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

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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

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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

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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 culture
• How to use one-on-ones to build trust and drive results simultaneously
• The "fly under the radar" strategy that protects you while proving your approach works
• Creating healthy contagion: How one team's culture spreads organization-wide
• Real case study: Leading 20 managers and 350 employees to cultural transformation

Perfect for middle managers, directors, and VPs who want to be people-first leaders but don't have authority to mandate company-wide change. Also valuable for executives exploring organization-wide culture transformation.

Referenced Episodes:

• One-on-One Leadership Series: June 14, 2024 & December 4, 2024
• June 4 & 9, 2025

Want the one-on-one templates and frameworks? Contact Colby for free resources.

Connect with Colby Morris

Website: nxtstepadvisors.com

LinkedIn: linkedin.com/in/colbymorris

Services: Executive Coaching | Leadership Training | Keynote Speaking | Culture Transformation

Executives: Ready to discuss organization-wide people-first culture transformation? Let's talk.

Enjoyed this episode?

• Subscribe to The Things Leaders Do
• Leave a review
• Share with a leader who feels alone trying to lead differently

Remember: Keep focusing on your team first, not fixing the company. Keep showing up consistently in your one-on-ones. And keep proving that people-first leadership actually drives better results. Because those are the things that leaders do.

#PeopleFirstLeadership #LeadershipDevelopment #OneOnOnes #MiddleManagement #CultureChange #ExecutiveCoaching #WorkplaceCulture #LeadershipTips #ToxicWorkplace #TeamCulture

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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 week
• What makes you irreplaceable as a leader
• How to use AI for difficult emails and data analysis
• The paradigm shift: More time with people, not more tasks

Featured 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 Morris

• Website: nxtstepadvisors.com
• LinkedIn: linkedin.com/in/colbymorris

Services: Executive Coaching | Leadership Training | Keynote Speaking

Enjoyed this episode?

• Leave a 5-star review
• Share with another leader navigating AI

Remember: Keep using AI to free up time for your people, not to avoid them. Because those are the things that leaders do.

#AILeadership #PeopleFirstLeadership #LeadershipDevelopment #ExecutiveCoaching #LeadershipPodcast

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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 MORRIS

Keynote speaking executive coaching and team training

Website nxtstepadvisors.com

LinkedIn linkedin.com/in/colbymorris

ABOUT THINGS LEADERS DO

Practical people-first leadership strategies for managers who want real results. Host Colby Morris founder of NXT Step Advisors shares insights from his executive coaching practice to help you build stronger teams develop future leaders and create workplaces where people see a path forward.

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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 people
• A four-step conversation framework for addressing mental health without overstepping
• Why "Are you okay?" fails and what to ask instead
• The business case: workplaces prioritizing mental health see 13% higher productivity

The truth: Being nice doesn't equal being connected. People-first leaders know their people well enough to recognize when "I'm fine" isn't true.

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 Morris

Keynote speaking, coaching, and training: nxtstepadvisors.com
LinkedIn: linkedin.com/in/colbymorris

About Things Leaders Do

Practical, people-first leadership strategies for managers who want real results. Host Colby Morris 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 Profile
• Things Leaders Do Instagram

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 approaches
• SMART 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 problems

Real transformation results: Marketing director eliminated "when are they working" anxiety, team productivity increased, retention hit 100% - all by measuring what actually matters instead of monitoring activities.

Key insight: Stop controlling HOW work gets done. Start focusing on WHAT gets accomplished. Your people will do their best work when they know how they're measured, feel trusted, and get regular feedback and support.

Perfect for: Managers, directors, and executives leading distributed teams, remote workers, or hybrid workforces who want practical systems for building trust, measuring performance, and developing people without micromanaging.

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 Episodes

Must-listen first: Episode 103 - "The Hybrid Leadership Dilemma: Why Your Old Management Style Isn't Working"

Deep dive: "The One-on-One Series" - Complete framework for effective weekly check-ins

Subscribe 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 Morris

Book 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: Colby@nxtstepadvisors.com

About the Show

Things Leaders Do delivers practical, people-first leadership strategies for managers who want real results w

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