Transform Your Workplace
BONUS EPISODE: Exploring a Culture of Radical Candor with Lacey Partipilo and Annie Oxenfeld
Fri Jun 30 2023Radical CandorFeedbackWorkplace Communication
Description
The episode covers the philosophy of Radical Candor, effective feedback practices, managing reactions and building a feedback culture, and building a culture of Radical Candor. It emphasizes the importance of giving authentic feedback with a balance between directness and honesty, building trust through frequent conversations, preparing for feedback conversations, and addressing patterns of behavior. It also discusses managing reactions to feedback, creating a culture of feedback, and developing the muscle of Radical Candor.
Insights
Radical Candor is a philosophy that emphasizes giving authentic feedback with a balance between directness and honesty.
It helps build trust, relationships, and fosters a positive work environment.
Timing is important when giving feedback, as it allows for immediate action and builds resilience.
Frequent conversations of both positive and constructive feedback help normalize the process.
Feedback should be prepared in advance to avoid being too soft or harsh.
Stick to the facts and the impact when giving feedback.
Employees can have different reactions to constructive feedback, such as shutting down or getting angry and upset.
Knowing your employee and their response under stressful situations is important for effective communication.
Creating a culture of feedback requires managers to ask for feedback themselves.
Regular check-ins are necessary if behavior is not corrected after giving feedback.
To develop the muscle of radical candor, communicate with your team about your intention to give more in-the-moment feedback.
Being transparent with your team about your intention to give more feedback
Chapters
- Introduction to Radical Candor
- Effective Feedback Practices
- Managing Reactions and Building a Feedback Culture
- Building a Culture of Radical Candor
Summary
Transcript
Introduction to Radical Candor
00:00 - 07:10
- Radical Candor is a philosophy that emphasizes giving authentic feedback with a balance between directness and honesty.
- It helps build trust, relationships, and fosters a positive work environment.
- Radical Candor acknowledges that you can care about someone and give them direct feedback at the same time.
- It is a departure from the traditional feedback sandwich approach.
- Managing your own emotions while giving feedback is important.
- Shifting to Radical Candor can be tough for cultures that avoid confrontation or dance around issues.
- Giving honest feedback prioritizes the other person's feelings over our own discomfort or embarrassment.
- We should balance grace with providing people with information they may not have visibility to in the moment.
Effective Feedback Practices
06:48 - 20:15
- Timing is important when giving feedback, as it allows for immediate action and builds resilience.
- Frequent conversations of both positive and constructive feedback help normalize the process.
- Preparing with facts and providing context before a feedback conversation is crucial.
- Transparency and scheduling meetings close to the request minimize emotional impact.
- Feedback should include asking about the employee's experience and co-creating agreements for improvement.
- Radical candor integrates empathy and compassion into feedback, even if it feels messy.
- Understanding the other person's perspective helps in delivering feedback effectively.
- Feedback should be prepared in advance to avoid being too soft or harsh.
- Stick to the facts and the impact when giving feedback.
- Normalize discomfort but acknowledge the importance of addressing the issue.
- Shift from a fixed mindset to a growth mindset when giving feedback.
- Address patterns of behavior in a timely manner to avoid overgeneralization.
- Focus on specific actions rather than attacking someone's character or personality.
- Recognize and reward positive behaviors instead of solely punishing for mistakes.
- Anxiety about giving feedback is often based on hypothetical scenarios that may not happen.
- Feedback can sometimes lead to emotional responses, such as shutting down or getting angry.
Managing Reactions and Building a Feedback Culture
13:20 - 27:02
- Employees can have different reactions to constructive feedback, such as shutting down or getting angry and upset.
- Knowing your employee and their response under stressful situations is important for effective communication.
- Taking a break during a difficult conversation can be beneficial to both parties involved.
- Asking for feedback after a calm state is reached shows a commitment to improvement.
- Creating a culture of feedback requires managers to ask for feedback themselves.
- Regular check-ins are necessary if behavior is not corrected after giving feedback.
- Having trust-building conversations before resorting to corrective action is ideal.
- Managers need to know the non-negotiables in a job and customize their approach accordingly.
- Transformational conversations are more effective than written documents in driving behavior change.
- Giving feedback should happen through deep conversations and regular check-ins.
Building a Culture of Radical Candor
26:33 - 29:38
- To develop the muscle of radical candor, communicate with your team about your intention to give more in-the-moment feedback.
- Being transparent with your team about your intention to give more feedback
- Modeling and rewarding the behavior of giving and receiving feedback
- Building trust with your team through consistent feedback
- Creating a checklist to evaluate the quality of your feedback
- Focusing on honesty, timeliness, and empathy in feedback
- Recognizing that building a culture of feedback takes time