Who is Kim and Russ from Radical Candor?
Russ is currently chief people officer at Goodwater Capital; and also is the creator of Career Conversations; which is covered in Radical Candor, and to which Russ dedicates nearly 100 pages of his new book. Kim and Russ discuss how to make every manager (measurably) great and to rid the world of assclown managers everywhere.
How do you Practice Radical Candor?
There is an order of operations to practicing the principles of Radical Candor. The first thing to do is to ask for criticism, especially if you’re the boss. But how can you do this in a way that’s not awkward?
Is there a Radical Candor coach app or Candor gauge?
While listening to Season 1 of the Radical Candor Podcast, you may hear references to the Candor Coach App or the Candor Gauge. These are no longer available, but we trust you’ll find lots of other useful tips to bring Radical Candor into your everyday life.
What is Radical Candor podcast?
The Radical Candor Podcast. A show about how to kick ass at work without losing your humanity. While listening to Season 1 of the Radical Candor Podcast, you may hear references to the Candor Coach App or the Candor Gauge.
What is wrong with Radical Candor?
There is a world of difference between Radical Candor and brutal honesty, or as we call it, Obnoxious Aggression. It's bad, but Ruinous Empathy can be even worse, and Manipulative Insincerity is the worst of all. Radical Candor is kind and helpful. Obnoxious Aggression is mean but may be helpful.
How do you do Radical Candor?
The Order of Operations for Practicing Radical CandorShare your stories. ... Solicit feedback: Prove you can take it before you start dishing it out. ... Growth Management: Career Conversations. ... Step 4 / Ongoing: Perfect your 1:1 conversations. ... Give Guidance — Praise & Criticism — but make sure to focus on the good stuff.More items...
What did the Radical Candor Group recommend for giving feedback?
The best feedback is Radically Candid. It Challenges Directly while showing you Care Personally. To make that easier to do, we break it down and say that Radical Candor is HIP: Humble, Helpful, Immediate, In person, Public praise/Private criticism, not Personalized.
Is radical candor effective?
Radical candor definitely addresses an important area for improvement: providing honest and constructive feedback that helps employees learn and improve. “Anything that raises interest in how managers interact with their teams is an inherently wonderful thing,” said Birnbaum.
What is ruinous empathy?
Ruinous Empathy™ is “nice” but ultimately unhelpful or even damaging. It's what happens when you care about someone personally, but fail to challenge them directly. It's praise that isn't specific enough to help the person understand what was good, or criticism that is sugar-coated and unclear.
What are the four quadrants of radical candor?
Even if things are going well, it's important to give clear, direct guidance. - There are four quadrants on guidance: radical candor, ruinous empathy, obnoxious aggression and manipulative insincerity.
What is an example of radical candor?
Radical Candor requires delivering hard feedback. For example, to tell people when their work isn't good enough. And when it is. Or if they are not going to get a promotion (and why).
What are three ways you can challenge directly and have radical candor?
Three Ways to Get Started with Radical Candor Get feedback from others — create the example that you welcome and deliver constructive feedback. Give feedback and Gauge feedback — Challenge Directly and Show that you Care Personally.
How do you give feedback to an arrogant employee?
Start off with praise. Spend significant time reviewing the person's strengths, reinforcing what they do well backed by specific examples. Explain the impact of these positive behaviors on the company and the team. Try to engage them in conversation and get them excited about their development.
What is the value of practicing radical candor?
Know the whole story before jumping in. One of the temptations with radical candor is to use it as a chance to give direct feedback harshly, and without context or care. The power of radical candor comes from caring personally and challenging people directly; you don't get to do one or the other.
What should you not do when giving feedback?
10 Things You Should Never Do When Giving Employee FeedbackYell. ... Give feedback in anger. ... Give negative feedback in public. ... Give only negative feedback. ... Give positive feedback only in private. ... Save up a whole bunch of complaints. ... Give only formal performance reviews. ... Bring up irrelevant information.More items...•