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Estimated from 1 chart position in 1 market.
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- 🇨🇦CA · Management#1375K to 30K
- Per-Episode Audience
Est. listeners per new episode within ~30 days
1.5K to 9K🎙 Daily cadence·130 episodes·Last published 6d ago - Monthly Reach
Unique listeners across all episodes (30 days)
5K to 30K🇨🇦100% - Active Followers
Loyal subscribers who consistently listen
2K to 12K
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On the show
Recent episodes
What Actually Builds Psychological Safety on Gen X-Led Teams
May 27, 2026
25m 15s
Your A-Players Are Already Looking: The Signals Most Leaders Miss
May 20, 2026
26m 40s
The Gen X Guide to Managing Up to a Younger Boss
May 12, 2026
26m 20s
Stop Trying to Win Tough Conversations (Win the Trust Instead)
May 5, 2026
29m 47s
AI for Leaders: How to Get Your Time Back and Actually Lead People
Apr 22, 2026
33m 58s
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| Date | Episode | Description | Length | ||||||
|---|---|---|---|---|---|---|---|---|---|
| 5/27/26 | What Actually Builds Psychological Safety on Gen X-Led Teams | How do you actually build psychological safety on your team if you're a Gen X leader? Not by being softer. By being deliberate in the five seconds that matter. The traits that made you a strong leader (resilience, "figure it out," low tolerance for excuses) are the same instincts quietly shutting your team down. A 2024 McKinsey survey found only 26% of employees believe they work in a psychologically safe environment. This is Part 2 of the conversation. If you haven't heard "Debunking the Myt... | 25m 15s | ||||||
| 5/20/26 | Your A-Players Are Already Looking: The Signals Most Leaders Miss | How do you know if your top performers are about to quit? You watch for the five signals — and you fix the management pattern that's pushing them out. Gallup's Q4 2025 data found 51% of U.S. workers are either actively looking or watching for opportunities — the highest since 2015. Most leaders assume it's their underperformers in motion. It's not. It's their A-players. And by the time you get the resignation letter, the decision was made months ago. In this episode, you'll learn: Why the und... | 26m 40s | ||||||
| 5/12/26 | The Gen X Guide to Managing Up to a Younger Boss | How does a Gen X leader manage up to a younger boss? Not by fighting the dynamic — by offering your experience as a gift instead of asserting it as a flag. CareerBuilder found that 53% of workers age 45 and up are reporting to a younger boss right now; 69% if you're over 55. This isn't a coming trend — it's the normal arrangement in the American workplace today. And most Gen X leaders are handling it in a way that's quietly costing them their next role. In this episode, you'll learn: Why your... | 26m 20s | ||||||
| 5/5/26 | Stop Trying to Win Tough Conversations (Win the Trust Instead) | Research from Notre Dame says more than 80% of workers are holding back at least one tough conversation at work. So when leaders DO finally have those conversations, they're walking in with the wrong goal — trying to win them. In this episode, you'll learn: Why "winning" the tough conversation is the move that actually loses you the teamThe 30-year-old Harvard research that gets the goal of these conversations rightThe Three Pre-Conversation Questions that change what happens when you walk in... | 29m 47s | ||||||
| 4/22/26 | AI for Leaders: How to Get Your Time Back and Actually Lead People | You don't have time for the people you're leading because you're spending hours on tasks that AI could handle in minutes. Leaders using AI save 40-60 minutes daily, yet only 26% of employees use AI weekly despite 91% of businesses adopting it. The AI Efficiency Framework (Colby Morris) recovers lost time through: Interactive Prompting (asking AI to ask clarifying questions before analysis), Context Building (using Projects/Spaces to build deep understanding over time), Workflow Automation (ap... | 33m 58s | ||||||
| 4/15/26 | AI Isn't Taking Your Job. Leaders Who Use AI Are | AI anxiety, particularly FOBO (Fear of Becoming Obsolete), affects 75% of employees concerned AI will make jobs obsolete. Nearly 55,000 U.S. job cuts were directly attributed to AI in 2025. The Five Irreplaceable Skills Framework (Colby Morris) addresses this through: doubling down on human capabilities AI cannot replicate, becoming the translator who interprets AI output for specific contexts, owning your point of view, actually learning basic AI competency (one tool, one task, one week), an... | 37m 07s | ||||||
| 4/6/26 | 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 reduc... | 29m 59s | ||||||
| 4/1/26 | 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 Leadershi... | 32m 11s | ||||||
| 3/24/26 | 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 becau... | 29m 12s | ||||||
| 3/17/26 | 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 sp... | 22m 49s | ||||||
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| 3/10/26 | 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 que... | 25m 35s | ||||||
| 2/24/26 |  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 with... | 16m 33s | ||||||
| 2/17/26 | 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 actu... | 19m 51s | ||||||
| 2/10/26 | 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 train... | 29m 56s | ||||||
| 2/3/26 | How to Hire Better (So You Don't Have to Fire Later) | How do you avoid making bad hires? Stop interviewing for skills and start interviewing for character using Patrick Lencioni's Humble, Hungry, and Smart framework. Ask specific behavioral questions that reveal these three virtues, watch for red flags like excessive charm or similarity bias, and use the first 90 days—especially your one-on-ones—to assess whether the person truly fits your team culture. Episode Description 74% of employers admit they've hired the wrong person. The average cost? ... | 28m 31s | ||||||
| 1/27/26 | Performance Issue or Hiring Mistake? Make the Call | How do you know when someone needs more coaching versus when you've made a hiring mistake? Look for three signs: (1) They're missing one of Patrick Lencioni's core virtues (Humble, Hungry, or Smart) and it's not improving, (2) You're having the same coaching conversation on repeat with no change, and (3) Your high performers are asking pointed questions about this person. If it's a hiring mistake, handle the transition with dignity: be clear about the decision, own your part, focus on what's ... | 25m 04s | ||||||
| 1/20/26 | When to Address Underperformance (Part 2 of 2) | How do you actually have a performance conversation with an underperforming team member? Use a six-step framework: (1) Schedule it without drama, (2) Start with specific observations, (3) Listen to understand the root cause, (4) Name the impact clearly, (5) Create a specific plan together, and (6) End with a clear recap. Then follow up the next week—not when you remember, but when you said you would. The conversation without follow-up is just theater. Episode Description What do you actually... | 28m 04s | ||||||
| 1/13/26 | When to Address Underperformance (Part 1 of 2) | 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... | 26m 35s | ||||||
| 1/6/26 | When Your January Plans Fall Apart (Year-End Leadership Series) | 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... | 23m 56s | ||||||
| 12/30/25 | Starting 2026 Strong - The First Week Reset (Year-End Leadership Series) | 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,... | 40m 06s | ||||||
| 12/16/25 | Setting 2026 Goals That Don't Suck (Year-End Leadership Series) | 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 conflictsHow to cascade corporate goals using the trickle-down effect (not copy/paste)The two types of personal development goa... | 23m 04s | ||||||
| 12/9/25 | Performance Review Feedback That Actually Sticks (Year-End Leadership Series) | 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 MIAHow to introduce one-on-ones without the awkwardness derailing youThe three anchors of feedback tha... | 20m 42s | ||||||
| 12/2/25 | How to Show Your Team Gratitude (Without the Awkward Potluck) | 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 reco... | 18m 18s | ||||||
| 11/19/25 | How to Disagree With Your Boss (Without Getting Fired) | 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... | 20m 12s | ||||||
| 11/12/25 | How to Hold Someone Accountable Without Micromanaging | 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 fee... | 13m 56s | ||||||
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Chart Positions
1 placement across 1 market.
Chart Positions
1 placement across 1 market.