On this BizBlend episode, host Sana gets real about what actually makes a “good boss” versus a biased one. A.P. Grow, author of Perfect Bossture: The Framework of Elite Managers, breaks leadership down into his 3C Management Framework. competence, communication, and care. Together they unpack why so many smart people end up as poor managers, how bias hides inside “business as usual”, and why over-relying on your top performers quietly burns them out while keeping everyone else underdeveloped. From confirmation, similarity, attribution and age or gender bias to micromanagement, favoritism and overloading high performers, this conversation gives managers and aspiring leaders a clear operating system for more equitable, bias aware leadership. If you have ever asked “Is it me or is my boss the issue?” or you are a manager wondering “Am I accidentally the problem here?” this episode gives you language, structure and next steps to recalibrate your leadership in a way that serves both people and performance across global teams. About the guest: A.P. Grow is an organizational development expert and leadership educator with nearly three decades of experience helping companies upgrade their management bench strength. He has taught communication seminars across the United States, consulted with leaders on culture and performance, and researched what truly differentiates elite managers from everyone else. His book Perfect Bozzsture: The Framework of Elite Managers offers a practical 3C model. competence, communication and care. to help leaders simplify their role while improving team engagement and organizational outcomes. He also authored Change or Go: How to Stop Non-Team Player Behavior in the Workplace, focusing on practical tools for addressing destructive behaviors at work. Key takeaways: Great individual contributors do not automatically make great managers, the job of doing the work and the job of overseeing people who do the work are two completely different roles. Dr Grow’s 3C Management Framework defines elite managers as those who consistently demonstrate competence in the work, clear and timely communication, and visible care for their people’s growth and wellbeing. Care is often the most neglected C. Employees are paid, but they also need courtesy, appreciation, development opportunities and fair access to challenging work, not just transactional oversight. Bias aware leadership means noticing confirmation bias, similarity bias and attribution bias in day to day decisions. especially who gets opportunities, who gets blamed, and whose ideas are taken seriously. Overloading high performers with every critical project is also a form of bias. it burns them out and blocks newer or mid level team members from developing skills and confidence. A better strategy is pairing senior talent as mentors while giving primary ownership of projects to less experienced staff so the whole team grows. The moment an employee starts “bettering” or over pleasing the boss just to stay in their good books, it creates confirmation bias toward that specific person and warps fairness. Leaders should actively invite anonymous feedback channels so employees can speak honestly without fear of retaliation. New managers should first align with their own boss on priorities, then communicate clear expectations to the team, document performance conversations and partner with HR early rather than improvising discipline on their own. How to connect with A.P. Grow: Website and store: https://www.apgrow.com/store Find Perfect Bossture: The Framework of Elite Managers as an e book and audiobook, plus bonuses including a one page infographic of the framework and an additional audio program of his earlier book Change or Go: How to Stop Non-Team Player Behavior in the Workplace. General site: https://apgrow.comLearn more about his work with managers, teams and organizations and how to engage him for speaking, training or consult