March 27, 2025 • 13 mins
Leading Through Bad News: How to Lead with Clarity, Compassion, and Trust
Episode Description:
How do you lead when the news is bad—layoffs, downsizing, even tragedy in the workplace?
In this episode of Things Leaders Do, Colby Morris shares three essential tools to help leaders navigate the toughest moments with clarity, compassion, and trust. Grounded in the wisdom of Brené Brown—“Clear is kind. Unclear is unkind.”—this episode is a blueprint for delivering hard news without damaging your culture or credibility.
Whether you’re preparing for difficult conversations or leading your team through uncertainty, this episode delivers practical leadership moves you can use immediately.
What You’ll Learn:
- How to communicate bad news with honesty and empathy
- What to do when you don’t have all the answers
- How to build trust and stability when your team needs it most
- Why silence and corporate spin erode leadership credibility
- Leadership habits that preserve culture during crisis
About the Host:
Colby Morris is a leadership strategist, executive coach, and host of Things Leaders Do. He helps leaders build trust, drive performance, and lead with clarity—especially in high-stakes environments.
Connect on LinkedIn: linkedin.com/in/colbymorris
Learn more at: nxtstepadvisors.com (That’s N-X-T, no E)
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:01):
Welcome to Things Leaders Do, the podcast that
uncovers the secrets of becomingan extraordinary leader.
If you're a leader who'sconstantly seeking growth,
inspiration and tangible ways tolevel up your leadership, then
you've come to the right place.
Remember, the world needsexceptional leaders, and that
leader is you.
Now here's your host, colbyMorris.
Speaker 2 (00:27):
Hello leaders, welcome back to the TLD Podcast.
I'm Colby Morris and my sayinghere is that leadership isn't
about titles, it's about action.
I've led from the trenches tothe top and I'm here with
practical, no BS tools that youcan use today.
(00:47):
I want to start this episodewith a quote from Brene Brown.
Brene said clear is kind,unclear is unkind.
If you've ever had to deliverbad news as a leader layoffs,
downsizing, tragedy in theworkplace you know exactly what
(01:12):
this means.
When things get messy, they getpainful or uncertain.
The worst thing you can do isgo quiet or sugarcoat it.
In hard moments, your teamdoesn't need spin.
They need you.
They need honesty, presence,humanity.
(01:35):
Today we're talking about howgreat leaders handle the worst
kinds of news.
I'm giving you three practicaltools to help you communicate
with clarity, lead with empathyand keep your team anchored when
everything feels like it'sshifting underneath them,
because in those moments, trustis tested, your culture is
(01:59):
tested and the leader you'recenter stage, whether you like
it or not.
So let's dive in.
Tool number one I want you tosay the hard thing with clarity
and compassion.
Look, let's be real.
Most leaders don't strugglewith having bad news.
(02:22):
They struggle with saying it.
The discomfort is real.
You don't.
You don't want to panic yourteam, you don't.
You don't want to hurt anyone.
You want to leave room for hope.
So what happens?
You dodge, you dance, youdeliver half truths covered in
(02:45):
buzzwords and in trying not tohurt people, you end up doing
more damage.
Let me say this loud your teamdeserves clarity, not comfort.
Yikes.
In tough moments, kindnessisn't about sparing feelings.
(03:07):
It's about telling the truthwith respect and courage.
Here's how to say the hard thing.
Well, first, be direct buthuman.
We're downsizing, that's honest.
We're right-sizing, that'scorporate spin.
(03:30):
People can smell that a mileaway.
Two, use plain language.
Okay, ditch the buzzwords.
Say what's happening, why it'shappening and how it impacts
them.
And then, three, acknowledgethe emotion, say I know this is
hard, I know this hurts.
(03:50):
I'm feeling it too.
Don't pretend it's business asusual.
I once had to lay off a third ofmy team after a massive
contract fell through.
I didn't sleep the night before.
I wanted to soften it, to usethat corporate speak, pad it
(04:15):
with the future promises, but Ididn't.
I stood in front of the teamand said this is going to be one
of the hardest things I've eversaid as a leader.
We're letting people go.
Today.
I told them why, I told themwho, I told them how we were
(04:36):
going to support those impacted.
It was brutal but honest, andthat honesty it preserved trust
with those who stayed.
So here's your leadership moveIf hard news is coming, script
(04:57):
it, say it out loud, make itclear, make it real, make it
human before you ever step intothat room.
If hard news is coming, scriptit, say it out loud, all right.
Tool.
Number two Be present, even whenyou don't have all the answers.
(05:24):
Here's where a lot of leadersflinch.
They think if they don't havethe fix, they don't have the
right to show up.
That's a lie.
One of the worst things you cando in a crisis is disappear
when things go quiet.
Your team doesn't assume you'replanning.
They assume you don't care.
(05:44):
Presence is leadership.
Just showing up, even awkwardly, even clumsy, sends a message.
I'm with you in this.
Clumsy sends a message.
I'm with you in this.
Here's how to stay presentthrough the pain.
Number one show up anyway.
(06:06):
You don't need a perfect plan.
You just need to be there,physically, emotionally,
mentally.
Two hold space, let your teamfeel what they're feeling.
Don't fix it, just be with themin it.
(06:26):
And three say I don't know.
If you don't have the answer,own it.
I don't know yet, but I'll keepyou informed.
That builds more trust than afake roadmap.
A few years back, a team I wasworking with lost a colleague
like very unexpectedly.
It was shocking and it wasdevastating.
(06:49):
The senior leader didn't knowwhat to say, so he avoided the
office for three days.
Man, you could feel thedisconnect the team felt
abandoned.
Finally, he came in and simplysaid I didn't know how to show
(07:13):
up, so I didn't, and that was amistake.
At least he owned it.
From there, everything changed.
He started checking in, hostingconversations, inviting stories
, grief instead of trying toavoid it.
That vulnerability healed whatsilence had broken your
(07:34):
leadership move.
Show up, even if you're unsure.
Your presence means more thanyour plan.
And then, tool number threecreate anchors of stability and
care.
(07:54):
Look, chaos makes people feelunsafe.
Tragedy makes people feeluntethered.
The unknown makes people spiral.
In those moments, your role asa leader isn't to fix everything
.
It's to become a steady hand inthat storm.
(08:16):
Your job is to give your teamsomething solid, okay, something
to hold on to when the rest ofthe ground feels like it's
shaking.
Structure doesn't remove pain,but it helps people move through
it.
I want you to see how to createthe stability in the storm.
See how to create the stabilityin the storm.
(08:37):
Number one communicate earlyand often.
Don't wait for the perfectmessage.
Keep people informed.
Even if the update is, we'restill waiting.
Two offer structure In times ofloss or layoffs.
Create clarity what's changing,what is staying the same,
(09:00):
what's next?
And three care loudly.
Provide mental health resources.
Offer time off.
Give people space to process.
Don't assume they're fine.
Ask.
We went through a company-widerestructuring several years back
(09:22):
.
We launched daily 10-minutestand-ups, not to talk strategy,
but just to check in.
People cried, some peoplevented, some days silence, no
one talked, but they showed up.
That routine, it became alifeline.
(09:45):
It told the team you're notalone, we're still here and
we're going to walk through thistogether.
Your leadership move start acheck-in rhythm this week.
Keep it simple, be consistentand, for God's sake, be real.
(10:09):
So what's next?
You don't need to be perfect inthe hard moments, but you do
need to be clear, you need to bepresent, you need to be caring.
So let me say it plainlyLeadership in crisis is not
about having the right wordsscripted in advance.
(10:30):
It's about showing up, even whenyour voice is shaking.
It's about saying the thingeveryone is thinking but afraid
to admit.
And it's about staying, notjust delivering the news and
disappearing.
This is where your culture istested Not in the all-hands
meetings with the big goals andthe high fives, but in these
(10:53):
quiet moments right after alayoff In the Monday morning,
after a strategy, in the hallwayconversations, when people are
wondering are we okay?
And make no mistake, they'rewatching you, they're listening
for how you respond, they'retaking notes on whether your
(11:14):
values show up in your actions.
So pick one of the tools wetalked about today and move on
it.
Don't wait for HR to issue astatement or for things to
magically blow over.
That's not leadership.
That's avoidance dressed up ina button down.
Be the one who says this ishard and I'm here for it.
(11:37):
Be the one who brings honestyinto the room instead of letting
silence rot trust.
Be the one who makes peoplefeel seen in their grief, in
their confusion or their fear.
Start the conversations, keepthe doors open, show up again
and again and again, becauseclarity is kindness and
(12:02):
consistency is leadership.
Bad news doesn't destroy trust,but hiding from it does.
If you ever need help navigatingthese moments.
Let's talk.
I run workshops, coachingsessions, trainings to help
(12:24):
leaders lead through the mess,not around it.
As always, you can find me onLinkedIn or you can visit
nextstepadvisorscom.
That's N-X-T.
There's no E in there.
So here's the ask If thisepisode hits you right where you
lead, share it.
Share it with someonenavigating hard conversations.
(12:45):
Share it with a leader who'sbeen quiet because they don't
know what to say.
Or, better yet, start theconversation with your team.
Ask them how are we doingreally.
Ask them, how are we doingreally?
Okay.
And if you need a soundingboard, someone to walk through
the mess with you, reach outuntil next time.
(13:09):
Lead with truth, okay.
Lead with heart.
Lead when it's hard, not justwhen it's easy.
And you know why?
Because those are the thingsthat leaders do.
Speaker 1 (13:28):
Thank you for listening to things leaders do.
If you're looking for more tipson how to be a better leader,
be sure to subscribe to thepodcast and listen to next
week's episode.
Until next time, keep workingon being a better leader by
doing the things that leaders do.
Welcome to Things Leaders Do, the podcast that
uncovers the secrets of becomingan extraordinary leader.
If you're a leader who'sconstantly seeking growth,
inspiration and tangible ways tolevel up your leadership, then
you've come to the right place.
Remember, the world needsexceptional leaders, and that
leader is you.
Now here's your host, colbyMorris.
Speaker 2 (00:27):
Hello leaders, welcome back to the TLD Podcast.
I'm Colby Morris and my sayinghere is that leadership isn't
about titles, it's about action.
I've led from the trenches tothe top and I'm here with
practical, no BS tools that youcan use today.
(00:47):
I want to start this episodewith a quote from Brene Brown.
Brene said clear is kind,unclear is unkind.
If you've ever had to deliverbad news as a leader layoffs,
downsizing, tragedy in theworkplace you know exactly what
(01:12):
this means.
When things get messy, they getpainful or uncertain.
The worst thing you can do isgo quiet or sugarcoat it.
In hard moments, your teamdoesn't need spin.
They need you.
They need honesty, presence,humanity.
(01:35):
Today we're talking about howgreat leaders handle the worst
kinds of news.
I'm giving you three practicaltools to help you communicate
with clarity, lead with empathyand keep your team anchored when
everything feels like it'sshifting underneath them,
because in those moments, trustis tested, your culture is
(01:59):
tested and the leader you'recenter stage, whether you like
it or not.
So let's dive in.
Tool number one I want you tosay the hard thing with clarity
and compassion.
Look, let's be real.
Most leaders don't strugglewith having bad news.
(02:22):
They struggle with saying it.
The discomfort is real.
You don't.
You don't want to panic yourteam, you don't.
You don't want to hurt anyone.
You want to leave room for hope.
So what happens?
You dodge, you dance, youdeliver half truths covered in
(02:45):
buzzwords and in trying not tohurt people, you end up doing
more damage.
Let me say this loud your teamdeserves clarity, not comfort.
Yikes.
In tough moments, kindnessisn't about sparing feelings.
(03:07):
It's about telling the truthwith respect and courage.
Here's how to say the hard thing.
Well, first, be direct buthuman.
We're downsizing, that's honest.
We're right-sizing, that'scorporate spin.
(03:30):
People can smell that a mileaway.
Two, use plain language.
Okay, ditch the buzzwords.
Say what's happening, why it'shappening and how it impacts
them.
And then, three, acknowledgethe emotion, say I know this is
hard, I know this hurts.
(03:50):
I'm feeling it too.
Don't pretend it's business asusual.
I once had to lay off a third ofmy team after a massive
contract fell through.
I didn't sleep the night before.
I wanted to soften it, to usethat corporate speak, pad it
(04:15):
with the future promises, but Ididn't.
I stood in front of the teamand said this is going to be one
of the hardest things I've eversaid as a leader.
We're letting people go.
Today.
I told them why, I told themwho, I told them how we were
(04:36):
going to support those impacted.
It was brutal but honest, andthat honesty it preserved trust
with those who stayed.
So here's your leadership moveIf hard news is coming, script
(04:57):
it, say it out loud, make itclear, make it real, make it
human before you ever step intothat room.
If hard news is coming, scriptit, say it out loud, all right.
Tool.
Number two Be present, even whenyou don't have all the answers.
(05:24):
Here's where a lot of leadersflinch.
They think if they don't havethe fix, they don't have the
right to show up.
That's a lie.
One of the worst things you cando in a crisis is disappear
when things go quiet.
Your team doesn't assume you'replanning.
They assume you don't care.
(05:44):
Presence is leadership.
Just showing up, even awkwardly, even clumsy, sends a message.
I'm with you in this.
Clumsy sends a message.
I'm with you in this.
Here's how to stay presentthrough the pain.
Number one show up anyway.
(06:06):
You don't need a perfect plan.
You just need to be there,physically, emotionally,
mentally.
Two hold space, let your teamfeel what they're feeling.
Don't fix it, just be with themin it.
(06:26):
And three say I don't know.
If you don't have the answer,own it.
I don't know yet, but I'll keepyou informed.
That builds more trust than afake roadmap.
A few years back, a team I wasworking with lost a colleague
like very unexpectedly.
It was shocking and it wasdevastating.
(06:49):
The senior leader didn't knowwhat to say, so he avoided the
office for three days.
Man, you could feel thedisconnect the team felt
abandoned.
Finally, he came in and simplysaid I didn't know how to show
(07:13):
up, so I didn't, and that was amistake.
At least he owned it.
From there, everything changed.
He started checking in, hostingconversations, inviting stories
, grief instead of trying toavoid it.
That vulnerability healed whatsilence had broken your
(07:34):
leadership move.
Show up, even if you're unsure.
Your presence means more thanyour plan.
And then, tool number threecreate anchors of stability and
care.
(07:54):
Look, chaos makes people feelunsafe.
Tragedy makes people feeluntethered.
The unknown makes people spiral.
In those moments, your role asa leader isn't to fix everything
.
It's to become a steady hand inthat storm.
(08:16):
Your job is to give your teamsomething solid, okay, something
to hold on to when the rest ofthe ground feels like it's
shaking.
Structure doesn't remove pain,but it helps people move through
it.
I want you to see how to createthe stability in the storm.
See how to create the stabilityin the storm.
(08:37):
Number one communicate earlyand often.
Don't wait for the perfectmessage.
Keep people informed.
Even if the update is, we'restill waiting.
Two offer structure In times ofloss or layoffs.
Create clarity what's changing,what is staying the same,
(09:00):
what's next?
And three care loudly.
Provide mental health resources.
Offer time off.
Give people space to process.
Don't assume they're fine.
Ask.
We went through a company-widerestructuring several years back
(09:22):
.
We launched daily 10-minutestand-ups, not to talk strategy,
but just to check in.
People cried, some peoplevented, some days silence, no
one talked, but they showed up.
That routine, it became alifeline.
(09:45):
It told the team you're notalone, we're still here and
we're going to walk through thistogether.
Your leadership move start acheck-in rhythm this week.
Keep it simple, be consistentand, for God's sake, be real.
(10:09):
So what's next?
You don't need to be perfect inthe hard moments, but you do
need to be clear, you need to bepresent, you need to be caring.
So let me say it plainlyLeadership in crisis is not
about having the right wordsscripted in advance.
(10:30):
It's about showing up, even whenyour voice is shaking.
It's about saying the thingeveryone is thinking but afraid
to admit.
And it's about staying, notjust delivering the news and
disappearing.
This is where your culture istested Not in the all-hands
meetings with the big goals andthe high fives, but in these
(10:53):
quiet moments right after alayoff In the Monday morning,
after a strategy, in the hallwayconversations, when people are
wondering are we okay?
And make no mistake, they'rewatching you, they're listening
for how you respond, they'retaking notes on whether your
(11:14):
values show up in your actions.
So pick one of the tools wetalked about today and move on
it.
Don't wait for HR to issue astatement or for things to
magically blow over.
That's not leadership.
That's avoidance dressed up ina button down.
Be the one who says this ishard and I'm here for it.
(11:37):
Be the one who brings honestyinto the room instead of letting
silence rot trust.
Be the one who makes peoplefeel seen in their grief, in
their confusion or their fear.
Start the conversations, keepthe doors open, show up again
and again and again, becauseclarity is kindness and
(12:02):
consistency is leadership.
Bad news doesn't destroy trust,but hiding from it does.
If you ever need help navigatingthese moments.
Let's talk.
I run workshops, coachingsessions, trainings to help
(12:24):
leaders lead through the mess,not around it.
As always, you can find me onLinkedIn or you can visit
nextstepadvisorscom.
That's N-X-T.
There's no E in there.
So here's the ask If thisepisode hits you right where you
lead, share it.
Share it with someonenavigating hard conversations.
(12:45):
Share it with a leader who'sbeen quiet because they don't
know what to say.
Or, better yet, start theconversation with your team.
Ask them how are we doingreally.
Ask them, how are we doingreally?
Okay.
And if you need a soundingboard, someone to walk through
the mess with you, reach outuntil next time.
(13:09):
Lead with truth, okay.
Lead with heart.
Lead when it's hard, not justwhen it's easy.
And you know why?
Because those are the thingsthat leaders do.
Speaker 1 (13:28):
Thank you for listening to things leaders do.
If you're looking for more tipson how to be a better leader,
be sure to subscribe to thepodcast and listen to next
week's episode.
Until next time, keep workingon being a better leader by
doing the things that leaders do.
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