Stop for a moment and remember the last time you gave someone feedback. How did it go? If your feedback fell flat, you’re not alone. Feedback fails are frustratingly common. In fact, according to research from Gallup, less than 15% of managers feel confident that the feedback they provide to employees is effective and only 26% of employees say the feedback they receive from their managers is helpful.
In short, these people aren’t practicing Radical Candor, a proven feedback formula designed to turn your feedback wipeouts into feedback wins. Radical Candor, detailed…
We―all of us―consistently exclude, underestimate, and underutilize huge numbers of people in the workforce even as we include, overestimate, and promote others, often beyond their level of competence. Not only is this immoral and unjust, but it’s also bad for business. Just Work is the solution.
JUST WORK is Kim Scott’s new book, revealing a practical framework for both respecting everyone’s individuality and collaborating effectively. This is the essential guide leaders and their employees need to create more just workplaces and establish new norms of collaboration and respect. We talked to Kim about what inspired her to write JUST WORK.
Radical Candor is about more than just “being professional.” It’s about giving a damn about the people you work with, sharing more than just your work self, and encouraging everyone who reports to you to do the same.
It’s not enough to care only about people’s ability to perform a job. To build authentic relationships, you have to care about each of the people who work for you as a human being. It’s not just business; it is personal and deeply personal. We call this dimension of Radical Candor “Care Personally.”
Practicing Radical Candor also involves telling people when their…
To be really great at feedback you have to get it, give it, and encourage it. All of those things feel weird to do at first, but there are some easy things you can do to make them feel much more natural.
As a manager who wants to start introducing Radical Candor on your team, we suggest that you start by asking for feedback from your team. In this post, we’ll share some tips for managers who want to get feedback from their teams and peers. …
When you’re delivering difficult feedback, even in a caring way, people are likely to get emotional. That’s OK; emotional reactions at work are normal because you’re dealing with human beings, not robots.
While you might be tempted to deliver feedback you know will elicit strong emotions in email, chat, or on the phone to avoid awkwardness, in-person or video conversations are best for two big reasons.
Torch, a leading coaching, mentoring and learning development platform for enterprise-level executives, employees and HR leaders, and Radical Candor, an executive education company co-founded by Kim Scott, author of the bestselling book Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity, together announce the launch of a new month-long course called “The Radically Candid Coach.”
Participants of the course will attend virtual presentations from Scott and randomly selected participants out of the first 100 to register will have a chance to receive live personal coaching with Scott during the sessions. The course launches May 27 and will run for…
What’s feedback got to do with it? If it’s running a successful business or building strong relationships, effective feedback is everything. This is why to teach professionals a simple framework for successfully navigating feedback conversations. (Improvising Radical Candor, a co-production of Radical Candor and Second City Works, has created a laugh-and-learn workplace comedy series called The Feedback Loop Get the self-paced e-course for $59)
Starring award-winning actor David Alan Grier, this binge-worthy series teaches employees the proven feedback framework outlined in Kim Scott’s New York Times and bestseller, Radical Candor: Be a Kickass Boss Without Losing Your Humanity .
Your relationships and your responsibilities at work reinforce each other positively or negatively, and this dynamic is what drives you forward as a manager-or leaves you dead in the water. What’s more, your relationships with your direct reports affect the relationships they have with their direct reports and your team’s overall culture.
Like it or not, your ability to build trusting, human connections with the people who report directly to you will determine the quality of everything that follows. Despite these relationships being vitally important, most of us are at a loss when we set out to build relationships with…