Things Leaders Do: Leadership for Managers and Executives

Quick Answer

When should you have a performance conversation with an underperforming team member? Address it immediately the first time you notice an issue—not the third or fourth time. The first time, approach it with curiosity: "What happened?" The second time, express concern and document the conversation. Waiting only makes the problem worse for everyone involved.

Episode Description

How do you know when it's time to address underperformance? What are the early warning signs that someone's struggling? Why does waiting to have the conversation make everything worse?

Most managers wait too long to address performance issues—hoping the problem will fix itself or waiting for the "perfect time" to bring it up. But waiting doesn't help. It just lets small issues escalate into formal performance problems.

In this first part of a two-part series, Colby shares the four signs that tell you it's time to have the conversation, why you need to address issues immediately (the first time, not the third), and why early intervention is actually the kindest thing you can do for someone who's underperforming.

This episode sets the foundation. Next week, Part 2 will give you the exact framework for what to say and how to follow up.

Key Takeaways

• The four signs that tell you it's time to have a performance conversation
• Why you should address issues the first time you notice them—not wait for a pattern
• The immediate intervention approach: first time with curiosity, second time with documentation
• Why waiting makes the problem worse (the timeline of doom from Week 1 to Week 12)
• Why early intervention is actually kinder than avoiding the conversation
• Key statistics: Employees are 3.6x more likely to do outstanding work with daily vs. annual feedback (Gallup)

Who This Episode Is For

Middle managers who've noticed someone on their team underperforming, who want to know when to intervene, and who need the confidence to address issues early instead of waiting until they become formal HR problems.

Connect with Colby

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

Don't miss Part 2 next week where Colby walks through the exact six-step framework for what to say in the conversation and how to follow up to make sure it sticks.

Support the show

• Colby's LinkedIn Profile
• NXTStepAdvisors.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 Description

What happens when your January plans fall apart by Week 2? How can you recover when you've already slipped back into old habits? What's the difference between perfect execution and sustainable leadership?

Most leaders are already behind by mid-January. They set goals, had a great first week back, and then reality hit. In this final episode of the Year-End Leadership Survival Guide series, Colby shares a personal story about a January that didn't go as planned—and the three-step recovery process he's refined over 20+ years in leadership and operations.

This isn't about perfect execution. It's about recovery. If you've already missed one-on-ones, if you've already fallen back into reactive mode, or if you're wondering how to maintain momentum beyond January, this episode is for you.

Key Takeaways

• A 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 negotiable
• The three-step recovery process when you're off track: acknowledge it, identify the pattern, make one adjustment
• How to spot you're drifting (usually happens in Week 3)
• What should be in place by end of January to enter February with momentum
• Why leadership is about recovery, not perfect execution—and how to course-correct quickly

Who This Episode Is For

Middle managers and team leaders who've already slipped on their January goals, who want to know how to recover without starting over, and who need sustainable leadership habits that work in the real world.

Connect with Colby

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

Support the show

• Colby's LinkedIn Profile
• NXTStepAdvisors.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 Takeaways

• Why the first week of January is the most important week of the year for leaders
• The three critical conversations every leader needs to have with their team in the first week back
• What 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 start
• The Start/Stop/Continue framework for resetting your leadership in 2026
• How to set a leadership rhythm that prevents you from falling back into old habits by March

Featured Statistics

• Only 23% of employees globally are engaged at work (Gallup, 2024)
• Employee disengagement costs $8.9 trillion globally
• Employees 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 For

Middle managers and team leaders who want to start 2026 strong, re-engage their teams after the holidays, and build sustainable leadership habits that actually stick.

Connect with Colby

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

Support the show

• Colby's LinkedIn Profile
• NXTStepAdvisors.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 conflicts
• How to cascade corporate goals using the trickle-down effect (not copy/paste)
• The two types of personal development goals your team actually wants
• How to find the overlap between business needs and employee growth
• Why writing goals together (not for them) creates ownership and buy-in

Key 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 strong

Perfect for: Middle managers setting 2026 goals who want to create objectives their team actually cares about achieving

Need help building a goal-setting framework that drives real performance? Colby works with leaders and teams through keynote speaking, executive coaching, and leadership training.

📧 linkedin.com/in/colbymorris | 🌐 nxtstepadvisors.com

Subscribe wherever you listen to podcasts | Share with a leader setting goals with their team

Support the show

• Colby's LinkedIn Profile
• NXTStepAdvisors.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 MIA
• How to introduce one-on-ones without the awkwardness derailing you
• The three anchors of feedback that sticks: specific, future-focused, accountable
• Why 85% of employees consider quitting after an unfair review

Key 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 strong

Perfect for: Middle managers facing year-end reviews who realize they haven't been as present as they should have been

Need help building a feedback culture in your organization? Colby works with leaders and teams through keynote speaking, executive coaching, and leadership training.

📧 linkedin.com/in/colbymorris | 🌐 nxtstepadvisors.com

Subscribe wherever you listen to podcasts | Share with a leader facing performance reviews

Support the show

• Colby's LinkedIn Profile
• NXTStepAdvisors.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 instead
• The 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 extroverts
• What disproportionate recognition looks like - A real story about six months of client-saving work reduced to a shoulder pat
• Team appreciation alternatives to mandatory fun - Give the gift of time, not awkward potlucks
• When 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 work
• Recognition is most effective within 48 hours of the achievement

Common 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.com

How to Support The Things Leaders Do Podcast: Subscribe on your favorite podcast app | Leave a 5-star review | Share this episode with a leader who's trying to figure out how to show their team appreciation without it feeling forced or awkward

Keep noticing the work your people do. Keep showing gratitude that actually matches who they are. Keep making recognition a regular practice, not just a holiday tradition. Because those are the things that leaders do.

Support the show

• Colby's LinkedIn Profile
• NXTStepAdvisors.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 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: [email protected]

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.

Support the show

• Colby's LinkedIn Profile
• NXTStepAdvisors.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-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.

Support the show

• Colby's LinkedIn Profile
• NXTStepAdvisors.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 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: [email protected]

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.

Support the show

• Colby's LinkedIn Profile
• NXTStepAdvisors.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 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?

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• 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.

Support the show

• Colby's LinkedIn Profile
• NXTStepAdvisors.com