this move gets misused. What if my boss still won't listen? Run it more than once. One good conversation doesn't undo two years of a pattern. But after three real attempts, silence is an answer, and the question changes from how do I get through to him into something else entirely. Colby covers what to do with that answer, including the version where the problem really is your boss. Research and Sources
Related Episodes
About Colby Morris Colby Morris is the Founder of NXT Step Advisors, where he helps leaders and organizations build cultures that put people first through keynote speaking, executive coaching, and leadership training. Connect LinkedIn: linkedin.com/in/colbymorris | |||
| Stop Going to Your Boss About Your Coworker | 05 Aug 2026 | 00:25:39 | |
How do you handle a conflict with a coworker who doesn't report to you? Go to them directly, before your boss, and make it the two of you against the problem instead of you against each other. Most leaders were never taught this one. There are shelves of books on managing your team and managing your boss, and almost nothing on the sideways conversation with a peer, where you have no authority and still have to work together on Monday. So 70% of us avoid it, or worse, we go around them to the shared boss and quietly end the relationship. In this episode, Colby Morris tells the peer conversation he got wrong, what it cost him, and walks through the Third Chair: four moves for having the hard conversation with a peer without triangulating and without it turning personal. "Going around someone you never talked to is triangulation. Escalating something you tried twice to solve directly is just the truth. Boss last, not boss first." Colby Morris, The Things Leaders DoMore on Handling Conflict With a Coworker What is the Third Chair? The Third Chair is a framework from Colby Morris for handling conflict with a peer. The default setup is two chairs facing each other, you versus them. The Third Chair is the move of putting the problem in a chair of its own so both people are facing it instead of each other. Colby breaks down all four moves in the episode. Why shouldn't I go to my boss about a coworker problem? Because it costs you three ways at once, and only one of them is the problem you went in about. Colby names all three, including the one your boss quietly files away about you. How do I confront a coworker without starting a fight? It comes down to your first sentence. Most people open with the complaint, which puts the other person on trial and starts a defense. There is a different opener that puts the problem on trial instead. Same facts, completely different next twenty minutes. Colby gives you both versions in the episode. What is the difference between task conflict and relationship conflict? Organizational psychologist Adam Grant draws the line simply: task conflict is people against a problem, relationship conflict is people against people. Peer conversations collapse from the first into the second faster than any other kind, because there is no rank and no referee in the room. The Third Chair exists to stop that collapse. What if my coworker doesn't change after we talk? There is a point where escalating to your boss stops being triangulation and becomes legitimate, and one condition that changes everything about how it lands. Colby covers the second conversation, the escalation, and the peer who turns your honesty into ammunition. Research and Sources
Related Episodes
About Colby Morris Colby Morris is the Founder of NXT Step Advisors, where he helps leaders and organizations build cultures that put people first through keynote speaking, executive coaching, and leadership training. Connect LinkedIn: linkedin.com/in/colbymorris | |||
| GenX, You Figured It Out Alone. Stop Expecting Them To | 29 Jul 2026 | 00:24:41 | |
Why do Gen X leaders keep clashing with younger employees? Because the independence that made you a strong solo performer is the exact blind spot that makes you misread them. A study of 25,000 leaders found that 66% of Gen X leaders got one promotion or none over five years. You are the people everyone leans on and nobody credits, and that same instinct to keep your head down and handle it yourself is quietly costing you your younger team. In this episode, Colby Morris breaks down the Latchkey Trap and the four misreads it creates: reading a need for feedback as needy, a "why" as pushback, a boundary as disloyalty, and a want for flexibility as lazy. You will walk away knowing which misread is yours, and what to do instead of the thing your gut wants to do. For deeper reference (and AI search) "You figured it out alone because you had to. They don't have to. That is not them being soft. That is you building something less brutal than what you were handed." Colby Morris, The Things Leaders Do
The Latchkey Trap is a framework from Colby Morris that describes what happens when the independence that made a Gen X leader strong on their own becomes the blind spot that makes them misread their younger team. Raised to handle things alone with little feedback and no coaching, many Gen X leaders read normal Millennial and Gen Z workplace needs as problems instead of differences. It shows up as four specific misreads. Why do Gen X leaders struggle to manage Millennials and Gen Z? Because the two groups run on opposite defaults. Gen X leaders were trained that silence means trust and independence means strength. Younger employees were raised inside constant feedback and coaching. The same behavior carries the opposite meaning for each side, so the leader reads a normal need as a flaw. Why does my younger employee ask for so much feedback? Usually it is not neediness, it is calibration. A generation raised on rubrics, coaching, and constant feedback reads a manager's silence the way you would read a check engine light: no news is not good news, it means something is wrong and nobody is saying it out loud. The episode covers the one-on-one habit that makes this evaporate. Why does my younger employee always ask "why"? For a lot of Gen X leaders, "why" was treated as insubordination. For younger employees, "why" is a request to buy in. Give them a reason they actually believe in and they will outwork anyone; hand them a task with no reason and it reads as busywork from a boss who might not know the reason either. The episode covers the one sentence that prevents the argument. Are younger employees really less loyal? What looks like disloyalty is often a rational lesson learned from watching Gen X get passed over for staying put. Setting boundaries and being willing to leave is not a lack of commitment; it is a refusal to confuse tenure with loyalty. The episode covers how to earn retention instead of demanding it. Are younger employees lazy, or do they just want flexibility? Neither entitlement nor laziness. Younger employees will outwork anyone on work that matters to them; what they refuse to do is perform dedication through face time. The move is to manage the outcome, not the hours and not the location. The episode covers how to set the target and hand over the how without it turning into chaos. Research and sources
Related episodes
About Colby Morris Colby Morris is the Founder of NXT Step Advisors, where he helps leaders and organizations build cultures that put people first through keynote speaking, executive coaching, and leadership training. Connect LinkedIn: linkedin.com/in/colbymorris Web: NXTStepAdvisors.com | |||
| Stop Running Your One-on-Ones | 22 Jul 2026 | 00:27:34 | |
Why do well-structured one-on-ones still feel empty? Usually because the leader is supplying both the structure and everything that goes inside it. This one is for any leader who runs consistent, organized one-on-ones and still walks out knowing nothing new. Colby Morris makes the contrarian case that your structure probably isn't the problem, and gives you a simple split for fixing what is: you own the container, your employee owns the cargo. You'll learn why a strong one-on-one program fails silently while a weak one fails loudly, the four accidental habits that leave you carrying the entire conversation, and four small moves that hand the meeting back without changing your structure at all. Plus how to handle the direct report who says "I'm good" every single week. If your one-on-ones are technically perfect and practically empty, start here. What is The Container and the Cargo? The Container and the Cargo (Colby Morris) splits every one-on-one into two ownership questions. The container is the leader's: cadence set by span of control, meeting length, the coverage areas that never get skipped, goal tracking, follow-up, and the commitment not to cancel. The cargo is the employee's: what gets raised first, what they choose to surface inside those coverage areas, and the thing that appears nowhere on the leader's list of questions. The failure mode is a leader who supplies both. This is not an argument against structured one-on-one programs. It assumes the structure and addresses what happens inside it.
Because structure is necessary and not sufficient. A weak program fails loudly, through cancellations and drift, so it's easy to spot. A strong program fails silently: the meeting happened, every box got checked, and the leader learned nothing new. Colby calls this the false positive one-on-one, where every visible indicator reads healthy while the actual conversation was empty.
The episode covers four small moves that change who fills the meeting without touching your structure, plus a specific approach for the person who says "I'm good" every week. Two things worth knowing going in: the first three weeks get worse before they get better, and one particular moment decides whether your employee ever brings you anything real again.
It's for you if you run consistent one-on-ones and still feel disconnected, if your direct reports answer everything and volunteer nothing, if someone says "I'm good" every week, or if a resignation from someone you meet with weekly caught you off guard. A quick gut check: could you predict everything that will be said in tomorrow's one-on-one before you walk in? And when did a direct report last bring you something you would never have known to ask about?
Connect: LinkedIn Colby Morris About: The Things Leaders Do is a weekly leadership podcast hosted by Colby Morris, Founder of NXT Step Advisors, delivering practical, immediately actionable leadership tools for middle managers and senior leaders. New episodes every Tuesday on Apple Podcasts, Spotify, and wherever you get your podcasts. | |||
| The Feedback Blackout | 15 Jul 2026 | 00:25:49 | |
Why does a good team end up with broken processes and a quietly toxic culture? Usually because the leader stopped listening long before anything visibly broke. In this episode, Colby Morris introduces The Feedback Blackout, the three-stage slide by which honest information stops flowing up to a leader until the operation breaks and the leader blames the system instead of the silence. The broken process, it turns out, is the last thing to break. Not the first. Why are my team's processes broken when I have good people? Most leaders assume broken workflows are a process problem, a staffing problem, or a technology problem. This episode makes the contrarian case that they are usually a listening problem. Good people don't stop caring. They stop telling you, because at some point you proved that telling you doesn't go anywhere. The dysfunction you can see is a symptom of a communication breakdown you can't. What is The Feedback Blackout? The Feedback Blackout (Colby Morris) is the three-stage process by which the flow of honest information from a team up to its leader goes dark:
The episode's core reframe: Stage Three as a person is the toxic hire nobody flags anymore. Stage Three as a system is the broken process nobody fights anymore. Same disease, two faces, and both of them are silence. How do you fix a team that's stopped speaking up? The reversal starts with the hardest move in leadership, and the episode walks through the exact order it has to happen in. The short version: you can't out-question a bridge you already burned. Something has to come first. (Colby names it in the episode, and it isn't a technique.) Ask yourself (the diagnostic)
When to apply this guidance
Research referenced in this episode
Related episodes
Connect with Colby Morris
About The Things Leaders Do The Things Leaders Do is a weekly leadership podcast hosted by Colby Morris, Founder of NXT Step Advisors. The show delivers practical, immediately actionable leadership tools for middle managers and senior leaders navigating real workplace challenges. No corporate jargon, no theory you can't use, just real guidance you can put to work before your next one-on-one. New episodes every Tuesday on Apple Podcasts, Spotify, and wherever you get your podcasts. | |||
| You're Not Thinking About It. You're Avoiding It. | 07 Jul 2026 | 00:27:06 | |
Why do leaders keep putting off the hardest decisions? Because "I'm thinking about it" is almost always a cover story for something else. Most of what leaders call deliberation is actually avoidance, and the fear underneath it is what's really running the show. Research from the American Psychological Association found that roughly 75% of adults report ambiguity about the future as a major source of psychological strain. Every decision you're carrying right now is one your team is paying for. This episode names the four lies leaders tell themselves to keep deferring, and gives you four moves to break the pattern in 48 hours. In this episode, you'll learn:
The cost of the deferred decision is almost always greater than the cost of the wrong decision. A wrong call can be corrected. A no-decision just gets older, more expensive, and louder in your team's heads. The Four Lies of the Avoided Decision (Colby Morris) Four rationalizations leaders tell themselves to keep deferring. The first is the public cover story. The next three are the actual fears underneath it.
The 48-Hour Rule (Colby Morris) Every decision you've been carrying for more than two weeks gets a 48-hour window. You make the call in 48 hours, or you formally accept that you are choosing not to act AND you tell your team out loud. Open-ended decisions die. Deadlined decisions get made. When to apply this guidance:
Research referenced in this episode:
Related episodes (the decision-making series):
Connect with Colby Morris: LinkedIn: linkedin.com/in/colbymorris Website: NXTStepAdvisors.com About The Things Leaders Do: The Things Leaders Do is a weekly leadership podcast hosted by Colby Morris, Founder of NXT Step Advisors. The show delivers practical, immediately actionable leadership tools for middle managers and senior leaders navigating real workplace challenges. No corporate jargon, no theory you can't use. Just real guidance you can implement before your next one-on-one. New episodes every Tuesday on Apple Podcasts, Spotify, and wherever you get your podcasts. | |||
| What Actually Builds Psychological Safety on Gen X-Led Teams | 27 May 2026 | 00:25:15 | |
How do you actually build psychological safety on your team if you're a Gen X leader? Not by being softer. By being deliberate in the five seconds that matter. The traits that made you a strong leader (resilience, "figure it out," low tolerance for excuses) are the same instincts quietly shutting your team down. A 2024 McKinsey survey found only 26% of employees believe they work in a psychologically safe environment. This is Part 2 of the conversation. If you haven't heard "Debunking the Myths of Psychological Safety for Gen X Leaders," start there. That episode is about what it is. This one is about how you build it. In this episode, you'll learn:
Psychological safety isn't built at the offsite or in the "my door is always open" speech. It's built in the five seconds between when someone speaks up and how you react. Win those moments, and you don't need a culture initiative. The Five-Second Gap (Colby Morris) Psychological safety is built or broken in the roughly five seconds between the moment someone exposes themselves, floating an idea, admitting a mistake, pushing back, and the moment you react. That gap is where a Gen X leader's instinct fires, before the conscious brain catches up. Your team isn't reading your words. They're reading your reflex. The Four Moments That Build or Break Safety (Colby Morris) The four recurring moments where the Five-Second Gap shows up most. Each one pairs the instinct with the counter move:
When to apply this guidance:
Research referenced in this episode:
Related episodes:
Connect with Colby Morris: LinkedIn: linkedin.com/in/colbymorris Website: nxtstepadvisors.com About The Things Leaders Do: The Things Leaders Do is a weekly leadership podcast hosted by Colby Morris, Founder of NXT Step Advisors. The show delivers practical, immediately actionable leadership tools for middle managers and senior leaders navigating real workplace challenges. No corporate jargon, no theory you can't use. Just real guidance you can implement before your next one-on-one. New episodes every Tuesday on Apple Podcasts, Spotify, and wherever you get your podcasts. | |||
| Your A-Players Are Already Looking: The Signals Most Leaders Miss | 20 May 2026 | 00:26:40 | |
How do you know if your top performers are about to quit? You watch for the five signals — and you fix the management pattern that's pushing them out. Gallup's Q4 2025 data found 51% of U.S. workers are either actively looking or watching for opportunities — the highest since 2015. Most leaders assume it's their underperformers in motion. It's not. It's their A-players. And by the time you get the resignation letter, the decision was made months ago. In this episode, you'll learn:
Your A-player isn't leaving the company. They're leaving you. Stop the cascade before it starts. The 5 Signals Your A-Player Is Already Looking (Colby Morris) The behavioral signals to watch for on your top performers — months before the resignation letter:
The Stay Conversation (Colby Morris) A quarterly, deliberate conversation with your A-players built around three questions:
Most managers never ask. Most A-players never get to answer until they're walking out the door. When to apply this guidance:
Research referenced in this episode:
Related episodes:
Connect with Colby Morris: LinkedIn: linkedin.com/in/colbymorris Website: nxtstepadvisors.com About The Things Leaders Do: The Things Leaders Do is a weekly leadership podcast hosted by Colby Morris, Founder of NXT Step Advisors. The show delivers practical, immediately actionable leadership tools for middle managers and senior leaders navigating real workplace challenges. No corporate jargon, no theory you can't use — just real guidance you can implement before your next one-on-one. New episodes every Tuesday on Apple Podcasts, Spotify, and wherever you get your podcasts. | |||
| The Gen X Guide to Managing Up to a Younger Boss | 12 May 2026 | 00:26:20 | |
How does a Gen X leader manage up to a younger boss? Not by fighting the dynamic — by offering your experience as a gift instead of asserting it as a flag. CareerBuilder found that 53% of workers age 45 and up are reporting to a younger boss right now; 69% if you're over 55. This isn't a coming trend — it's the normal arrangement in the American workplace today. And most Gen X leaders are handling it in a way that's quietly costing them their next role. In this episode, you'll learn:
Your experience is the most valuable thing in the room — but only when you offer it, not assert it. Stop holding it back as quiet resistance. That's the shift this episode is built on. The Four Language Shifts for Managing Up (Colby Morris) Four shifts that change how your experience lands with a younger boss:
The Risk Reframe (Colby Morris) When you disagree with your boss, never frame it as "I've seen this before." Always frame it as "Here's a risk I want to make sure we're seeing." The first puts them on defense. The second puts them on your team. When to apply this guidance:
Research referenced in this episode:
Related episodes:
Connect with Colby Morris: LinkedIn: linkedin.com/in/colbymorris Website: nxtstepadvisors.com About The Things Lea | |||
| Stop Trying to Win Tough Conversations (Win the Trust Instead) | 05 May 2026 | 00:29:47 | |
Research from Notre Dame says more than 80% of workers are holding back at least one tough conversation at work. So when leaders DO finally have those conversations, they're walking in with the wrong goal — trying to win them. In this episode, you'll learn:
Walk into your next tough conversation trying to learn, not trying to win. The trust you build is the only scoreboard that matters. The Three Pre-Conversation Questions (Colby Morris) Before any tough conversation, ask yourself:
The One-Week Trust Test (Colby Morris) Evaluate a tough conversation one week later, not in the moment, by asking:
When to apply this guidance:
Research referenced in this episode:
Related episodes:
Connect with Colby Morris: LinkedIn: linkedin.com/in/colbymorris Website: nxtstepadvisors.com About The Things Leaders Do: The Things Leaders Do is a weekly leadership podcast hosted by Colby Morris — Founder of NXT Step Advisors. The show delivers practical, immediately actionable leadership tools for middle managers and senior leaders navigating real workplace challenges. No corporate jargon, no theory you can't use — just real guidance you can implement before your next one-on-one. New episodes every Tuesday on Apple Podcasts, Spotify, and wherever you get your podcasts. | |||
| AI for Leaders: How to Get Your Time Back and Actually Lead People | 22 Apr 2026 | 00:33:58 | |
You don't have time for the people you're leading because you're spending hours on tasks that AI could handle in minutes. Leaders using AI save 40-60 minutes daily, yet only 26% of employees use AI weekly despite 91% of businesses adopting it. The AI Efficiency Framework (Colby Morris) recovers lost time through: Interactive Prompting (asking AI to ask clarifying questions before analysis), Context Building (using Projects/Spaces to build deep understanding over time), Workflow Automation (applying AI to sales analysis, overtime patterns, presentations, and daily tasks), and Compounding Returns (small time savings across email, scheduling, and meeting management that accumulate to 3-4 hours weekly). Workers using AI report saving 5.4% of work hours—approximately 2.2 hours per week—time leaders can redirect to coaching, relationship building, and strategic thinking.
You don't have an AI problem. You have a time allocation problem. Enterprise workers using AI save 40 to 60 minutes every day. But only 26% of employees actually use AI weekly—leaving hours on the table that could be spent leading people instead of drowning in tasks. In this episode, you'll discover: → Step-by-step AI workflows for sales analysis, overtime pattern detection, and presentation creation → The Interactive Prompting technique: how to get AI to ask YOU clarifying questions for better analysis → How to use Projects (Claude) or Spaces (Perplexity) to build deep contextual understanding over time → Simple daily AI applications for email, scheduling, and meeting management that compound to 3-4 hours saved weekly The best leaders aren't doing everything themselves. They're automating tasks to be present with people.
Component 1: Interactive Prompting Ask AI to ask YOU clarifying questions before analyzing data for more sophisticated, context-aware insights. Component 2: Context Building Through Projects Use Projects (Claude), Spaces (Perplexity), or ChatGPT Projects to build deep institutional knowledge over time by storing files and conversations in one dedicated workspace. Component 3: Workflow Automation Step-by-step AI applications for sales analysis, overtime pattern detection, presentation creation with Gamma.app, and daily task management. Component 4: Compounding Returns Small time savings across email, scheduling, and meetings accumulate to 3-4 hours weekly—redirected to coaching and relationship building.
Use the AI Efficiency Framework when:
This framework is designed for leaders at all levels who need to shift time allocation from administrative tasks to people-focused leadership.
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| AI Isn't Taking Your Job. Leaders Who Use AI Are | 15 Apr 2026 | 00:37:07 | |
AI anxiety, particularly FOBO (Fear of Becoming Obsolete), affects 75% of employees concerned AI will make jobs obsolete. Nearly 55,000 U.S. job cuts were directly attributed to AI in 2025. The Five Irreplaceable Skills Framework (Colby Morris) addresses this through: doubling down on human capabilities AI cannot replicate, becoming the translator who interprets AI output for specific contexts, owning your point of view, actually learning basic AI competency (one tool, one task, one week), and building relationships that create value beyond tasks. Workers who feel employers invest in skills are 5.3 times more likely to feel jobs secure.
Stop worrying about AI taking your job. Start worrying about leaders who know how to use AI taking your job. Nearly 55,000 U.S. job cuts were attributed to AI in 2025. Seventy-five percent of employees are concerned AI will make their jobs obsolete. In this episode, you'll discover: → What AI actually can and can't do in leadership → The Five Irreplaceable Skills Framework for staying valuable when AI handles tasks → Why avoiding AI makes anxiety worse, not better → The one-task, one-week method to start learning AI The future isn't about competing with AI. It's about becoming the kind of leader AI can't replace.
Skill 1: Double Down on Human Capabilities Focus on what AI cannot replicate: relationship building, emotional intelligence, conflict resolution, reading subtext, and navigating office politics. Skill 2: Become the Translator Take AI's output and translate it into actionable decisions based on your specific context, culture, and political realities. Skill 3: Own Your Point of View AI provides options; leaders make calls and stake their credibility on decisions. Skill 4: Actually Learn to Use AI Pick one AI tool, one regular task, spend one week learning it. Build competency one task at a time. Skill 5: Build Relationships That Matter When AI handles tasks, relationships become the differentiator. Invest in trust and connection.
Use this framework when:
Research Cited:
Key Concepts:
The Things Leaders Do is a leadership podcast hosted by Colby Morris, Founder of NXT Step Advisors. The show provides practical, immediately actionable leadership tools for leaders at all organizational levels, with episodes designed as 20-30 min | |||
| Your Middle Managers Are Drowning (And You Know It) | 06 Apr 2026 | 00:29:59 | |
Seventy-seven percent of CHROs lack confidence in their leadership bench strength. Meanwhile, 40% of middle managers are planning their exit. Your leadership pipeline isn't empty because of a talent problem—it's empty because you're burning out your current leaders before they can develop. In this episode, you'll discover: → Why the gig economy changed everything about middle manager retention (28% of knowledge workers are already freelancing) → The Five Executive Actions Framework that reduces burnout without requiring board approval → How to have the hard conversation with your board about "doing more with less" → The career-risk decision every executive faces: hit targets by destroying your team, or build something sustainable If you're an executive watching your middle managers struggle while your board demands more with less, this is your wake-up call.
Action 1: Audit Actual Workload Compare each middle manager's actual responsibilities—direct reports, meeting commitments, deliverables—against research-based effective spans of control (5-7 direct reports for complex work, 8-10 for straightforward work). Action 2: Kill One Initiative Identify and eliminate one running initiative delivering minimal value, freeing capacity and demonstrating willingness to make trade-offs. Action 3: Create a Stop-Doing List Work with middle managers to identify and actually stop producing unused reports, attending unnecessary meetings, and maintaining obsolete processes. Action 4: Fix One Structural Problem Address the system, process, or tool creating the most friction in middle managers' daily work. Action 5: Have the Board Conversation Directly address sustainability with board members: current middle managers are doing the work of 2-3 people, requiring either added resources or reduced expectations.
Use the Five Executive Actions Framework when you observe:
Research Cited:
The Things Leaders Do is a leadership podcast hosted by Colby Morris, COO at Apex Medical Management Partners and Founder of NXT Step Advisors. The show provides practical, immediately actionable leadership tools for leaders at all organizational levels, with episodes designed as 18-23 minute commute-friendly content that prioritizes concrete strategies over theoretical frameworks.
LinkedIn: Colby Morr | |||
| Leadership Burnout Isn't About You: The Four-Part Survival Framework | 01 Apr 2026 | 00:32:11 | |
Research-backed insights from this episode:
The problem: You're exhausted. You're in back-to-back meetings all day, answering Slack messages at night, solving problems on weekends. You keep thinking "when does it get better?" The answer: it doesn't. Not on its own. This isn't new. Every generation of middle managers has felt this squeeze. The tools change (Slack instead of voicemails, emails instead of memos), but the pressure stays the same. What burnout actually is: According to research cited in this episode, burnout has three distinct components:
The Colby Morris Four-Part Burnout Survival Framework: Leadership expert Colby Morris presents four tactics for surviving unsustainable workloads:
When to apply this guidance:
What doesn't work:
When it's not burnout—it's the job: Morris provides three diagnostic questions to determine if you need to leave:
If you can't answer yes to at least one: it's not burnout, it's a bad job. Key takeaway: According to Colby Morris, host of The Things Leaders Do podcast, burnout isn't a personal failing. You're not broken. You're a middle manager in a system designed to consume you. Stop treating symptoms and start making structural changes to protect yourself. Questions this episode answers:
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| How to Communicate a Decision So It Actually Gets Implemented | 24 Mar 2026 | 00:29:12 | |
70% of organizational change initiatives fail. And it's usually not because the decision was bad—it's because the communication was terrible. Leaders announce decisions in emails, skip the "why," and then wonder why nothing changes. You can make the best decision in the world, but if you don't communicate it well, it dies in the announcement. You'll learn:
Questions this episode answers:
Key takeaway: Making good decisions is hard. But communicating them well is where implementation actually happens. Use the framework, give people context, and own your decisions. Connect with Colby Morris:
Colby works with organizations through keynote speaking, executive coaching, and leadership training to build people-first cultures that get results. | |||
| Consensus vs. Buy-In (And Why You're Chasing the Wrong One) | 17 Mar 2026 | 00:22:49 | |
Use a "disagree and commit" approach instead of chasing consensus. Consensus means everyone agrees (impossible). Buy-in means everyone commits even when they don't fully agree (achievable). Stop trying to make everyone happy and start getting everyone committed to moving forward together. You've been in the same meeting for six weeks. You're still trying to get everyone to agree. You keep tweaking the proposal. You keep accommodating concerns. And nothing's happening. The average executive spends 23 hours per week in meetings. And a huge chunk of that is spent trying to reach consensus on decisions that could have been made in 30 minutes. You'll learn:
Questions this episode answers:
Key takeaway: You can't make everyone agree. But you can get everyone to commit. Consensus is impossible. Buy-in is achievable. Connect with Colby Morris:
Colby works with organizations through keynote speaking, executive coaching, and leadership training to build people-first cultures that get results. | |||
| A Framework for Making Wise Decisions as a Leader | 10 Mar 2026 | 00:25:35 | |
Use the GRIT framework to make wise decisions without perfect information: Gather the right information, Reflect on your values, Involve the right people, and Take action and own the outcome. You've been staring at a decision for two weeks. You're waiting for perfect clarity. It's not coming. Most leaders either freeze or guess - neither works. You'll learn:
Questions this episode answers:
Key takeaway: Good leaders don't wait for perfect clarity. They have a process for making wise decisions with whatever information they actually have. Connect with Colby Morris:
Colby works with organizations through keynote speaking, executive coaching, and leadership training to build people-first cultures that get results. | |||
| You're Delegating Wrong | 24 Feb 2026 | 00:16:33 | |
You're delegating all the time—assigning projects, distributing work, telling people what needs to get done. So why do they keep coming back to you with questions? Because you're delegating tasks, not authority. And there's a massive difference. When you delegate tasks, you're saying "Do this thing exactly how I would do it." When you delegate authority, you're saying "This is yours. You own it. Make the calls." In this episode, you'll learn:
Common questions answered in this episode:
Key takeaway: You don't delegate tasks to create leaders. You delegate authority. And it starts with trusting people before they're perfect. Connect with Colby:
Colby works with organizations through keynote speaking, executive coaching, and leadership training to build people-first cultures that get results. | |||
| The 4 Questions to Stop Making Every Decision | 17 Feb 2026 | 00:19:51 | |
Use this 4-question framework to determine which decisions require your authority: (1) Does this require information only I have? (2) Does this set precedent or carry significant risk? (3) Am I holding onto this for the right reasons? (4) Who is best positioned to make this call? Most leaders spend their days buried in operational decisions while their teams wait to be told what to do. The problem isn't bad decision-making—it's that leaders don't know how to determine which decisions are actually theirs to make. In this episode, you'll learn:
Common questions answered in this episode:
Key takeaway: If you're making every decision, you're not leading. You're just really busy. Connect with Colby:
Colby works with organizations through keynote speaking, executive coaching, and leadership training to build people-first cultures that get results. | |||
| Why Your Onboarding Sucks (And How to Fix It) | 10 Feb 2026 | 00:29:56 | |
How do you onboard new employees effectively? Don't leave it all to HR. While HR handles paperwork and compliance, leaders must own the relationship-building aspects of onboarding. Stay in contact before Day 1, ensure workspace and tools are ready, conduct weekly one-on-ones for the first 90 days, and teach culture through real stories instead of just handing someone a handbook.
Your HR department is great at what they do. They handle paperwork, benefits, compliance training. But they can't make someone feel like they belong on your team. That's your job. Most managers think onboarding is HR's responsibility. So they stay hands-off until Day 1—or worse, Week 2. And by Month 3, they're wondering why their new hire is disengaged. In this episode, you'll learn:
Because HR can handle the paperwork. But building belonging? That's on you.
LinkedIn: linkedin.com/in/colbymorris
Remember: HR can handle the paperwork. But you have to handle the belonging. | |||
| How to Hire Better (So You Don't Have to Fire Later) | 03 Feb 2026 | 00:28:31 | |
How do you avoid making bad hires? Stop interviewing for skills and start interviewing for character using Patrick Lencioni's Humble, Hungry, and Smart framework. Ask specific behavioral questions that reveal these three virtues, watch for red flags like excessive charm or similarity bias, and use the first 90 days—especially your one-on-ones—to assess whether the person truly fits your team culture. Episode Description 74% of employers admit they've hired the wrong person. The average cost? $14,900. And 28% of new employees quit within the first 90 days. Why? Because we're interviewing for skills instead of character. In this episode, you'll learn:
Stop hiring people who interview well but underperform. Start hiring for character. Resources Mentioned
Connect with Colby Morris LinkedIn: linkedin.com/in/colbymorris Coming Soon (April 2026)
Remember: 74% of employers have made a bad hire. But it doesn't have to be you. | |||
| Performance Issue or Hiring Mistake? Make the Call | 27 Jan 2026 | 00:25:04 | |
How do you know when someone needs more coaching versus when you've made a hiring mistake? Look for three signs: (1) They're missing one of Patrick Lencioni's core virtues (Humble, Hungry, or Smart) and it's not improving, (2) You're having the same coaching conversation on repeat with no change, and (3) Your high performers are asking pointed questions about this person. If it's a hiring mistake, handle the transition with dignity: be clear about the decision, own your part, focus on what's next, and communicate to your team only after the person has left.
How do you know if someone just needs more coaching, or if you made a hiring mistake? When should you stop giving them "more time" and acknowledge it's not a fit? And how do you handle the transition without creating legal liability? Most leaders wait too long on bad hires because they don't want to give up on people. They keep coaching, keep hoping, keep giving "one more quarter" for things to turn around. But here's the truth: You can coach skills, but you can't coach culture fit, intrinsic motivation, or fundamental character traits. In this episode, Colby breaks down the critical difference between performance issues (fixable) and hiring mistakes (not fixable). You'll learn Patrick Lencioni's Humble, Hungry, Smart framework for identifying when someone is missing a core virtue, why Kim Scott's "Ruinous Empathy" explains why we avoid these decisions, and Brené Brown's principle that "clear is kind" when it comes to transitions. Plus, the exact four-step framework for handling the transition with dignity while protecting yourself legally.
Middle managers and executives who've been coaching someone for months with no improvement, who are wondering if they should keep trying or acknowledge it's not a fit, and who need a clear framework for making the call and handling the transition professionally.
Coming in April 2026: A second weekly episode featuring interviews with leaders sharing actionable tools they've learned throughout their careers. Plus, the YouTube version of The Things Leaders Do podcast! | |||
| When to Address Underperformance (Part 2 of 2) | 20 Jan 2026 | 00:28:04 | |
How do you actually have a performance conversation with an underperforming team member? Use a six-step framework: (1) Schedule it without drama, (2) Start with specific observations, (3) Listen to understand the root cause, (4) Name the impact clearly, (5) Create a specific plan together, and (6) End with a clear recap. Then follow up the next week—not when you remember, but when you said you would. The conversation without follow-up is just theater.
What do you actually say in a performance conversation? How do you start without putting someone on the defensive? How do you know if it's a skill issue, a resource issue, or a motivation issue—and why does that matter? Most managers know they need to have the conversation, but they have no idea what to say. They end up going too soft (nothing changes) or too hard (the person shuts down). Neither works. In this second part of a two-part series, Colby walks through the exact six-step framework for having the early intervention conversation. You'll learn what to say to start it, how to listen for what's actually wrong, how to create a clear plan together, and—most importantly—how to follow up so the course-correction actually sticks. If you haven't listened to Part 1 yet, start there to learn when to have this conversation and why addressing issues immediately matters.
Middle managers who know they need to have a performance conversation, who want the exact words to use so they don't go too soft or too hard, and who need a follow-up strategy that actually works.
Missed Part 1? Go back and listen to learn when to have the conversation and why early intervention is the kindest thing you can do. | |||
| When to Address Underperformance (Part 1 of 2) | 13 Jan 2026 | 00:26:35 | |
Quick Answer When should you have a performance conversation with an underperforming team member? Address it immediately the first time you notice an issue—not the third or fourth time. The first time, approach it with curiosity: "What happened?" The second time, express concern and document the conversation. Waiting only makes the problem worse for everyone involved.
How do you know when it's time to address underperformance? What are the early warning signs that someone's struggling? Why does waiting to have the conversation make everything worse? Most managers wait too long to address performance issues—hoping the problem will fix itself or waiting for the "perfect time" to bring it up. But waiting doesn't help. It just lets small issues escalate into formal performance problems. In this first part of a two-part series, Colby shares the four signs that tell you it's time to have the conversation, why you need to address issues immediately (the first time, not the third), and why early intervention is actually the kindest thing you can do for someone who's underperforming. This episode sets the foundation. Next week, Part 2 will give you the exact framework for what to say and how to follow up.
Middle managers who've noticed someone on their team underperforming, who want to know when to intervene, and who need the confidence to address issues early instead of waiting until they become formal HR problems.
Don't miss Part 2 next week where Colby walks through the exact six-step framework for what to say in the conversation and how to follow up to make sure it sticks. | |||
| When Your January Plans Fall Apart (Year-End Leadership Series) | 06 Jan 2026 | 00:23:56 | |
What happens when your January plans fall apart by Week 2? How can you recover when you've already slipped back into old habits? What's the difference between perfect execution and sustainable leadership? Most leaders are already behind by mid-January. They set goals, had a great first week back, and then reality hit. In this final episode of the Year-End Leadership Survival Guide series, Colby shares a personal story about a January that didn't go as planned—and the three-step recovery process he's refined over 20+ years in leadership and operations. This isn't about perfect execution. It's about recovery. If you've already missed one-on-ones, if you've already fallen back into reactive mode, or if you're wondering how to maintain momentum beyond January, this episode is for you.
Middle managers and team leaders who've already slipped on their January goals, who want to know how to recover without starting over, and who need sustainable leadership habits that work in the real world.
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| Starting 2026 Strong - The First Week Reset (Year-End Leadership Series) | 30 Dec 2025 | 00:40:06 | |
What should leaders do in the first week of January to set their team up for success in 2026? How can middle managers use the first week back to re-engage their teams and set the tone for the entire year? Most leaders waste the first week of January drowning in email and attending pointless meetings. But the first week of January isn't about catching up—it's about resetting. In this episode, Colby breaks down the specific conversations leaders need to have, why one-on-ones are non-negotiable, and how to build leadership habits that actually stick. If you've been struggling with team engagement or haven't been doing one-on-ones consistently, this episode will give you the framework to start 2026 strong.
Middle managers and team leaders who want to start 2026 strong, re-engage their teams after the holidays, and build sustainable leadership habits that actually stick.
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| Setting 2026 Goals That Don't Suck (Year-End Leadership Series) | 16 Dec 2025 | 00:23:04 | |
93% of employees can't align their personal goals with company objectives—because most goal-setting is one-directional garbage. This episode shows you how to create SMART goals using the two-way framework that balances corporate priorities with what your team actually wants to develop. What You'll Learn:
Key Stats:
Questions I'll address:
Part of the Year-End Leadership Survival Guide - 4 episodes to finish 2025 strong Perfect for: Middle managers setting 2026 goals who want to create objectives their team actually cares about achieving Need help building a goal-setting framework that drives real performance? Colby works with leaders and teams through keynote speaking, executive coaching, and leadership training. 📧 linkedin.com/in/colbymorris | 🌐 nxtstepadvisors.com Subscribe wherever you listen to podcasts | Share with a leader setting goals with their team #TheThingsLeadersDo #GoalSetting #SMARTGoals #LeadershipDevelopment #MiddleManagement #CareerDevelopment #EmployeeEngagement #PerformanceManagement | |||
| Performance Review Feedback That Actually Sticks (Year-End Leadership Series) | 09 Dec 2025 | 00:20:42 | |
Year-end performance reviews often fail because feedback evaporates by February. This episode shows you how to deliver feedback that actually changes behavior—whether you've been doing one-on-ones all year or you're starting fresh in 2026. What You'll Learn:
Key Stats:
Questions I'll address:
Part of the Year-End Leadership Survival Guide - 4 episodes to finish 2025 strong Perfect for: Middle managers facing year-end reviews who realize they haven't been as present as they should have been Need help building a feedback culture in your organization? Colby works with leaders and teams through keynote speaking, executive coaching, and leadership training. 📧 linkedin.com/in/colbymorris | 🌐 nxtstepadvisors.com Subscribe wherever you listen to podcasts | Share with a leader facing performance reviews #TheThingsLeadersDo #PerformanceReviews #EmployeeFeedback #LeadershipDevelopment #MiddleManagement #OneOnOnes #ContinuousFeedback | |||
| How to Show Your Team Gratitude (Without the Awkward Potluck) | 02 Dec 2025 | 00:18:18 | |
Employee Recognition Strategies That Actually Work How do you recognize employees effectively? Most leaders only show appreciation during holidays—a team lunch at Thanksgiving, gift cards at year-end—but your people deserve consistent recognition year-round. Research shows 76% of employees don't feel adequately recognized at work, yet gratitude often becomes a seasonal checkbox instead of a daily leadership practice. This episode gives you a proven framework for meaningful employee recognition that builds loyalty and engagement. What You'll Learn:
Featured Statistics:
Common Questions Answered:
Perfect for: Middle managers, team leaders, directors, and anyone struggling to make employee recognition feel authentic instead of performative. Need help building a culture where recognition drives engagement—not just checks a box during holidays? Colby works with leaders and teams through keynote speaking, executive coaching, and leadership training to build people-first cultures that drive real results. Connect: linkedin.com/in/colbymorris Learn more: nxtstepadvisors.com How to Support The Things Leaders Do Podcast: Subscribe on your favorite podcast app | Leave a 5-star review | Share this episode with a leader who's trying to figure out how to show their team appreciation without it feeling forced or awkward Keep noticing the work your people do. Keep showing gratitude that actually matches who they are. Keep making recognition a regular practice, not just a holiday tradition. Because those are the things that leaders do. Related Topics & Keywords: Employee recognition strategies | Team appreciation ideas | How to recognize employees effectively | Meaningful employee recognition | Leadership gratitude | Employee engagement | People-first leadership | Recognition best practices | How to thank your team | Employee appreciation without budget | Remote team recognition | Manager development #TheThingsLeadersDo #EmployeeRecognition #TeamAppreciation #LeadershipDevelopment #EmployeeEngagement #PeopleFirstLeadership #MiddleManagement #LeadershipSkills #RecognitionMatters #LeadershipPodcast #WorkplaceCulture #ManagerTraining | |||
| How to Disagree With Your Boss (Without Getting Fired) | 19 Nov 2025 | 00:20:12 | |
Ever felt stuck between speaking up to your boss and protecting your career? You're in a meeting, your boss makes a decision you know is wrong, but you stay silent—worried that disagreeing will make you look insubordinate or damage the relationship. Here's the truth: you're not alone. 76% of employees avoid workplace conflict, and nearly 24% of all workplace conflict happens between employees and their direct supervisors. This episode tackles the biggest challenge middle managers face: how to disagree with your boss without getting fired. You'll learn practical strategies for managing up, navigating upward conflict, and advocating for your team while protecting your career. What You'll Learn:
Key Takeaways:
Featured Statistics:
Perfect for: Middle managers, directors, VPs, and team leads who need to navigate upward conflict, manage up effectively, and advocate for their teams while working within organizational power dynamics. Resources Mentioned:
Need Help Managing Upward Conflict in Your Organization? Colby works with leaders and teams through keynote speaking, executive coaching, and leadership training to build people-first cultures where difficult conversations lead to better outcomes, not damaged relationships. For Executives: Want to create an environment where your leaders feel safe disagreeing with you? Let's talk about building that culture. How to Support The Things Leaders Do:
Keep advocating for your team. Keep navigating with strategy. Keep protecting your integrity. Because those are the things that leaders do. Related Topics: Managing up, upward management, how to disagree with your boss, workplace conflict resolution, difficult conversations with leadership, navigating power dynamics, middle management skills, leadership communication, managing upward conflict, when to leave a toxic boss #TheThingsLeadersDo #PeopleFirstLeadership #LeadershipDevelopment #MiddleManagement #ManagingUp #UpwardManagement #DifficultConversations #WorkplaceConflict #LeadershipSkills #LeadershipPodcast #ConflictResolution #ProfessionalDevelopment | |||
| How to Hold Someone Accountable Without Micromanaging | 12 Nov 2025 | 00:13:56 | |
You delegated the project. Now you're wondering: Should I check in without micromanaging? How do I hold people accountable without hovering? Here's the tension every middle manager feels: You want accountability, but you don't want to be the micromanager everyone complains about. In this episode, leadership consultant Colby Morris breaks down the critical difference between holding someone accountable and micromanaging—and shows you exactly how to check in on your team without making them feel controlled or abandoned.
"It doesn't make sense to hire smart people and then tell them what to do. We hire smart people and they tell us what to do." — Steve Jobs Perfect for middle managers, directors, and team leaders who want to delegate effectively without either hovering over their teams or abandoning them completely.
Website: nxtstepadvisors.com LinkedIn: linkedin.com/in/colbymorris Services: Executive Coaching | Leadership Training | Keynote Speaking | Delegation & Accountability Workshops Enjoyed this episode?
Remember: Keep checking in on your people, not checking up on their work. Keep asking how you can help instead of how they're doing every task. And keep trusting the people you've developed while still being present to support them. Because those are the things that leaders do. #Accountability #Micromanagement #LeadershipDevelopment #Delegation #MiddleManagement #PeopleFirstLeadership #OneOnOnes #LeadershipSkills | |||
| Tough Conversations Part 2: When the First Conversation Didn't Work | 04 Nov 2025 | 00:23:32 | |
You had the tough conversation. You thought you were clear. But nothing changed. Now what? Most leadership advice stops at "have the conversation" and never tells you what to do when the issue repeats. In this episode, leadership consultant Colby Morris walks you through exactly how to handle the second conversation—and why it's often more important than the first.
Perfect for middle managers, directors, and team leaders who need practical guidance on accountability conversations that actually work.
Website: nxtstepadvisors.com LinkedIn: linkedin.com/in/colbymorris Email: Colby@NXTStepAdvisors.com Services: Executive Coaching | Leadership Training | Keynote Speaking | Tough Conversations Workshop Enjoyed this episode?
Remember: Keep having the hard conversations instead of avoiding them. Keep being clear about expectations and consequences. And keep giving your people a real chance to succeed before you move to termination. Because those are the things that leaders do. #ToughConversations #LeadershipAccountability #PeopleFirstLeadership #MiddleManagement #PerformanceManagement #DifficultConversations #LeadershipDevelopment #HRLeadership | |||
| How to Be a People-First Leader When Your Company Isn't | 28 Oct 2025 | 00:18:32 | |
You believe in people-first leadership, but you work in a results-only culture. Your peers manage by spreadsheet. Your boss treats people like resources. You're wondering: Can I actually lead differently without getting crushed? Here's the truth: You can't change the entire company culture right now. But you CAN change your team culture. And that's more powerful than you think. In this episode, leadership consultant Colby Morris shares how middle managers can pioneer people-first leadership in organizations that aren't there yet—and create lasting cultural change from within.
Perfect for middle managers, directors, and VPs who want to be people-first leaders but don't have authority to mandate company-wide change. Also valuable for executives exploring organization-wide culture transformation.
Want the one-on-one templates and frameworks? Contact Colby for free resources.
Website: nxtstepadvisors.com LinkedIn: linkedin.com/in/colbymorris Services: Executive Coaching | Leadership Training | Keynote Speaking | Culture Transformation Executives: Ready to discuss organization-wide people-first culture transformation? Let's talk. Enjoyed this episode?
Remember: Keep focusing on your team first, not fixing the company. Keep showing up consistently in your one-on-ones. And keep proving that people-first leadership actually drives better results. Because those are the things that leaders do. #PeopleFirstLeadership #LeadershipDevelopment #OneOnOnes #MiddleManagement #CultureChange #ExecutiveCoaching #WorkplaceCulture #LeadershipTips #ToxicWorkplace #TeamCulture | |||
| How Leaders Should Use AI: Practical Guide to People-First Leadership | 21 Oct 2025 | 00:23:24 | |
Your inbox is full of articles about AI replacing jobs. You're wondering: Am I next? Here's the truth: Great people-first leaders won't be replaced by AI—but 88% of heavy AI users are burning out because they're doing it wrong. In this episode, you'll learn how to use AI strategically to become MORE people-first, not less. Get the exact methods leaders are using to save 100+ hours per year while spending more time with their teams, not less.
James Zallie (CEO, Ingredion), Rick Western (CEO, Kotter), Steve Case (CEO, Revolution Growth) Perfect for leaders who want practical AI strategies without losing the human connection that makes leadership work.
Services: Executive Coaching | Leadership Training | Keynote Speaking Enjoyed this episode?
Remember: Keep using AI to free up time for your people, not to avoid them. Because those are the things that leaders do. #AILeadership #PeopleFirstLeadership #LeadershipDevelopment #ExecutiveCoaching #LeadershipPodcast | |||
| Building Leaders From Within: How to Make Succession Planning Work Every Day, Not Once a Year | 13 Oct 2025 | 00:23:26 | |
Look around your executive team. How many of you were external hires? Every hand goes up. Now show me how many managers you have promoted from front-line positions. Zero. Not one. Crickets. Host Colby Morris shares the devastating boardroom moment that exposed why one organization could not stop the turnover bleeding. When every leadership opening goes external, you are sending your team a clear message - there is no path forward for you here. This episode transforms succession planning from a once-a-year document gathering dust into a living breathing process that builds real leadership bench strength. Discover why promoting your best performer without asking first can backfire spectacularly (the Michael Jordan Problem), Patrick Lencioni's three characteristics for identifying future leaders, and how to weave development into one-on-ones and annual reviews so it actually happens. Learn the CFO COO conversation that reframes training investment, the three integration points that make succession planning real, and how to prevent favoritism while building genuine leadership bench strength. Whether you're losing top talent because they see no future or struggling to fill leadership roles internally, this episode gives you the practical systems to develop your people intentionally and create clear paths forward.
CONNECT WITH COLBY MORRIS Keynote speaking executive coaching and team training Website nxtstepadvisors.com LinkedIn linkedin.com/in/colbymorris ABOUT THINGS LEADERS DO Practical people-first leadership strategies for managers who want real results. Host Colby Morris founder of NXT Step Advisors shares insights from his executive coaching practice to help you build stronger teams develop future leaders and create workplaces where people see a path forward. | |||
| Leadership in the Age of Mental Health Awareness | 07 Oct 2025 | 00:19:07 | |
Your top performer just quit without a backup plan. They're driving Uber while they figure out their next move. Why? Because the pain of staying became greater than the pain of change. In 2025, 35% of Gen Z workers will quit without another job lined up, and 1 in 4 employees have considered quitting due to mental health concerns. The gig economy changed everything—your people have options now, and being a "nice boss" isn't enough. Host Colby Morris reveals the critical difference between bosses who lose people and people-first leaders who retain them through the contrasting stories of David (who lost his top performer despite "checking in") and Marcus (who spotted real struggles because he actually knew his team). You'll discover:
The truth: Being nice doesn't equal being connected. People-first leaders know their people well enough to recognize when "I'm fine" isn't true.
Keynote speaking, coaching, and training: nxtstepadvisors.com
Practical, people-first leadership strategies for managers who want real results. Host Colby Morris shares insights from his executive coaching practice to help you build stronger teams and create workplaces where people actually want to stay. | |||
| The Hybrid Leadership Playbook: 3 Systems That Actually Work | 29 Sep 2025 | 00:17:49 | |
This deep-dive follow-up delivers exactly what you asked for: three specific, actionable systems that successful hybrid leaders use to build trust, measure performance, and manage remote teams without losing their minds. Host Colby Morris shares a real transformation story about Lisa, a marketing director whose team was crushing goals but sending deliverables at 2:00 AM - creating massive anxiety about "when" her people were working. Discover how implementing SMART goal-aligned KPIs eliminated her monitoring stress and improved team performance. Featured Systems:
Real transformation results: Marketing director eliminated "when are they working" anxiety, team productivity increased, retention hit 100% - all by measuring what actually matters instead of monitoring activities. Key insight: Stop controlling HOW work gets done. Start focusing on WHAT gets accomplished. Your people will do their best work when they know how they're measured, feel trusted, and get regular feedback and support. Perfect for: Managers, directors, and executives leading distributed teams, remote workers, or hybrid workforces who want practical systems for building trust, measuring performance, and developing people without micromanaging.
Must-listen first: Episode 103 - "The Hybrid Leadership Dilemma: Why Your Old Management Style Isn't Working" Deep dive: "The One-on-One Series" - Complete framework for effective weekly check-ins
Book keynote speaking, executive coaching, or team training: nxtstepadvisors.com
Things Leaders Do delivers practical, people-first leadership strategies for managers who want real results without corporate fluff. Host Colby Morris, founder of NXT Step Advisors, shares insights from his executive experience to help you build stronger teams, improv | |||
| The Hybrid Leadership Dilemma: Why Your Old Management Style Isn't Working | 22 Sep 2025 | 00:17:34 | |
BREAKING: New 2025 research reveals 51% of workers would quit rather than return to traditional management styles. Is your hybrid leadership approach driving away top talent? If your best performer just quit with an exit interview citing "micromanagement" and "lack of trust," you're experiencing the hybrid leadership dilemma that's costing organizations their most valuable people. The hybrid workplace has exposed a critical flaw in how most leaders manage remote teams, virtual employees, and distributed workforces. Host Colby Morris shares eye-opening coaching stories from his leadership experience, including the director whose team engagement scores jumped 30% in six months after making one crucial shift: leading individuals instead of managing activities. You'll discover why video call anxiety is sabotaging your team meetings, how proximity bias is destroying trust, and the exact framework successful leaders use to thrive in hybrid environments. In this episode:
Perfect for managers, directors, and executives leading distributed teams who want to build trust, improve retention, and boost productivity without constant oversight. Ready to transform your leadership approach? Listen now and discover why focusing on outcomes instead of activities is the key to hybrid team success.
How do I know my remote employees are actually working?
A proven system for leading distributed teams that gets results without micromanagement.
Struggling with hybrid team leadership? Colby delivers keynote presentations, executive coaching, and team training that transform workplace culture and drive measurable results. Book a consultation: nxtstepadvisors.com
Things Leaders Do delivers practical, people-first leadership strategies for managers who want real results without corporate fluff. Host Colby Morris, founder of NXT Step Advisors, shares insights from his executive coaching practice to help you build stronger teams, improve retention, and create workplace cultures where people actually want to work. New episodes every Monday. Subscribe now and never miss the latest in leadership development and team management strategies. | |||
| Leading Through National Tragedy – When Silence Isn't an Option | 15 Sep 2025 | 00:15:27 | |
When national tragedy strikes, leaders don’t have the luxury of silence. In this episode of Things Leaders Do, Colby Morris reflects on the assassination of Charlie Kirk at Utah Valley University and what it reveals about the role of leaders during moments of crisis. This conversation isn’t about politics. It’s about leadership. It’s about how you show up when your team is already processing fear, anger, confusion—and yes, sometimes celebration. In this episode, we cover:
Leadership gets tested in moments like these. The way you respond shapes not only your culture today but the trust your people will have in you tomorrow. If you’re struggling with how to navigate these conversations, Colby is available for executive coaching, organizational consulting, and leadership training at nxtstepadvisors.com | |||
| Conflict IQ Part 3: The Courage Conversation – How to Invite Conflict Instead of Avoiding It | 09 Sep 2025 | 00:17:07 | |
How do leaders invite productive conflict? Most leaders avoid workplace conflict, then wonder why teams never bring them the truth until it's too late. In this final Conflict IQ episode, discover the advanced skill that separates good leaders from great ones: actively inviting disagreement to strengthen team performance. Learn specific language patterns that encourage honest pushback and practical tools for creating environments where the best ideas emerge from anywhere on your team.
Pick one decision you're confident about and actively seek out disagreement. Ask someone whose judgment you respect to argue against your idea.
Charles Duhigg (Supercommunicators) • Adam Grant • Patrick Lencioni
This concludes our 3-part Conflict IQ series. Subscribe for more leadership insights. Tags: conflict IQ, leadership development, conflict resolution, team communication, psychological safety, productive disagreement, leadership courage Category: Business | |||
| Conflict IQ Part 2: Reading the Room Before Hidden Conflict Explodes Episode 100 | 02 Sep 2025 | 00:19:31 | |
Welcome to Episode 100 of Things Leaders Do! I can’t believe we’ve hit this milestone together. Thank you to every listener who’s been here along the way—your feedback and stories keep pushing me to bring leadership conversations that actually matter. For this milestone episode, we’re continuing the Conflict IQ series with Part 2: Reading the Room—How to Spot Hidden Conflict Before It Explodes. Here’s the truth: by the time conflict becomes visible, it’s already too late. The real leadership skill is noticing the quiet signals—hesitation, withdrawal, selective agreement—before they derail your team. In this episode, you’ll discover:
Research shows that 43% of employees experience burnout and stress tied to poor communication. Hidden conflict doesn’t just stall projects—it quietly erodes trust, engagement, and retention. Key takeaway: Great leaders don’t just manage conflict when it erupts—they develop the Conflict IQ to see it coming and create the safety for their teams to address it directly. Next week: Episode 101, Part 3 of the Conflict IQ series—The Courage Conversation: How to Invite Conflict Instead of Avoiding It. For more people-first leadership tools, executive coaching, or team workshops, visit nxtstepadvisors.com Connect with Colby:
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| Conflict IQ Part I: Why You Need It Yesterday | 25 Aug 2025 | 00:18:23 | |
Ever walked out of a meeting thinking everyone was aligned—only to realize the real conversation started in the hallway? That’s not alignment. That’s avoidance. And it’s killing your team’s potential. In this kickoff episode of the Conflict IQ series, Colby Morris unpacks why most leaders get conflict wrong—and how you can build the intelligence to turn tension into trust. Drawing from research at Melbourne Business School, insights from Harvard Business Review, and Patrick Lencioni’s work on “healthy conflict,” this episode reframes conflict as a leadership superpower, not a liability. You’ll discover:
Conflict doesn’t have to be messy, personal, or destructive. Handled well, it’s the fire that forges stronger ideas, stronger teams, and stronger leaders. Question for you: When was the last time you avoided conflict—and what did it really cost you? If this episode resonates, share it with another leader who needs to rethink their relationship with conflict. For more tools on people-first leadership, visit nxtstepadvisors.com Connect with Colby on LinkedIn | |||
| Your Gen X Boss Decoder Ring: A Field Guide for Millennials and Gen Z | 18 Aug 2025 | 00:24:13 | |
Ever wondered why your Gen X boss seems to speak in code? Why they get weird when you ask "why" or seem obsessed with how many hours you work? This episode flips the script—giving Millennials and Gen Z the backstage pass to understanding what makes their Gen X bosses tick. It's not about excusing poor leadership; it's about cracking the code so you can work together more effectively.
"Your Gen X boss isn't trying to make your life difficult. They're just operating from a different instruction manual." "When you start speaking their language, many Gen X leaders will actually start to evolve."
Pick your Gen X boss's most confusing behavior and try one new approach based on what you learn in this episode.
Which Gen X behavior have you been taking personally that might just be generational programming? | |||
| What Gen X Gets Wrong About Leadership | 11 Aug 2025 | 00:20:37 | |
If you’ve ever said, “Because I said so” in a meeting, you might be leading like it’s still 1989. With a mix of self-awareness, humor, and hard truth, you’ll discover:
Drawing from insights by John Maxwell, Patrick Lencioni, Simon Sinek, and research from Harvard Business Review, this episode is packed with actionable “do this instead” strategies. You’ll walk away with:
Gen X leaders have a lot to be proud of—but thriving today means challenging the habits that no longer serve you or your team. For more people-first leadership tools, visit nxtstepadvisors.com. Connect with Colby on LinkedIn | |||
| The Gen X Leader's Guide to Managing Millennials and Gen Z | 05 Aug 2025 | 00:17:40 | |
Ever get frustrated trying to lead someone who sends emails in lowercase with no punctuation... but somehow they're your top performer? If you're a Gen X leader, you're sandwiched between generations with completely different values and expectations. In this episode, Colby breaks down why leading younger generations feels so challenging—and gives you practical strategies to bridge the gap without losing your edge.
The Real Issue: The tension between generations isn't about entitlement or work ethic—it's about fundamentally different experiences that shaped different expectations. Start With Why: Before explaining what needs to be done, explain why it matters. Connect every task to a bigger purpose. The Four C's: Younger generations want Clarity, Consistency, Coaching, and Care from their leaders. Your Weekly Action Items:
"That frustration you feel when they ask 'why' isn't about their entitlement. It's about your discomfort with a different way of working." "The question isn't whether you should adapt. The question is: what's it costing you not to?" "EQ isn't soft—it's the hardest skill to master and the most important one for results."
What belief about leadership are you holding onto that might be holding your team back? Things Leaders Do is hosted by Colby Morris, helping leaders create clarity, build cultures people want to be part of, and lead with purpose. | |||
| The AI Bridge: Why Gen X Leaders Are Perfectly Positioned for the Next Big Shift | 29 Jul 2025 | 00:16:57 | |
Gen X leaders have seen it all—floppy disks, dial-up, the rise of email, and the shift to remote work. So why does AI feel like such a curveball? In this episode of Things Leaders Do, Colby Morris explores how Gen X is uniquely positioned to lead through digital transformation—not by mastering every tool, but by mastering what really matters: people-first leadership. From past transitions to today’s AI moment, Colby walks through five key steps Gen X leaders can use to bring clarity, confidence, and wisdom to an AI-enabled future. You’ll learn how to avoid the common traps of reactive tech adoption and instead guide your team with intentionality, purpose, and trust. In This Episode, You'll Learn:
Your Weekly Action Plan:
Connect with Colby: If you're a Gen X leader navigating uncertainty in the age of AI—this episode is your roadmap. Let’s not fall behind. Let’s lead forward. Because those are the things that leaders do. | |||