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  • A Leader's Guide to Managing Post-Election 2024 Tension at Work With Denise Hamilton 6 | 43

    A Leader's Guide to Managing Post-Election 2024 Tension at Work With Denise Hamilton 6 | 43
    2024/11/06
    Examining and expanding our capacity to hold different beliefs.Brace yourself—this episode is all about navigating workplace tension with Radical Candor. Kim and Amy team up with Denise Hamilton, author of Indivisible: How to Forge Our Differences Into a Stronger Future, to tackle the complicated landscape of workplace polarization and the radical power of respect. Denise, known for her "irrational optimism," sheds light on how we can bridge deep divides, even when it feels impossible and that respect isn’t something earned through understanding—it’s the baseline that makes understanding possible. They explore why caring personally means building trust, even when opinions clash, and how we can create workplaces that honor both individual voices and collective purpose. With Denise’s wisdom and Kim’s Radical Candor principles, this episode digs into the tough conversations leaders often avoid but desperately need. If you’ve ever felt the strain of differing views at work, this conversation is for you—because staying connected is the only way forward.Get all of the show notes at RadicalCandor.com/podcast.Episode Links:RC Pod: Political Discussions at WorkDenise Hamilton / Indivisible: How to Forge Our Differences Into a Stronger FutureRadical Respect pod: Indivisible [YouTube]WatchHerWorkDenise HamiltonConnect:WebsiteInstagramTikTokLinkedInFacebookXYouTubeChapters:(00:00:00) IntroductionKim and Amy introduce Denise Hamilton, author of Indivisible.(00:03:32) Discussing Politics at WorkInsights into the discomfort around political conversations in professional settings.(00:05:01) Contradictory MessagesThe conflicting messages people face around authenticity at work.(00:07:22) Building a Respectful Work CultureHow workplace culture influences political discussions.(00:10:59) Personal and Workplace BoundariesBalancing personal beliefs and professionalism at work.(00:12:59) The Role of Respect in UnderstandingRespect as the foundation for understanding others.(00:16:42) Holding Space for Emotions Post-ElectionThe importance of allowing emotional expression at work after tense events.(00:21:36) Leaders Counteracting NegativityThe role leaders play in intentionally fostering positivity.(00:24:03) Common Ground in Heated TimesFinding common ground with people who hold different views.(00:27:05) Approaching Sensitive Topics MindfullyDenise shares her “four-question rubric” for starting difficult conversations.(00:31:52) Navigating Information CurationThe pitfalls of curated news and incomplete information.(00:35:43) Misinformation and a Leader’s ResponsibilityHow leaders should address misinformation in their organizations.(00:39:23) Owning vs. Renting: Social ResponsibilityAdopting a long-term, invested mindset for societal change.(00:44:06) The Vision for a Relationship-Centered FutureHope for a future rooted in personal connections and humanity.(00:46:05) ConclusionBecome a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.
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    47 分
  • When the Nepo Baby is a Bully 6 | 42

    When the Nepo Baby is a Bully 6 | 42
    2024/10/30
    Handling workplace bullying when family dynamics are involved.We need to talk about nepotism and workplace bullying, because WHEW, does it ever mess with our ability to Care Personally and Challenge Directly! Here's the real deal — when family ties eclipse talent, we're not just hurting individual careers. We're poisoning the well of psychological safety that teams need to thrive. How can you tell someone to "bring their whole self to work" when the rules aren't the same for everyone? KIm, Amy, and Jason explain why avoiding these conversations doesn't help anyone. Whether you're dealing with the CEO's daughter who's actually crushing it, or the founder's cousin who's... not so much, you've got to stay rooted in those two key principles: Care Personally AND Challenge Directly.Get all of the show notes at RadicalCandor.com/podcast.Episode Links:Injustice At Work: 4 Effective Ways To Respond | Radical CandorRight To BeUpstanders Vs. Bystanders: A Story Every Manager Needs To ReadWhen The A**Holes Begin To Win, The Culture Begins To LoseIt’s Better To Have A Hole Than An A**Hole ShirtsWhen Your Worst Co-Worker Is The Boss' KidCeo's Son Harassing Me At Work | RedditHow To Survive A Job You Hate (But Can't Leave – Yet) | CareershiftersHrm’s Response To Workplace Bullying: Complacent, Complicit And Compounding | Journal Of Business EthicsWorkplace Harassment | Radical Candor Podcast 6 | 30Don't Let A Bad Boss Derail You | Radical Candor Podcast 6 | 18Reflecting On One Very, Very Strange Year At Uber — Susan FowlerWhat Are Skip-Level Meetings & How To Conduct Them | Radical CandorUnpacking False Apologies & Embracing The 'aaaaac' MethodThe Asshole Survival Guide: How To Deal With People Who Treat You Like Dirt | Bob SuttonWhat Is An Employee Assistance Program (EAP)?Connect:WebsiteInstagramTikTokLinkedInFacebookXYouTubeChapters:(00:00:00) IntroductionKim, Jason, and Amy introduce the episode’s topic on a listener’s question about workplace nepotism.(00:02:52) Listener Question: Nepotistic BullyA listener’s challenging situation involving a CEO's son who is bullying employees.(00:03:48) Strategies for Workplace BullyingDocumenting incidents and preparing for a conversation with higher-ups.(00:11:43) Building Solidarity and Seeking SupportStrategies for finding allies to support you and sharing experiences with others.(00:15:44) Challenges of Confronting NepotismThe difficulty of escalating issues involving family ties at work.(00:19:25) Exit Strategies and Self-ProtectionKnowing your exit options and protecting your well-being.(00:31:17) Direct Conversations and EscalationPreparing for a direct conversation with the bully and their higher-ups.(00:38:52) The Role and Limitations of HRWhen HR should be involved in addressing workplace bullying.(00:49:06) Seeking External Legal SupportGuidance on consulting a lawyer for severe or unresolved bullying cases.(00:52:43) Radical Candor TipsTips for handling bullying, documenting, building solidarity, and escalating issues.(00:54:44) ConclusionBecome a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.
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    56 分
  • Say What? How to Measure Feedback Responses 6 | 41

    Say What? How to Measure Feedback Responses 6 | 41
    2024/10/23
    With feedback, how do you measure what matters?Kim, Jason, and Amy dive into the art of measuring feedback, emphasizing that it's not just about what you say, but how it's heard. It's crucial to pay attention to how your feedback lands and be ready to adjust your approach, especially when you notice defensiveness or indifference. Tune in to explore practical strategies for handling emotional reactions while keeping your communication clear and compassionate. Learn how to stay present in tough conversations and create a space where open dialogue leads to growth and stronger relationships, both at work and in life. We'll also cover how to effectively solicit feedback and navigate defensiveness, ensuring that your interactions are not only productive but also supportive and understanding.Get all of the show notes at RadicalCandor.com/podcast.Episode Links:How to Gauge Feedback You’re Giving & Getting 3 | 4How To Gauge Your Feedback | Radical CandorWhen Someone You Love Is Upset, Ask This One Question | NY TimesThe Motivational Value Of Listening During Intimate And Difficult ConversationsWhat is Radical Candor? Radical Candor 6-Minute Crash Course 3 | Mini 1Closing the Loop: Radical Candor FAQ Finale 6 | 29How To Give Fast, Meaningful Feedback | Radical CandorThe Guest House by Mewlana Jalaluddin Rumi | All PoetryHow to Deal with Strong Emotions | Thich Nhat Hanh (short teaching video)How to Measure Feedback: It's Not What You Say, But How They Hear ItConnect:WebsiteInstagramTikTokLinkedInFacebookXYouTubeChapters:(00:00:00) IntroductionKim, Jason, and Amy introduce the episode’s focus on feedback gauging and emotional awareness.(00:01:25) Gauging Feedback The importance of understanding how feedback is received.(00:05:30) Reactions to FeedbackThe different reactions people may have to feedback and how to adapt.(00:09:14) Staying Present in Emotional ConversationsStrategies for staying present when emotions rise during difficult conversations.(00:15:59) Brushing Off FeedbackSituations where people brush off feedback and how to address it.(00:26:21) Tailoring FeedbackHow people with different sensitivities and personalities respond to feedback.(00:34:47) Pushing Further on Challenge Directly Gauging whether you should increase directness in feedback or focus on empathy.(00:43:09) Role-Play: Defensive FeedbackA scenario to illustrate how to handle a defensive response in real time.(00:50:59) Role-Play: Emotional FeedbackA scenario to illustrate how to handle an emotional response in real time.(01:00:08) Radical Candor TipsFrom checking in on feedback delivery to fostering a supportive environment.(01:03:36) Conclusion Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.
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    1 時間 5 分
  • Navigating Disagreements: How to Challenge Feedback Effectively 6 | 40

    Navigating Disagreements: How to Challenge Feedback Effectively 6 | 40
    2024/10/16
    Effectively manage feedback you disagree with.In this episode of the Radical Candor podcast, we tackle a challenge that's at the heart of Radical Candor: what to do when you receive feedback you don't agree with. It's a question we get all the time, and it's crucial because how we handle these moments can make or break our relationships at work. The team gets into the get into the nitty-gritty of how to respond to tough feedback and suggests specific phrases you can use to show you're listening, even if you're not fully on board.Get all of the show notes at RadicalCandor.com/podcast.Episode Links:How to Respond to Negative Feedback at Work That You Disagree With | Radical CandorListen, Challenge, Commit | Radical Candor Podcast 6 | 17Radical Candor Community6 Tips For How To Receive Feedback Well | Radical CandorFollow These 4 Steps to Create Psychological Safety in Your Teams | Fast CompanyTell Me Why I'm Wrong: Resolving Disagreements with Your Direct Reports | LinkedInThe Power Of Rituals At Work | Radical Candor Podcast 6 | 16How To Get Stuff Done | Radical Candor Podcast 4 | 2How To Give Candid Feedback Using The CORE Method | Radical CandorHow To Encourage Feedback Between Others In The Workplace | Radical CandorAlan Mullaly of Ford at Stanford Graduate School of Business | YouTubeConnect:WebsiteInstagramTikTokLinkedInFacebookXYouTubeChapters:(00:00:00) IntroductionJason and Amy introduce the live streaming episode about disagreeing with feedback.(00:02:23) Listener Question: Disagreeing with FeedbackA listener's question about how to handle feedback they disagree with.(00:03:42) The Pocket Veto: The Dangers of Silent DisagreementThe concept of a "pocket veto" and why it's harmful to silently disagree with feedback.(00:05:27) Strategies to Handle DisagreementTips on how to approach feedback in the moment.(00:11:02) How to Create Space for DisagreementInviting challenges during feedback conversations to foster honest communication.(00:16:19) The “Listen, Challenge, Commit” FrameworkThe “Listen, Challenge, Commit” approach, which helps to handle feedback.(00:19:10) Personal Experiences with FeedbackA personal story about learning to approach feedback with curiosity and humility.(00:27:51) Following Up After Formal FeedbackHow to approach follow-up conversations after receiving formal feedback.(00:34:58) Psychological Safety and Radical CandorA listener question on the link between psychological safety and Radical Candor.(00:41:11) Creating a Culture of Learning with Radical CandorExamples of workplace rituals that reinforce Radical Candor and continuous learning.(00:45:29) Metaphors for Radical CandorUsing metaphors to understand Radical Candor in communication.(00:49:17) The Radical Candor Quadrants Whether people tend to fall more frequently into one of the Radical Candor quadrants.(00:54:09) Radical Candor TipTips on practicing Radical Candor, emphasizing listening, identifying, and committing to feedback.(00:57:17) ConclusionBecome a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.
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    59 分
  • Building Pockets of Excellence: Introducing Radical Candor to Your Team 6 | 39

    Building Pockets of Excellence: Introducing Radical Candor to Your Team 6 | 39
    2024/10/09
    Start small to make change more achievable and impactful.In this episode of the Radical Candor Podcast, Jason and Amy discuss how to introduce radical candor to teams effectively. They emphasize the importance of starting small, creating pockets of excellence, and the role of accountability and praise in fostering a feedback culture. The conversation also covers effective communication strategies for implementing change, real-world examples of cultural shifts, and practical tips for individuals and teams looking to embrace radical candor. The episode concludes with an invitation to join the Radical Candor community for ongoing support and resources.Get all of the show notes at RadicalCandor.com/podcast.Episode Links:Building a Radically Candid Culture | LinkedIn6 Steps for Rolling Out Radical Candor | Radical Candor3 Ways to Introduce Radical Candor's Feedback Framework to Your Organization | Radical CandorRadical Candor Book Discussion Guide | Radical CandorRadical Candor CommunityHow To Give Candid Feedback With the Radical Candor CORE Method | Radical CandorConnect:WebsiteInstagramTikTokLinkedInFacebookXYouTubeChapters:(00:00:00) IntroductionJason and Amy introduce the topic of bringing Radical Candor into the workplace.(00:00:27) Starting with Small ChangesWhy starting with small steps is key to building a culture of Radical Candor.(00:02:57) Pockets of ExcellenceThe concept of pockets of excellence and why they are crucial for cultural change.(00:05:30) Highlighting Small SuccessesThe importance of highlighting successes rather than focusing on failures to drive cultural shifts.(00:08:30) Avoiding Overwhelming ChangeEffective communication about small wins to shift organizational perceptions and build optimism.(00:10:49) Small Change Success StoryA story on how small experiments can create big organizational change.(00:15:38) Making Feedback Visible and AccessibleSimple tools to share user feedback that can have a powerful impact on organizational culture.(00:19:37) Effective Communication for Cultural ChangeCommunicating the rationale behind introducing Radical Candor to a broader team.(00:24:07) Handling Executive SkepticismAddressing skepticism from executives and making the case for Radical Candor.(00:27:03) Building Momentum After Initial SuccessExpanding Radical Candor across more teams after initial success.(00:30:16) Individuals Practicing Radical CandorAdvice for individuals looking to start small and integrate Radical Candor into their work.(00:33:09) Radical Candor TipsTips for developing a more radically candid culture individually and in organizations.(00:34:56) ConclusionBecome a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.
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    36 分
  • The Role of Vulnerability in Leadership with Jacob Morgan 6 | 38

    The Role of Vulnerability in Leadership with Jacob Morgan 6 | 38
    2024/10/02
    How leaders can balance vulnerability with competence.Kim and Jacob Morgan, author of Leading with Vulnerability, discuss the power of vulnerability in leadership and its role in building trust and driving performance. They explore the common misconceptions about vulnerability, the balance between competence and connection, and how to navigate the fine line between strength and openness. Jacob shares stories of successful and failed leadership, emphasizing the importance of choosing the right moments to be vulnerable. The conversation also touches on how to foster psychological safety, deal with workplace bullies, and follow with vulnerability in challenging environments.Get all of the show notes at RadicalCandor.com/podcast.Episode Links:Denial: Why Business Leaders Fail to Look Facts in the Face—and What to Do About It | Richard TedlowLeading with Vulnerability: Unlock Your Greatest Superpower to Transform Yourself, Your Team, and Your Organization | Jacob MorganPerformance Improvement Plans | Radical Candor Podcast 5 | 20What Does Managing Out Mean? | Radical Candor Podcast 6 | 6 Beware The Fundamental Attribution Error | Radical Candor Podcast 5 | 8How To Give Candid Feedback Using The CORE Method | Radical Candor5 Proven Ways Checks And Balances In Management Bolster Teams | Radical CandorFollow these 4 steps to create psychological safety in your teams | Fast CompanyShrill | Lindy WestThe Vulnerable Leader Equation: A critical leadership development model for successful change management | HRDJacob MorganFortune lists tough bosses | UPI ArchivesCan Workplaces Have Too Much Psychological Safety? | HBRConnect:WebsiteInstagramTikTokLinkedInFacebookXYouTubeChapters:(00:00:00) IntroductionAmy and Kim introduce guest Jacob Morgan, author of Leading with Vulnerability. (00:00:38) Defining Vulnerability in LeadershipThe concept of vulnerability in leadership and how it can be misinterpreted.(00:03:45) Denial in LeadershipHow denial impacts leadership and the challenges leaders face when addressing mistakes.(00:06:48) Exploiting VulnerabilityAn example of a leader who used an exployee’s vulnerability against them.(00:10:41) Self-Compassion in LeadershipThe need for self-compassion, particularly when vulnerability is exploited.(00:12:46) Vulnerability in Uncertain SituationsA step-by-step approach to assessing when and how to display vulnerability at work.(00:18:36) Knowing Who to TrustHow leaders and employees can discern when it’s appropriate to be vulnerable.(00:21:11) Effective Leadership in Times of CrisisA success story about Fleetwood Grobler’s leadership during a financial crisis at Sasol.(00:25:28) Dealing with Workplace BulliesThe complexities of vulnerability when facing workplace bullying.(00:33:03) Following with VulnerabilityTips on how to assertively respond to challenging leaders while maintaining professionalism.(00:37:18) Fundamental Attribution ErrorThe importance of not jumping to conclusions about people's intentions.(00:43:22) Creating Psychological SafetyThe balance between accountability and psychological safety.(00:45:37) ConclusionBecome a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.
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    46 分
  • Why Your Meetings Suck (And How to Fix Them): Insights from Dr. Steven Rogelberg 6 | 37

    Why Your Meetings Suck (And How to Fix Them): Insights from Dr. Steven Rogelberg 6 | 37
    2024/09/25
    Make your meetings count.Explore the surprising science of meetings and how to make them suck less with Dr. Steven G. Rogelberg, a renowned organizational psychologist and author of The Surprising Science of Meetings, Glad We Met: The Art & Science of 1:1 Meetings, and more. Dr. Rogelberg discusses with Kim and Amy why meetings often feel unproductive and costly, covering common pitfalls and offering actionable strategies to enhance their effectiveness. The conversation spotlights the power of one-on-one meetings, emphasizing their unique role in fostering meaningful connections between managers and employees. Dr. Rogelberg shares insights on how to structure these meetings to maximize engagement, support, and productivity, making them a crucial tool for leadership and team success.Get all of the show notes at RadicalCandor.com/podcast.Episode Links:Steven Rogelberg7 Ways To Improve One-on-One Meetings | Radical CandorEffective 1:1s - Tips For One-on-One Meetings With Your Team | Radical Candor3 Tips For How To Run Effective Staff Meetings | Radical CandorGlad we Met: The Art and Science of 1:1 Meetings — Steven Rogelberg, Ph.D.The Surprising Science of Meetings — Steven Rogelberg, Ph.D.Connect:WebsiteInstagramTikTokLinkedInFacebookXYouTubeChapters:(00:00:00) IntroductionKim and Amy introduce guest Dr. Steven Rogelberg, organizational psychologist and an expert on meetings.(00:04:18) The Impact of MeetingsThe surprising volume of meetings globally and the underestimated economic impact.(00:07:03) Misconceptions and Optimizing Meeting StrategiesMisconceptions about meetings and advice on improving their effectiveness.(00:10:36) Are Your Meeting Questions Valuable?How to ensure that the meeting agenda questions are valuable.(00:11:39) Using Radical Candor in MeetingsThe idea of a Radical Candor framework with signals during meetings.(00:13:32) Should Feedback Be Part of the Meeting?Whether feedback should be solicited at the end of meetings.(00:16:05) Speaking Up in MeetingsAdvice on encouraging team members to speak up in meetings.(00:20:03) The Importance of 1:1 MeetingsResearch that highlights the desire for more 1:1 meetings.(00:23:21) Relationship Building in 1:1sThe importance of building genuine relationships through consistent 1:1 meetings.(00:28:42) How to Start 1:1 MeetingsTips on starting 1:1 meetings, their appropriate cadence and setting the right tone.(00:31:24) Locations and Structure for 1:1 MeetingsThe best locations for 1:1 meetings and structuring the agenda for them.(00:41:16) Preparing for Meetings with Your ManagerHow employees should prepare for meetings with their managers.(00:46:19) ConclusionBecome a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.
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    47 分
  • How Ruinous Empathy Ruins Praise 6 | 36

    How Ruinous Empathy Ruins Praise 6 | 36
    2024/09/18
    How misguided praise can do more harm than good.Praise can be powerful, but when it’s vague, generic, or something you can say to a dog like "good job," it can backfire and do more harm than good. Kim, Jason, and Amy explore the nuances of Ruinous Empathy and praise, sharing real-life examples, like the infamous FEMA response during Hurricane Katrina, to illustrate the pitfalls of Ruinously Empathetic feedback. They discuss the importance of making praise specific and sincere so people know what was good and why, allowing them to repeat their success. Get all of the show notes at RadicalCandor.com/podcast.Episode Links:Praise & Ruinous Empathy | Radical CandorTips to Avoid Ruinously Empathetic Praise | Radical CandorAppreciation (That's What The Money's For!) | Radical Candor 5 | 16Radical Candor Podcast: A Tale Of Ruinous EmpathyBeyond 'Sorry': How to Apologize and Mean It 6 | 22DARVO | WikipediaBeing 'Nice' Instead of Kind is One of the Biggest Mistakes Well-Intentioned Bosses MakeConnect:WebsiteInstagramTikTokLinkedInFacebookXYouTubeChapters:(00:00:00) IntroductionKim, Jason, and Amy introduce the episode's focus on how praise can become ruinously empathetic.(00:00:53) What Is Ruinous Empathy in Praise?How praise can be ineffective when it's vague, insincere, or lacks specific feedback.(00:02:19) Defining Praise vs. CriticismWhat constitutes praise, how it differs from criticism and the dangers of insincere praise(00:06:06) Effective Public Support and PraiseGuidance for leaders on how to support team members publicly after a mistake.(00:11:51) Consequences of Praising FailureWhy offering praise after failure can be misleading and harmful.(00:17:04) The Role of Specificity in PraiseThe importance of specificity in making praise feel sincere and useful.(00:22:11) Ruinous Empathy and Manipulative InsincerityThe nuances between ruinously empathetic praise and manipulatively insincere praise.(00:33:07) Insincere PraiseAvoiding the common pitfalls of insincere praise in leadership and team management.(00:36:53) Offering Effective PraisePractical tips on how to offer specific and sincere praise that drives improvement.(00:40:56) Radical Candor TipsTips for applying Radical Candor to praise, ensuring feedback is specific, sincere, and purposeful.(00:42:18) ConclusionBecome a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.
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    44 分