Key Principles of Radical Candor

At Radical Candor, I often hear the question, "How do I know if my feedback is landing?" The answer is simple but not always easy: Radical Candor is measured not at your mouth, but at the listener’s ear. It’s not about what you said, it’s about how the other person heard it and whether it led to meaningful dialogue and growth. Before you start giving feedback, remember the Radical Candor order of operations: get feedback before you give it. The best way to understand how another person thinks is to ask them directly and reward their candor. Next, give praise that is specific and sincere. This helps remind you what you appreciate about your colleagues, so when you do offer criticism, you can do it in the spirit of being helpful to someone you care about. When giving feedback, start in a neutral place. Don't begin at the outer edge of Challenge Directly, as this might come across as Obnoxious Aggression. Just make sure you're above the line on Care Personally and clear about what you're saying. Pay attention to how the other person responds - are they receptive, defensive, sad, or angry? Their reaction will guide your next steps. If someone becomes sad or angry, this is your cue to move up on the Care Personally dimension. Don't back off your challenge - that leads to Ruinous Empathy. Instead, acknowledge the emotion you're noticing: 'It seems like I've upset you.' Remember that emotions are natural and inevitable at work. Sometimes just giving voice to them helps both people cope better. If someone isn't hearing your feedback or brushing it off, you'll need to move further out on Challenge Directly. This can feel uncomfortable, but remember - clear is kind. You might say, 'I want to make sure I'm being as clear as possible' or 'I don't feel like I'm being clear.' Use 'I' statements and come prepared with specific examples. Most importantly, don't get discouraged if feedback conversations sometimes go sideways. We tend to remember the one time feedback went wrong and forget the nine times it helped someone improve and strengthened our relationship. Focus on optimizing for those nine successes rather than avoiding the one potential difficult conversation. Creating a culture of feedback takes time and practice. Each conversation is an opportunity to get better at both giving and receiving feedback. When you get it right, feedback becomes a powerful tool for building stronger relationships and achieving better results together. What’s one small adjustment you’ve made to give or receive better feedback? I’d love to hear your thoughts!

To get it right, empower your people to tell you when you are wrong. No one is always right, but you can always GET it right. Ever wondered how to be a boss that people actually want to work for? Kim Scott's "Radical Candor" might just be your new leadership bible! Kim Scott, a veteran of Silicon Valley, has a remarkable track record of leadership at companies like Google and Apple. Here are some key takeaways from Radical Candor that resonated with me: 1) Kim’s 4 Quadrants: -Radical Candor: Care personally and challenge directly; ideal for trust and growth. -Ruinous Empathy: Care personally but avoid direct challenges; stifles development. -Manipulative Insincerity: Neither care nor challenge directly; leads to mistrust. -Obnoxious Aggression: Challenge directly without caring; risks alienation despite good intentions. 2) “It’s better to have a hole in the team than an asshole.” - Steve Jobs emphasized the importance of cultural fit over simply filling a vacancy. 3) Launch and Iterate vs. Perfect and Launch: In some ways, this reflects Google vs. Apple’s philosophy. In my entrepreneurial journey, I have always believed in addressing fit issues by iterating on solutions rather than waiting for perfection. In Radical Candor, Scott warns against "Garbage Can Decision Making" by emphasizing: 1) Don’t waste your team’s time. 2) Keep the dirt under your fingernails. 3) Beware of the pressure to be consistent and avoid burnout. My favorite takeaway? Ask your team: "What can I do or not do to make it easier for you to work with me?" Trust me, it's a game-changer! Radical Candor isn't just a management strategy; it's a philosophy that empowers teams to thrive by fostering an environment of trust and mutual respect. For any leader looking to enhance their team's performance and morale, this book is a must-read. #Leadership #RadicalCandor #KimScott #TeamManagement #OpenCommunication Image Courtesy: Lucio Buffalmano -https://lnkd.in/g9_XAXqn

Effective feedback is a cornerstone of great leadership, but can also be one of the most difficult aspects of managing a team. I’ve struggled to balance goals of kindness and honesty – because let’s face it, striking that perfect balance isn’t easy. I found Kim Scott’s 'Radical Candor' a valuable framework for thinking through feedback. It provides the perfect blend of empathy and directness to lead effectively. It places a strong emphasis on precise, sincere feedback and guidance to foster trusting relationships and encourage a two-way dialogue where both leaders and team members feel comfortable sharing ideas and concerns. Scott’s HIP acronym is a practical tool from Radical Candor that outlines the key principles of effective feedback: Humble – Approach every conversation with an open mind. Feedback should be a dialogue, not a monologue. Helpful – Frame your feedback in a way that is clear and provides actionable insights they can use to improve. Immediate – The sooner feedback is delivered, the easier it is for the person to understand and act on it. In Person – Take advantage of non-verbal communication cues that you would otherwise miss if not face-to-face. They’re a good way to measure if your point is being understood or if you need to adjust your feedback. Public Praise, Private Criticism – Public praise boosts morale for the individual and the rest of the team, and gives an example for others to follow. Private criticism encourages growth in a safe, respectful environment. Does Not Personalize – Give your feedback about the work, not about the person. Feedback, when given with care and intention, has the power to build trust, encourage growth, and strengthen team relationships. What feedback strategies have worked best for you in your leadership journey? #mentorship  #feedback  #radicalcandor #HIP