『Things Leaders Do』のカバーアート

Things Leaders Do

Things Leaders Do

著者： Colby Morris | NXT Step Advisors
無料で聴く

Things Leaders Do is a leadership podcast for managers who want practical strategies that actually work, not leadership theory that sounds good in a boardroom. No fluff. No vague concepts. Just tactical frameworks you can implement Monday morning.


Whether you're a new manager figuring out how to lead your first team, a middle manager carrying the weight of the org, or a seasoned executive refining your approach, host Colby Morris breaks down people-first leadership with humor, insight, and straight talk.


Weekly episodes cover how to communicate and build trust, run one-on-ones that actually work, handle performance reviews that don't suck, balance accountability with empathy, manage conflict and tough conversations, lead through pressure and setbacks, plan for succession, develop your people, and build team cultures where people want to stay instead of just show up.


A lot of his content is for the leaders stuck in the middle.


Gen X managers running teams while reporting to executives above them and leading Millennial and Gen Z employees below. If you've ever felt like most leadership advice was written for somebody else's generation, this show was built for you.


New episodes every Wednesday. Host Colby Morris is the founder of NXT Step Advisors, providing executive coaching, team training, and keynote speaking focused on people-first leadership that drives real business results.


Connect at NXTStepAdvisors.com or linkedin.com/in/colbymorris

© 2026 Things Leaders Do マネジメント マネジメント・リーダーシップ 個人的成功 出世 就職活動 経済学 自己啓発
エピソード
  • How to Manage Your Old Coworkers (Without Losing Their Respect)

    How to Manage Your Old Coworkers (Without Losing Their Respect)
    2026/09/09

    When you're promoted over your former peers, the job is to redraw three things on purpose: the relationship, the standard, and your own support system. Colby Morris calls it The Redraw, and it's the difference between a promotion that sticks and one that quietly falls apart inside ninety days.

    Here's what nobody warns you about. The day you got the title, the line between you and your team got erased. If you don't redraw it out loud, and fast, your people redraw it for you, usually with the worst possible story. This episode gets into the two instincts that sink new managers, why going easy on your work friend quietly torches your credibility with everybody else, and the move to make with the one person on your team who wanted your job. If you got promoted from inside, or you're about to, this one's built for you.

    Colby Morris: "The line between you and your team gets erased the day you get promoted. If you don't redraw it on purpose, everyone draws their own version, and they draw it wrong."

    What is The Redraw?

    The Redraw is Colby Morris's framework for leading people who used to be your peers. It has three moves: redraw the relationship, redraw the standard, and redraw yourself. The episode walks each one, including the exact first-two-weeks conversation that sets the whole thing up.

    Why do so many new managers fail when they're promoted from within?

    About 60% of new managers fail within their first two years (CEB), and the rate climbs when someone is promoted from inside to lead their former peers. Gallup's 2026 State of the Global Workplace found managers drive roughly 70% of team engagement, while manager engagement itself hit a record low, with the steepest declines among managers under 35 and women, the two groups most likely to be promoted from within. We keep handing the hardest version of the job to the people we prepare the least.

    How do you manage people who used to be your peers without losing their respect?

    You stop pretending nothing changed. As Colby puts it in the episode, the closeness was never the problem, the pretending is. You redraw the relationship on purpose and out loud, you hold the standard evenly even with your closest friend on the team, and you rebuild your own support so you're not leading from isolation. The how, including the mistake Colby made with his own best friend at work, is in the episode.

    Research and references in this episode

    • Colby Morris: "The closeness was never the problem. The pretending is."
    • CEB: roughly 60% of new managers fail within two years, higher for those promoted from within.
    • Gallup, 2026 State of the Global Workplace: managers drive about 70% of team engagement; manager engagement at a record low.
    • Brené Brown on clear communication: "Clear is kind."
    • Patrick Lencioni on peer accountability.

    Related episodes

    • What to Do When Taking Over a New Team
    • One-on-One Meetings That Work
    • Stop Going to Your Boss About Your Coworker
    • Your Boss Isn't Ignoring You. They're Just Not Hearing You.

    Connect with Colby Morris

    Colby Morris is the founder of NXT Step Advisors, where he helps organizations build people-first leaders through keynotes, executive coaching, and leadership training.

    Learn more at NXTStepAdvisors.com or connect with Colby on LinkedIn.

    • Colby's LinkedIn Profile
    • NXTStepAdvisors.com
    続きを読む 一部表示
    26 分
  • Your Boss Isn't Ignoring You. They're Just Not Hearing You.

    Your Boss Isn't Ignoring You. They're Just Not Hearing You.
    2026/08/12
    Why does my boss ignore my ideas? Usually he isn't ignoring them, he just never heard them the way you meant them. In one workplace study, 81% of leaders said their people have an easy way to give feedback, while only 44% of employees said they actually have a voice. Your boss almost certainly thinks his door is open. And you're on your fourth attempt to get somebody to care about a staffing problem. That gap isn't about caring. It's about transmission, and it belongs to you. In this episode, Colby Morris shares the reporting process he pitched four times and got nowhere with, the forty seconds that finally fixed it, and the Reframe Before the Ask: four moves that get you heard by a boss who is busy, distracted, and convinced he's already listening."You've been walking into that office thinking one thing is getting judged in there. Your idea. Two things are getting judged. Your idea, and you." Colby Morris, The Things Leaders DoMore on Getting Your Boss to ListenWhat is the Reframe Before the Ask?The Reframe Before the Ask is a framework from Colby Morris for getting heard by a boss who isn't listening. The idea is that most of us spend our energy sharpening the argument, when the thing that decides the outcome is how the idea arrives before you ever make the ask. It comes down to four moves. Colby walks through all four in the episode.Why does my boss ignore my ideas?Usually because of what you handed him, not because he doesn't care. There's a difference between bringing your boss a problem and bringing him something he can actually say yes to, and most of us have never noticed which one we're doing. Colby tells the story of getting this wrong for eight months straight.Does speaking up at work hurt your career?Research by Ethan Burris at the University of Texas found something uncomfortable. When employees challenged how things were being done, their managers didn't just back the idea less. They also rated those employees as worse at their jobs. Two things drove it, and neither one was the quality of the idea. Colby breaks down what those two things were, and why they're actually good news.How do I get my boss to take my concerns seriously?Say it in his language instead of yours. "My team is burned out" is true, and it lands as a feelings report. The same truth, translated into what your boss is measured on, becomes something he can carry into his own leadership meeting. The episode covers how to find your boss's scoreboard, including a four-minute exercise you can run this week.What is powerless communication?Powerless communication is Adam Grant's term, from his book Give and Take, for the finding that people who ask questions, admit what they don't know, and speak tentatively are often the most persuasive people in the room. When people think you're trying to talk them into something, they put their guard up. Grant is also clear that this only works under one condition, and the episode covers that condition along with the way this move gets misused.What if my boss still won't listen?Run it more than once. One good conversation doesn't undo two years of a pattern. But after three real attempts, silence is an answer, and the question changes from how do I get through to him into something else entirely. Colby covers what to do with that answer, including the version where the problem really is your boss.Research and SourcesEthan Burris, University of Texas at Austin, "The Risks and Rewards of Speaking Up," Academy of Management Journal. Managers rated employees who spoke up in challenging ways as lower performers and backed their ideas less, driven by perceived threat and perceived loyalty.Adam Grant, Give and Take, on powerless communication and advice seeking as a form of influence.Workplace communication research on the leader and employee perception gap: 81% of leaders say employees have an easy way to give feedback, while 44% of employees say they have a voice.Related EpisodesHow to Disagree With Your Boss (Without Getting Fired)Stop Going to Your Boss About Your CoworkerLead with Clarity: 3 Steps to Better Team CommunicationEffective Communication for LeadersAbout Colby MorrisColby Morris is the Founder of NXT Step Advisors, where he helps leaders and organizations build cultures that put people first through keynote speaking, executive coaching, and leadership training.ConnectLinkedIn: linkedin.com/in/colbymorrisWeb: NXTStepAdvisors.comColby's LinkedIn ProfileNXTStepAdvisors.com
    続きを読む 一部表示
    25 分
  • Stop Going to Your Boss About Your Coworker

    Stop Going to Your Boss About Your Coworker
    2026/08/05

    How do you handle a conflict with a coworker who doesn't report to you? Go to them directly, before your boss, and make it the two of you against the problem instead of you against each other. Most leaders were never taught this one. There are shelves of books on managing your team and managing your boss, and almost nothing on the sideways conversation with a peer, where you have no authority and still have to work together on Monday.

    So 70% of us avoid it, or worse, we go around them to the shared boss and quietly end the relationship. In this episode, Colby Morris tells the peer conversation he got wrong, what it cost him, and walks through the Third Chair: four moves for having the hard conversation with a peer without triangulating and without it turning personal.

    "Going around someone you never talked to is triangulation. Escalating something you tried twice to solve directly is just the truth. Boss last, not boss first." Colby Morris, The Things Leaders Do


    More on Handling Conflict With a Coworker

    What is the Third Chair?

    The Third Chair is a framework from Colby Morris for handling conflict with a peer. The default setup is two chairs facing each other, you versus them. The Third Chair is the move of putting the problem in a chair of its own so both people are facing it instead of each other. Colby breaks down all four moves in the episode.

    Why shouldn't I go to my boss about a coworker problem?

    Because it costs you three ways at once, and only one of them is the problem you went in about. Colby names all three, including the one your boss quietly files away about you.

    How do I confront a coworker without starting a fight?

    It comes down to your first sentence. Most people open with the complaint, which puts the other person on trial and starts a defense. There is a different opener that puts the problem on trial instead. Same facts, completely different next twenty minutes. Colby gives you both versions in the episode.

    What is the difference between task conflict and relationship conflict?

    Organizational psychologist Adam Grant draws the line simply: task conflict is people against a problem, relationship conflict is people against people. Peer conversations collapse from the first into the second faster than any other kind, because there is no rank and no referee in the room. The Third Chair exists to stop that collapse.

    What if my coworker doesn't change after we talk?

    There is a point where escalating to your boss stops being triangulation and becomes legitimate, and one condition that changes everything about how it lands. Colby covers the second conversation, the escalation, and the peer who turns your honesty into ammunition.

    Research and Sources

    • Bravely found that 70% of employees are avoiding a difficult conversation at work, whether with a boss, a colleague, or a direct report.
    • The Myers-Briggs Company found that time spent dealing with workplace conflict roughly doubled between 2008 and 2022.
    • Adam Grant, organizational psychologist, on task conflict versus relationship conflict.
    • Patrick Lencioni, The Five Dysfunctions of a Team, on artificial harmony and the fear of conflict.

    Related Episodes

    • How to Have Tough Conversations with Employees
    • Stop Trying to Win Tough Conversations
    • How to Disagree With Your Boss (Without Getting Fired)
    • Conflict IQ Part I: Why You Need It Yesterday

    About Colby Morris

    Colby Morris is the Founder of NXT Step Advisors, where he helps leaders and organizations build cultures that put people first through keynote speaking, executive coaching, and leadership training.

    Connect

    LinkedIn: linkedin.com/in/colbymorris
    Web: NXTStepAdvisors.com

    • Colby's LinkedIn Profile
    • NXTStepAdvisors.com
    続きを読む 一部表示
    26 分
adbl_web_anon_alc_button_suppression_t1
まだレビューはありません