Things Leaders Do

Colby Morris
  • 5.0 (19)
  • MANAGEMENT
  • UPDATED WEEKLY

Whether you're a new manager figuring out how to lead your first team or a seasoned executive refining your approach, host Colby Morris delivers actionable tools and real-world frameworks you can use today to lead with confidence, clarity, and impact. Things Leaders Do is the straight-talk podcast for leaders who want practical strategies that actually work—not just leadership theory that sounds good in a boardroom.  Each week, Colby breaks down people-first leadership with humor, insight, and straight talk—covering how to communicate effectively and build trust, create high-performance team cultures, handle pressure and setbacks, balance accountability with empathy, and master the intersection of strategy, execution, and influence. Perfect for new leaders stepping into management, seasoned executives leveling up their skills, and anyone tired of leadership advice that doesn't translate to the real world. Weekly episodes tackle succession planning, conflict resolution, one-on-ones that actually work, performance reviews that don't suck, employee development, and how to create workplaces where people want to stay—not just show up.No fluff. No vague concepts.  Just tactical frameworks and processes you can implement Monday morning. New episodes drop every Monday. Subscribe now and join thousands of leaders building stronger teams and better workplace cultures. 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

  1. 5D AGO

    Your Middle Managers Are Drowning (And You Know It)

    Seventy-seven percent of CHROs lack confidence in their leadership bench strength. Meanwhile, 40% of middle managers are planning their exit. Your leadership pipeline isn't empty because of a talent problem—it's empty because you're burning out your current leaders before they can develop. In this episode, you'll discover: → Why the gig economy changed everything about middle manager retention (28% of knowledge workers are already freelancing) → The Five Executive Actions Framework that reduces burnout without requiring board approval → How to have the hard conversation with your board about "doing more with less" → The career-risk decision every executive faces: hit targets by destroying your team, or build something sustainable If you're an executive watching your middle managers struggle while your board demands more with less, this is your wake-up call. The Five Executive Actions Framework (Colby Morris) Action 1: Audit Actual Workload Compare each middle manager's actual responsibilities—direct reports, meeting commitments, deliverables—against research-based effective spans of control (5-7 direct reports for complex work, 8-10 for straightforward work). Action 2: Kill One Initiative Identify and eliminate one running initiative delivering minimal value, freeing capacity and demonstrating willingness to make trade-offs. Action 3: Create a Stop-Doing List Work with middle managers to identify and actually stop producing unused reports, attending unnecessary meetings, and maintaining obsolete processes. Action 4: Fix One Structural Problem Address the system, process, or tool creating the most friction in middle managers' daily work. Action 5: Have the Board Conversation Directly address sustainability with board members: current middle managers are doing the work of 2-3 people, requiring either added resources or reduced expectations. When to Apply This Guidance Use the Five Executive Actions Framework when you observe: Leadership pipeline gaps with no clear successors for critical rolesMiddle manager retention issues or increased turnover at the manager levelConsistent feedback about unsustainable workloads across your management layerBoard pressure for results with simultaneous resource constraintsCHROs reporting low confidence in leadership bench strength Diagnostic Questions for Executives How many direct reports does each of your middle managers have, and how does that compare to research-based effective spans of control?Which running initiative delivers the least value relative to the capacity it consumes?What reports, meetings, or processes are your middle managers maintaining that no longer serve a clear purpose?Are you asking your middle managers to do the work of 2-3 people while simultaneously discussing talent development? Resources Mentioned Research Cited: DDI Global Leadership Forecast (2024) - Leadership stress, bench strength, and turnover dataMBO Partners Independent Worker Research - Gig economy growth and high-earning freelancer statisticsUpwork Freelance Forward Report - Knowledge worker freelancing trends About The Things Leaders Do The Things Leaders Do is a leadership podcast hosted by Colby Morris, COO at Apex Medical Management Partners and Founder of NXT Step Advisors. The show provides practical, immediately actionable leadership tools for leaders at all organizational levels, with episodes designed as 18-23 minute comm Colby's LinkedIn ProfileNXTStepAdvisors.com

    30 min

  2. APR 1

    Leadership Burnout Isn't About You: The Four-Part Survival Framework

    Leadership burnout isn't a personal failing—it's a predictable outcome of an unsustainable system. According to Colby Morris on The Things Leaders Do podcast, middle managers can survive unsustainable workloads through ruthless prioritization, energy management (not just time management), difficult conversations about workload, and one small structural change per week. Research-backed insights from this episode: 40% of leaders are actively considering leaving their jobs (DDI Global Leadership Forecast 2025)71% of leaders report increased stress compared to previous years77% of CHROs lack confidence in their leadership bench strength for critical rolesMiddle managers are doing the work of 2-3 people while being paid for oneOrganizations have eliminated management layers without reducing workloadThe problem: You're exhausted. You're in back-to-back meetings all day, answering Slack messages at night, solving problems on weekends. You keep thinking "when does it get better?" The answer: it doesn't. Not on its own. This isn't new. Every generation of middle managers has felt this squeeze. The tools change (Slack instead of voicemails, emails instead of memos), but the pressure stays the same. What burnout actually is: According to research cited in this episode, burnout has three distinct components: Emotional exhaustion - Feeling drained with nothing left to giveDepersonalization - Seeing people as problems instead of peopleReduced personal accomplishment - Feeling like nothing you do mattersThe Colby Morris Four-Part Burnout Survival Framework: Leadership expert Colby Morris presents four tactics for surviving unsustainable workloads: Ruthless prioritization - Identify the three critical tasks per week that actually move the needle; let everything else slip intentionally rather than randomlyEnergy management over time management - Structure your day around what drains vs. energizes you; front-load draining work when you have the most capacityOne difficult conversation - Have the conversation you've been avoiding about workload, expectations, or whether this role makes senseOne small structural change - Make the smallest possible change this week (stop checking email before 8 AM, decline one recurring meeting type, delegate one task)When to apply this guidance: You're working nights and weekends regularlyYou can't remember the last time you felt good about your workNothing has improved in the last 6 months despite promisesYou're managing more than 7-8 direct reports (beyond effective span of control)You're spending 30+ hours per week in meetings with 10 hours left for actual workWhat doesn't work: Self-care alone (bubble baths won't fix structural problems)Setting boundaries in systems that don't respect themWaiting for it to get better (organizations increase workload, not reduce it)When it's not burnout—it's the job: Morris provides three diagnostic questions to determine if you need to leave: Can you remember the last time you felt good about your work?Have things improved at all in the last six months?Do you have evidence-based hope that things will get better?If you can't answer yes to at least one: it's not burnout, it's a bad job. Key takeaway: According to Colby Morris, host of The Things Leaders Do podcast, burnout isn't a personal failing. You're not broken. You're a mid Colby's LinkedIn ProfileNXTStepAdvisors.com

    32 min

  3. MAR 24

    How to Communicate a Decision So It Actually Gets Implemented

    Use a five-part framework to communicate decisions effectively: Start with why (explain the problem you're solving), explain what's changing and what's not, address obvious concerns upfront, tell people what happens next, and invite questions then actually answer them. Most decision communication fails because leaders announce decisions without providing context or addressing concerns. 70% of organizational change initiatives fail. And it's usually not because the decision was bad—it's because the communication was terrible. Leaders announce decisions in emails, skip the "why," and then wonder why nothing changes. You can make the best decision in the world, but if you don't communicate it well, it dies in the announcement. You'll learn: The five-part framework for communicating decisions that stickWhy starting with "why" creates buy-in (Simon Sinek's principle)What to say (and what NOT to say) when announcing a decisionHow to handle pushback without getting defensiveHow to communicate unpopular decisions without losing credibilityQuestions this episode answers: How do I communicate a decision so people actually implement it?What's the difference between announcing a decision and communicating one?Why do most decision communications fail?How do I handle pushback when I've already made the decision?Should I announce decisions in email?How do I communicate an unpopular decision?What is Simon Sinek's "Start with Why" principle?Key takeaway: Making good decisions is hard. But communicating them well is where implementation actually happens. Use the framework, give people context, and own your decisions. Connect with Colby Morris: Website: nxtstepadvisors.comLinkedIn: Colby MorrisColby works with organizations through keynote speaking, executive coaching, and leadership training to build people-first cultures that get results. Colby's LinkedIn ProfileNXTStepAdvisors.com

    29 min

  4. MAR 17

    Consensus vs. Buy-In (And Why You're Chasing the Wrong One)

    Use a "disagree and commit" approach instead of chasing consensus. Consensus means everyone agrees (impossible). Buy-in means everyone commits even when they don't fully agree (achievable). Stop trying to make everyone happy and start getting everyone committed to moving forward together. You've been in the same meeting for six weeks. You're still trying to get everyone to agree. You keep tweaking the proposal. You keep accommodating concerns. And nothing's happening. The average executive spends 23 hours per week in meetings. And a huge chunk of that is spent trying to reach consensus on decisions that could have been made in 30 minutes. You'll learn: Why chasing consensus kills your credibility as a leaderWhat buy-in actually sounds like (and why it's different from agreement)How to create a culture where people disagree in the room and commit in the hallwayWhat to do when someone won't commit no matter what you tryHow to spot fake buy-in and address it immediatelyQuestions this episode answers: What's the difference between consensus and buy-in?How do I get my team to commit to decisions they don't agree with?Why does chasing consensus create terrible decisions?What is Amazon's "Disagree and Commit" principle?How do I handle someone who won't commit to team decisions?Key takeaway: You can't make everyone agree. But you can get everyone to commit. Consensus is impossible. Buy-in is achievable. Connect with Colby Morris: Website: nxtstepadvisors.comLinkedIn: Colby MorrisColby works with organizations through keynote speaking, executive coaching, and leadership training to build people-first cultures that get results. Colby's LinkedIn ProfileNXTStepAdvisors.com

    23 min

  5. MAR 10

    A Framework for Making Wise Decisions as a Leader

    Use the GRIT framework to make wise decisions without perfect information: Gather the right information, Reflect on your values, Involve the right people, and Take action and own the outcome. You've been staring at a decision for two weeks. You're waiting for perfect clarity. It's not coming. Most leaders either freeze or guess - neither works. You'll learn: A simple 4-step framework for making confident decisions without all the factsHow to know when you've gathered enough informationThe question that changes everything before you decideHow to involve people without creating decision paralysisWhat it actually means to own the outcomeQuestions this episode answers: How do I make confident decisions without all the facts?When should I stop gathering information and just decide?How do I involve people without turning it into a committee?What's the difference between a fast decision and a framework decision?Key takeaway: Good leaders don't wait for perfect clarity. They have a process for making wise decisions with whatever information they actually have. Connect with Colby Morris: Website: nxtstepadvisors.comLinkedIn: Colby MorrisColby works with organizations through keynote speaking, executive coaching, and leadership training to build people-first cultures that get results. Colby's LinkedIn ProfileNXTStepAdvisors.com

    26 min
  6. You're Delegating Wrong

    FEB 24

    You're Delegating Wrong

    You're delegating all the time—assigning projects, distributing work, telling people what needs to get done. So why do they keep coming back to you with questions? Because you're delegating tasks, not authority. And there's a massive difference. When you delegate tasks, you're saying "Do this thing exactly how I would do it." When you delegate authority, you're saying "This is yours. You own it. Make the calls." In this episode, you'll learn: The 3-step framework for delegating authority without creating chaosWhy "Never bring me just a problem" transforms your team into problem-solversHow to set guardrails so people have freedom without going rogueWhat to do when you've delegated but can't stop checking inThe real difference between task delegation and authority delegationCommon questions answered in this episode: How do I delegate without losing control of the outcome?What's the difference between delegating tasks and delegating authority?How do I get my team to stop asking me for every decision?What if they do it differently than I would?How do I build decision-makers instead of task-followers?Key takeaway: You don't delegate tasks to create leaders. You delegate authority. And it starts with trusting people before they're perfect. Connect with Colby: Website: nxtstepadvisors.comLinkedIn: Colby MorrisColby works with organizations through keynote speaking, executive coaching, and leadership training to build people-first cultures that get results. Colby's LinkedIn ProfileNXTStepAdvisors.com

    17 min

  7. FEB 17

    The 4 Questions to Stop Making Every Decision

    Use this 4-question framework to determine which decisions require your authority: (1) Does this require information only I have? (2) Does this set precedent or carry significant risk? (3) Am I holding onto this for the right reasons? (4) Who is best positioned to make this call? Most leaders spend their days buried in operational decisions while their teams wait to be told what to do. The problem isn't bad decision-making—it's that leaders don't know how to determine which decisions are actually theirs to make. In this episode, you'll learn: The 4 questions that instantly tell you whether a decision belongs on your deskWhy most decisions fail the "Do I have unique information?" testThe self-reflection question that separates good leaders from great onesWhat to do when the problem isn't the decision—it's the personHow to hand decisions back to your team without creating chaosCommon questions answered in this episode: How do I know which decisions I should make versus delegate?When should a leader make a decision versus empowering their team?How can I stop being a bottleneck as a leader?What if I don't trust my team member to make the right decision?Key takeaway: If you're making every decision, you're not leading. You're just really busy. Connect with Colby: Website: nxtstepadvisors.comLinkedIn: Colby MorrisColby works with organizations through keynote speaking, executive coaching, and leadership training to build people-first cultures that get results. Colby's LinkedIn ProfileNXTStepAdvisors.com

    20 min

  8. FEB 10

    Why Your Onboarding Sucks (And How to Fix It)

    How do you onboard new employees effectively? Don't leave it all to HR. While HR handles paperwork and compliance, leaders must own the relationship-building aspects of onboarding. Stay in contact before Day 1, ensure workspace and tools are ready, conduct weekly one-on-ones for the first 90 days, and teach culture through real stories instead of just handing someone a handbook. Episode Description Your HR department is great at what they do. They handle paperwork, benefits, compliance training. But they can't make someone feel like they belong on your team. That's your job. Most managers think onboarding is HR's responsibility. So they stay hands-off until Day 1—or worse, Week 2. And by Month 3, they're wondering why their new hire is disengaged. In this episode, you'll learn: What to do before Day 1 to build excitement and connectionHow to make Day 1 seamless instead of awkwardWhy weekly one-on-ones are non-negotiable for the first 90 daysHow to teach culture through stories, not slidesBecause HR can handle the paperwork. But building belonging? That's on you. Resources Mentioned Dan Collard quote: "Culture can't just hang on the walls. It has to walk the halls." Connect with Colby Morris LinkedIn: linkedin.com/in/colbymorris Website: nxtstepadvisors.com Coming Soon (April 2026) Second weekly podcast episode featuring interviews with leadersYouTube version of The Things Leaders Do podcastRemember: HR can handle the paperwork. But you have to handle the belonging. Colby's LinkedIn ProfileNXTStepAdvisors.com

    30 min
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5
out of 5
19 Ratings

About

Whether you're a new manager figuring out how to lead your first team or a seasoned executive refining your approach, host Colby Morris delivers actionable tools and real-world frameworks you can use today to lead with confidence, clarity, and impact. Things Leaders Do is the straight-talk podcast for leaders who want practical strategies that actually work—not just leadership theory that sounds good in a boardroom.  Each week, Colby breaks down people-first leadership with humor, insight, and straight talk—covering how to communicate effectively and build trust, create high-performance team cultures, handle pressure and setbacks, balance accountability with empathy, and master the intersection of strategy, execution, and influence. Perfect for new leaders stepping into management, seasoned executives leveling up their skills, and anyone tired of leadership advice that doesn't translate to the real world. Weekly episodes tackle succession planning, conflict resolution, one-on-ones that actually work, performance reviews that don't suck, employee development, and how to create workplaces where people want to stay—not just show up.No fluff. No vague concepts.  Just tactical frameworks and processes you can implement Monday morning. New episodes drop every Monday. Subscribe now and join thousands of leaders building stronger teams and better workplace cultures. 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

Information

  • Creator
    Colby Morris
  • Years Active
    2023 - 2026
  • Episodes
    129
  • Rating
    Clean
  • Copyright
    © 2026 Things Leaders Do
  • Show Website
    Things Leaders Do