Things Leaders Do: Leadership for Managers and Executives

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.

Support the show

• Colby's LinkedIn Profile
• NXTStepAdvisors.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 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.

Support the show

• Colby's LinkedIn Profile
• NXTStepAdvisors.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 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.

Support the show

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

About the Show

Things Leaders Do delivers practical, people-first leadership strategies for managers who want real results without corporate fluff. Host Colby Morris, founder of NXT Step Advisors, shares insights from his executive experience to help you build stronger teams, improv

Support the show

• Colby's LinkedIn Profile
• NXTStepAdvisors.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 months
• The ADAPT framework that's changing how leaders manage virtual teams
• Why your introvert employees dread those "quick video calls"
• A simple weekly audit to catch yourself micromanaging
• The difference between empowering and monitoring remote workers

Perfect for managers, directors, and executives leading distributed teams who want to build trust, improve retention, and boost productivity without constant oversight.

Ready to transform your leadership approach? Listen now and discover why focusing on outcomes instead of activities is the key to hybrid team success.

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 Leadership

A 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 Morris

Struggling with hybrid team leadership? Colby delivers keynote presentations, executive coaching, and team training that transform workplace culture and drive measurable results.

Book a consultation: nxtstepadvisors.com
Connect on LinkedIn: linkedin.com/in/colbymorris
Email: [email protected]

About the Show

Things Leaders Do delivers practical, people-first leadership strategies for managers who want real results without corporate fluff. Host Colby Morris, founder of NXT Step Advisors, shares insights from his executive coaching practice to help you build stronger teams, improve retention, and create workplace cultures where people actually want to work.

New episodes every Monday. Subscribe now and never miss the latest in leadership development and team management strategies.

Support the show

• Colby's LinkedIn Profile
• NXTStepAdvisors.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 complicity
• The difference between political posturing and human leadership
• Practical steps for addressing tragedy with your team while staying rooted in your organization’s values
• The hard truth about protecting culture when toxic responses to violence show up inside your workplace
• How leaders can create psychological safety and protect trust in the aftermath of tragedy

Leadership gets tested in moments like these. The way you respond shapes not only your culture today but the trust your people will have in you tomorrow.

If you’re struggling with how to navigate these conversations, Colby is available for executive coaching, organizational consulting, and leadership training at nxtstepadvisors.com
. You can also connect with him directly on LinkedIn

Support the show

• Colby's LinkedIn Profile
• NXTStepAdvisors.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 Learn

• The counterintuitive truth about real leadership courage
• Research-backed insights on productive disagreement from communication experts
• Specific phrases that actually invite disagreement (beyond "any questions?")
• How to create systematic safety for disagreement in your team culture
• Real CEO stories showing how this plays out in high-stakes situations

This Week's Challenge

Pick one decision you're confident about and actively seek out disagreement. Ask someone whose judgment you respect to argue against your idea.

Expert Insights From

Charles Duhigg (Supercommunicators) • Adam Grant • Patrick Lencioni

Connect with Colby

• Website: nxtstepadvisors.com
• LinkedIn: linkedin.com/in/colbymorris
• Services: Executive coaching, team training, and keynote speaking

Series Complete

This concludes our 3-part Conflict IQ series. Subscribe for more leadership insights.

Tags: conflict IQ, leadership development, conflict resolution, team communication, psychological safety, productive disagreement, leadership courage

Category: Business

Support the show

• Colby's LinkedIn Profile
• NXTStepAdvisors.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 dangerous
• Four common signals that conflict is brewing under the surface
• The psychology of why smart people stay silent (and what it costs you)
• Practical tools to “read the room” and surface concerns before they escalate
• Real-world examples of leaders who missed the signals—and those who nailed them

Research shows that 43% of employees experience burnout and stress tied to poor communication. Hidden conflict doesn’t just stall projects—it quietly erodes trust, engagement, and retention.

Key takeaway: Great leaders don’t just manage conflict when it erupts—they develop the Conflict IQ to see it coming and create the safety for their teams to address it directly.

Next week: Episode 101, Part 3 of the Conflict IQ series—The Courage Conversation: How to Invite Conflict Instead of Avoiding It.

For more people-first leadership tools, executive coaching, or team workshops, visit nxtstepadvisors.com
.

Connect with Colby:

• Visit nxtstepadvisors.com
  for keynote speaking, executive coaching, team development, and leadership training.
• Connect with me on LinkedIn: Colby Morris

Support the show

• Colby's LinkedIn Profile
• NXTStepAdvisors.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.com

Connect with Colby on LinkedIn
.

Support the show

• Colby's LinkedIn Profile
• NXTStepAdvisors.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 Learn

• The 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 them
• Specific language and strategies to get better results from your Gen X boss
• How understanding their "operating system" can turn friction into collaboration

Key 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 For

• Millennials and Gen Z feeling frustrated with their Gen X managers
• Anyone who's ever felt like they need a translator for their boss
• People who want to build better relationships with senior leadership

Your Action This Week

Pick your Gen X boss's most confusing behavior and try one new approach based on what you learn in this episode.

Connect with Colby

• Website: nxtstepadvisors.com
• LinkedIn: https://www.linkedin.com/in/colbymorris/
• Share this with someone else who's trying to crack the Gen X leadership code

Reflection Question

Which Gen X behavior have you been taking personally that might just be generational programming?

Support the show

• Colby's LinkedIn Profile
• NXTStepAdvisors.com