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Radical Candor

Podcast Radical Candor
Podcast Radical Candor

Radical Candor


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  • S4, Ep 8: Get Shit Done Step 3 — Debate (Don't Squish) Ideas
    On this episode of the Radical Candor Podcast, we’re going to talk about the steps to follow for a successful debating process. If you skip the debate phase, you’ll make worse decisions, you’ll be unable to persuade everyone who needs to implement, and you’ll ultimately slow down or grind to a halt. Kim, Jason, Amy and producer Brandi discuss a time when a debate went awry and what they should have done instead. Radical Candor Podcast Episode At a Glance Big Debate Meetings should be reserved for debate, but not decisions, on major issues facing the team. They serve three purposes: They lower tension. They allow you to slow down key decisions when appropriate. They foster a larger culture of debate.    The norms of these meetings are also pretty straightforward. Make it clear that the goal of debate is to work together to come up with the best answer. There should be no “winners” or “losers.” Encourage people to come with data versus recommendations and to not be afraid to disagree with one another. The sole product of the debate should be a careful summary of the facts and issues that emerged, a clearer definition of the choices going forward, and a recommendation to keep debating or to move on to a decision. Radical Candor Podcast Checklist Check your ego at the door. Make sure that individual egos and self-interest don’t get in the way of an objective quest for the best answer. Nothing is a bigger time-sucker or blocker to getting it right than ego. On a broad level, this means intervening when you start to sense that people are thinking, “I’m going to win this argument,” or “my idea versus your idea,” or “my recommendation versus your recommendation,” or “my team feels . . .” Pause for emotions and exhaustion. If you don’t, people will make a decision so that they can go home; or worse, a huge fight stemming from raw emotions will break out. Ask participants to switch roles halfway through each debate. This makes sure that people are listening to each other and helps them keep focused on coming up with the best answer and let go of egos and hierarchical positions.    Radical Candor Podcast Resources Radical Candor Podcast Season 4, Episode 2: Use the GSD Wheel So No One Feels Sad, Bad or Left Out 6 Steps to Successfully Debating (Not Killing) Ideas Invitational Rhetoric — Sonja Foss and Cindy Griffin We’re offering Radical Candor podcast listeners 10% off our comedy-based self-paced e-course, The Feedback Loop. Follow this link and enter the promo code FEEDBACK at checkout. The Radical Candor Podcast theme music was composed by Cliff Goldmacher. Order his book: The Reason For The Rhymes: Mastering the Seven Essential Skills of Innovation by Learning to Write Songs. Sign up for our Radical Candor email newsletter >>Shop the Radical Candor store >>
  • Radical Candor S4, Ep 7: Radically Candid Conversations — Kim Scott & Russ Laraway
    On this episode of the Radical Candor Podcast, we're taking a break from our GSD Wheel series and welcoming back to the podcast Russ Laraway, author of the book When They Win, You Win: Being a Great Manager is Simpler Than You Think, coming out on June 7, 2022. You can pre-order it now! You likely know Russ best as the OG co-host with Kim of season one of the Radical Candor Podcast. 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. Radical Candor Podcast Episode At a Glance The world has conspired to confuse the average manager. Despite near-limitless resources — books, blogs, podcasts — that purport to teach us how to be great managers, the reality is that managers globally aren’t really any better than they were 30 years ago. (The evidence is this: as more evidence emerges that the manager is most responsible for employee engagement, global engagement is still at just 15% and 33% in the U.S.) Managers are struggling due to a lack of regular formal check-ins on how they are doing as a manager. Their bosses have almost no context on how they are leading their people and therefore can struggle to coach them. Kim and Russ discuss: Why managers are failing, and no one is helping. What we need is to learn to lead in a way that measurably and predictably leads to more engaged employees and better business results. We need a simpler and more coherent leadership standard, something with quantitative backing that shows it works. People just want to do great work and be totally psyched while doing it. People deserve to be led well. The art of Continue Coaching.   Pre-Order the New Book from Career Conversations Expert Russ Laraway In When They Win, You Win, Russ Laraway, the chief people officer at Goodwater Capital who also developed Career Conversations, provides a simple, coherent, and complete leadership standard that teaches managers how to lead in a way that measurably and predictably delivers more engaged employees and better business results and show organizational planners how to make their managers great! The book identifies The Big 3, or three key elements: clear direction-setting, frequent coaching and active engagement with employees on their long-term career goals. Russ also dedicates around 100 pages of the book to Career Conversations! Pre-order now >>
  • Radical Candor S4, Ep6: Get Sh*t Done Step 2 (Part 2) — Leverage Staff Meetings to Help Clarify Ideas
    It's time for part two of how to clarify your thinking for yourself and others as part of the Get Sh*t Done Wheel (listen to part one). On this episode of the Radical Candor podcast, Kim, Jason and Amy discuss how to use staff meetings and think time as ways to clarify your ideas. Radical Candor Podcast Episode At a Glance An effective staff meeting has three goals: it reviews how things have gone the previous week, allows people to share important updates, and forces the team to clarify the most important decisions and debates for the coming week. That’s it. It shouldn’t be the place to have debates or make decisions. Your job is to establish a consistent agenda, insist that people stick to it, and corral people who go on for too long or who go off on tangents. Here’s the agenda that Kim has found to be most effective: Learn: review key metrics (20 minutes) Listen: put updates in a shared document (15 minutes) Clarify: identify key decisions & debates (30 minutes)   In Radical Candor, Kim writes: “In addition to all your regularly planned meetings, people want to talk to you about this or that; urgent matters will arise that you must deal with. When are you supposed to find time to clarify your own thinking, or to help the people who work for you clarify theirs?” “My advice is that you schedule in some ‘Think Time’ [on your calendar], and hold that think time sacred. Let people know that they cannot ever schedule over it. Get really, seriously angry if they try. Encourage everyone on your team to do the same.” Radical Candor Podcast Checklist Avoid the fundamental attribution error by focusing on specifics, not attributes. Instead of saying (or thinking) “What an idiot,” be very clear about what went wrong. Try the CORE model — Context, Observation, Result, nExt stEps. Focus on helping the person fix the problem by providing specifics they can act on, rather than criticizing personality traits that they can’t alter. A well-run meeting can save you time by alerting you to problems, sharing updates efficiently, and getting you all on the same page about what the week’s shared priorities are. Remember, timeboxing is your friend. Take 20 minutes to learn, 15 minutes to listen and 30 minutes to clarify. Schedule Think Time away from your desk. Think Time is a mix of focused thinking and mind-wandering that allows for the kind of problem-solving, creativity and innovative mindset needed to tackle those difficult problems. Try taking a walk and removing distractions.
  • Radical Candor S4, Ep. 5: Get Sh*t Done Step 2 — Clarify Your Thinking For Yourself and Others
    This is part 1 of 2 episodes about clarifying ideas.  Once you have created a culture of listening, the next step in the Radical Candor Get Sh*t Done Wheel is to push yourself and your direct reports to understand and convey thoughts and ideas more clearly. Trying to solve a problem that hasn’t been clearly defined is not likely to result in a good solution; debating a half-baked idea is likely to discourage it. On this episode of the Radical Candor podcast, Kim, Jason and Amy discuss the two most important things to do when clarifying an idea.  Radical Candor Podcast Episode At a Glance As we discussed in our overview GSD episode of the Radical Candor podcast, it’s important to push the people on your team to clarify their thinking and ideas so that you don’t “squish” their best thinking or ignore problems that are bothering them. It’s not just important to understand new ideas clearly; it’s equally important, and often more difficult, to understand the people to whom your team will have to explain the ideas clearly. The two most important things to do when clarifying an idea are to first get clear about it in your own mind by creating a safe space for people to discuss and nurture ideas, and second to make sure you can explain the idea in a way that is crystal clear to others. Radical Candor Podcast Checklist Use your 1:1 meetings to create a safe space for your team to nurture and clarify their ideas. If you don’t understand an idea, chances are others won’t understand it either. Spend a lot of time getting clear in your own head about an idea before you present it to others. Define, don’t refine. As the boss, you’re the editor, not the writer. Help your team members clarify their ideas before they are presented to others by choosing what to eliminate and what to emphasize based on the audience that will be hearing the idea. Encourage people time to brainstorm and explore ideas asynchronously before bringing them to the larger group. Set rules for brainstorming sessions, like we build and don’t tear down. Don’t make any decisions in the session. Set a time limit because brainstorming can't go on forever. Radical Candor Podcast Resources Get Stuff Done: 2 Ways to Use Radical Candor to Clarify Thoughts and Ideas Radical Candor Podcast Season 4, Episode 2: Use the GSD Wheel So No One Feels Sad, Bad or Left Out Radical Candor Podcast Season 4, Episode 4: Get Shit Done Step 1 — Create a Culture of Listening The Wall Street Journal: Brainstorming Works Best if People Scramble For Ideas on Their Own CNBC: Why the most innovative people don’t use brainstorming meetings Fast Company: 10 New Rules For Brainstorming Without Alienating Introverts
  • Radical Candor S4, Ep. 4: Get Stuff Done Step 1: Create a Culture of Listening
    Our next several episodes of the Radical Candor podcast are going to be shorter explorations of the nuts-and-bolts details about each step of the Get Shit Done Wheel. First up is listening. Kim, Jason and Amy discuss how to create a culture of listening because if you can get your team members to listen to one another, they’ll fix things that you as the boss didn’t even know were broken.

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