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 confrontation
• What 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 decision
• How to recognize when your boss is truly the problem—and when it's time to walk away
• Real story from Colby's 20+ years in healthcare leadership about managing up during a budget crisis

Key Takeaways:

• The "clarification approach" for disagreeing without seeming confrontational
• Why coming with solutions (not just problems) changes everything
• The follow-up email strategy that protects you when decisions go wrong
• When to walk away from toxic leadership situations

Featured 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/colbymorris
• NXT Step Advisors: nxtstepadvisors.com
• Email Colby: Colby@NxtStepAdvisors.com

Need Help Managing Upward Conflict in Your Organization? Colby works with leaders and teams through keynote speaking, executive coaching, and leadership training to build people-first cultures where difficult conversations lead to better outcomes, not damaged relationships.

For Executives: Want to create an environment where your leaders feel safe disagreeing with you? Let's talk about building that culture.

How to Support The Things Leaders Do:

• Subscribe on Apple Podcasts, Spotify, or your favorite podcast app
• Leave a 5-star review
• Share this episode with a leader who's stuck knowing their boss is wrong but not knowing what to do about it

Keep advocating for your team. Keep navigating with strategy. Keep protecting your integrity. Because those are the things that leaders do.

Related Topics: Managing up, upward management, how to disagree with your boss, workplace conflict resolution, difficult conversations with leadership, navigating power dynamics, middle management skills, leadership communication, managing upward conflict, when to leave a toxic boss

#TheThingsLeadersDo #PeopleFirstLeadership #LeadershipDevelopment #MiddleManagement #ManagingUp #UpwardManagement #DifficultConversations #WorkplaceConflict #LeadershipSkills #LeadershipPodcast #ConflictResolution #ProfessionalDevelopment

• Colby's LinkedIn Profile
• Things Leaders Do Instagram

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-off
• The key difference between checking in on the leader vs checking up on their work
• Why micromanagers struggle with trust (and what's really behind it)
• How a nervous VP became confident through accountability instead of control
• How to use one-on-ones to create accountability without surveillance
• The exact questions that support your team instead of suffocating them
• Clear 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 did
• 71% said micromanagement interfered with job performance
• 85% said their morale was negatively impacted
• Micromanagement is among the top 3 reasons employees resign

Featured 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 Jobs

Perfect 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 Morris

Website: nxtstepadvisors.com

LinkedIn: linkedin.com/in/colbymorris

Services: Executive Coaching | Leadership Training | Keynote Speaking | Delegation & Accountability Workshops

Enjoyed this episode?

• Subscribe to The Things Leaders Do wherever you listen to podcasts
• Leave a 5-star review
• Share with a leader struggling to find the balance between control and trust

Remember: Keep checking in on your people, not checking up on their work. Keep asking how you can help instead of how they're doing every task. And keep trusting the people you've developed while still being present to support them. Because those are the things that leaders do.

#Accountability #Micromanagement #LeadershipDevelopment #Delegation #MiddleManagement #PeopleFirstLeadership #OneOnOnes #LeadershipSkills

• Colby's LinkedIn Profile
• Things Leaders Do Instagram

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 leader
• How to shift your language from coaching to accountability without losing respect
• When to escalate to HR or start a PIP (the two-strike framework)
• Step-by-step guide to preparing for and conducting the second conversation

Key Statistics:

• Every avoided conversation costs organizations $7,500 and 7 lost workdays
• 53% of employees handle toxic situations by ignoring them
• 70% of employees feel disengaged when poor performance goes unchallenged
• 25% of managers postpone difficult conversations for a year or longer
• Low performers without accountability cause a 30% decrease in team productivity

Perfect 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 Leaders

Connect with Colby Morris

Website: nxtstepadvisors.com

LinkedIn: linkedin.com/in/colbymorris

Email: Colby@NXTStepAdvisors.com

Services: Executive Coaching | Leadership Training | Keynote Speaking | Tough Conversations Workshop

Enjoyed this episode?

• Subscribe to The Things Leaders Do on Apple Podcasts or Spotify
• Leave a 5-star review
• Share with a leader who's avoiding a tough conversation right now

Remember: Keep having the hard conversations instead of avoiding them. Keep being clear about expectations and consequences. And keep giving your people a real chance to succeed before you move to termination. Because those are the things that leaders do.

#ToughConversations #LeadershipAccountability #PeopleFirstLeadership #MiddleManagement #PerformanceManagement #DifficultConversations #LeadershipDevelopment #HRLeadership

• Colby's LinkedIn Profile
• Things Leaders Do Instagram