Building Better Relationships: The FAQ Finale 6 | 29

Radical Candor: Communication at Work

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İçerik Radical Candor, Kim Scott, Jason Rosoff, and Amy Sandler tarafından sağlanmıştır. Bölümler, grafikler ve podcast açıklamaları dahil tüm podcast içeriği doğrudan Radical Candor, Kim Scott, Jason Rosoff, and Amy Sandler veya podcast platform ortağı tarafından yüklenir ve sağlanır. Birinin telif hakkıyla korunan çalışmanızı izniniz olmadan kullandığını düşünüyorsanız burada https://tr.player.fm/legal özetlenen süreci takip edebilirsiniz.

State Secrets: Inside The Making Of The Electric State

1
Family Secrets: Chris Pratt & Millie Bobby Brown Share Stories From Set 22:08

15 gün önce22:08

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22:08

Host Francesca Amiker sits down with directors Joe and Anthony Russo, producer Angela Russo-Otstot, stars Millie Bobby Brown and Chris Pratt, and more to uncover how family was the key to building the emotional core of The Electric State . From the Russos’ own experiences growing up in a large Italian family to the film’s central relationship between Michelle and her robot brother Kid Cosmo, family relationships both on and off of the set were the key to bringing The Electric State to life. Listen to more from Netflix Podcasts . State Secrets: Inside the Making of The Electric State is produced by Netflix and Treefort Media.…

1 yıl önce 46:53

MP3•Bölüm sayfası

Kim, Jason and Amy unite to answer even more FAQs about Radical Candor.
In the finale of the Radical Candor FAQs series, together Kim, Jason, and Amy answer a new round of most frequently asked questions about Radical Candor. They explore how Radical Candor operates across different cultures and discuss strategies for managing defensiveness in feedback. Through personal anecdotes and practical advice, they illustrate how to apply Radical Candor both at work and at home. The episode also delves into the importance of building authentic relationships, increasing employee retention, and enhancing team productivity through clear and compassionate communication. Concluding with the handy Radical Candor checklist, this episode is packed with insights to help listeners become better leaders and communicators.
Get all of the show notes at RadicalCandor.com/podcast.
Episode Links:

Connect:

Chapters:
(00:00:00) Introduction
Kim, Jason and Amy introduce the episode's topic of Radical Candor FAQs.

(00:00:24) Radical Candor in Different Cultures
How Radical Candor varies across cultures and the importance of adjusting communication styles.

(00:07:22) Defensive Reactions to Feedback
Advice for dealing with defensive reactions when giving feedback.

(00:09:16) Three Stories of Defensive Reactions
Three personal stories illustrating different approaches to handling defensive reactions to feedback.

(00:13:32) Managing Emotions and Defensiveness
Managing one's own emotions and defensiveness when providing feedback.

(00:20:13) Addressing Power Dynamics
Power dynamics when dealing with physically or hierarchically intimidating individuals.

(00:29:20) Radical Candor at Home
Applying Radical Candor in personal relationships and its benefits at home

(00:36:34) Radical Candor as a Communication Model
Radical Candor being not just a feedback model but a comprehensive communication model.

(00:38:25) Building Collaborative Relationships
How Radical Candor fosters collaboration, improves relationships, and increases employee productivity.

(00:44:21) Radical Candor Tips
Summary of key tips from the episode for practicing Radical Candor.

(00:45:43) Conclusion

175 bölüm

#Careers #Business #MBA #Radical Candor #Kim Scott

Building Better Relationships: The FAQ Finale 6 | 29

Radical Candor: Communication at Work

573 subscribers

published 1 yıl önce

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MP3•Bölüm sayfası

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175 bölüm

#Careers #Business #MBA #Radical Candor #Kim Scott

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1
The Wild Courage to Get What You Want, With Jenny Wood 7 | 13 50:54

3 gün önce50:54

50:54

Stop playing it safe—embrace the bold, unexpected traits that actually get you ahead. Success doesn’t come to those who wait—it comes to those who take it. For years, you’ve been told to be humble, play nice, and wait your turn. Jenny Wood says that’s exactly why so many talented people stay stuck. As a former Google executive turned author of Wild Courage: Go After What You Want and Get It, she’s here to expose the real traits that drive success—ones that might make you uncomfortable. Forget the polite career playbook, being selfish, obsessed, even a little manipulative (the right way) can actually be your biggest advantage. Jenny gets radically candid with Kim and Amy on why risk-taking beats waiting for permission, why saying “no” is a career superpower, and how to self-promote without sounding like a jerk. If you’re sick of playing it safe and watching others pass you by, this episode is your permission slip to take bigger swings and get what you want. Get all of the show notes at RadicalCandor.com/podcast . Episode Links: Wild Courage by Jenny Wood The Story of “How About Never” | The New Yorker Newsletter | Jenny Wood Watch on YouTube Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) Introduction Kim and Amy welcome Jenny Wood, author of Wild Courage: Go After What You Want and Get It . (00:1:02) The Nine Traits That Will Get You Ahead Nine controversial traits that are actually career superpowers. (00:4:26) The Subway Story That Changed Everything Jenny shares a story on ignoring self-doubt and taking action. (00:10:16) Calculated Risks vs. Playing It Safe Why taking smart risks is essential for personal and professional success. (00:13:04) The Google Factor: How It Shaped Wild Courage How Google built confidence, encouraged risks, and sparked creativity. (00:17:09) Owning Your Weird Advice for staying authentic in workplaces that don’t naturally foster it. (00:21:38) Identifying Your Power Assets Identifying your power assets to make self-promotion feel natural. (00:25:22) Managing Up, Higher, and Diagonally A tactical guide to workplace influence through strategic senior connections. (00:31:54) Overcoming Bias in the Workplace Strategies to counter workplace biases in recognition and self-promotion. (00:36:56) Why Saying No is a Superpower How learning to say no without guilt protects your time and energy. (00:42:40) Get in Front of the Right People The importance of standing out and getting noticed by leadership. (00:44:57) Pull It and Bullet It The “Pull It and Bullet It” method for impactful, time-saving emails. (00:48:05) Where to Find Jenny Wood Where to get Wild Courage and find Jenny for keynotes and workshops. (00:49:41) Conclusion…

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How to TALK So People Actually Listen with Dr. Alison Wood Brooks 7 | 12 46:09

10 gün önce46:09

46:09

Ditch the awkwardness and start owning every conversation. Talking to people shouldn’t feel like a struggle—but let’s be honest, it often does. Maybe you’re stuck in small talk hell, getting ignored in meetings, or watching conversations die mid-sentence. Why is this so hard? Amy sits down with Dr. Alison Wood Brooks, Harvard Business School professor and author of Talk: The Science of Conversation and the Art of Being Ourselves, to expose the hidden science behind great conversations—and why most of us are getting it wrong. They break down the TALK framework (Topics, Asking, Levity, and Kindness) and unpack the subtle mistakes that make people tune out, disengage, or just not like talking to you. Whether you want to command the room, sound sharper in meetings or just stop replaying every interaction in your head, Alison delivers straight-shooting, science-backed strategies to help you talk better, connect faster, and stress less. Get all of the show notes at RadicalCandor.com/podcast . Episode Links: Alison Wood Brooks Talk: The Science Of Conversation and the Art Of Being Ourselves Alison Wood Brooks | LinkedIn Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) Introduction Amy Sandler welcomes Dr. Alison Wood Brooks, Harvard Business School professor and author of Talk: The Science of Conversation. (00:01:44) The Power of Connection in Conversation How small, personal connections can create deeper conversations. (00:02:53) What Inspired Talk? Dr. Wood Brooks shares how she became fascinated with conversation science. (00:07:25) Giving Conversation Feedback Why most people receive little feedback on their conversational skills. (00:13:17) The Hidden Coordination Game How small, unconscious decisions shape every conversation. (00:18:54) The TALK Framework Topics, Asking, Levity, and Kindness—the four keys to better conversations. (00:20:24) Practicing Listening Guided exercises and listening techniques from the Talk course. (00:21:39) The Science Behind Mind-Wandering Why we tune out during conversations and how to stay present. (00:29:06) The Challenges of Group Conversations Why group conversations are harder to manage than one-on-one talks. (00:34:05) Digital vs. In-Person Talk How virtual communication changes conversations. (00:36:51) Designing Better Meetings Strategies for leaders to create inclusive and effective meetings. (00:39:37) Boomer Asking The conversational habit that makes people disengage. (00:44:28) Where to Find Dr. Wood Brooks Dr. Wood Brooks shares where to find her work and book tour details. (00:45:32) Conclusion…

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When the PIP Feels Disingenuous: The Ethics of Managing Out 7 | 11 39:00

17 gün önce39:00

39:00

When a PIP feels like a setup, how do you handle it without compromising your integrity? Trapped between an HR-driven process that feels like a sham and a direct report who’s not meeting expectations? That’s a management nightmare. When a boss hands you a struggling employee with the unspoken expectation that you’ll “manage them out,” how do you stay honest, maintain trust, and avoid turning into the workplace grim reaper? Kim, Jason, and Amy break down the emotional and ethical toll of Performance Improvement Plans (PIPs), how to navigate them without feeling like a pawn, and why Radical Candor is the only way through. This isn’t about sugarcoating or corporate theater—it’s about handling tough conversations with clarity, fairness, and a whole lot less BS. Get all of the show notes at RadicalCandor.com/podcast . Episode Links: The Radical Candor Order of Operations | Radical Candor Managing Challenging Conversations At Work | Radical Candor What Does Managing Out Mean? | Radical Candor Podcast 6 | 6 Performance Improvement Plans | Radical Candor Podcast 5 | 20 The Measurement Problem | Radical Candor Podcast 3 | 7 How To Gauge Your Feedback | Radical Candor Are You 'Helping' or Micromanaging? | Radical Candor Podcast 5 | 2 Is Your Employee In The Wrong Job? Don't Let Ruinous Empathy Ruin Your Team Absentee Management vs. Quiet Firing | Radical Candor Podcast 5 | 3 Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) Introduction Kim, Jason, and Amy introduce a listener’s question on handling a PIP with integrity. (00:02:28) Leadership Failures How bad management decisions created this unfair situation. (00:06:15) Is This Process Disingenuous? Struggling with feeling inauthentic when following HR's PIP process. (00:09:19) The Emotional Toll of Performance Management The frustrations of the process for both the manager and the direct report. (00:13:51) Communicating Radical Candor During a PIP Framing tough conversations without misleading employees. (00:18:51) Why Informal PIPs Exist The value of informal PIPs in ensuring fairness. (00:22:17) Responding to Employee Pushback Handling direct reports who challenge the PIP process. (00:28:28) What Can a Manager Legally and Ethically Say? Making difficult conversations feel more human and constructive. (00:32:59) Radical Candor Tips Lessons for managing performance issues with Radical Candor. (00:36:05) Pushing Back to the Boss Having a candid conversation about being put in this situation. (00:37:25) Conclusion…

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Scaling Smart: Leading Effectively When You Have 50+ Direct Reports 7 | 10 43:29

24 gün önce43:29

43:29

Too many direct reports and not enough time? Fix that without losing your sanity. Drowning in direct reports and barely keeping your head above water? When you’re responsible for 30 to 50 people, the idea of meaningful one-on-ones is a joke—but so is pretending you can manage that many people without a meltdown. On this episode, Kim and Amy rip apart the myth that “just working harder” will fix the problem and get real about why traditional leadership approaches fail at scale. From no-nonsense strategies like idea teams (so you’re not drowning in suggestions), walking the floor like a pro, and knowing when to listen without turning into everyone’s personal complaint department, they share simple strategies to build trust and keep things running smoothly. Reality check: You cannot have deep, weekly 1:1s with 40+ people. But you can create a system where your team still feels seen and heard. Tune in to learn: ✔ How to set up an Ideas Team so great feedback doesn’t overwhelm you ✔ Why walking the floor is more powerful than endless meetings ✔ How to make the most of the few 1:1s you do have Leadership doesn’t have to be all-or-nothing. Let’s do it smarter, not harder. Get all of the show notes at RadicalCandor.com/podcast . Episode Links: 7 Ways To Improve One-on-One Meetings | Radical Candor Effective 1:1s - Tips For One-on-One Meetings With Your Team Have More Effective 1:1 Meetings | Radical Candor Podcast 2 | 9 How To Get Shit Done | Radical Candor Podcast 4 | 2 Radical Candor – Boost Leadership Capability | Joyous You Have Too Many Managers | Kieran Snyder Leading Large Teams: How to Manage 50+ Direct Reports In an Open Office or Factory Setting | Radical Candor Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) Introduction Kim and Amy introduce a listener’s question on managing one-on-ones with large teams. (00:01:27) The Limits of Scaling Relationships The importance of creating an environment where employees feel heard. (00:02:47) Using an Ideas Team Why managers should set up an ideas team to filter and prioritize suggestions. (00:06:15) Purpose of One-on-Ones Creating structured feedback systems to improve efficiency and innovation. (00:07:29) Small Fixes, Big Impact How small operational changes can have a massive effect. (00:11:47) Management by Walking Around Observing employees, asking how they’re doing, and being present. (00:14:15) Overcoming Employee Hesitancy How to introduce walking around without making employees anxious. (00:16:51) Small Talk & Active Listening Tips for managers who struggle with casual check-ins. (00:18:46) Structuring One-on-Ones for Large Teams Avoiding emotional whiplash by spacing out conversations. (00:22:46) Managers Shouldn’t Solve Everything How to balance problem-solving with empowering employees. (00:27:42) Listening Versus Fixing The value of asking: "Do you want me to listen or help?" (00:30:37) Practicing Active Listening Amy leads an exercise on listening and discusses its impact. (00:38:39) Scaling Management Structure Giving high-performing employees leadership opportunities. (00:39:47) Radical Candor Tips Tips on fostering a culture of feedback with large teams. (00:42:07) Conclusion…

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From Change Agent to Change Enabler: Aman Kochar On Leadership & Growth 7 | 9 1:02:34

4 weeks önce1:02:34

1:02:34

Avoiding tough conversations? Lean in, speak up, and make them count. Ever find yourself avoiding a tough conversation at work because, well…it’s just easier? We get it. But what if leaning into discomfort could actually make things better—for you, your team, and your company? In this episode, Kim and Amy sit down with Amandeep (Aman) Kochar, CEO of Baker & Taylor, to talk about how he uses Radical Candor to break down barriers, build trust, and create a culture where feedback fuels growth instead of fear. Aman gets real about his own struggles—navigating leadership as an underrepresented executive, learning to lead with vulnerability, and shifting from pushing change to making space for it. From leading a 200-year-old company through transformation to rethinking power dynamics in leadership, he lays out why transparency matters, how to handle resistance without backing down, and why the best leaders don’t just give feedback—they ask for it. The bottom line? Real change starts with real conversations. Ready to ditch the fear and lead with candor? Let’s go. Get all of the show notes at RadicalCandor.com/podcast . Episode Links: Amandeep Kochar - Baker & Taylor | LinkedIn Baker & Taylor | About Our Leadership Jeet and Fudge Two Years After Buying Baker & Taylor, Aman Kochar Considers Its Mission Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) Introduction Kim and Amy welcome guest Amandeep (Aman) Kochar, CEO of Baker & Taylor. (00:00:58) The Meaning of a Name Aman shares how his name reflects identity and leadership. (00:07:23) Leading a 200-Year-Old Company The challenges of driving change in a legacy organization. (00:11:34) From Change Agent to Change Enabler Gaining trust, embracing vulnerability, and leading with impact. (00:18:27) Overcoming Resistance Tackling workplace culture shifts and rebuilding trust. (00:24:18) Creating Open Communication Implementing town halls and fostering transparency. (00:30:00) Empowering Employees Strategies for shifting decision-making power to frontline employees. (00:34:28) Rethinking Feedback Turning feedback into a tool for growth, not fear. (00:44:16) Repairing Relationships Overcoming negative perceptions and fostering collaboration. (00:47:15) Leadership & Self-Reflection Unlearning cultural conditioning and using self awareness to grow. (00:52:51) Filtering Feedback Separating identity from work-related feedback to focus on growth . (00:53:58) Radical Candor Tips Lessons on trust, feedback, and fostering change. (01:01:19) Conclusion…

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Resetting Expectations With Resistant Direct Reports 7 | 8 56:54

5 weeks önce56:54

56:54

Undermining, defiant and disengaged direct report—coach them or cut them loose? Dealing with a direct report who questions everything, isolates their team, and actively undermines leadership? YIKES. That’s not just frustrating—it’s a full-blown leadership headache. When radical candor turns into outright defiance, how do you respond without losing your mind (or your team’s trust)? In this episode, Kim and Amy tackle the tricky reality of managing someone who refuses to engage, blames leadership for team turnover, and resists every attempt at coaching. From figuring out whether this is a communication breakdown or a serious performance issue, to deciding if a PIP is the right move, they walk through strategies to reset expectations, shut down toxicity, and lead with confidence. Because at the end of the day, if you’ve ever thought, I literally don’t know what to do with this person, keeping a toxic presence around does more damage than having a tough talk. Get all of the show notes at RadicalCandor.com/podcast . Episode Links: Creating Consequences For Bullying At Work | Radical Candor Podcast 5 | Bonus Performance Improvement Plans | Radical Candor Podcast 5 | 20 How To Gauge Your Feedback | Radical Candor 4 Things To Do When Firing Someone | Radical Candor What Does Managing Out Mean? | Radical Candor Podcast 6 | 6 The Go-To Question | Radical Candor Podcast 2 | 8 Listen, Challenge, Commit | Radical Candor Podcast 6 | 17 How To Care Personally When You Don't Care | Radical Candor Podcast 6 | 48 Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) Introduction Kim and Amy introduce a manager’s challenge: a disengaged, undermining direct report. (00:04:46) Generational Gap or Performance Problem? Whether this is a workplace culture clash or a deeper issue. (00:06:28) Red Flags: Undermining & Resistance Signs of bad-faith questioning, team isolation, and leadership defiance. (00:14:18) The Tough Feedback Conversation Role-playing a direct, no-nonsense conversation to reset expectations. (00:23:49) Handling Pushback & Defiance When a direct report resists leadership—what’s your next move? (00:26:38) PIP or Part Ways? How to decide if coaching, a PIP, or letting them go is the right call. (00:34:03) Emotions in Leadership Handling a direct report who dismisses the emotional impact of their behavior. (00:38:06) Accountability Without Micromanaging Creating clear expectations and consequences without constant oversight. (00:42:53) Next Steps: Coach, Challenge, or Cut Ties? How to assess whether a direct report can grow—or if it’s time to move on. (00:53:22) Radical Candor Tips Balancing Caring Personally with Challenging Directly to lead effectively. (00:55:43) Conclusion…

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Temple Grandin On Why Clarity is the Key to Candor 7 | 7 51:49

6 weeks önce51:49

51:49

Vague feedback is a fail—neurodivergent minds need clear, direct guidance to thrive. Is vague feedback just bad management, or are we failing neurodivergent employees by not giving them what they actually need? Kim sits down with the legendary Dr. Temple Grandin to challenge common misconceptions about feedback and explore why clarity is key—especially for those who think and process the world differently. They break down the myth that all employees should “just know” how to adjust their behavior and highlight how direct, actionable guidance can be a game-changer. From a welding mishap that turned into a major learning moment to the unexpected impact of a blunt deodorant comment (yes, really), Temple shares firsthand experiences that prove why specific, actionable feedback is a game-changer and how neurodivergent thinkers bring immense value when given the right support. Spoiler: generic platitudes and abstract advice won’t cut it. The bottom line? Guesswork isn’t leadership. Be clear, be kind, and stop making people read between the lines. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Temple Grandin Temple Grandin: The world needs all kinds of minds | TED Talk 7 Leadership Communication Skills For Managing A Remote Team | Radical Candor Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) Introduction Amy and Kim introduce Dr. Temple Gradin, an autism activist, author, and expert on animal welfare and behavior. (00:02:04) Giving Feedback to Neurodivergent Employees Temple shares a story on how clear, direct feedback works best. (00:08:32) The Concept of Project Loyalty Prioritizing team needs and focusing on the bigger picture to get work done. (00:13:51) How Visual Thinkers Process Information Temple explains her way of thinking through mental imagery and memories. (00:19:10) Three Types of Thinkers The different cognitive styles and why diverse teams need all types. (00:23:20) The Importance of Hands-On Learning Why real-world exposure matters for education. (00:30:57) Managing Autistic Employees The importance of setting clear goals and specific expectations. (00:35:13) Transforming the Livestock Industry Gaining credibility and transforming animal welfare through writing and advocacy. (00:38:57) Workplace Accommodations for Autistic Employees Strategies for supporting autistic employees in the workplace. (00:42:18) Improving Animal Welfare Standards Temple’s five key metrics for humane treatment in the meat industry. (00:49:34) Why Verbal and Visual Thinkers Must Collaborate The importance of collaboration between different cognitive styles. (00:51:10) Conclusion…

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Russ Laraway’s “Gravity Assist” Approach to Career Conversations 7 | 6 49:28

7 weeks önce49:28

49:28

Why most career conversations fail—and how to make them actually matter. Are career conversations a game-changer, or just another corporate mirage? In part two of this two-part episode, Kim, Amy, and Russ Laraway cut through the fluff and expose why most career talks fail before they even start. Managers love to preach growth, but when it comes to actually helping their people build meaningful careers, too many fall flat. Russ brings the fire with his “gravity assist slingshot” method—forget the outdated career ladder, it’s time to propel people toward their real ambitions. Why do leaders dodge these conversations? Why does “career development” feel like an HR buzzword instead of a real priority? And what happens when you actually invest in your team’s future? No sugarcoating here—if you’re ready to stop playing it safe and start leading with impact, this episode is your wake-up call. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: When They Win, You Win Russ Laraway On How To Be A Great Manager | Radical Candor Podcast 4 | 7 How To Win At Managing - 3 Core Principles Stop Overcomplicating It: The Simple Guidebook To Upping Your Management Game “When They Win, You Win”: Russ Laraway Unpacks His New Guide For The Modern Manager Eagles' Sirianni Is A Players' Coach, No Matter What You Think Of Him | ESPN Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) Introduction Kim and Amy welcome back Russ Laraway to discuss career conversations. (00:00:52) The Gravity Assist Slingshot Russ’s framework for career growth and thinking beyond promotions. (00:04:51) Why Managers Should Invest in Careers How helping employees grow improves retention and engagement. (00:09:35) The Three Career Conversations A step-by-step guide to drive meaningful career development. (00:14:20) Life Story Conversation How past career pivots reveal deep-rooted motivations. (00:20:52) Avoiding Pitfalls and Gotchas Where leaders go wrong in the career development framework. (00:25:25) Framing Career Conversations Framing the life story conversation to build trust and respect boundaries. (00:30:51) Finding True Career Vision An outline of helping employees set bold, authentic goals. (00:34:26) Supporting Unconventional Goals How managers can turn unconventional career goals into actionable steps. (00:43:43) Career Action Plan Turning career aspirations into progress with a clear, strategic approach. (00:46:27) Radical Candor Tips Where managers should start in Russ’s career conversations framework. (00:48:14) Conclusion…

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Russ Laraway Shares Why “The Big 3” Are the Secret to Being a Successful Leader 7 | 5 47:58

8 weeks önce47:58

47:58

Russ Laraway breaks down why your leadership isn’t working—and how to fix it. Stuck in a cycle of vague goals, half-hearted feedback, and meaningless career talks? Let’s call it what it is—bad leadership. In part one of this two part episode, Kim, Amy, and Russ Laraway rip into the mistakes that are killing your team’s engagement and results. Russ brings the heat with his “Big Three” leadership essentials—direction, coaching, and career—and doesn’t hold back on why so many managers fail to deliver. Why are leaders so scared to prioritize? Why do career conversations feel like an empty HR theater? And why does feedback either go ignored or turn into a dreaded confrontation? If you’re ready to ditch the excuses, face the hard truths, and lead with real purpose and impact, this episode is your wake-up call. It’s time to step up, get clear, and transform the way you lead—before it’s too late. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: When They Win, You Win Russ Laraway On How To Be A Great Manager | Radical Candor Podcast 4 | 7 How To Win At Managing - 3 Core Principles Stop Overcomplicating It: The Simple Guidebook To Upping Your Management Game “When They Win, You Win”: Russ Laraway Unpacks His New Guide For The Modern Manager Eagles' Sirianni Is A Players' Coach, No Matter What You Think Of Him | ESPN Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) Introduction Kim and Amy introduce Russ Laraway and the "Big Three" of leadership. (00:03:00) What Are the Big Three? Russ explains the framework of direction, coaching, and career. (00:07:24) The Flintstones House Kim and Russ share stories about the unique office space of Candor Inc. (00:10:31) Defining Direction in Leadership The importance of clarity in expectations and ruthless prioritization. (00:15:11) Long-Term Leadership Tools How managers can collaboratively define purpose and vision. (00:17:24) Crafting Team Goals and Priorities Setting measurable goals and the role of weekly prioritization. (00:26:12) Purpose and Vision Statements Examples of vision statements and their impact on team alignment. (00:31:43) Coaching for Engagement Coaching elements that drive employee engagement. (00:33:29) The Book and Specific Praise Using praise to motivate teams and reinforce standards. (00:38:59) Soliciting Feedback from Teams The importance of creating a culture where feedback flows both ways. (00:43:53) Leadership and Power Dynamics Strategies to balance authority and empower team collaboration. (00:45:25) Radical Candor Tips Practical tips for applying direction, coaching, and career insights. (00:47:29) Conclusion…

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Middle Managers: Dinosaurs or Essential Glue? 7 | 4 36:17

9 weeks önce36:17

36:17

What happens when you gut the glue holding your team together. Is middle management really dead weight, or are we cutting off the wrong limb? In this episode, Amy and Jason take on the hype around “The Great Flattening” and call out the risks of gutting the layer that keeps organizations running smoothly. Sure, middle managers have their flaws—what role doesn’t? But eliminating them entirely isn’t the brilliant shortcut some leaders think it is. They dig into how this trend often creates chaos, undermines team engagement, and leaves critical gaps in communication and strategy. Spoiler: quick fixes and vague promises of efficiency don’t replace the value of solid leadership and strong relationships. With sharp insights and actionable advice, this conversation is a wake-up call for anyone buying into the flattening trend without a second thought. Skeptical? Maybe. But sometimes you need a little tough love to see what’s really at stake. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: What Do Managers Of Managers Do? | Radical Candor Podcast S4, Ep.16 Who Wants To Be A Manager? | Radical Candor Podcast S6, Ep.14 Should I Be A Manager? | Radical Candor Podcast S5, Ep.25 Middle Manager Hiring Has Plunged, And Those Jobs May Never Come Back | Business Insider Don’t Eliminate Your Middle Managers | HBR Amazon's Great Un-bossing: Why Eliminating Middle Managers Could Hurt Employee Engagement 😮 It’s Time To Rethink The Role Of The Middle Manager | Mckinsey The Resurrection Of The Middle Manager | Achurch Heroes Or Villains? Recasting Middle Management Roles, Processes, And Behaviours | Tarakci The Hidden Risks Of Eliminating Middle Managers: A Critical Insight Mass Layoffs Often Hit Middle Managers. The Cuts Are Largely Short-Sighted | BBC Who Wants To Be A Manager? | Radical Candor Podcast S6, Ep.14 The Measurement Problem | Radical Candor Podcast S3, Ep.7 How To Get Shit Done | Radical Candor Podcast S4, Ep.2 Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) Introduction Jason and Amy introduce the topic of eliminating middle management. (00:02:17) The Great Flattening Explained The trend of eliminating middle management roles in organizations. (00:05:37) Blaming Middle Managers Why middle managers are often seen as costly and ineffective. (00:10:00) The Role of Middle Managers The role middle managers play in strategy, coaching, and alignment. (00:15:21) Risks of Flattening Organizations The unintended consequences of cutting middle management. (00:20:10) Case for Middle Management Tips for demonstrating the value of middle managers to leadership. (00:25:29) Redefining Middle Management How organizations can reshape the role to meet modern demands. (00:33:11) Radical Candor Tips Practical tips for navigating The Great Flattening. (00:35:07) Conclusion…

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Ellen Pao On Breaking Tech’s Toxic Status Quo 7 | 3 43:24

10 weeks önce43:24

43:24

Tech’s “meritocracy” is broken—Ellen Pao unpacks how to fix it. Alright, let’s get real—tech’s so-called “meritocracy” is doing more harm than good, and it’s time to face it head-on. This week we’re bringing you an episode of the Radical Respect podcast. Kim and Wesley sit down with Ellen Pao, founder of Project Include, to dig into how the industry’s obsession with merit often masks deep-seated bias, exclusion, and outright harassment. Ellen doesn’t hold back as she breaks down why quick fixes (we see you, generic unconscious bias training) just don’t cut it, how unchecked bias erodes trust and psychological safety across teams, and the way Project Include is leading the charge with real strategies for change. From CEOs stepping up to own their role in DEI to addressing the messy realities of AI in the workplace, this conversation is all about building environments where everyone has a shot. Ellen’s story is packed with takeaways for anyone who’s struggled to balance compassion with calling out the tough stuff, and is ready to challenge the status quo and build workplaces where it’s better to have a hole than an asshole. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Project Include Data & Society — Ellen Pao @ekp.bsky.social on Bluesky Reset: My Fight for Inclusion and Lasting Change Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) Introduction Kim and Wesley introduce Ellen Pao, founder of Project Include. (00:01:37) The Genesis of Project Include How Project Include started and its impact on improving workplace inclusivity. (00:05:25) Challenges of Virtual Workspaces The increase in bias and harassment in virtual work environments. (00:06:38) Meritocracy and the Tech Industry The role of meritocracy in shaping tech’s culture and DEI challenges. (00:09:24) Overcoming Resistance to DEI Data-backed methods for fostering DEI support among skeptics. (00:13:46) DEI as a Business Imperative The importance of CEO involvement in creating and sustaining DEI initiatives. (00:19:50) Balancing Morality and Market Pressure How leaders can make ethical decisions that align with DEI principles. (00:25:31) Governing AI in the Workplace Key considerations for ethical and inclusive AI adoption in workplaces. (00:28:33) Social Media’s Role in Amplifying Harm The need for accountability in curbing online hate and misinformation. (00:37:26) Impactful Investments in DEI-Focused Ventures Stories of innovative ventures improving equity in healthcare and workplaces. (00:41:27) Conclusion…

1
Heather McGowan On Rebuilding Connection and Collaboration 7 | 2 49:48

11 weeks önce49:48

49:48

Ditch the drama and rebuild connection where it counts. Feeling overwhelmed by workplace polarization, the loneliness epidemic, and the constant whirl of change? You’re not alone—and neither are your teams. In this episode of Radical Candor, Kim and Amy bring in Heather McGowan, future-of-work strategist, to dig into why we’re so divided and distracted at work—and what leaders can actually do about it. Heather gets real about the deeper roots of these challenges, from shifting demographics to technology’s relentless pace, and shares her signature brand of practical, no-nonsense advice for fostering respect, empathy, and collaboration. It’s not about ignoring differences or plastering on a quick fix—it’s about creating the kind of human connections that help teams thrive. Learn how to lead with intention, listen to what’s not being said, and ditch the divide in favor of working better together. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Heather E. McGowan - ImpactEleven | LinkedIn Heather McGowan Navigating the once a century shifts: cultural, social, demographic, technical, and economic Loneliness Epidemic is Leaving Us Distracted and Divided Managing Post-Election 2024 Tension At Work 6 | 43 I Never Thought of It That Way: How to Have Fearlessly Curious Conversations in Dangerously Divided Times Bowling Alone: Revised and Updated: The Collapse and Revival of American Community The Adaptation Advantage: Let Go, Learn Fast, and Thrive in the Future of Work The Empathy Advantage: Leading the Empowered Workforce Loonshots: How to Nurture the Crazy Ideas That Win Wars, Cure Diseases, and Transform Industries Braver Angels The No Asshole Rule: Building a Civilized Workplace and Surviving One That Isn't The Least of Us Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) Introduction Kim and Amy introduce the episode’s focus on workplace polarization with guest Heather McGowan. (00:02:12) Why We’re Divided The societal and workplace factors fueling polarization. (00:06:42) Balancing Rights and Income Inequality The interplay between workplace equity and broader societal trends. (00:09:02) Short-Term Thinking in Leadership How short-term decisions undermine long-term organizational health. (00:12:03) Intentional Conversations Across Divides Practical tips for engaging with diverse perspectives meaningfully. (00:16:21) Finding Common Ground at Work Building relationships through shared experiences and lighthearted topics. (00:22:12) Drawing Ethical Boundaries Knowing when to disengage while maintaining openness elsewhere. (00:26:32) The Future of Work and Learning Why adaptability and continuous learning matter more than ever. (00:33:46) Loneliness in the Workplace Combating workplace isolation with intentional connection and empathy. (00:41:27) Embracing Discomfort and Curiosity Why great leaders lean into questions, not answers. (00:45:53) Radical Candor Tips Start conversations, focus on humanity, and take small steps to connect. (00:49:10) Conclusion…

1
Best of: Unlock the Power of Rituals to Transform Your Work and Life 7 | 1 46:33

12 weeks önce46:33

46:33

Everyday actions, when turned into rituals, can manage emotions and create a sense of meaning. Amy Sandler is joined by Harvard Business School Professor Michael Norton to discuss his latest book, The Ritual Effect . Norton explores the significance of rituals in reducing stress and enhancing productivity, both at work and in personal life. He shares compelling research and personal anecdotes that illustrate how everyday actions, when turned into rituals, can manage emotions and create a sense of control and purpose. The conversation covers the practical application of rituals in business settings, their emotional significance, and how they can foster team cohesion and workplace wellness. Whether you're a skeptic or a believer in the power of rituals, this episode offers valuable insights into how structured routines can lead to greater emotional health and professional effectiveness. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Michael Norton Michael Norton’s Books Harvard Business School Profile Michael's Paper on Humblebragging Michael's Paper on Matchmaking Rituals Quiz | What Are Your Rituals? | Michael Norton Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) Introduction Amy Sandler introduces guest Michael Norton and his book The Ritual Effect. (00:02:16) A Quick Ritual Exercise A fun and engaging ritual exercise to explore emotional connections. (00:04:18) From Skeptic to Advocate Michael’s journey from being a ritual skeptic to writing The Ritual Effect. (00:07:40) The Meaning of Rituals How rituals naturally emerge to provide structure and meaning. (00:10:04) Rituals vs. Habits The emotional difference between habits and rituals. (00:12:13) Rituals as Emotion Generators The dual role of rituals in generating and managing emotions. (00:15:05) The Power of Collective Rituals How shared rituals strengthen bonds and create collective experiences. (00:16:30) Rituals at Work Examples of team rituals that foster bonding and purpose. (00:20:46) Fostering Meaning in Teams Balancing team pride and inclusivity when designing rituals to reflect shared values. (00:23:38) Creating Work Rituals Advice for leaders to cocreate rituals for new work teams. (00:26:24) Adapting Rituals for Remote Work How teams have developed virtual rituals to maintain connection online. (00:29:05) Meaningful Rituals in the Workplace The significance of rituals in the workplace for individuals and leaders. (00:32:54) Evaluating the Benefits of Rituals How rituals contribute positively to mental health and well-being. (00:36:49) Leaders Supporting Organic Rituals Tips for leaders to encourage authentic rituals without imposing corporate mandates. (00:39:59) Aligning Rituals with Team Values Using rituals to express and reinforce organizational values creatively and authentically. (00:41:50) Discovering Your Rituals Exploring the rituals in your life through Michael’s Ritual Quiz. (00:45:21) Conclusion…

1
Best of: How to Communicate With Your Family During the Holidays 6 | 50 1:03:54

13 weeks önce1:03:54

1:03:54

Practicing Radical Candor with your family members this holiday season. Holiday communication with your family can be rife with stress. And while you love your family, let’s be frank, family togetherness during the holidays often goes sideways. So much so that it’s become a trope that’s spawned dozens of holiday movies. But you can survive it by practicing Radical Candor with your nearest and dearest this holiday season to avoid defaulting to Obnoxious Aggression, Manipulative Insincerity or Ruinous Empathy. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Applying Radical Candor To Dysfunctional Family Dynamics 7 Ways Radical Candor Transforms Relationships, According To ChatGPT A Happy Marriage Of Growth And Stability | Radical Candor Radical Candor – Speaking Directly and Caring Personally – The Veterinary Idealist The Overton Window – Mackinac Center How to Use Radical Candor to Communicate Clearly With Your Family During the Holidays Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) Introduction Kim, Jason, and Amy introduce the topic of navigating difficult family dynamics during the holidays. (00:02:53) Radical Candor and the Holidays The struggle with practicing Radical Candor with families during the holidays. (00:04:36) Generational and Cultural Differences How cultural and generational gaps complicate family communication. (00:07:12) Family Role Expectations and Childhood Patterns Reverting to childhood behaviors and role expectations during family visits. (00:9:18) Taking the Bait: Avoiding Escalation Strategies for turning down conversational "volume" and avoiding conflict bait. (00:20:20) Overreacting to Advice How understanding intent can improve family dynamics. (00:24:37) Why Gifts Sometimes Backfire The alternate perspectives on gifts dependant on the giver or receiver. (00:27:42) Gifts Gone Wrong Personal anecdotes of gift-giving mishaps and lessons learned. (00:33:33) The Strain of Gift Giving How gift giving can be especially hard in strained family dynamics. (00:35:59) Setting Boundaries with Family Asserting personal boundaries when saying yes takes its toll. (00:39:22) Gifting with Intent Releasing the obligation of the perfect gift for the giver and receiver. (00:43:51) Radical Candor at Family Gatherings Guidance on when to lean into Radical Candor and when to let things slide. (00:50:12) Appreciating Moments Together The finite nature of time with loved ones and making the most of family gatherings. (00:54:51) Radical Candor Tips Tips on setting boundaries, practicing care, and avoiding unnecessary conflict. (01:00:01) Conclusion…

1
How to Navigate the Messy Middle Between Ruinous Empathy & Obnoxious Aggression 6 | 49 37:50

14 weeks önce37:50

37:50

How the CORE method can help you thrive in the messy middle. Caught in the middle of a boss who’s all care but no action and a team lead who’s full steam ahead with no brakes? That’s a workplace tightrope no one wants to walk. Your ability to Care Personally and Challenge Directly can seriously be affected when communication falls apart on both ends of the spectrum, and it’s not just frustrating—it’s debilitating. How do you stay productive and keep your sanity when you’re managing up and down with people who either dodge conflict entirely or bulldoze through it? In this episode, Jason and Amy tackle the messy middle, breaking down how to use the CORE method (Context, Observation, Result, Expected Next Steps) to navigate these tricky situations. It’s not about pointing fingers or playing favorites—it’s about finding a way to ditch the drama and focus on what really matters: working better together. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Give Candid Feedback With the CORE Method | Radical Candor Feedback from Your Boss | Radical Candor Asking for Feedback | Radical Candor The Radical Candor Order of Operations | Radical Candor Make Work Less Like Jr. High: Radical Candor Podcast 5 | 10 Managing Challenging Conversations At Work | Radical Candor Navigating Workplace Tensions: Stuck Between Ruinous Empathy and Obnoxious Aggression Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) Introduction Amy and Jason introduce a listener dilemma about a ruinously empathetic boss and an obnoxiously aggressive team lead. (00:02:15) Defining Ruinous Empathy and Obnoxious Aggression What it means to care without challenging and to challenge without caring. (00:04:44) It’s the Boss’s Job: Accountability Matters Why the manager has ultimate responsibility and how to provide feedback. (00:07:53) Raising the Issue with Your Boss How to approach a ruinously empathetic boss with care and directness. (00:11:46) Involving Your Boss Effectively How to engage your boss in resolving team tensions without blame or shame. (00:17:55) Using the CORE Method A step-by-step approach to delivering clear and constructive feedback. (00:20:55) Role-Play: Navigating a Clean Escalation Conversation How to handle a tough conversation between a team member and an aggressive lead. (00:31:11) Building Common Ground Tips for fostering mutual understanding and creating actionable steps. (00:34:02) Radical Candor Tips Key takeaways and practical tips for addressing conflict. (00:36:35) Conclusion…

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