When a team member disagrees with everything, the move is to ask open-ended “what” questions that shift them from defense to possibility, not to label them difficult. For managing up, set explicit expectations with your leadership chain so you can delegate without slipping into micromanagement. This AMA episode is especially useful for newer leaders navigating pressure from above and resistance from below at the same time.
This episode is part of the Special Collections (Q&As, Book Launches, AMAs) series. Browse all episodes →
Mic drop moments
“Our teams aren’t expecting us to have all the answers but they are expecting us to try.”
“They’re expecting us to care and to self-reflect so that we’re continually getting better and just by being here you’re doing just that.”
“…am I the only one struggling with this? Am I the only one who’s feeling kind of stuck? Well, the truth is, no, you are not the only one.”
“We get to help shape people’s careers, help coach them into leaders, achieve their greatest aspirations…”
Episode highlights
The honest truth about being a people manager
Management is both the best and the hardest thing you can do professionally. You get to shape careers, coach people into leaders, and help your team hit goals that matter. You also have to do all of that while navigating your own career, finding your own fulfillment, and weathering constant change and uncertainty. Lia names this tension directly from the jump: it is a lot, and pretending otherwise does not help anyone.
You are not the only one who feels stuck
The most common feeling among managers is isolation. Am I the only one struggling with this? The answer is no. Every manager is sitting with some version of the same questions, and the first move is simply admitting that so the conversation can start.
The real questions this podcast answers
Lia lays out the exact problems Managing Made Simple is built to solve:
– What do I even talk about in a one-on-one when we run out of things to say? – How do I avoid micromanaging when I gave clear instructions and I am still not seeing follow-through? – How do I give hard feedback to someone I know will be disappointed, when I would honestly rather avoid the whole conversation?
These are not edge cases. They come up for every manager, every week.
What to expect from the show
Twice a week, Lia brings solo episodes with stories from her own time managing in the trenches, plus practical tools and strategies you can use right away. She also brings in guests who are in the thick of it, so you get real perspectives from people doing this work alongside you.
What your team actually needs from you
Your team is not expecting you to have all the answers. They are expecting you to care, to try, and to keep getting better. Showing up and being willing to self-reflect is already most of the work. As Lia puts it: just by being here, you are already 80 percent of the way there.
Related episodes in this cluster
- Ep 121: What is quiet vacationing and how do you stop it from happening on your team?. Quiet vacationing is when employees take time off without formally notifying anyone or fully disconnecting, quietly dialing in from wherever they happen to be. Lia breaks down why it happens and how clear working norms, honest conversations about expectations, and honoring real time off are the fix. This episode is especially useful for founders, owners, and team leads managing remote or hybrid teams.
- Ep 105: What is The Unstoppable Team and how will it help you manage with less stress. The Unstoppable Team is Lia Garvin’s book that gives owners, founders, and team leaders the practical “how” behind managing a team without overwhelm. It distills the six pillars of her Ops Playbook program (priorities, onboarding, expectations, delegation, work tracking, and performance) into a hands-on companion you can implement right away. This episode is most useful for anyone who has the vision and the strategy but keeps getting stuck on execution.
- Ep 39: Venting vs. needing help, unmet expectations, and manager thrash: three real questions answered. When a team member comes to you with a problem, the single most useful thing you can do before taking any action is ask what they actually need from you. Lia walks through three frameworks: distinguishing venting from a real ask for help, resetting expectations before escalating a performance issue, and rebuilding trust after inheriting a team burned by manager turnover. This episode is especially useful for leaders who feel the urge to immediately jump in and solve every problem their team brings them.
- Ep 15: How to handle difficult team members, manage up, and know when to coach versus direct. When a team member disagrees with everything, the move is to ask open-ended “what” questions that shift them from defense to possibility, not to label them difficult. For managing up, set explicit expectations with your leadership chain so you can delegate without slipping into micromanagement. This AMA episode is especially useful for newer leaders navigating pressure from above and resistance from below at the same time.
Want to go deeper?
The New Manager Playbook. Lia’s bestselling guide to leading a team for the first time.
Full transcript (click to expand)
Being a people manager, it’s kind of the best. We get to help shape people’s careers, help coach them into leaders, achieve their greatest aspirations and it’s kind of the worst because we have to do all of those things while figuring out our own career and how to find fulfillment in what we want to do and navigate all of the change and uncertainty right now. It’s a lot. And it can feel like, am I the only one struggling with this?
Am I the only one who’s feeling kind of stuck? Well, the truth is, no, you are not the only one and it’s time we have a conversation about it so that you feel supported so you can do your best for your team. Doing questions like, how do I know what to talk about in a one-on-one conversation? Like what if we’re running out of stuff to talk about? To how do I avoid being a micromanager when I gave really specific instructions and I’m not seeing the follow-through, so kind of.
To how do I give difficult feedback when I know the person on the other end is going to be really disappointed and I’m awkward and I’m confused and I don’t want to hurt their feelings and I kind of want to avoid that conversation all in all. We’re all feeling these things, all of us every day, all of this is coming up and you are not alone if you’re stuck and that is what this podcast is all about.
So twice a week I will be bringing you solo episodes, sharing stories from my time as a manager in the trenches, actionable and practical tips and tools and strategies and in-depth interviews from folks in the thick of it so that together we can all be better leaders and show up better for our teams because that’s what I think this is all about in the end. Our teams aren’t expecting us to have all the answers but they are expecting us to try.
They’re expecting us to care and to self-reflect so that we’re continually getting better and just by being here you’re doing just that. So you’re already like 80% of the way there, you just got to tune in to keep going. So I cannot wait to join you on this journey to talk about all things being a people manager on the Managing Made Simple podcast. See you next time.
Questions this episode answers
What is the Managing Made Simple podcast about?
Managing Made Simple is a podcast for people managers who want practical, real-world support. Lia covers the everyday challenges leaders face, from running better one-on-ones and avoiding micromanagement to delivering difficult feedback without hurting relationships. The show combines solo episodes with stories from the trenches, actionable tips, and interviews with people navigating the same struggles. The core message is that you are not alone in feeling stuck, and the goal is to help you show up better for your team.
Who is the Managing Made Simple podcast for?
Managing Made Simple is for people managers who are trying to figure it out in real time. If you are asking questions like how do I fill a one-on-one when we run out of things to say, how do I give hard feedback to someone I know will be disappointed, or how do I avoid micromanaging when follow-through is slipping, this show is for you. Lia built it for managers who are doing their best while also navigating their own career growth and the uncertainty that comes with leading people.
How do I stop avoiding difficult feedback conversations with my team?
Lia acknowledges that most managers feel awkward delivering hard feedback, especially when they know the other person will be disappointed. The discomfort is normal, not a sign you are doing it wrong. The first step is recognizing that avoiding the conversation does not protect the person, it just delays what they need to hear. Managing Made Simple tackles exactly this challenge with practical tools to help you have those conversations with more confidence and less dread.
How do I avoid micromanaging when my team isn't following through on instructions?
Lia addresses this directly as one of the most common tensions managers face. You gave clear instructions, the follow-through is not there, and now you are caught between letting it slide and stepping in so closely it feels like micromanaging. This tension usually points to a missing system, not a bad manager or a bad team member. Managing Made Simple explores the practical strategies that help you stay accountable to outcomes without taking over the work.
What should I actually talk about in a one-on-one meeting with my direct report?
Running out of things to say in a one-on-one is one of the most common concerns Lia hears from managers. It is a sign the meeting needs more structure, not that the relationship is lacking. Managing Made Simple covers what to bring to these conversations so they feel useful for both you and your team member, moving beyond status updates toward the kind of coaching and connection that actually helps people grow.