Things Leaders Do

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:Why your hard-earned experience is currently working against you in meetings with your younger bossThe counter-intuitive research finding that flips everything you assume about generational friction at workWhat your younger boss actually needs from you (and won't ever say out loud)The Four Language Shifts that turn your experience from a liability into an assetWhat you get back when you stop fighting the dynamic and start working itYour 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:Replace "Last time we did this..." with "I noticed this..."When you disagree, ask "What's your read on this?" instead of issuing a counter-takeReplace "You should..." with "Here's something to consider..."Even when you're sure you're right, ask "What am I missing?" before correcting anythingThe 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:You're a Gen X leader currently reporting to someone younger than youYou feel your experience is being underutilized or actively ignored by your managerYou've noticed your boss has stopped asking for your input on things they used to consult you onYou're at a career stage where the next role matters more than the next argumentYou want to be in the room when the big decisions get made, not just blamed when they go wrongResearch referenced in this episode:CareerBuilder/Harris Poll: 53% of US workers age 45+ report to a younger boss; 69% of workers age 55+ report to a younger bossHarris/CareerBuilder survey of workers with younger bosses: 55% say their boss thinks they know more than they do despite the experience gapCareerBuilder finding: Workers age 25-34 actually report more difficulty working for younger bosses (16%) than workers age 55+ do (5%) — suggesting the friction isn't about age, but about how experienced workers deploy their experienceChip Conley — Wisdom at Work: The Making of a Modern Elder (Currency, 2018): The "Modern Elder" framing — being as curious as you are wise — based on Conley's experience as Mentor-in-Chief at Airbnb among leaders 20+ years his juniorRelated episodes:The Gen X Leader's Guide to Managing Millennials and Gen ZHow to Disagree With Your Boss (Without Getting Fired)Your Gen X Boss Decoder Ring: A Field Guide for Millennials and Gen ZThe Conflict Series, Episode 3: Managing Up — How to Disagree with Your Boss Without Killing Your CareerConnect with Colby Morris:LinkedIn:Colby's LinkedIn ProfileNXTStepAdvisors.com

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:Why "winning" the tough conversation is the move that actually loses you the teamThe 30-year-old Harvard research that gets the goal of these conversations rightThe Three Pre-Conversation Questions that change what happens when you walk inThe two language shifts that signal you're there to learn, not to deliverThe right way to know — one week later — whether you actually handled itWalk 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:What am I missing?What do they need me to understand?How do I want them to feel when they walk out?The One-Week Trust Test (Colby Morris)Evaluate a tough conversation one week later, not in the moment, by asking:Are they still bringing me things, or did they go quiet?Has the team-wide energy shifted?Would they take the same conversation from me again?When to apply this guidance:You're a middle manager or senior leader with at least one tough conversation in your queue right nowYou've handled difficult conversations before but are seeing the same issues come back six months laterYou manage a team where people seem to agree in the moment but don't change behavior afterwardYou suspect your team isn't telling you the full truth about projects, peers, or the work itselfResearch referenced in this episode:University of Notre Dame, NDDCEL: 80%+ of workers are holding back at least one challenging workplace conversationVitalSmarts (Crucial Learning): Each unheld or failed workplace conversation costs roughly $7,500 and seven workdaysBrené Brown — Dare to Lead: Seven-year research on the consequences of avoiding tough conversations, including the "dirty yes"Stone, Patton & Heen — Difficult Conversations (Harvard Negotiation Project): The shift from "message delivery stance" to "learning stance"Chartered Management Institute: 43% of senior managers have lost their temper, 40% have panicked and lied, and 80% have had no formal training on tough conversationsRelated episodes:Tough Conversations Part 2: When the First Conversation Didn't WorkHow to Have Tough Conversations with EmployeesThe Conflict Series, Episode 2: How to Say Hard Things Without Burning BridgesDifficult Conversations for New LeadersConnect with Colby Morris:LinkedIn: linkedin.com/in/colbymorris Website: nxtstepadvisors.comAbout 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.Colby's LinkedIn ProfileNXTStepAdvisors.com

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.Episode DescriptionYou 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 weeklyThe best leaders aren't doing everything themselves. They're automating tasks to be present with people.The AI Efficiency Framework (Colby Morris)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.When to Apply This FrameworkUse the AI Efficiency Framework when:You're spending more time on tasks (data analysis, presentations, email) than on people (coaching, one-on-ones, relationship building)One-on-ones keep getting rescheduled due to lack of timeYou need to analyze data regularly (sales performance, overtime patterns, budget variances)You're creating presentations or reports from existing contentYou're drowning in email, scheduling conflicts, and meeting prepYou want to recover 3-4 hours weekly for leadership activitiesThis framework is designed for leaders at all levels who need to shift time allocation from administrative tasks to people-focused leadership.Diagnostic QuestionsWhat percentage of your week is spent on tasks versus people?If you could get back 3-4 hours per week, how would you spend that time with your team?Are you manually analyzing data when AI could do it in minutes?How much time do you spend creating presentations from existing content?DoColby's LinkedIn ProfileNXTStepAdvisors.com

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.Episode DescriptionStop 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 AIThe future isn't about competing with AI. It's about becoming the kind of leader AI can't replace.The Five Irreplaceable Skills Framework (Colby Morris)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.When to Apply This GuidanceUse this framework when:Experiencing anxiety about AI's impact on your job securityYour organization is implementing AI tools and you're unsure how to adaptYou're spending most time on tasks rather than peopleYou're avoiding AI rather than learning itYou need to differentiate your value beyond what AI can automateDiagnostic QuestionsWhat percentage of your day is tasks versus people?If AI handled 80% of your tasks, what would make you irreplaceable?Are you learning AI tools, or waiting for someone else to figure it out?Have you picked one AI tool and one task to start learning this week?Resources MentionedResearch Cited:Ernst & Young (EY) AI Anxiety in Business Survey - 75% believe AI will make jobs obsolete, 65% anxious about AI replacing their jobsChallenger, Gray & Christmas - Nearly 55,000 U.S. job cuts attributed to AI in 2025ADP Research Today at Work 2026 - Workers who feel employers invest in skills are 5.3x more likely to feel jobs secureResume Now surveys - 63% say AI will make workplace feel less human, 43% know someone who lost job to AIKey Concepts:FOBO (Fear of Becoming Obsolete) - Anxiety about skills degrading and becoming irrelevantAbout The Things Leaders DoThe Things Leaders Do is a leadership pColby's LinkedIn ProfileNXTStepAdvisors.com

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 sustainableIf you're an executive watching your middle managers struggle while your board demands more with less, this is your wake-up call.The Five Executive Actions Framework (Colby Morris)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.When to Apply This GuidanceUse the Five Executive Actions Framework when you observe:Leadership pipeline gaps with no clear successors for critical rolesMiddle manager retention issues or increased turnover at the manager levelConsistent feedback about unsustainable workloads across your management layerBoard pressure for results with simultaneous resource constraintsCHROs reporting low confidence in leadership bench strengthDiagnostic Questions for ExecutivesHow many direct reports does each of your middle managers have, and how does that compare to research-based effective spans of control?Which running initiative delivers the least value relative to the capacity it consumes?What reports, meetings, or processes are your middle managers maintaining that no longer serve a clear purpose?Are you asking your middle managers to do the work of 2-3 people while simultaneously discussing talent development?Resources MentionedResearch Cited:DDI Global Leadership Forecast (2024) - Leadership stress, bench strength, and turnover dataMBO Partners Independent Worker Research - Gig economy growth and high-earning freelancer statisticsUpwork Freelance Forward Report - Knowledge worker freelancing trendsAbout The Things Leaders DoThe 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 commColby's LinkedIn ProfileNXTStepAdvisors.com

Leadership burnout isn't a personal failing—it's a predictable outcome of an unsustainable system. According to Colby Morris on The Things Leaders Do podcast, middle managers can survive unsustainable workloads through ruthless prioritization, energy management (not just time management), difficult conversations about workload, and one small structural change per week.Research-backed insights from this episode:40% of leaders are actively considering leaving their jobs (DDI Global Leadership Forecast 2025)71% of leaders report increased stress compared to previous years77% of CHROs lack confidence in their leadership bench strength for critical rolesMiddle managers are doing the work of 2-3 people while being paid for oneOrganizations have eliminated management layers without reducing workloadThe 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:Emotional exhaustion - Feeling drained with nothing left to giveDepersonalization - Seeing people as problems instead of peopleReduced personal accomplishment - Feeling like nothing you do mattersThe Colby Morris Four-Part Burnout Survival Framework:Leadership expert Colby Morris presents four tactics for surviving unsustainable workloads:Ruthless prioritization - Identify the three critical tasks per week that actually move the needle; let everything else slip intentionally rather than randomlyEnergy management over time management - Structure your day around what drains vs. energizes you; front-load draining work when you have the most capacityOne difficult conversation - Have the conversation you've been avoiding about workload, expectations, or whether this role makes senseOne small structural change - Make the smallest possible change this week (stop checking email before 8 AM, decline one recurring meeting type, delegate one task)When to apply this guidance:You're working nights and weekends regularlyYou can't remember the last time you felt good about your workNothing has improved in the last 6 months despite promisesYou're managing more than 7-8 direct reports (beyond effective span of control)You're spending 30+ hours per week in meetings with 10 hours left for actual workWhat doesn't work:Self-care alone (bubble baths won't fix structural problems)Setting boundaries in systems that don't respect themWaiting for it to get better (organizations increase workload, not reduce it)When it's not burnout—it's the job:Morris provides three diagnostic questions to determine if you need to leave:Can you remember the last time you felt good about your work?Have things improved at all in the last six months?Do you have evidence-based hope that things will get better?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 midColby's LinkedIn ProfileNXTStepAdvisors.com

Use a five-part framework to communicate decisions effectively: Start with why (explain the problem you're solving), explain what's changing and what's not, address obvious concerns upfront, tell people what happens next, and invite questions then actually answer them. Most decision communication fails because leaders announce decisions without providing context or addressing concerns.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:The five-part framework for communicating decisions that stickWhy starting with "why" creates buy-in (Simon Sinek's principle)What to say (and what NOT to say) when announcing a decisionHow to handle pushback without getting defensiveHow to communicate unpopular decisions without losing credibilityQuestions this episode answers:How do I communicate a decision so people actually implement it?What's the difference between announcing a decision and communicating one?Why do most decision communications fail?How do I handle pushback when I've already made the decision?Should I announce decisions in email?How do I communicate an unpopular decision?What is Simon Sinek's "Start with Why" principle?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:Website: nxtstepadvisors.comLinkedIn: Colby MorrisColby works with organizations through keynote speaking, executive coaching, and leadership training to build people-first cultures that get results.Colby's LinkedIn ProfileNXTStepAdvisors.com

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:Why chasing consensus kills your credibility as a leaderWhat buy-in actually sounds like (and why it's different from agreement)How to create a culture where people disagree in the room and commit in the hallwayWhat to do when someone won't commit no matter what you tryHow to spot fake buy-in and address it immediatelyQuestions this episode answers:What's the difference between consensus and buy-in?How do I get my team to commit to decisions they don't agree with?Why does chasing consensus create terrible decisions?What is Amazon's "Disagree and Commit" principle?How do I handle someone who won't commit to team decisions?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:Website: nxtstepadvisors.comLinkedIn: Colby MorrisColby works with organizations through keynote speaking, executive coaching, and leadership training to build people-first cultures that get results.Colby's LinkedIn ProfileNXTStepAdvisors.com

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:A simple 4-step framework for making confident decisions without all the factsHow to know when you've gathered enough informationThe question that changes everything before you decideHow to involve people without creating decision paralysisWhat it actually means to own the outcomeQuestions this episode answers:How do I make confident decisions without all the facts?When should I stop gathering information and just decide?How do I involve people without turning it into a committee?What's the difference between a fast decision and a framework decision?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:Website: nxtstepadvisors.comLinkedIn: Colby MorrisColby works with organizations through keynote speaking, executive coaching, and leadership training to build people-first cultures that get results.Colby's LinkedIn ProfileNXTStepAdvisors.com

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:The 3-step framework for delegating authority without creating chaosWhy "Never bring me just a problem" transforms your team into problem-solversHow to set guardrails so people have freedom without going rogueWhat to do when you've delegated but can't stop checking inThe real difference between task delegation and authority delegationCommon questions answered in this episode:How do I delegate without losing control of the outcome?What's the difference between delegating tasks and delegating authority?How do I get my team to stop asking me for every decision?What if they do it differently than I would?How do I build decision-makers instead of task-followers?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:Website: nxtstepadvisors.comLinkedIn: Colby MorrisColby works with organizations through keynote speaking, executive coaching, and leadership training to build people-first cultures that get results.Colby's LinkedIn ProfileNXTStepAdvisors.com

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:The 4 questions that instantly tell you whether a decision belongs on your deskWhy most decisions fail the "Do I have unique information?" testThe self-reflection question that separates good leaders from great onesWhat to do when the problem isn't the decision—it's the personHow to hand decisions back to your team without creating chaosCommon questions answered in this episode:How do I know which decisions I should make versus delegate?When should a leader make a decision versus empowering their team?How can I stop being a bottleneck as a leader?What if I don't trust my team member to make the right decision?Key takeaway: If you're making every decision, you're not leading. You're just really busy.Connect with Colby:Website: nxtstepadvisors.comLinkedIn: Colby MorrisColby works with organizations through keynote speaking, executive coaching, and leadership training to build people-first cultures that get results.Colby's LinkedIn ProfileNXTStepAdvisors.com

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.Episode DescriptionYour 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:What to do before Day 1 to build excitement and connectionHow to make Day 1 seamless instead of awkwardWhy weekly one-on-ones are non-negotiable for the first 90 daysHow to teach culture through stories, not slidesBecause HR can handle the paperwork. But building belonging? That's on you.Resources MentionedDan Collard quote: "Culture can't just hang on the walls. It has to walk the halls."Connect with Colby MorrisLinkedIn: linkedin.com/in/colbymorris Website: nxtstepadvisors.comComing Soon (April 2026)Second weekly podcast episode featuring interviews with leadersYouTube version of The Things Leaders Do podcastRemember: HR can handle the paperwork. But you have to handle the belonging.Colby's LinkedIn ProfileNXTStepAdvisors.com

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 Description74% 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:The specific interview questions that reveal Humble, Hungry, and SmartColby's alternative to "What's your greatest weakness?" that actually worksFour red flags you're probably ignoringHow to use the first 90 days and your one-on-ones to catch issues earlyStop hiring people who interview well but underperform. Start hiring for character.Resources Mentioned"The Ideal Team Player" by Patrick LencioniConnect with Colby MorrisLinkedIn: linkedin.com/in/colbymorris Website: nxtstepadvisors.comComing Soon (April 2026)Second weekly podcast episode featuring interviews with leadersYouTube version of The Things Leaders Do podcastRemember: 74% of employers have made a bad hire. But it doesn't have to be you.Colby's LinkedIn ProfileNXTStepAdvisors.com

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.Episode DescriptionHow 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.Key TakeawaysThe difference between performance issues (what someone does) and hiring mistakes (who someone is)Patrick Lencioni's three virtues every team player needs: Humble, Hungry, and SmartThe three signs it's a hiring mistake, not a performance issueWhy "Ruinous Empathy" keeps us coaching too long on bad hiresThe four-step framework for transitioning someone out with dignityCritical legal consideration: Don't communicate to your team until after the person has leftWho This Episode Is ForMiddle 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.Connect with ColbyWebsite: nxtstepadvisors.comLinkedIn: linkedin.com/in/colbymorrisComing 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!Colby's LinkedIn ProfileNXTStepAdvisors.com

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.Episode DescriptionWhat 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.Key TakeawaysThe six-step framework for having the performance conversationHow to schedule it without making it feel like they're getting firedWhat to listen for: skill issue, resource issue, priority issue, motivation issue, or personal issueWhy you need to name the impact clearly (not just the behavior)How to create a specific plan with specific deadlinesThe follow-up strategy: check in next week, look for progress not perfectionWhen to escalate vs. when to keep coaching (3-4 weeks is the timeframe)Who This Episode Is ForMiddle 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.Connect with ColbyWebsite: nxtstepadvisors.comLinkedIn: linkedin.com/in/colbymorrisMissed Part 1? Go back and listen to learn when to have the conversation and why early intervention is the kindest thing you can do.Colby's LinkedIn ProfileNXTStepAdvisors.com

Quick AnswerWhen 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.Episode DescriptionHow 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.Key TakeawaysThe four signs that tell you it's time to have a performance conversationWhy you should address issues the first time you notice them—not wait for a patternThe immediate intervention approach: first time with curiosity, second time with documentationWhy waiting makes the problem worse (the timeline of doom from Week 1 to Week 12)Why early intervention is actually kinder than avoiding the conversationKey statistics: Employees are 3.6x more likely to do outstanding work with daily vs. annual feedback (Gallup)Who This Episode Is ForMiddle 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.Connect with ColbyWebsite: nxtstepadvisors.comLinkedIn: linkedin.com/in/colbymorrisDon'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.Colby's LinkedIn ProfileNXTStepAdvisors.com

What should you do when your January plans fall apart? Acknowledge what slipped, identify why it happened, and make one small adjustment to get back on track. This episode shares a three-step recovery process refined over 20+ years of leadership—because leadership isn't about perfect execution, it's about recovery.Episode DescriptionWhat 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.Key TakeawaysA personal story about slipping in Week 2 of January (even after 15+ years in leadership)Your weekly rhythm for all four weeks of January—what to protect and what's negotiableThe three-step recovery process when you're off track: acknowledge it, identify the pattern, make one adjustmentHow to spot you're drifting (usually happens in Week 3)What should be in place by end of January to enter February with momentumWhy leadership is about recovery, not perfect execution—and how to course-correct quicklyWho This Episode Is ForMiddle 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.Connect with ColbyWebsite: nxtstepadvisors.comLinkedIn: linkedin.com/in/colbymorrisColby's LinkedIn ProfileNXTStepAdvisors.com

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.Key TakeawaysWhy the first week of January is the most important week of the year for leadersThe three critical conversations every leader needs to have with their team in the first week backWhat the data says about one-on-one meetings and employee engagement (the numbers might surprise you)A vulnerable framework for admitting you haven't been doing one-on-ones—and how to startThe Start/Stop/Continue framework for resetting your leadership in 2026How to set a leadership rhythm that prevents you from falling back into old habits by MarchFeatured StatisticsOnly 23% of employees globally are engaged at work (Gallup, 2024)Employee disengagement costs $8.9 trillion globallyEmployees who meet one-on-one with leaders weekly are 1.5x more likely to be highly engaged (Work Human, 2024)70% of variance in team engagement is attributable to the manager (Gallup)Who This Episode Is ForMiddle 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.Connect with ColbyWebsite: nxtstepadvisors.comLinkedIn: linkedin.com/in/colbymorrisColby's LinkedIn ProfileNXTStepAdvisors.com

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:Why SMART goals remove ambiguity and prevent performance review conflictsHow to cascade corporate goals using the trickle-down effect (not copy/paste)The two types of personal development goals your team actually wantsHow to find the overlap between business needs and employee growthWhy writing goals together (not for them) creates ownership and buy-inKey Stats:93% of workers say lack of clarity on company goals prevents them from aligning their personal goals (Passive Secrets, 2025)Employees are 3.2x more likely to be engaged when goals align with organizational objectives (Gartner, 2024)94% of employees would stay longer if the company invested in their career development (LinkedIn Learning, 2023)Employees whose goals align with company objectives are 8.9x more likely to think their jobs are important (Leadership IQ)Employees with goals are 3.6x more committed to their organization and 6.5x more likely to recommend it as a great workplace (Leadership IQ)Questions I'll address:How do I make sure goals are specific enough to be actionable?How do I cascade department goals down to individual team members?What's the difference between career advancement goals and personal development goals?How do I have the two-way goal conversation without it feeling forced?How many goals should each employee have?Part of the Year-End Leadership Survival Guide - 4 episodes to finish 2025 strongPerfect for: Middle managers setting 2026 goals who want to create objectives their team actually cares about achievingNeed 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.comSubscribe wherever you listen to podcasts | Share with a leader setting goals with their team#TheThingsLeadersDo #GoalSetting #SMARTGoals #LeadershipDevelopment #MiddleManagement #CareerDevelopment #EmployeeEngagement #PerformanceManagementColby's LinkedIn ProfileNXTStepAdvisors.com

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:How to own it when you haven't been present (the 10-second script that builds trust)The four steps for giving feedback when you've been MIAHow to introduce one-on-ones without the awkwardness derailing youThe three anchors of feedback that sticks: specific, future-focused, accountableWhy 85% of employees consider quitting after an unfair reviewKey Stats:64% of employees say feedback quality needs improvement (Workleap, 2021)Only 1 in 5 get weekly feedback, but half of managers think they give it often (Gallup, 2024)Employees with regular manager input are 3.6x more motivated (Gallup, 2022)Continuous feedback = 31% lower turnover (ClearCompany, 2023)Questions I'll address:How do I give feedback if I haven't been doing one-on-ones?How do I introduce one-on-ones without it being awkward?What makes feedback specific vs. vague?How often should managers give feedback?Part of the Year-End Leadership Survival Guide - 4 episodes to finish 2025 strongPerfect for: Middle managers facing year-end reviews who realize they haven't been as present as they should have beenNeed 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.comSubscribe wherever you listen to podcasts | Share with a leader facing performance reviews#TheThingsLeadersDo #PerformanceReviews #EmployeeFeedback #LeadershipDevelopment #MiddleManagement #OneOnOnes #ContinuousFeedbackColby's LinkedIn ProfileNXTStepAdvisors.com

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:How to make employee recognition specific and meaningful - Why "great job, team!" makes people feel less valued, and what to say insteadThe four critical questions before showing gratitude - Is it specific? Timely? Personal? Proportional?How to match recognition to personality types - Why public praise mortifies introverts but energizes extrovertsWhat disproportionate recognition looks like - A real story about six months of client-saving work reduced to a shoulder patTeam appreciation alternatives to mandatory fun - Give the gift of time, not awkward potlucksWhen to recognize employees for maximum impact - Recognition has a shelf life (hint: within one week)Featured Statistics:76% of employees report not feeling adequately recognized at workRecognition is most effective within 48 hours of the achievementCommon Questions Answered:How often should I recognize my team members?What are some employee appreciation ideas that don't cost money?How do you show gratitude to remote teams?What's the difference between recognition and appreciation?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.comHow 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 awkwardKeep 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 #ManagerTrainingColby's LinkedIn ProfileNXTStepAdvisors.com

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:How to push back on decisions using clarification instead of confrontationWhat to do when you're not getting support from your boss (it might be bandwidth, not neglect)The critical documentation step when you fundamentally disagree with a decisionHow to recognize when your boss is truly the problem—and when it's time to walk awayReal story from Colby's 20+ years in healthcare leadership about managing up during a budget crisisKey Takeaways:The "clarification approach" for disagreeing without seeming confrontationalWhy coming with solutions (not just problems) changes everythingThe follow-up email strategy that protects you when decisions go wrongWhen to walk away from toxic leadership situationsFeatured Statistics:76% of employees avoid workplace conflict whenever possible (Source: Zippia)Nearly 24% of workplace conflict occurs specifically between employees and their direct supervisors (Source: CPP Global)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:Connect with Colby: linkedin.com/in/colbymorrisNXT Step Advisors: nxtstepadvisors.comEmail Colby: [email protected] 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:Subscribe on Apple Podcasts, Spotify, or your favorite podcast appLeave a 5-star reviewShare this episode with a leader who's stuck knowing their boss is wrong but not knowing what to do about itKeep 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 #ProfessionalDevelopmentColby's LinkedIn ProfileNXTStepAdvisors.com

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.What You'll Learn:Why most leaders face a false choice between micromanaging and being hands-offThe key difference between checking in on the leader vs checking up on their workWhy micromanagers struggle with trust (and what's really behind it)How a nervous VP became confident through accountability instead of controlHow to use one-on-ones to create accountability without surveillanceThe exact questions that support your team instead of suffocating themClear signs you're getting the balance right (and how to adjust when you're not)Key Statistics:69% of employees considered changing jobs because of micromanagement, 36% actually did71% said micromanagement interfered with job performance85% said their morale was negatively impactedMicromanagement is among the top 3 reasons employees resignFeatured Quote:"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 JobsPerfect for middle managers, directors, and team leaders who want to delegate effectively without either hovering over their teams or abandoning them completely.Connect with Colby MorrisWebsite: nxtstepadvisors.com LinkedIn: linkedin.com/in/colbymorrisServices: Executive Coaching | Leadership Training | Keynote Speaking | Delegation & Accountability WorkshopsEnjoyed this episode?Subscribe to The Things Leaders Do wherever you listen to podcastsLeave a 5-star reviewShare with a leader struggling to find the balance between control and trustRemember: 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 #LeadershipSkillsColby's LinkedIn ProfileNXTStepAdvisors.com

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.What You'll Learn:Why the first conversation probably didn't work (and how to avoid the same mistake)The two bad paths leaders take when issues persist (and the real cost of avoidance)When to have the second conversation (and why timing is non-negotiable)The "recap method" that creates accountability while protecting you as a leaderHow to shift your language from coaching to accountability without losing respectWhen to escalate to HR or start a PIP (the two-strike framework)Step-by-step guide to preparing for and conducting the second conversationKey Statistics:Every avoided conversation costs organizations $7,500 and 7 lost workdays53% of employees handle toxic situations by ignoring them70% of employees feel disengaged when poor performance goes unchallenged25% of managers postpone difficult conversations for a year or longerLow performers without accountability cause a 30% decrease in team productivityPerfect for middle managers, directors, and team leaders who need practical guidance on accountability conversations that actually work.Related Episodes:Episode 31: How to Have Tough Conversations with Employees Episode 26: Difficult Conversations for New LeadersConnect with Colby MorrisWebsite: nxtstepadvisors.com LinkedIn: linkedin.com/in/colbymorrisEmail: [email protected]: Executive Coaching | Leadership Training | Keynote Speaking | Tough Conversations WorkshopEnjoyed this episode?Subscribe to The Things Leaders Do on Apple Podcasts or SpotifyLeave a 5-star reviewShare with a leader who's avoiding a tough conversation right nowRemember: 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 #HRLeadershipColby's LinkedIn ProfileNXTStepAdvisors.com

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.What You'll Learn:The two biggest mistakes leaders make in toxic work cultures (and how to avoid them)Why focusing on your team culture beats trying to fix company cultureHow to use one-on-ones to build trust and drive results simultaneouslyThe "fly under the radar" strategy that protects you while proving your approach worksCreating healthy contagion: How one team's culture spreads organization-wideReal case study: Leading 20 managers and 350 employees to cultural transformationPerfect 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.Referenced Episodes:One-on-One Leadership Series: June 14, 2024 & December 4, 2024 June 4 & 9, 2025Want the one-on-one templates and frameworks? Contact Colby for free resources.Connect with Colby MorrisWebsite: nxtstepadvisors.com LinkedIn: linkedin.com/in/colbymorrisServices: Executive Coaching | Leadership Training | Keynote Speaking | Culture TransformationExecutives: Ready to discuss organization-wide people-first culture transformation? Let's talk.Enjoyed this episode?Subscribe to The Things Leaders DoLeave a reviewShare with a leader who feels alone trying to lead differentlyRemember: 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 #TeamCultureColby's LinkedIn ProfileNXTStepAdvisors.com

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.What You'll Learn:Why 88% of AI users burn out (and how to avoid the trap)Two practical AI applications you can start this weekWhat makes you irreplaceable as a leaderHow to use AI for difficult emails and data analysisThe paradigm shift: More time with people, not more tasksFeatured Insights: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.Connect with Colby MorrisWebsite: nxtstepadvisors.com LinkedIn: linkedin.com/in/colbymorrisServices: Executive Coaching | Leadership Training | Keynote SpeakingEnjoyed this episode?Leave a 5-star reviewShare with another leader navigating AIRemember: 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 #LeadershipPodcastColby's LinkedIn ProfileNXTStepAdvisors.com

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.What role do one-on-ones play in succession planning and employee development?How do I know if someone wants leadership or prefers being an individual contributor?What should I look for when hiring people I can develop into future leaders?How do I make succession planning a living process instead of an annual document?How do I build leadership bench strength without playing favorites or showing favoritism?Why are all my leadership positions filled by external hires instead of internal promotions?What's the difference between high performance and actual leadership potential?How do I create career paths for individual contributors who don't want management?How do I prevent favoritism when identifying and developing future leaders?Why is consistent external hiring hurting my employee morale retention and engagement?CONNECT WITH COLBY MORRISKeynote speaking executive coaching and team trainingWebsite nxtstepadvisors.comLinkedIn linkedin.com/in/colbymorrisABOUT THINGS LEADERS DOPractical 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.Colby's LinkedIn ProfileNXTStepAdvisors.com

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 three warning signs employees are struggling—and why you can only spot them if you know your peopleA four-step conversation framework for addressing mental health without oversteppingWhy "Are you okay?" fails and what to ask insteadThe business case: workplaces prioritizing mental health see 13% higher productivityThe 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.Key Questions This Episode Answers:How do I support employee mental health without being invasive?What are the warning signs of burnout and mental health struggles?How has the gig economy changed leadership dynamics in 2025?What's the difference between a boss and a people-first leader?How do I have mental health conversations without crossing boundaries?What can leaders do versus what requires professional help?Why do employees quit without backup plans and what does it mean for me?Subscribe, leave a review, and share with other leaders. That's how we make a bigger impact on workplace culture.Connect with Colby MorrisKeynote speaking, coaching, and training: nxtstepadvisors.com LinkedIn: linkedin.com/in/colbymorrisAbout Things Leaders DoPractical, 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.Colby's LinkedIn ProfileNXTStepAdvisors.com

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:The Trust Scorecard: Five indicators to measure and build trust with remote team members, with specific examples of how different trust profiles require different leadership approachesSMART KPIs for Hybrid Teams: Move from activity-based to outcome-based metrics that actually matter (Quality Score, Deadline Performance, Team Collaboration)Performance Management Without Proximity: Create predictable rhythms for one-on-ones, goal reviews, and development conversations that spot patterns before they become problemsReal 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.This Episode Answers These Critical Questions:How do I measure trust with remote team members I rarely see? What KPIs actually matter for hybrid teams versus meaningless activity metrics? How can I know if remote employees are performing well without monitoring them? What's the difference between accountability and micromanaging in virtual teams? How do I set SMART goals for distributed workforces? What performance management rhythm works for hybrid leadership? How do I spot performance issues early with remote workers? What should I focus on in one-on-ones with hybrid team members? How can I build individual trust profiles for different team members? What systems eliminate the anxiety of managing people I can't see?Related EpisodesMust-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-insSubscribe to Things Leaders Do wherever you listen to podcasts and leave a 5-star review to help other leaders discover systems that eliminate micromanaging while improving team performance.Connect with Colby MorrisBook keynote speaking, executive coaching, or team training: nxtstepadvisors.com Join the conversation on LinkedIn: linkedin.com/in/colbymorris - where we have great discussions about leadership challenges like this Email: [email protected] the ShowThings Leaders Do delivers practical, people-first leadership strategies for managers who want reColby's LinkedIn ProfileNXTStepAdvisors.com

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:Real client transformation: from 45% turnover to zero in 12 monthsThe ADAPT framework that's changing how leaders manage virtual teamsWhy your introvert employees dread those "quick video calls"A simple weekly audit to catch yourself micromanagingThe difference between empowering and monitoring remote workersPerfect 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.This Episode Answers:How do I know my remote employees are actually working? Why do my hybrid team members seem disengaged during virtual meetings? What's the best way to give recognition to remote workers? Should I require cameras on for all video calls? How can I build trust with team members I rarely see in person? What communication style works best for managing virtual teams? How do I stop micromanaging without losing control?Featured: The ADAPT Framework for Hybrid LeadershipA proven system for leading distributed teams that gets results without micromanagement.Subscribe to Things Leaders Do wherever you listen to podcasts and leave a 5-star review to help other leaders discover people-first strategies that actually work.Work with Colby MorrisStruggling 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 Connect on LinkedIn: linkedin.com/in/colbymorris Email: [email protected] the ShowThings 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.Colby's LinkedIn ProfileNXTStepAdvisors.com

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:Why silence in the face of political violence isn’t neutrality—it’s complicityThe difference between political posturing and human leadershipPractical steps for addressing tragedy with your team while staying rooted in your organization’s valuesThe hard truth about protecting culture when toxic responses to violence show up inside your workplaceHow leaders can create psychological safety and protect trust in the aftermath of tragedyLeadership 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. You can also connect with him directly on LinkedInColby's LinkedIn ProfileNXTStepAdvisors.com

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.What You'll LearnThe counterintuitive truth about real leadership courageResearch-backed insights on productive disagreement from communication expertsSpecific phrases that actually invite disagreement (beyond "any questions?")How to create systematic safety for disagreement in your team cultureReal CEO stories showing how this plays out in high-stakes situationsThis Week's ChallengePick one decision you're confident about and actively seek out disagreement. Ask someone whose judgment you respect to argue against your idea.Expert Insights FromCharles Duhigg (Supercommunicators) • Adam Grant • Patrick LencioniConnect with ColbyWebsite: nxtstepadvisors.comLinkedIn: linkedin.com/in/colbymorrisServices: Executive coaching, team training, and keynote speakingSeries CompleteThis 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 courageCategory: BusinessColby's LinkedIn ProfileNXTStepAdvisors.com

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:The subtle anatomy of hidden conflict and why it’s so dangerousFour common signals that conflict is brewing under the surfaceThe psychology of why smart people stay silent (and what it costs you)Practical tools to “read the room” and surface concerns before they escalateReal-world examples of leaders who missed the signals—and those who nailed themResearch 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:Visit nxtstepadvisors.com for keynote speaking, executive coaching, team development, and leadership training.Connect with me on LinkedIn: Colby MorrisColby's LinkedIn ProfileNXTStepAdvisors.com

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:Why avoiding conflict creates disengagement—not peace.How Lencioni’s idea of “healthy conflict” changes everything about team dynamics.The four dimensions of Conflict IQ and what they look like in practice.Real-world stories of leaders who avoided conflict vs. those who leveraged it—and the very different outcomes they created.A simple, three-step action plan (“Name it. Frame it. Close it.”) you can start using in your next meeting.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.comConnect with Colby on LinkedIn.Colby's LinkedIn ProfileNXTStepAdvisors.com

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.What You'll LearnThe real reason Gen X leaders act the way they do (hint: it's not personal)Why common Gen X behaviors that drive you crazy actually make perfect sense to themSpecific language and strategies to get better results from your Gen X bossHow understanding their "operating system" can turn friction into collaborationKey Takeaways"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."Who This Episode Is ForMillennials and Gen Z feeling frustrated with their Gen X managersAnyone who's ever felt like they need a translator for their bossPeople who want to build better relationships with senior leadershipYour Action This WeekPick your Gen X boss's most confusing behavior and try one new approach based on what you learn in this episode.Connect with ColbyWebsite: nxtstepadvisors.comLinkedIn: https://www.linkedin.com/in/colbymorris/Share this with someone else who's trying to crack the Gen X leadership codeReflection QuestionWhich Gen X behavior have you been taking personally that might just be generational programming?Colby's LinkedIn ProfileNXTStepAdvisors.com

If you’ve ever said, “Because I said so” in a meeting, you might be leading like it’s still 1989.In this episode of Things Leaders Do, Colby Morris calls out his own generation—Gen X leaders—for the outdated habits that are quietly holding teams back.With a mix of self-awareness, humor, and hard truth, you’ll discover:Why clinging to old leadership habits kills engagement—and how to evolve without losing your identityHow “professional distance” is eroding trust, and the simple shift that builds credibility fastWhy tenure doesn’t equal trust—and what earns it insteadHow feedback (or the lack of it) is shaping your culture more than you realizeWhy your work ethic might be intimidating your team instead of inspiring themDrawing 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:A 7-day habit experiment to keep your leadership freshA quick method to bring appropriate vulnerability into your team conversationsA simple formula for delivering meaningful feedback every weekGen 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 LinkedInColby's LinkedIn ProfileNXTStepAdvisors.com

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.What You'll LearnWhy your frustration with younger employees isn't really about them (it's about conflicting operating systems)How to use Simon Sinek's "Why First" framework to create genuine buy-inThe 5 biggest mistakes Gen X leaders make with Millennials and Gen Z (and what to do instead)What younger generations are really looking for from leadership (hint: it's not ping pong tables)A practical 3-step action plan you can implement this weekKey TakeawaysThe 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:Audit your leadership mindset—where are you still leading like it's 1999?Practice the "Why First" framework on one delegation this weekAsk one team member: "What's one thing we could change to make your work more meaningful?"Episode Quotes"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."Resources MentionedSimon Sinek's Golden Circle (Why-How-What framework)Things Leaders Do One-on-One Series (previous episodes)Visit nxtstepadvisors.com for more leadership toolsConnect with ColbyWebsite: nxtstepadvisors.comLinkedInShare this episode with another Gen X leader navigating generational challengesReflection QuestionWhat 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.Colby's LinkedIn ProfileNXTStepAdvisors.com

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:Why Gen X is the “bridge generation” and how that gives you a strategic advantageWhat Harvard Business Review says about why most AI initiatives failA five-step framework for leading AI adoption the right wayHow to create psychological safety around new technologyReal stories of Gen X leaders making AI work—without losing their peopleYour Weekly Action Plan:Identify one real problem AI could help solve.Pair two team members to explore a use case collaboratively.Ask each person on your team what questions or concerns they have about AI.Draft your team’s principles for ethical, human-centered AI adoption.Connect with Colby:nxtstepadvisors.comColby Morris on LinkedInIf 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.Colby's LinkedIn ProfileNXTStepAdvisors.com

What Gen X Gets Right About LeadershipEpisode Summary Gen X leaders don’t always get the spotlight—but they’ve been holding organizations together with grit, practicality, and quiet confidence for decades. In this episode of Things Leaders Do, Colby Morris breaks down the six distinct leadership strengths Gen X brings to the table—and why today’s teams need them more than ever.From solving real problems under pressure to earning respect through action (not just title), Gen X has been tested, refined, and built to lead in chaos. But many of these leaders are undervalued or underestimated—until now.If you’ve ever felt overlooked in the leadership conversation, this episode will remind you exactly why your experience, resilience, and no-nonsense leadership style still matter.In this episode, we cover:Why Gen X leads with earned authority, not entitlementThe power of practical, fast problem-solving (and why it's a Gen X superpower)How Gen X mastered accountability without crueltyThe unique “translator” role Gen X plays across generationsReal-world stories of Gen X resilience through crisis after crisisWhy quiet confidence is one of the most undervalued traits in modern leadershipWhether you’re a Gen Xer leading from the middle or the top—or someone who wants to understand and support them better—this episode will give you a whole new lens on what makes this generation’s leadership so effective.Resources & ReferencesVisit nxtstepadvisors.com for leadership tools, workshops, and coachingConnect with Colby on LinkedIn: linkedin.com/in/colbymorrisSubscribe to the podcast and share this episode with a Gen X leader who needs to hear itYour Next Step Write down three examples of how your Gen X leadership has made a difference—and pick one way to adapt your style to meet your current team’s needs.Because building others... That’s what leaders do.Colby's LinkedIn ProfileNXTStepAdvisors.com

How People-First Leaders Handle What Bosses Just React ToEpisode Description: It’s easy to lead when everything’s running smoothly. But real leadership shows up in the messy moments—the missed deadlines, the underperforming team member, the big mistake that lands in your inbox first thing Monday morning.In this episode of Things Leaders Do, Colby walks through five real-world scenarios leaders face every week—and shows how a people-first leader responds differently than a reactive boss.From late arrivals to burned-out top performers, you’ll see the stark contrast between managing behavior and developing people. Through story, insight, and practical conversation prompts, Colby helps you shift from reacting to root causes to responding with intentionality, clarity, and compassion.You’ll also hear insights inspired by Jon Acuff’s Soundtracks and Jocko Willink’s Extreme Ownership, and how the mindsets of great leaders shape their teams for the long haul.In this episode, you’ll learn:How to handle chronic lateness without sacrificing accountabilityWhy missed deadlines are often symptoms, not problemsWhat to do when a high performer starts to disengageHow to keep your best people from burning outHow to turn a costly mistake into a system improvementIf you're ready to lead differently, respond thoughtfully, and create a culture where people grow—not just perform—this episode is for you.Connect with Colby: 🔗 nxtstepadvisors.com 🔗 Colby on LinkedInWhether you're looking for coaching, training, or a keynote that moves your leaders to action—Colby helps you build a culture that performs and lasts.Because caring for your people and getting results aren't opposites. That’s what leaders do.Colby's LinkedIn ProfileNXTStepAdvisors.com

You Don’t Have a Succession Plan. So What Happens When Your Top Performer Leaves?Episode Description: If your top performer walked out tomorrow… would you have someone truly ready to step in? Most organizations wouldn’t—and that’s the problem.In this episode of Things Leaders Do, Colby Morris pulls back the curtain on why the absence of a real succession plan is one of the most dangerous blind spots in leadership today. And it’s not about building spreadsheets—it’s about building people.Colby shares a powerful leadership lesson he calls the Michael Jordan Effect, where we mistake performance for leadership potential. He also breaks down a practical, people-first strategy for developing your future leaders—starting with your next one-on-one.You’ll learn:Why succession planning isn’t about legacy—it’s about readinessHow to avoid the trap of promoting the wrong peopleA 3-layer development plan that aligns employee growth with organizational needsReal-world stats from SHRM and Forbes that will reframe how you prioritize leadership developmentHow to use one-on-ones as your most powerful tool in preparing your team for what’s nextWhether you’re leading a team of 5 or 500, this episode will give you the mindset, structure, and urgency you need to stop winging it—and start planning for sustainable leadership growth.Ready to develop real leaders inside your organization? Let’s talk coaching, team training, or booking Colby to speak at your next leadership event. Visit nxtstepadvisors.com to get started.Or connect with Colby on LinkedIn at:https://www.linkedin.com/in/colby-morris/Colby's LinkedIn ProfileNXTStepAdvisors.com

Delegating Isn’t Leading—Until You Let Go of ControlEpisode Description Are you delegating… or just redistributing your to-do list?In this episode of Things Leaders Do, Colby Morris breaks down the difference between delegating tasks and developing leaders. Drawing from Craig Groeschel’s principle that “you don’t delegate tasks to create leaders, you delegate authority,” this episode helps you make the shift from micromanagement to real leadership development.Colby shares a simple 3-step delegation framework, along with real stories of how handing over ownership—not just responsibility—transforms teams and unlocks leadership potential.If you’re feeling burned out, constantly followed up with, or unsure why your team isn’t stepping up, this episode will help you create the clarity, structure, and trust your team needs to grow.In This Episode, You’ll Learn:Why delegating tasks doesn’t develop your teamThe mindset shift required to delegate authority, not just executionA clear 3-step delegation framework you can apply todayHow to set parameters that empower your team without losing controlWhat real people-first delegation looks like—and why it builds future leadersLeadership Challenge This Week:Look at your calendar or task list. Choose one responsibility you’ve been holding too tightly. Define success, set guardrails, and delegate not just the task—but the authority to own it. Then check in by asking, “What support do you need from me?” That’s where leadership begins.Need Help Developing Leaders in Your Organization?Colby offers coaching, team trainings, and keynote speaking for leadership teams who want to build people-first, high-performance cultures. To connect, visit:LinkedIn: https://www.linkedin.com/in/colbymorris/Website:  nxtstepadvisors.comEnjoying the Show?If this episode helped you lead better, please leave a review and share it with another leader. That’s how we grow this movement—together.Colby's LinkedIn ProfileNXTStepAdvisors.com

Drowning in Decisions? You’re Leading the Wrong WayPodcast Description If your team can’t move without your input, you’re not leading—you’re bottlenecking.In this episode of Things Leaders Do, Colby Morris shares the leadership shift that changed everything when he was managing a 350-person team. If you're overwhelmed by decision fatigue or constantly solving problems your team could handle, this episode will show you how to stop being the answer—and start building a team that knows how to think without you.You’ll learn:Why answering every question is slowing you—and your team—downHow to coach your people into confident, independent decision-makersA practical question that ends decision paralysisHow to lead with people in mind—ethically, strategically, and with trustWhy developing leaders is one of your most important jobsLeadership Challenge: Stop giving every answer. Start asking better questions. Set the expectation: if they bring a problem, they bring two solutions.If this episode helped you lead better: Leave a quick review and share it with another leader. That’s how we grow this movement and build stronger teams, together.Need a speaker for your next leadership event, team training, or offsite? Colby works with organizations across the country to develop people-first leaders who know how to move fast without burning out. To connect, visit: NxtStepAdvisors.com or connect on LinkedIn:https://www.linkedin.com/in/colby-morris/Colby's LinkedIn ProfileNXTStepAdvisors.com

Title: Being People-First Doesn’t Mean Being Passive—It Means Being ProactiveEpisode Description: Too many leaders confuse being people-first with being conflict-avoidant. In this episode, Colby Morris reframes that idea completely.Great leaders don’t just react well to conflict—they prevent it. And they do that through consistent, structured one-on-ones that uncover tension before it escalates.Drawing on insights from the One-on-One Meeting Series and the Conflict Series, Colby shares a real-world leadership story, introduces the Three Levels of Conflict Prevention, and breaks down practical ways to lead with proactive clarity instead of reactive clean-up.If you care about people, lead a team, or want to strengthen your culture while scaling—this episode is for you.What You’ll Learn:Why people-first doesn’t mean being soft or avoiding hard conversationsHow great one-on-ones help prevent most team conflictThe Three Levels of Conflict Prevention every leader should knowHow to use energy, tone, and expectations as early warning signalsHow to apply the Four Quadrants to stay proactive as a leaderTools and Takeaways:Use one-on-ones as a leadership intelligence systemAsk: “Is there anything I should be aware of on the team?”Apply the 48-hour rule to avoid letting small problems growReinforce trust and alignment through the quadrant-based conversation modelWork With Colby: Want help building leadership systems that prevent drama, drive clarity, and scale culture the right way? Colby Morris is available for:Executive coachingLeadership team developmentCorporate keynotes and trainingOne-on-one and team communication system designStart the conversation on LinkedIn or contact him via the webpage. Colby's LinkedIn ProfileNXTStepAdvisors.com

The Secret to Great One-on-Ones: The Four Quadrants Every Leader Needs to CoverIf your one-on-ones are starting to feel routine—or worse, like a waste of time—this episode is for you.In Part 2 of the One-on-One Series, Colby Morris breaks down the four essential quadrants every leader must cover in their one-on-ones to actually drive engagement, performance, and trust. You’ll learn how to structure your meetings with purpose, even if you’re only meeting monthly—and how to adjust your approach based on the number of direct reports you have.Colby shares real-world stories, practical questions, and a cadence model that works—so your one-on-ones stop feeling like just another meeting and start becoming the leadership moments that shape culture.In this episode, you’ll learn:The difference between Employee Development and Performance Management—and why most leaders confuse themWhat Maslow’s Hierarchy has to do with leadershipHow Quint Studer’s Leader Rounding can change your feedback loopHow to tailor your one-on-one cadence based on team size (weekly, biweekly, or monthly)What to include every single time—no matter how often you meetWhether you’re leading 4 or 40, this episode will help you structure your meetings in a way that builds trust, drives clarity, and develops your people.Resources Mentioned: Want a copy of the Monthly One-on-One Agenda? Message Colby on LinkedIn or email him to request it.Subscribe & Share: Most of you listening aren’t subscribed yet—would you do me a favor and hit that follow button? Subscribing helps us reach more leaders and drive real change in the workplace.Connect with Colby: Connect on LinkedInBooking Inquiries: Colby Morris is available for keynotes, leadership team trainings, workshops, webinars, and executive coaching. Whether it’s in person or virtual, small groups or conferences, reach out to discuss availability and options. Colby's LinkedIn ProfileNXTStepAdvisors.com

Why Your One-on-Ones Aren’t Working—And How to Fix ThemEpisode 1 of the One-on-One Meeting Series | The Things Leaders Do Podcast with Colby MorrisMost one-on-one meetings aren’t working—and deep down, you probably know it. They’re rushed. Disorganized. Too focused on tasks. Or worse—nonexistent. And when that’s the case, you’re not leading… you’re reacting.In this episode, Colby Morris breaks down why one-on-ones fail, why they matter more than you think, and a simple, proven 4-step structure that will help you transform these meetings into your most powerful leadership tool. Whether you manage 3 people or 30, this episode gives you a framework that actually works.You’ll learn:Why bad one-on-ones erode trust, culture, and performanceHow intentional one-on-ones support people-first leadershipA 4-part agenda that builds connection, alignment, and growthWhy energy checks (like the “battery level” question) are keyReal-world coaching questions and leadership prompts that move people forwardThis is Episode 1 of our One-on-One Meeting Series—and it sets the foundation for everything that follows.Leadership Challenge inside: Use this episode to structure your next one-on-one meeting.Need support or a template? Connect with Colby directly on LinkedIn or by email to get the same one-on-one agenda and prompts he uses with his teams.Follow the show Most of our listeners aren’t subscribed—if that’s you, would you do us a favor and hit follow today? That’s how we reach more leaders and create real change in the workforce.Colby is available for speaking Interested in booking Colby for a keynote, team training, or leadership offsite? Reach out through LinkedIn or by email to learn more.Connect with Colby Morris LinkedIn: https://www.linkedin.com/in/colby-morris/ Email: [email protected] Website: NXTStepAdvisors.comColby's LinkedIn ProfileNXTStepAdvisors.com

Managing Up — How to Disagree with Your Boss Without Killing Your CareerDisagreeing with your boss doesn’t have to be career suicide. In fact, it might be your most powerful leadership move—if you do it the right way.In the final episode of The Conflict Series, Colby Morris tackles one of the toughest challenges for leaders in the middle: how to manage up. Whether you’re a middle manager, a team lead, or a high-performing individual contributor, you’ve likely faced the tension of wanting to speak up without stepping out of line.This episode gives you the mindset, language, and strategy to disagree with leadership without damaging trust or credibility. Learn how to bring respectful pushback, contribute solutions instead of complaints, and connect feedback to shared goals—all while strengthening your influence from the middle of the org chart.In this episode, you’ll learn:Why most leaders get managing up completely wrongHow to challenge direction without sounding combativeA 3-part framework to speak up clearly, calmly, and crediblyReal-world examples of how to bring feedback up the chainA leadership challenge to help you practice the right way this weekWhether you’re looking to build credibility with your boss, influence strategy from the middle, or coach your team on how to lead up well—this is the episode that brings it all together.If this episode gave you new insight or language to lead from the middle, share it with your team or send it to another leader you respect. Want to bring this conversation into your organization? Colby is available for speaking engagements, executive trainings, and leadership retreats focused on communication, culture, and courageous leadership. Connect on LinkedIn or reach out through the link below.NXT Step AdvisorsColby's LinkedIn ProfileNXTStepAdvisors.com

Struggling to have tough conversations without damaging relationships? You’re not alone—and this episode shows you how to lead with clarity and care.In Part 2 of The Conflict Series, Colby Morris breaks down a practical 3-step framework for saying hard things as a leader—without losing trust, morale, or momentum. Drawing from years of leadership experience and a real-life story with a former supervisor, Colby reveals how consistent one-on-ones, clear expectations, and people-first leadership make tough conversations easier and more effective.Whether you're giving performance feedback, addressing accountability gaps, or confronting team dynamics, this episode gives you the exact words, mindset, and tools you need to lead like a pro—even in the uncomfortable moments.In this episode, you’ll learn:Why avoiding tough conversations erodes trust faster than speaking the truthA 3-step framework for direct and compassionate feedbackHow consistent one-on-ones and feedback rhythms make accountability easierThe biggest mistakes leaders make when delivering hard messages—and how to fix themA leadership challenge to help you take immediate action this weekThis episode is a must-listen for new managers, seasoned executives, HR leaders, and anyone committed to building a culture of clarity, care, and high performance.If this episode challenged or helped you, share it with your leadership team. Colby is available for speaking engagements, team offsites, and leadership trainings focused on building people-first leaders who communicate with courage. Connect with him on LinkedIn or reach out through the contact link below.WebpageColby's LinkedIn ProfileNXTStepAdvisors.com

The Conflict Series: Your Team is Not a FamilyIs your workplace really a family—or are you avoiding the tough conversations your team actually needs?In this episode of Things Leaders Do, Colby Morris kicks off The Conflict Series by taking aim at one of the most popular myths in leadership today: the idea that your team should function like a family. While “we’re like a family here” sounds heartwarming, it often creates confusion, stifles innovation, and sabotages accountability.Colby shares personal stories, expert quotes, and hard-won lessons from the front lines of leadership to help you build a culture of trust, performance, and growth—without the emotional traps that “family culture” can bring. Whether you're a new leader trying to define your voice or a seasoned executive looking to shift your organization’s culture, this episode gives you the tools to lead with clarity and courage.In this episode, you’ll learn:Why calling your team a “family” can lead to underperformance and missed opportunitiesHow avoiding conflict in the name of harmony kills innovationReal-world examples of leadership mistakes and what they taught ColbyThe exact language to use instead of “we’re a family” to inspire accountability and unityA 3-step leadership challenge to reset expectations and take action this weekThis episode is ideal for frontline managers, senior leaders, HR professionals, and leadership coaches who want to create high-trust, high-performance cultures without falling into the emotional traps of outdated leadership clichés.If this episode hits home, share it with your team and open the conversation. Interested in bringing this message to your organization? Colby is available for leadership trainings, offsites, and team culture resets. Connect with him on LinkedIn (https://www.linkedin.com/in/colbymorris/) or reach out directly using the contact link below:Nxtstepadvisors.comColby's LinkedIn ProfileNXTStepAdvisors.com

How to Build Backup Systems That Scale — Without Creating Bottlenecks or BurnoutShow Description:If your business relies on one person to keep a process running, you don’t have a system — you have a single point of failure.In this follow-up to last week’s episode, Colby shares real stories and practical tools to help you build backup systems that scale without piling on red tape or burning out your team.You’ll hear:A true story from Colby’s hospital leadership days that changed the way he trained teamsHow to test whether your team is truly cross-trained or just good at talkWhy most SOPs fail — and how to fix them by documenting context, not just tasksA powerful “Mission-Critical Map” exercise to find and fix your hidden bottlenecksA weekly challenge to help you build a more resilient, scalable team — starting nowThis episode is for leaders who want to grow without becoming the bottleneck, lose sleep over operational gaps, or build a company that falls apart if one person goes on vacation.Need help building resilient teams, systems that scale, or leaders who can handle the weight of growth?Colby offers executive coaching, keynote speaking, and custom leadership training for organizations that want to grow with clarity, confidence, and consistency.Contact Colby directly: LinkedIn: https://www.linkedin.com/in/colbymorris/ Booking or inquiries: https://www.nxtstepadvisors.com/Subscribe, leave a review, and share this episode with another leader.And you know why?Because those are the things that leaders do.#leadership #businesssystems #operations #scalingbusinesses #founderlife #teamdevelopment #thingsleadersdoColby's LinkedIn ProfileNXTStepAdvisors.com