Practical advice for managing teams

The Let Them Theory, from Mel Robbins’ book of the same name, makes you a better manager by releasing the need to control what your team thinks, wants, or feels motivated by. Lia breaks down three specific manager situations where applying ‘let them, let me’ instantly reduces frustration and builds more trust. This episode is especially useful for leaders who over-invest in team members who aren’t reciprocating or who exhaust themselves trying to fix everyone’s motivation.

When your company mandates a return to office, your job as a leader is to get your team on board, even if you have mixed feelings yourself. Lia walks through the one pitfall to avoid (naysaying the policy alongside your team), how to make in-person time actually worthwhile, and how to prepare for the wave of exceptions that will follow. This episode is most useful for leaders navigating a hybrid or full return-to-office rollout right now.

Holding high standards does not become micromanaging when your team co-creates those standards with you. Lia’s move is to anchor the expectation in the client or stakeholder experience first, then invite the team to name the specific details that bring it to life. This episode is especially useful for owners and leaders running client-facing or high-touch service teams.

The New Manager Playbook gives overwhelmed managers a practical, action-oriented guide to leading with confidence and ease. Lia built it around the real struggles she heard repeatedly in workshops and coaching: managing former peers, never having enough time, and not knowing where to start. It is useful for first-time managers and experienced leaders alike, especially anyone stepping into a genuinely new situation.

Leading a team outside your expertise backfires when you over-apologize for what you do not know and forget to lead with what you do bring. Lia’s move is to name the limitation once, then immediately lay out a concrete commitment to each team member so they see your value from day one. This episode is especially useful for new leaders stepping into cross-functional roles or anyone promoted to manage a discipline they have never practiced.

People leave managers, not jobs, and three specific habits drive most of that turnover: doing instead of delegating, telling instead of asking, and criticizing instead of recognizing. Lia breaks down the flip side of each habit and shows exactly how to make the shift. This episode is essential for any owner or leader who feels stretched thin and wonders why their best people keep walking out the door.

Middle managers feel pressure from every direction because they are caught between their team’s needs and leadership’s demands, with no playbook to guide them. The key move is setting a clear intention for how you want to show up as a leader, then building trust skill by skill so your team sees stability even while you are still learning. This episode is most useful for new and mid-career managers in corporate environments who feel like they are winging it.

The real reason your week feels like a hamster wheel is context switching, not a lack of effort. Lia walks through three practical calendar moves, grouping similar meetings, planning your week in advance, and color-coding by context, that dramatically cut the mental cost of jumping between tasks. This episode is especially useful for leaders who feel perpetually behind despite working hard.

The fastest way to get your time back is to audit how many meetings you attend that your team members are also in, then train them to represent you and lead those rooms. Lia’s move is to coach team members on exactly what to say and what not to agree to, so they can step up while you step back. This episode is especially useful for new managers stuck in the player-coach trap.

When a team member starts mentally checking out of their current role because they are chasing a promotion, the fix is not a performance conversation. It is a trust conversation. Lia walks through how to proactively name the tension, commit to advocating for your team member, and show them that doing today’s job well is actually the fastest path to the next level. This episode is especially useful for leaders managing early-career team members who are eager but starting to leave current responsibilities uncovered.