Radical Candor

We're celebrating Pride Month, and to kick us off, Amy and Brandi get real about the unfiltered, often uncomfortable truth of being LGBTQ+ in the workplace—where invisibility can feel safer than honesty, and “inclusion” doesn't always include you. In this 'best of' episode, they unpack the messy layers of LGBTQ+ identity at work—from pronoun politics and people-pleasing to being “the only one” in the room. If you've ever felt unseen at work—or want to ensure your team doesn't have to—this one's for you. Showing up matters more than getting it perfect. Get all of the show notes at ⁠⁠⁠⁠RadicalCandor.com/podcast⁠⁠⁠⁠. Episode Links: Transcript Radically Candid Pride: Coming Out at Work Coming Out – Human Rights Campaign 7 Myths About Coming Out at Work Coming Out at Work Pride Month Shows Employers Have a Long Way to Go Supporting LGBTQ+ Workers' Mental Health Beyond rainbow washing: Supporting LGBTQ+ at work and beyond How to support the LGBTQ+ community at work and beyond What Not To Say to Someone Who Has Come Out As Bisexual Coming out at work: transgender scientists share their stories Nearly half of LGBTQ employees in the US think being “out” at work is a bad career move Why Bisexual Adults Report Higher Rates of Mental Distress – The New York Times The 10 Most Groundbreaking Bisexual Characters of All Time Your Guide to the Best Online LGBTQ+ Counseling Options in 2023 Read the ‘Yep, I'm Gay' Ellen DeGeneres Interview From 1997 Attitude: As Bisexual Awareness Week approaches, four bisexuals tell us if they feel accepted in 2023 Connect: ⁠⁠⁠⁠Website⁠⁠⁠⁠ ⁠⁠⁠⁠Instagram⁠⁠⁠⁠ ⁠⁠⁠⁠TikTok⁠⁠⁠⁠ ⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠ ⁠⁠⁠⁠YouTube⁠⁠⁠⁠ ⁠⁠⁠Bluesky⁠⁠⁠ Chapters: (00:00:00) Introduction Kim and Amy introduce the episode focusing on coming out at work.  (00:01:42) Why Representation Matters Statistics on workplace discrimination faced by LGBTQ+ employees. (00:05:22) Pronouns, Labels & Personal Identity The limiting nature of pronouns and labelling oneself. (00:09:52) Living a Double Life Dating secretly and the sense of being "othered" in mainstream culture.  (00:13:06) The Limited Supply The isolation created by the absence of a visible queer community. (00:17:37) The Spiritual Journey & Other Closets How the act of coming out led to a deeper exploration of spirituality. (00:19:37) The Cost of Hiding at Work The emotional and psychological toll of being closeted in the workplace. (00:21:04) Finally Coming Out at Work The slow, iterative process of coming out and how Radical Candor helped. (00:23:21) The Bisexual Experience at Work The unique stigmas bisexuals face within and outside LGBTQ+ spaces. (00:28:15) Words, Labels & Inner Homophobia The complexity of identity labels and how internalized bias can shape them. (00:32:37) The Power of Representation in Media The importance of media characters who normalize LGBTQ+. (00:36:26) Inclusion & the Privilege of Presentation Soliciting inclusive feedback and how privilege shapes perceptions. (00:40:21) Hair as Identity & Microaggressions A painful but powerful story about being judged for appearances.  (00:43:40) Being the Only One in the Room The exhaustion of being the sole representative of marginalized identities. (00:46:30) Making Mistakes & Owning Them The role of feedback and straight allies in creating inclusive spaces. (00:49:43) What Allies Can Do A story about support when encountering a homophobic comment.  (00:52:03) Setting Boundaries The importance of respecting privacy and rejecting invasive curiosity (00:54:29) Radical Candor Tips Key takeaways on supporting LGBTQ+ colleagues (00:58:12) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

Leadership sounds empowering—until you're navigating chaos, clunky systems, and a team giving you major side-eye. Amy and Kim talk with Stephanie Chung—trailblazing exec, leadership strategist, and accidental trust-builder—about the messy reality of stepping into high-stakes roles. Stephanie gets candid about what it's really like to walk into a company mid-crisis, how to lead teams that don't look, think, or operate like you, and why asking the right questions beats having all the answers. From decoding broken sales processes to building authentic relationships, her approach blends Radical Candor with radical curiosity. Her book Ally Leadership isn't just a guide—it's a wake-up call for anyone ready to lead with heart, backbone, and an open mind. If you've ever doubted your instincts or feared saying the wrong thing, this episode is your invitation to lead anyway—and lead better. Get all of the show notes at ⁠⁠⁠RadicalCandor.com/podcast⁠⁠⁠. Episode Links: Transcript Stephanie Chung and Associates, Inc. | LinkedIn Stephanie Chung The Radical Candor Guide to Leading Through Uncertainty Ally Leadership: How to Lead People Who Are Not Like You Connect: ⁠⁠⁠Website⁠⁠⁠ ⁠⁠⁠Instagram⁠⁠⁠ ⁠⁠⁠TikTok⁠⁠⁠ ⁠⁠⁠LinkedIn⁠⁠⁠ ⁠⁠⁠YouTube⁠⁠⁠ ⁠⁠Bluesky⁠⁠ Chapters: (00:00:00) Introduction Kim and Amy introduce leadership expert Stephanie Chung. (00:01:31) Leading Through Change: Where to Start  The process of evaluating and addressing organizational challenges. (00:05:43) Diagnosing Sales Challenges  How process inefficiencies—not people—often hinder sales teams. (00:07:21) Building Trust as a New Leader  Strategies for establishing trust with new teams from day one. (00:10:07) Transforming JetSuite: From Commodity to Luxury Lessons from leading cultural and brand transformation. (00:11:46) Feedback & Self-Awareness in Leadership  The importance of vulnerability and inviting radical feedback. (00:17:50) Ally Leadership & Generational Diversity  Why curiosity is key to leading across generations and identities. (00:24:20) Being an Underrepresented Leader  Navigating workplace bias and building allyship in leadership. (00:30:11) Courageous Leadership & Using Your Voice  The importance of speaking up and building leadership muscle early. (00:33:27) Neuroscience of Bias & Rewiring the Brain  How to overcome in-group bias through exposure and curiosity. (00:38:13) Asking Questions to Build Trust Using questions to uncover personal connections and build rapport. (00:40:26) Listening to Understand, Not to Respond  Tactics for active, empathetic, and observant listening. (00:43:07) Where to Find Stephanie Leadership legacy, travel tips, and connecting with Stephanie. (00:47:08) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

On this Best of episode of the Radical Candor podcast, Kim, Jason and Amy discuss how the fundamental attribution error makes us more likely to use personality attributes to explain someone else's behavior rather than considering our own behavior or situational factors that were probably the real cause of the behavior. This is where the “not about personality” part of Radical Candor comes into play. Plus, Jason shares a hilarious (and painfully relatable) story about the “evil little translator” in his head that used to turn even well-meaning feedback into:

Growth sounds beautiful—until you're knee-deep in failure, self-doubt, and a garden full of dead plants. Amy gets real with Debbie Millman—design legend, branding expert, and accidental gardener—to unpack the not-so-glamorous side of creativity, leadership, and learning to suck at something new. Debbie shares how screwing up (repeatedly) can actually make you better at just about everything and why success can kill your spark, how confidence actually works (spoiler: it's not magic), and what gardening taught her about patience, failure, and asking for help. Her new book Love Letter to a Garden isn't just about flowers—it's about finding hope in the mess and meaning in the mistakes. Oh, and her wife, Roxane Gay, included a killer tomato sauce recipe. If you've ever felt stuck, scared, or unsure where to begin, this is your reminder to grab a shovel and just plant something already. Get all of the show notes at ⁠⁠RadicalCandor.com/podcast⁠⁠. Episode Links: ⁠⁠Transcript⁠⁠ ⁠Debbie Millman  Debbie Millman: Creativity, Leadership And The Courage To Tend | Radical Candor Design Matters Love Letter to a Garden Connect: ⁠⁠Website⁠⁠ ⁠⁠Instagram⁠⁠ ⁠⁠TikTok⁠⁠ ⁠⁠LinkedIn⁠⁠ ⁠⁠YouTube⁠⁠ ⁠Bluesky⁠ Chapters: (00:00:00) Introduction Amy introduces guest Debbie Millman, designer, author, and host of Design Matters. (00:04:05) Starting Design Matters How Debbie started the podcast to reconnect with creative purpose. (00:07:17) From Maker to Manager The tough transition from doing creative work to leading others. (00:09:28) Communicating with Impact Why how you show up matters as much as what you say. (00:12:00) Feedback & Growth Learning to receive criticism and evolve from it. (00:16:48) Confidence Through Repetition Why confidence comes after doing — not before. (00:19:05) A Gardener's Beginning How one creative experiment led to Love Letter to a Garden. (00:24:54) Learning to Ask for Help A turning point in accepting guidance and sharing vulnerability. (00:27:51) Hope Over Shame Choosing to keep going — one molecule of hope at a time. (00:31:20) Processing Emotions The value of feeling your feelings, not rushing past them. (00:34:40) Fulfillment in the Process Why lasting joy is found in the act of creating, not accolades. (00:38:06) Control & Chaos Using design and gardening as ways to find agency. (00:41:11) Harvesting and Sharing Turning garden bounty into nourishment and love. (00:42:55) Something to Plant Debbie's parting wisdom: plant something—and let go. (00:45:54) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

Are you the cool boss that everyone loves, but no one respects? Join Kim and Jason as they address a pressing question from a production supervisor struggling with their team's lack of accountability. Learn the importance of sharing personal stories, soliciting feedback, and giving timely criticism, all while remembering that accountability is an act of kindness.  If you're struggling with setting boundaries and holding people accountable, we've got your back. Get all of the show notes at ⁠RadicalCandor.com/podcast⁠. Episode Links: ⁠Transcript⁠ Why Being a “Cool Boss” Backfires — And What to Do Instead ⁠Stuck In a Ruinous Empathy Rut 5 | 11 Navigating Workplace Tensions: Stuck Between Ruinous Empathy and Obnoxious Aggression Managing Resistance: How to Reset Expectations With Challenging Direct Reports Connect: ⁠Website⁠ ⁠Instagram⁠ ⁠TikTok⁠ ⁠LinkedIn⁠ ⁠YouTube⁠ Bluesky Chapters: (00:00:00) Introduction Kim and Jason introduce a listener's question from a self-described “too nice” boss. (00:01:23) The Difference Between Nice and Kind The distinction between being "nice" and being "kind" in leadership. (00:03:13) Holding People Accountable How accountability is a core leadership skill, not an act of cruelty. (00:06:33) The Cost of Avoiding Accountability Why Leadership requires addressing difficult behaviors early. (00:11:39) Two Kinds of Respect: Earned vs. Given The two definitions of respect and how managers can earn it. (00:14:45) Emotional Labor of Leadership How management is giving more than you get—by design. (00:19:16) Confusing Strictness with Respect Challenging the misconception that punishment creates respect. (00:23:45) Holding Yourself Accountable Using vulnerability to open a dialogue and reset expectations. (00:25:44) Share Your Radical Candor Story Sharing personal stories to introduce a cultural reset. (00:28:27) Create a Shared Culture and Vocabulary Advice on resetting workplace culture and team alignment. (00:32:26) Radical Candor Tips Actionable steps for building a culture of Radical Candor. (00:33:24) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

From malfunctioning WiFi to epic commutes and offices mysteriously out of toilet paper, the “return to office” era is serving up workplace absurdity on a silver platter. Jason and Amy blow past the corporate spin and get Radically Candid about the “back to the office” push: why it's often more about control than collaboration, how companies overlook basic human needs, and the ways these policies can quietly erode trust, productivity, and psychological safety. From generational gripes to the myth that face time means innovation, they call out the real reasons so many leaders want butts in seats—and why those reasons rarely hold up. Who's actually benefiting from all this office hoopla? Because at Radical Candor, we believe real leadership means listening, adapting, and making work suck a whole lot less—even if it means challenging the status quo. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript Cockroaches And Working In A Closet: Inside Trump's Return-To-Office Order | Reuters No Toilet Paper And No Privacy: Returning To The Office, Federal Workers Walk Into Chaos | The New York Times Return To Office. Not Sure What To Do, A Bit Stressed. : R/Fednews What Happened At Your Org After They Implemented Their Return To Work Policy? : R/Jobs The Official List Of Every Company's Back-To-Office Strategy | Hubble Federal Workers Ordered Back To Office Find Shortages Of Desks, Wi-Fi And Toilet Paper Does Returning To The Office Support Your Company's Strategy? | HBR How To Get Return To Office Right | McKinsey RTO Mandate Trends In 2025: Why Forcing Employees Back To The Office Hurts Business | Hub Staff New Research Suggests Remote Jobs Are Best For Company's Bottom Line | Forbes The Strength Of Weak Ties | Stanford Report Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) Introduction Jason and Amy introduce the episode's topic on return to office trends. (00:01:28) The Radical Candor Remote Philosophy Why the company is remote-first and the downsides of in-person work. (00:06:41) Office Productivity & Innovation Whether productivity and innovation improve when in office.  (00:10:27) Navigating Unwanted Change Advice for employees facing unwanted return-to-office changes. (00:16:13) Should You Stay or Should You Go? Evaluating if you should start job hunting or try to adapt to the new reality. (00:19:17) Burnout, Hybrid, and Hidden Costs Research on burnout and the importance of workplace social connections. (00:24:19) The Cost of Constant Interruptions Challenges with distractions and productivity in office environments. (00:30:22) Generational and Gender Gaps Differences in RTO satisfaction in different demographics. (00:32:07) Having Effective RTO Conversations Advocating for your needs and establishing new office processes. (00:35:29) Radical Candor Tips Tips for employees and managers navigating return-to-office mandates. (00:39:48) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

Move fast, break things, and hope no one notices? Not so fast. In this episode, Kim and Jason rip into the shiny promise of speed at all costs—and the very real damage it leaves behind. From slashing vital research to chasing clicks with outrage bait, they expose how a lack of debate, accountability, and thoughtful decision-making can spiral into chaos. This isn't just about tech; it's about what happens when leaders skip the hard conversations and dodge the consequences. Drawing from their own experiences, they make the case for cultures that value learning over ego, action over excuses, and why psychological safety isn't just nice to have—it's non-negotiable. It's a no-BS look at what happens when no one's allowed to say, “Hey, maybe let's not.” Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript How To Get Shit Done | Radical Candor Podcast 4 | 2 Leaders Can Move Fast And Fix Things CEO Of $4.2 Billion Tech Giant Says Defying Silicon Valley's ‘Move Fast And Break Things' Mantra Was Essential To Growing His Business | Fortune Amy Edmondson—The Science Of Failing Well | Radical Candor Podcast 5 | 18 The Measurement Problem—Development Versus Management | Radical Candor Podcast 3 | 7 Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) Introduction Kim and Jason introduce the episode's topic of the "move fast and break things" philosophy. (00:00:31) Mistakes, Innovation, and Safety Why admitting errors is key to progress—even in high-stakes fields. (00:02:44) Ebola Funding Fallout A case study in reckless decisions and real-world impact. (00:05:08) When Speed Isn't the Answer How context matters—from search engines to nuclear plants. (00:08:10) Accountability & Power The erosion of checks and balances in tech and government. (00:10:30) Scale Changes the Stakes Why today's tech giants can't play by startup rules. (00:14:40) Metrics That Mislead How measuring engagement drives harmful content. (00:20:01) Debate Fuels Innovation Why creating space for disagreement leads to better outcomes. (00:23:43)  Power, Politics, and Platforms How tech companies avoid regulation and the need for public input (00:28:52) Inside Content Moderation Kim's Google stories and the need for democratic input. (00:36:46) Why Oversight Is So Hard The difficulty of encouraging informed debate in organizations. (00:41:37) Radical Candor Tips Tips for moving fast without breaking what matters most. (00:42:52) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

Cut through workplace red tape—without burning bridges. Ever feel like getting anything done at work means running a marathon through molasses? You're not alone. In this episode, Amy and Jason go full throttle on the soul-sucking systems that slow teams down and wear people out. Sparked by a listener stuck in a tangle of outdated processes, they unpack how well-meaning rules morph into momentum killers—and what to do when speaking up feels like you're just making it worse. With a blend of straight talk, lived experience, and a whole lot of Radical Candor, they offer a new playbook: lead with curiosity, advocate with clarity, and stop waiting for permission to fix what's broken. This one's for anyone who's tired of navigating systems built to say "no" when the work is begging for a "hell yes." Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript Aman Kochar Change Enabler | Radical Candor Podcast 7 | 9 Get Shit Done Step 4 — Push Decisions Into the Facts 4 | 10 How to Practice Radical Candor With Your Boss 3 | 9 How To Give Candid Feedback With the Radical Candor CORE Method Connect: Website Instagram TikTok LinkedIn YouTube Chapters:(00:00:00) IntroductionJason and Amy introduce a listener's question about streamlining approval processes.(00:01:36) When Process Becomes a Trust KillerHow approval bottlenecks erode trust and lead to burnout.(00:02:46) Approvals That Make SenseDifferentiating between meaningful and meaningless approvals.(00:06:10) The Inertia of BureaucracyWhy process isn't evil—but rarely gets reexamined when it should.(00:07:50) Communicating Up Without EscalatingHow to discuss change without putting managers on the defensive.(00:13:22) What Problem Is the Process Solving?A practical script for questioning approval thresholds constructively.(00:15:45) Software Purchase SagaA story about approvals that made no one's life better.(00:20:19) Getting Specific vs. Talking in PatternsWhy it's better to present one example rather than broad frustration.(00:26:01) Role Play: The Rental Car ScenarioHow to challenge a flawed process without triggering a shutdown.(00:34:38) Finding a Third WayCreating solutions that meet both employee and organizational goals.(00:37:45) Radical Candor TipsTips to help you navigate bureaucracy with clarity, care, and results.(00:43:34) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

When contracts hide misconduct, it's not policy—it's a cover-up. What do NDAs, forced arbitration, and emotionally manipulating teenagers have in common? Sadly, more than you'd hope. Kim, Jason and Amy rip the lid off the corporate culture of hush-hush harm, legal gymnastics and why emotional manipulation is a feature—not a bug—in some marketing strategies. They dig into the story behind Careless People by Sara Wynn-Williams, the book someone definitely doesn't want you to read, and expose how companies use contracts to silence the truth and protect power—not people. From creepy ad targeting to leaders who dodge accountability like it's dodgeball, the crew gets real about why “just business” is a lazy excuse for bad behavior. Kim even owns up to the time she played the NDA game—and why she'll never do it again. Because real leadership doesn't mean covering your ass—it means doing the damn right thing, even when it costs you. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript Watch the episode Meta Tries To Stop Sarah Wynn-Williams From Further Selling Scathing Memoir | The New York Times Meta Tries To Bury A Tell-All Book | Wired Radical Respect Newsletter Ex-Meta Executive: ‘People Deserve To Know What This Company Is Really Like' | CNN Business Careless People: A Cautionary Tale Of Power, Greed, And Lost Idealism | Sarah Wynn-Williams Lift Our Voices Lessons From A Whistleblower: Susan Rigetti | Radical Candor Podcast 6 | 44 She Said | Jodi Kantor and Megan Twohey Catch And Kill | Ronan Farrow Ellen Pao: Tech's Meritocracy Is Broken | Radical Candor Podcast 7 | 3 The Facebook Whistleblower Book Mark Zuckerberg Doesn't Want You To Read | Vox How Mandatory Arbitration Weakens Workplace Laws And Lets Employers Off The Hook | Nelp Facebook's Secrets, By The Insider Zuckerberg Tried To Silence | The Times Speaking Truth To Power: The Cost-Benefit Analysis | Radical Respect Jennifer Joy Freyd, PhD. The Best Bookstore In Palm Springs Website Instagram TikTok LinkedIn YouTube Chapters:(00:00:00) IntroductionKim, Jason, and Amy introduce the topic of NDAs and forced arbitration.(00:02:11) Why Careless People MattersThe impact of NDAs and the importance of supporting the author.(00:03:17) Understanding Forced ArbitrationA breakdown of arbitration and its role in silencing workplace harm.(00:06:20) Emotional Targeting at FacebookA disturbing passage about targeting vulnerable teens.(00:09:43) Harm, Silence, and ScapegoatsThe role of toxic cultures and fear play in keeping employees silent.(00:17:40) The Measurement ProblemHow profit-driven metrics ignore the human harm they cause.(00:22:14) Loyalty vs IntegrityBalancing between professional loyalty and moral responsibility.(00:26:29) Kim's NDA RegretA candid story of using an NDA to silence an employee.(00:32:40) Building Better SystemsStrategies for leaders to design accountability into workplace culture.(00:34:42) A Better Way ForwardWhy transparency and early action are more effective than silence.(00:38:02) Culture Is DesignHow treating culture like a product helps fix systemic issues.(00:39:49) Radical Candor TipsTips for eliminating NDAs, ending forced arbitration, and building trust(00:41:30) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

Being the boss isn't about power trips—it's about leaving your jerk card at the door. Turns out, surviving the workplace often comes down to one simple rule: don't be an asshole. Kim Scott and Amy Sandler sit down with Stanford's Bob Sutton, author of The No Asshole Rule and The Friction Project, to talk about how real leadership means treating people like people, not just cogs in a machine. Bob gets straight to the point about why toxic behavior kills productivity, how organizational “friction” can be both helpful and harmful, and what it takes to build teams that fight fair and thrive together. They also tackle why efficient isn't always effective, how to spot—and stop—assholes before they do lasting damage, and why the best bosses aren't afraid to show up with both candor and care. As Kim puts it, sometimes it's better to have a hole than an asshole. Whether you're leading a team or just trying to survive one, this conversation is your reminder that treating people with decency is never optional—and if you're stuck choosing between keeping an asshole or leaving a hole, always go with the hole. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript Radical Friction: The Editor/Author Relationship Books | Bob Sutton Work Matters | Bob Sutton How To Get A Radically Candid Boss | Radical Candor Podcast 3 | 12 Don't Let A Bad Boss Derail You | Radical Candor Podcast 6 | 18 Are Assholes More Effective? Bob Sutton Weighs In Website Instagram TikTok LinkedIn Facebook YouTube Chapters:(00:00:00) IntroductionKim and Amy introduce Stanford Professor Emeritus Bob Sutton.(00:01:35) The No Asshole Rule Origin StoryHow Bob's research into organizational decline led to a focus on workplace jerks.(00:07:02) Layoffs Done Right (And Wrong)Kim and Bob trade stories on compassionate vs. catastrophic layoffs.(00:11:16) Good Friction vs. Bad FrictionThe Friction Project and why not all efficiency is actually efficient(00:16:23) Building Emotional TrustHow emotional trust grows and fuels creative partnerships.(00:24:58) The Asshole Survival Guide: 4 Ways to DealStrategies for handling difficult people and navigating toxic environments.(00:29:50) Certified vs. Clueless AssholesRecognizing the moments when you might actually be the asshole.(00:33:47) It Happens at the Listener's EarHow context shapes whether something feels candid or cruel.(00:38:59) Decision-Making, Simplicity & ReversibilityQuestions friction-fixers ask to decide when to slow down or speed up.(00:46:15) Gossip as a Strategic ToolThe ways gossip can help you avoid toxic work environments.(00:52:03) Fixing Friction at StanfordBob shares his current work helping Stanford reduce internal friction.(00:55:54) Where to Find Bob SuttonWhere to find Bob and his books — plus a final note on long emails.(00:56:50) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

Stop playing it safe—embrace the bold, unexpected traits that actually get you ahead. Success doesn't come to those who wait—it comes to those who take it. For years, you've been told to be humble, play nice, and wait your turn. Jenny Wood says that's exactly why so many talented people stay stuck. As a former Google executive turned author of Wild Courage: Go After What You Want and Get It, she's here to expose the real traits that drive success—ones that might make you uncomfortable. Forget the polite career playbook, being selfish, obsessed, even a little manipulative (the right way) can actually be your biggest advantage. Jenny gets radically candid with Kim and Amy on why risk-taking beats waiting for permission, why saying “no” is a career superpower, and how to self-promote without sounding like a jerk. If you're sick of playing it safe and watching others pass you by, this episode is your permission slip to take bigger swings and get what you want. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript Wild Courage by Jenny Wood The Story of “How About Never” | The New Yorker Newsletter | Jenny Wood Watch on YouTube Website Instagram TikTok LinkedIn Facebook YouTube Chapters:(00:00:00) IntroductionKim and Amy welcome Jenny Wood, author of Wild Courage: Go After What You Want and Get It.(00:1:02) The Nine Traits That Will Get You AheadNine controversial traits that are actually career superpowers.(00:4:26) The Subway Story That Changed EverythingJenny shares a story on ignoring self-doubt and taking action.(00:10:16) Calculated Risks vs. Playing It SafeWhy taking smart risks is essential for personal and professional success.(00:13:04) The Google Factor: How It Shaped Wild CourageHow Google built confidence, encouraged risks, and sparked creativity.(00:17:09) Owning Your WeirdAdvice for staying authentic in workplaces that don't naturally foster it.(00:21:38) Identifying Your Power AssetsIdentifying your power assets to make self-promotion feel natural.(00:25:22) Managing Up, Higher, and DiagonallyA tactical guide to workplace influence through strategic senior connections.(00:31:54) Overcoming Bias in the WorkplaceStrategies to counter workplace biases in recognition and self-promotion.(00:36:56) Why Saying No is a SuperpowerHow learning to say no without guilt protects your time and energy. (00:42:40) Get in Front of the Right PeopleThe importance of standing out and getting noticed by leadership.(00:44:57) Pull It and Bullet ItThe “Pull It and Bullet It” method for impactful, time-saving emails.(00:48:05) Where to Find Jenny WoodWhere to get Wild Courage and find Jenny for keynotes and workshops.(00:49:41) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

Ditch the awkwardness and start owning every conversation. Talking to people shouldn't feel like a struggle—but let's be honest, it often does. Maybe you're stuck in small talk hell, getting ignored in meetings, or watching conversations die mid-sentence. Why is this so hard? Amy sits down with Dr. Alison Wood Brooks, Harvard Business School professor and author of Talk: The Science of Conversation and the Art of Being Ourselves, to expose the hidden science behind great conversations—and why most of us are getting it wrong. They break down the TALK framework (Topics, Asking, Levity, and Kindness) and unpack the subtle mistakes that make people tune out, disengage, or just not like talking to you. Whether you want to command the room, sound sharper in meetings or just stop replaying every interaction in your head, Alison delivers straight-shooting, science-backed strategies to help you talk better, connect faster, and stress less. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript Alison Wood Brooks Talk: The Science Of Conversation and the Art Of Being Ourselves Alison Wood Brooks | LinkedIn Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters:(00:00:00) IntroductionAmy Sandler welcomes Dr. Alison Wood Brooks, Harvard Business School professor and author of Talk: The Science of Conversation.(00:01:44) The Power of Connection in ConversationHow small, personal connections can create deeper conversations.(00:02:53) What Inspired Talk?Dr. Wood Brooks shares how she became fascinated with conversation science.(00:07:25) Giving Conversation FeedbackWhy most people receive little feedback on their conversational skills.(00:13:17) The Hidden Coordination GameHow small, unconscious decisions shape every conversation.(00:18:54) The TALK FrameworkTopics, Asking, Levity, and Kindness—the four keys to better conversations.(00:20:24) Practicing ListeningGuided exercises and listening techniques from the Talk course.(00:21:39) The Science Behind Mind-WanderingWhy we tune out during conversations and how to stay present.(00:29:06) The Challenges of Group ConversationsWhy group conversations are harder to manage than one-on-one talks.(00:34:05) Digital vs. In-Person TalkHow virtual communication changes conversations.(00:36:51) Designing Better MeetingsStrategies for leaders to create inclusive and effective meetings.(00:39:37) Boomer AskingThe conversational habit that makes people disengage.(00:44:28) Where to Find Dr. Wood BrooksDr. Wood Brooks shares where to find her work and book tour details.(00:45:32) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

When a PIP feels like a setup, how do you handle it without compromising your integrity? Trapped between an HR-driven process that feels like a sham and a direct report who's not meeting expectations? That's a management nightmare. When a boss hands you a struggling employee with the unspoken expectation that you'll “manage them out,” how do you stay honest, maintain trust, and avoid turning into the workplace grim reaper? Kim, Jason, and Amy break down the emotional and ethical toll of Performance Improvement Plans (PIPs), how to navigate them without feeling like a pawn, and why Radical Candor is the only way through. This isn't about sugarcoating or corporate theater—it's about handling tough conversations with clarity, fairness, and a whole lot less BS. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript The Radical Candor Order of Operations | Radical Candor Managing Challenging Conversations At Work | Radical Candor What Does Managing Out Mean? | Radical Candor Podcast 6 | 6 Performance Improvement Plans | Radical Candor Podcast 5 | 20 The Measurement Problem | Radical Candor Podcast 3 | 7 How To Gauge Your Feedback | Radical Candor Are You 'Helping' or Micromanaging? | Radical Candor Podcast 5 | 2 Is Your Employee In The Wrong Job? Don't Let Ruinous Empathy Ruin Your Team Absentee Management vs. Quiet Firing | Radical Candor Podcast 5 | 3 Website Instagram TikTok LinkedIn Facebook YouTube Chapters:(00:00:00) IntroductionKim, Jason, and Amy introduce a listener's question on handling a PIP with integrity.(00:02:28) Leadership FailuresHow bad management decisions created this unfair situation.(00:06:15) Is This Process Disingenuous?Struggling with feeling inauthentic when following HR's PIP process.(00:09:19) The Emotional Toll of Performance ManagementThe frustrations of the process for both the manager and the direct report.(00:13:51) Communicating Radical Candor During a PIPFraming tough conversations without misleading employees.(00:18:51) Why Informal PIPs ExistThe value of informal PIPs in ensuring fairness.(00:22:17) Responding to Employee PushbackHandling direct reports who challenge the PIP process.(00:28:28) What Can a Manager Legally and Ethically Say?Making difficult conversations feel more human and constructive.(00:32:59) Radical Candor TipsLessons for managing performance issues with Radical Candor.(00:36:05) Pushing Back to the Boss Having a candid conversation about being put in this situation.(00:37:25) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

Too many direct reports and not enough time? Fix that without losing your sanity. Drowning in direct reports and barely keeping your head above water? When you're responsible for 30 to 50 people, the idea of meaningful one-on-ones is a joke—but so is pretending you can manage that many people without a meltdown. On this episode, Kim and Amy rip apart the myth that “just working harder” will fix the problem and get real about why traditional leadership approaches fail at scale. From no-nonsense strategies like idea teams (so you're not drowning in suggestions), walking the floor like a pro, and knowing when to listen without turning into everyone's personal complaint department, they share simple strategies to build trust and keep things running smoothly. Reality check: You cannot have deep, weekly 1:1s with 40+ people. But you can create a system where your team still feels seen and heard. Tune in to learn: ✔ How to set up an Ideas Team so great feedback doesn't overwhelm you✔ Why walking the floor is more powerful than endless meetings✔ How to make the most of the few 1:1s you do have Leadership doesn't have to be all-or-nothing. Let's do it smarter, not harder. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript 7 Ways To Improve One-on-One Meetings | Radical Candor Effective 1:1s - Tips For One-on-One Meetings With Your Team Have More Effective 1:1 Meetings | Radical Candor Podcast 2 | 9 How To Get Shit Done | Radical Candor Podcast 4 | 2 Radical Candor – Boost Leadership Capability | Joyous You Have Too Many Managers | Kieran Snyder Website Instagram TikTok LinkedIn Facebook YouTube Chapters:(00:00:00) IntroductionKim and Amy introduce a listener's question on managing one-on-ones with large teams.(00:01:27) The Limits of Scaling RelationshipsThe importance of creating an environment where employees feel heard.(00:02:47) Using an Ideas TeamWhy managers should set up an ideas team to filter and prioritize suggestions.(00:06:15) Purpose of One-on-OnesCreating structured feedback systems to improve efficiency and innovation.(00:07:29) Small Fixes, Big ImpactHow small operational changes can have a massive effect.(00:11:47) Management by Walking AroundObserving employees, asking how they're doing, and being present.(00:14:15) Overcoming Employee HesitancyHow to introduce walking around without making employees anxious.(00:16:51) Small Talk & Active ListeningTips for managers who struggle with casual check-ins.(00:18:46) Structuring One-on-Ones for Large TeamsAvoiding emotional whiplash by spacing out conversations.(00:22:46) Managers Shouldn't Solve EverythingHow to balance problem-solving with empowering employees.(00:27:42) Listening Versus FixingThe value of asking: "Do you want me to listen or help?"(00:30:37) Practicing Active Listening Amy leads an exercise on listening and discusses its impact.(00:38:39) Scaling Management StructureGiving high-performing employees leadership opportunities.(00:39:47) Radical Candor Tips Tips on fostering a culture of feedback with large teams.(00:42:07) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

Avoiding tough conversations? Lean in, speak up, and make them count. Ever find yourself avoiding a tough conversation at work because, well…it's just easier? We get it. But what if leaning into discomfort could actually make things better—for you, your team, and your company? In this episode, Kim and Amy sit down with Amandeep (Aman) Kochar, CEO of Baker & Taylor, to talk about how he uses Radical Candor to break down barriers, build trust, and create a culture where feedback fuels growth instead of fear. Aman gets real about his own struggles—navigating leadership as an underrepresented executive, learning to lead with vulnerability, and shifting from pushing change to making space for it. From leading a 200-year-old company through transformation to rethinking power dynamics in leadership, he lays out why transparency matters, how to handle resistance without backing down, and why the best leaders don't just give feedback—they ask for it. The bottom line? Real change starts with real conversations. Ready to ditch the fear and lead with candor? Let's go. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript Amandeep Kochar - Baker & Taylor | LinkedIn Baker & Taylor | About Our Leadership Jeet and Fudge Two Years After Buying Baker & Taylor, Aman Kochar Considers Its Mission Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionKim and Amy welcome guest Amandeep (Aman) Kochar, CEO of Baker & Taylor.(00:00:58) The Meaning of a NameAman shares how his name reflects identity and leadership.(00:07:23) Leading a 200-Year-Old CompanyThe challenges of driving change in a legacy organization.(00:11:34) From Change Agent to Change EnablerGaining trust, embracing vulnerability, and leading with impact.(00:18:27) Overcoming ResistanceTackling workplace culture shifts and rebuilding trust.(00:24:18) Creating Open CommunicationImplementing town halls and fostering transparency.(00:30:00) Empowering EmployeesStrategies for shifting decision-making power to frontline employees.(00:34:28) Rethinking FeedbackTurning feedback into a tool for growth, not fear.(00:44:16) Repairing RelationshipsOvercoming negative perceptions and fostering collaboration.(00:47:15) Leadership & Self-ReflectionUnlearning cultural conditioning and using self awareness to grow.(00:52:51) Filtering FeedbackSeparating identity from work-related feedback to focus on growth.(00:53:58) Radical Candor TipsLessons on trust, feedback, and fostering change.(01:01:19) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

Undermining, defiant and disengaged direct report—coach them or cut them loose? Dealing with a direct report who questions everything, isolates their team, and actively undermines leadership? YIKES. That's not just frustrating—it's a full-blown leadership headache. When radical candor turns into outright defiance, how do you respond without losing your mind (or your team's trust)? In this episode, Kim and Amy tackle the tricky reality of managing someone who refuses to engage, blames leadership for team turnover, and resists every attempt at coaching. From figuring out whether this is a communication breakdown or a serious performance issue, to deciding if a PIP is the right move, they walk through strategies to reset expectations, shut down toxicity, and lead with confidence. Because at the end of the day, if you've ever thought, I literally don't know what to do with this person, keeping a toxic presence around does more damage than having a tough talk. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript Creating Consequences For Bullying At Work | Radical Candor Podcast 5 | Bonus Performance Improvement Plans | Radical Candor Podcast 5 | 20 How To Gauge Your Feedback | Radical Candor 4 Things To Do When Firing Someone | Radical Candor What Does Managing Out Mean? | Radical Candor Podcast 6 | 6 The Go-To Question | Radical Candor Podcast 2 | 8 Listen, Challenge, Commit | Radical Candor Podcast 6 | 17 How To Care Personally When You Don't Care | Radical Candor Podcast 6 | 48 Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionKim and Amy introduce a manager's challenge: a disengaged, undermining direct report.(00:04:46) Generational Gap or Performance Problem?Whether this is a workplace culture clash or a deeper issue.(00:06:28) Red Flags: Undermining & ResistanceSigns of bad-faith questioning, team isolation, and leadership defiance.(00:14:18) The Tough Feedback ConversationRole-playing a direct, no-nonsense conversation to reset expectations.(00:23:49) Handling Pushback & DefianceWhen a direct report resists leadership—what's your next move?(00:26:38) PIP or Part Ways?How to decide if coaching, a PIP, or letting them go is the right call.(00:34:03) Emotions in LeadershipHandling a direct report who dismisses the emotional impact of their behavior.(00:38:06) Accountability Without MicromanagingCreating clear expectations and consequences without constant oversight.(00:42:53) Next Steps: Coach, Challenge, or Cut Ties?How to assess whether a direct report can grow—or if it's time to move on.(00:53:22) Radical Candor TipsBalancing Caring Personally with Challenging Directly to lead effectively.(00:55:43) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

Vague feedback is a fail—neurodivergent minds need clear, direct guidance to thrive. Is vague feedback just bad management, or are we failing neurodivergent employees by not giving them what they actually need? Kim sits down with the legendary Dr. Temple Grandin to challenge common misconceptions about feedback and explore why clarity is key—especially for those who think and process the world differently. They break down the myth that all employees should “just know” how to adjust their behavior and highlight how direct, actionable guidance can be a game-changer. From a welding mishap that turned into a major learning moment to the unexpected impact of a blunt deodorant comment (yes, really), Temple shares firsthand experiences that prove why specific, actionable feedback is a game-changer and how neurodivergent thinkers bring immense value when given the right support. Spoiler: generic platitudes and abstract advice won't cut it. The bottom line? Guesswork isn't leadership. Be clear, be kind, and stop making people read between the lines. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript Temple Grandin Temple Grandin: The world needs all kinds of minds | TED Talk 7 Leadership Communication Skills For Managing A Remote Team | Radical Candor Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionAmy and Kim introduce Dr. Temple Gradin, an autism activist, author, and expert on animal welfare and behavior.(00:02:04) Giving Feedback to Neurodivergent EmployeesTemple shares a story on how clear, direct feedback works best.(00:08:32) The Concept of Project LoyaltyPrioritizing team needs and focusing on the bigger picture to get work done.(00:13:51) How Visual Thinkers Process InformationTemple explains her way of thinking through mental imagery and memories.(00:19:10) Three Types of ThinkersThe different cognitive styles and why diverse teams need all types.(00:23:20) The Importance of Hands-On LearningWhy real-world exposure matters for education.(00:30:57) Managing Autistic EmployeesThe importance of setting clear goals and specific expectations.(00:35:13) Transforming the Livestock IndustryGaining credibility and transforming animal welfare through writing and advocacy.(00:38:57) Workplace Accommodations for Autistic EmployeesStrategies for supporting autistic employees in the workplace.(00:42:18) Improving Animal Welfare StandardsTemple's five key metrics for humane treatment in the meat industry.(00:49:34) Why Verbal and Visual Thinkers Must CollaborateThe importance of collaboration between different cognitive styles.(00:51:10) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

Why most career conversations fail—and how to make them actually matter. Are career conversations a game-changer, or just another corporate mirage? In part two of this two-part episode, Kim, Amy, and Russ Laraway cut through the fluff and expose why most career talks fail before they even start. Managers love to preach growth, but when it comes to actually helping their people build meaningful careers, too many fall flat. Russ brings the fire with his “gravity assist slingshot” method—forget the outdated career ladder, it's time to propel people toward their real ambitions. Why do leaders dodge these conversations? Why does “career development” feel like an HR buzzword instead of a real priority? And what happens when you actually invest in your team's future? No sugarcoating here—if you're ready to stop playing it safe and start leading with impact, this episode is your wake-up call. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript When They Win, You Win Russ Laraway On How To Be A Great Manager  | Radical Candor Podcast 4 | 7 How To Win At Managing - 3 Core Principles Stop Overcomplicating It: The Simple Guidebook To Upping Your Management Game “When They Win, You Win”: Russ Laraway Unpacks His New Guide For The Modern Manager Eagles' Sirianni Is A Players' Coach, No Matter What You Think Of Him | ESPN Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) IntroductionKim and Amy welcome back Russ Laraway to discuss career conversations.(00:00:52) The Gravity Assist SlingshotRuss's framework for career growth and thinking beyond promotions.(00:04:51) Why Managers Should Invest in CareersHow helping employees grow improves retention and engagement.(00:09:35) The Three Career ConversationsA step-by-step guide to drive meaningful career development.(00:14:20) Life Story ConversationHow past career pivots reveal deep-rooted motivations.(00:20:52) Avoiding Pitfalls and GotchasWhere leaders go wrong in the career development framework.(00:25:25) Framing Career ConversationsFraming the life story conversation to build trust and respect boundaries.(00:30:51) Finding True Career VisionAn outline of helping employees set bold, authentic goals.(00:34:26) Supporting Unconventional GoalsHow managers can turn unconventional career goals into actionable steps.(00:43:43) Career Action PlanTurning career aspirations into progress with a clear, strategic approach.(00:46:27) Radical Candor TipsWhere managers should start in Russ's career conversations framework.(00:48:14) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

Russ Laraway breaks down why your leadership isn't working—and how to fix it. Stuck in a cycle of vague goals, half-hearted feedback, and meaningless career talks? Let's call it what it is—bad leadership. In part one of this two part episode, Kim, Amy, and Russ Laraway rip into the mistakes that are killing your team's engagement and results. Russ brings the heat with his “Big Three” leadership essentials—direction, coaching, and career—and doesn't hold back on why so many managers fail to deliver. Why are leaders so scared to prioritize? Why do career conversations feel like an empty HR theater? And why does feedback either go ignored or turn into a dreaded confrontation? If you're ready to ditch the excuses, face the hard truths, and lead with real purpose and impact, this episode is your wake-up call. It's time to step up, get clear, and transform the way you lead—before it's too late. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript When They Win, You Win Russ Laraway On How To Be A Great Manager  | Radical Candor Podcast 4 | 7 How To Win At Managing - 3 Core Principles Stop Overcomplicating It: The Simple Guidebook To Upping Your Management Game “When They Win, You Win”: Russ Laraway Unpacks His New Guide For The Modern Manager Eagles' Sirianni Is A Players' Coach, No Matter What You Think Of Him | ESPN Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) IntroductionKim and Amy introduce Russ Laraway and the "Big Three" of leadership.(00:03:00) What Are the Big Three?Russ explains the framework of direction, coaching, and career.(00:07:24) The Flintstones HouseKim and Russ share stories about the unique office space of Candor Inc.(00:10:31) Defining Direction in LeadershipThe importance of clarity in expectations and ruthless prioritization.(00:15:11) Long-Term Leadership ToolsHow managers can collaboratively define purpose and vision.(00:17:24) Crafting Team Goals and PrioritiesSetting measurable goals and the role of weekly prioritization.(00:26:12) Purpose and Vision StatementsExamples of vision statements and their impact on team alignment.(00:31:43) Coaching for EngagementCoaching elements that drive employee engagement.(00:33:29) The Book and Specific PraiseUsing praise to motivate teams and reinforce standards.(00:38:59) Soliciting Feedback from TeamsThe importance of creating a culture where feedback flows both ways.(00:43:53) Leadership and Power DynamicsStrategies to balance authority and empower team collaboration.(00:45:25) Radical Candor TipsPractical tips for applying direction, coaching, and career insights.(00:47:29) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

What happens when you gut the glue holding your team together? Is middle management really dead weight, or are we cutting off the wrong limb? In this episode, Amy and Jason take on the hype around “The Great Flattening” and call out the risks of gutting the layer that keeps organizations running smoothly. Sure, middle managers have their flaws—what role doesn't? But eliminating them entirely isn't the brilliant shortcut some leaders think it is. They dig into how this trend often creates chaos, undermines team engagement, and leaves critical gaps in communication and strategy. Spoiler: quick fixes and vague promises of efficiency don't replace the value of solid leadership and strong relationships. With sharp insights and actionable advice, this conversation is a wake-up call for anyone buying into the flattening trend without a second thought. Skeptical? Maybe. But sometimes you need a little tough love to see what's really at stake. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript What Do Managers Of Managers Do? | Radical Candor Podcast S4, Ep.16 Who Wants To Be A Manager? | Radical Candor Podcast S6, Ep.14 Should I Be A Manager? | Radical Candor Podcast S5, Ep.25 Middle Manager Hiring Has Plunged, And Those Jobs May Never Come Back | Business Insider Don't Eliminate Your Middle Managers | HBR Amazon's Great Un-bossing: Why Eliminating Middle Managers Could Hurt Employee Engagement

Tech's “meritocracy” is broken—Ellen Pao unpacks how to fix it. Alright, let's get real—tech's so-called “meritocracy” is doing more harm than good, and it's time to face it head-on. This week we're bringing you an episode of the Radical Respect podcast. Kim and Wesley sit down with Ellen Pao, founder of Project Include, to dig into how the industry's obsession with merit often masks deep-seated bias, exclusion, and outright harassment. Ellen doesn't hold back as she breaks down why quick fixes (we see you, generic unconscious bias training) just don't cut it, how unchecked bias erodes trust and psychological safety across teams, and the way Project Include is leading the charge with real strategies for change. From CEOs stepping up to own their role in DEI to addressing the messy realities of AI in the workplace, this conversation is all about building environments where everyone has a shot. Ellen's story is packed with takeaways for anyone who's struggled to balance compassion with calling out the tough stuff, and is ready to challenge the status quo and build workplaces where it's better to have a hole than an asshole. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Project Include Data & Society — Ellen Pao @ekp.bsky.social on Bluesky Reset: My Fight for Inclusion and Lasting Change Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionKim and Wesley introduce Ellen Pao, founder of Project Include.(00:01:37) The Genesis of Project IncludeHow Project Include started and its impact on improving workplace inclusivity.(00:05:25) Challenges of Virtual WorkspacesThe increase in bias and harassment in virtual work environments. (00:06:38) Meritocracy and the Tech IndustryThe role of meritocracy in shaping tech's culture and DEI challenges.(00:09:24) Overcoming Resistance to DEIData-backed methods for fostering DEI support among skeptics.(00:13:46) DEI as a Business ImperativeThe importance of CEO involvement in creating and sustaining DEI initiatives.(00:19:50) Balancing Morality and Market PressureHow leaders can make ethical decisions that align with DEI principles.(00:25:31) Governing AI in the WorkplaceKey considerations for ethical and inclusive AI adoption in workplaces.(00:28:33) Social Media's Role in Amplifying HarmThe need for accountability in curbing online hate and misinformation.(00:37:26) Impactful Investments in DEI-Focused VenturesStories of innovative ventures improving equity in healthcare and workplaces.(00:41:27) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

Ditch the drama and rebuild connection where it counts. Feeling overwhelmed by workplace polarization, the loneliness epidemic, and the constant whirl of change? You're not alone—and neither are your teams. On this episode of Radical Candor, Kim and Amy bring in Heather McGowan, future-of-work strategist, to dig into why we're so divided and distracted at work—and what leaders can actually do about it. Heather gets real about the deeper roots of these challenges, from shifting demographics to technology's relentless pace, and shares her signature brand of practical, no-nonsense advice for fostering respect, empathy, and collaboration. It's not about ignoring differences or plastering on a quick fix—it's about creating the kind of human connections that help teams thrive. Learn how to lead with intention, listen to what's not being said, and ditch the divide in favor of working better together. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript Heather E. McGowan - ImpactEleven | LinkedIn Heather McGowan Navigating the once a century shifts: cultural, social, demographic, technical, and economic Loneliness Epidemic is Leaving Us Distracted and Divided Managing Post-Election 2024 Tension At Work 6 | 43 I Never Thought of It That Way: How to Have Fearlessly Curious Conversations in Dangerously Divided Times Bowling Alone: Revised and Updated: The Collapse and Revival of American Community The Adaptation Advantage: Let Go, Learn Fast, and Thrive in the Future of Work The Empathy Advantage: Leading the Empowered Workforce Loonshots: How to Nurture the Crazy Ideas That Win Wars, Cure Diseases, and Transform Industries Braver Angels The No Asshole Rule Connect: Website Instagram TikTok LinkedIn YouTube Chapters:(00:00:00) IntroductionKim and Amy introduce the episode's focus on workplace polarization with guest Heather McGowan.(00:02:12) Why We're DividedThe societal and workplace factors fueling polarization.(00:06:42) Balancing Rights and Income InequalityThe interplay between workplace equity and broader societal trends.(00:09:02) Short-Term Thinking in LeadershipHow short-term decisions undermine long-term organizational health.(00:12:03) Intentional Conversations Across DividesPractical tips for engaging with diverse perspectives meaningfully.(00:16:21) Finding Common Ground at WorkBuilding relationships through shared experiences and lighthearted topics.(00:22:12) Drawing Ethical BoundariesKnowing when to disengage while maintaining openness elsewhere.(00:26:32) The Future of Work and LearningWhy adaptability and continuous learning matter more than ever.(00:33:46) Loneliness in the WorkplaceCombating workplace isolation with intentional connection and empathy.(00:41:27) Embracing Discomfort and CuriosityWhy great leaders lean into questions, not answers.(00:45:53) Radical Candor TipsStart conversations, focus on humanity, and take small steps to connect.(00:49:10) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

Everyday actions, when turned into rituals, can manage emotions and create a sense of meaning. Amy Sandler is joined by Harvard Business School Professor Michael Norton to discuss his latest book, The Ritual Effect. Norton explores the significance of rituals in reducing stress and enhancing productivity, both at work and in personal life. He shares compelling research and personal anecdotes that illustrate how everyday actions, when turned into rituals, can manage emotions and create a sense of control and purpose. The conversation covers the practical application of rituals in business settings, their emotional significance, and how they can foster team cohesion and workplace wellness. Whether you're a skeptic or a believer in the power of rituals, this episode offers valuable insights into how structured routines can lead to greater emotional health and professional effectiveness.  Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript Michael Norton Michael Norton's Books Harvard Business School Profile Michael's Paper on Humblebragging Michael's Paper on Matchmaking Rituals Quiz | What Are Your Rituals? | Michael Norton Connect: Website Instagram TikTok LinkedIn YouTube Chapters:(00:00:00) IntroductionAmy Sandler introduces guest Michael Norton and his book The Ritual Effect.(00:02:16) A Quick Ritual ExerciseA fun and engaging ritual exercise to explore emotional connections.(00:04:18) From Skeptic to AdvocateMichael's journey from being a ritual skeptic to writing The Ritual Effect.(00:07:40) The Meaning of RitualsHow rituals naturally emerge to provide structure and meaning.(00:10:04) Rituals vs. HabitsThe emotional difference between habits and rituals.(00:12:13) Rituals as Emotion GeneratorsThe dual role of rituals in generating and managing emotions.(00:15:05) The Power of Collective RitualsHow shared rituals strengthen bonds and create collective experiences.(00:16:30) Rituals at WorkExamples of team rituals that foster bonding and purpose.(00:20:46) Fostering Meaning in TeamsBalancing team pride and inclusivity when designing rituals to reflect shared values.(00:23:38) Creating Work RitualsAdvice for leaders to cocreate rituals for new work teams.(00:26:24) Adapting Rituals for Remote WorkHow teams have developed virtual rituals to maintain connection online.(00:29:05) Meaningful Rituals in the WorkplaceThe significance of rituals in the workplace for individuals and leaders.(00:32:54) Evaluating the Benefits of RitualsHow rituals contribute positively to mental health and well-being.(00:36:49) Leaders Supporting Organic RitualsTips for leaders to encourage authentic rituals without imposing corporate mandates.(00:39:59) Aligning Rituals with Team ValuesUsing rituals to express and reinforce organizational values creatively and authentically.(00:41:50) Discovering Your RitualsExploring the rituals in your life through Michael's Ritual Quiz.(00:45:21) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

Practicing Radical Candor with your family members this holiday season. Holiday communication with your family can be rife with stress. And while you love your family, let's be frank, family togetherness during the holidays often goes sideways. So much so that it's become a trope that's spawned dozens of holiday movies. But you can survive it by practicing Radical Candor with your nearest and dearest this holiday season to avoid defaulting to Obnoxious Aggression, Manipulative Insincerity or Ruinous Empathy. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript Applying Radical Candor To Dysfunctional Family Dynamics 7 Ways Radical Candor Transforms Relationships, According To ChatGPT A Happy Marriage Of Growth And Stability | Radical Candor Radical Candor – Speaking Directly and Caring Personally – The Veterinary Idealist The Overton Window – Mackinac Center How to Use Radical Candor to Communicate Clearly With Your Family During the Holidays Connect: Website Instagram TikTok LinkedIn YouTube Chapters:(00:00:00) IntroductionKim, Jason, and Amy introduce the topic of navigating difficult family dynamics during the holidays.(00:02:53) Radical Candor and the HolidaysThe struggle with practicing Radical Candor with families during the holidays.(00:04:36) Generational and Cultural DifferencesHow cultural and generational gaps complicate family communication.(00:07:12) Family Role Expectations and Childhood PatternsReverting to childhood behaviors and role expectations during family visits.(00:9:18) Taking the Bait: Avoiding EscalationStrategies for turning down conversational "volume" and avoiding conflict bait.(00:20:20) Overreacting to AdviceHow understanding intent can improve family dynamics.(00:24:37) Why Gifts Sometimes BackfireThe alternate perspectives on gifts dependant on the giver or receiver.(00:27:42) Gifts Gone WrongPersonal anecdotes of gift-giving mishaps and lessons learned.(00:33:33) The Strain of Gift GivingHow gift giving can be especially hard in strained family dynamics.(00:35:59) Setting Boundaries with FamilyAsserting personal boundaries when saying yes takes its toll.(00:39:22) Gifting with IntentReleasing the obligation of the perfect gift for the giver and receiver.(00:43:51) Radical Candor at Family GatheringsGuidance on when to lean into Radical Candor and when to let things slide.(00:50:12) Appreciating Moments TogetherThe finite nature of time with loved ones and making the most of family gatherings.(00:54:51) Radical Candor TipsTips on setting boundaries, practicing care, and avoiding unnecessary conflict.(01:00:01) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

How the CORE method can help you thrive in the messy middle. Caught in the middle of a boss who's all care but no action and a team lead who's full steam ahead with no brakes? That's a workplace tightrope no one wants to walk. Your ability to Care Personally and Challenge Directly can seriously be affected when communication falls apart on both ends of the spectrum, and it's not just frustrating—it's debilitating. How do you stay productive and keep your sanity when you're managing up and down with people who either dodge conflict entirely or bulldoze through it? In this episode, Jason and Amy tackle the messy middle, breaking down how to use the CORE method (Context, Observation, Result, Expected Next Steps) to navigate these tricky situations. It's not about pointing fingers or playing favorites—it's about finding a way to ditch the drama and focus on what really matters: working better together. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript Give Candid Feedback With the CORE Method | Radical Candor Feedback from Your Boss | Radical Candor Asking for Feedback | Radical Candor The Radical Candor Order of Operations | Radical Candor Make Work Less Like Jr. High: Radical Candor Podcast 5 | 10 Managing Challenging Conversations At Work | Radical Candor Navigating Workplace Tensions: Stuck Between Ruinous Empathy and Obnoxious Aggression Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionAmy and Jason introduce a listener dilemma about a ruinously empathetic boss and an obnoxiously aggressive team lead.(00:02:15) Defining Ruinous Empathy and Obnoxious AggressionWhat it means to care without challenging and to challenge without caring.(00:04:44) It's the Boss's Job: Accountability MattersWhy the manager has ultimate responsibility and how to provide feedback.(00:07:53) Raising the Issue with Your BossHow to approach a ruinously empathetic boss with care and directness.(00:11:46) Involving Your Boss EffectivelyHow to engage your boss in resolving team tensions without blame or shame.(00:17:55) Using the CORE MethodA step-by-step approach to delivering clear and constructive feedback.(00:20:55) Role-Play: Navigating a Clean Escalation ConversationHow to handle a tough conversation between a team member and an aggressive lead.(00:31:11) Building Common GroundTips for fostering mutual understanding and creating actionable steps.(00:34:02) Radical Candor TipsKey takeaways and practical tips for addressing conflict.(00:36:35) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

Showing respect when you just don't connect. Ever feel like caring about a coworker is just...not in the cards? Same. Here's the thing though – you don't have to be besties to show respect and keep things productive. In this episode, Kim, Amy, and Jason tackle the tough question of how to Care Personally when someone's driving you up the wall. With relatable stories (yes, even a deodorant conversation makes an appearance) and practical tips, they break down how to stay curious, address frustrations head-on, and avoid letting those "ugh" feelings spiral into toxicity. The key takeaway? Stop writing mental soap operas about your colleagues and start having real conversations. Awkward? Sure. Worth it? Absolutely. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript What It Means to Care Personally About Your Team What's the Ideal Manager-Employee Relationship? What does it mean to Care Personally? How to Develop Empathy for Someone Who Annoys You What Is Radical Respect? Learn Why It's Crucial for a Healthy Workplace Culture Beware The Fundamental Attribution Error: Radical Candor Podcast 5 | 8 How to Give Difficult Feedback While Still Caring Personally Adam Grant | Instagram How to Care Personally About Someone You Don't Like How to Care Personally When You Don't Like Someone Connect: Website Instagram TikTok LinkedIn YouTube Chapters:(00:00:00) IntroductionKim, Jason and Amy introduce ​​a listener's question about caring personally for someone you don't like.(00:02:09) Radical RespectHow respect forms the core of caring personally, even when someone annoys you.(00:03:48) Reframing PerspectivesReframing narratives to foster empathy in difficult workplace interactions.(00:05:05) Addressing Irritating BehaviorsTwo stories from differing perspectives on personal irritations at work.(00:08:17) Curiosity as a BridgeThe power of curiosity in understanding and seeing humanity in others.(00:11:02) Unspoken DisagreementsHow assumptions and unspoken disagreements corrode relationships.(00:14:16) Repairing Relationships at WorkThe journey from conflict to rebuilding a strained relationship with a peer.(00:22:17) Different Work StylesRespecting differing approaches to work and optimizing collaboration.(00:24:14) The Role Self-AwarenessSelf-awareness and transitioning from internal frustration to constructive dialogue.(00:33:08) Indifference vs. Engagement at WorkThe inefficiencies of emotional detachment from colleagues.(00:34:29) Balancing Connection and BoundariesMaintaining professional relationships while respecting personal boundaries.(00:37:38) Radical Candor TipsKey tips from the episode, including respect, curiosity, and addressing biases.(00:40:24) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

Tune in to the Radical Candor podcast to learn to love your job and kick ass at work without losing your humanity by practicing the principles of Radical Candor. Host and Lead Radical Candor Coach Amy Sandler leads discussions with Radical Candor Author and Co-founder Kim Scott and CEO and Co-founder Jason Rosoff about what it means to be Radically Candid, why it's simple but not easy to Care Personally and Challenge Directly on the daily, and why it's worth it. Learn more about your ad choices. Visit megaphone.fm/adchoices

Uncovering the messy reality of salary secrecy. Pay transparency—yikes, it's one of those topics that makes everyone squirm, but avoiding it does more harm than good. Let's be real: when salaries are shrouded in secrecy, it doesn't just make things awkward—it allows inequity and mistrust to thrive. And here's the kicker: people are already talking about pay, just in whispers instead of open, productive conversations. In this episode, Kim and Jason take a no-nonsense approach to tackling the discomfort. From real stories of pay gaps to the tangled emotions and messy realities behind compensation conversations, they discuss how a lack of transparency impacts trust and fairness, and share practical tips for making compensation more equitable. Whether you're trying to influence change at your organization or navigate these conversations as an employee, this is your guide to addressing one of the workplace's biggest taboos—without losing your humanity. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript 7 Steps for Radical Pay Transparency to Narrow Disparities New Laws Force Honesty About Pay. Companies Are Catching Up. Designing Fair Compensation Systems Pay Transparency: What It Is and How to Do It Right | Built In Your Right to Discuss Wages | National Labor Relations Board Payscale Connect: Website Instagram TikTok LinkedIn ⁠YouTube Chapters: (00:00:00) IntroductionKim and Jason introduce the episode and the listener's question about pay transparency.(00:03:09) Legality of Pay DiscussionsThe legal landscape of discussing salaries in the workplace.(00:06:32) Real Stories of Pay InequityA personal experience of discovering and addressing pay gaps. (00:10:18) Building a Compensation PhilosophyThe importance of having a framework for determining salaries.(00:12:09) Why Pay Disparities HappenExamples of pay disparities in the workplace and the reasons behind them.(00:16:09) Theory of CompensationThe process of setting a fair salary band based on market data.(00:21:38) Efficiency of Salary FormulasHow setting a compensation framework saves time and prevents inequality.(00:28:06) Transparency in RecruitingThe benefits of sharing salary ranges in job postings and clarifying compensation processes.(00:33:13) Fixing Pay Disparities with CandorStrategies to proactively identify and address inequities in compensation.(00:42:12) Radical Candor TipsPractical tips for creating transparent compensation systems.(00:43:33) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

Missed promotions, broken promises, and the fallout that follows. Promotions gone wrong? Yeah, it's a thing. On this episode, Kim and former Twitter CEO Dick Costolo tackle a listener's tale of missed opportunities, broken promises, and a management team that just can't get it together. From the cringe-worthy red flags to the frustrating aftermath, they explore how leadership missteps can wreak havoc on trust and motivation. Tune in for sharp insights, practical advice, and a whole lot of “what NOT to do” when navigating messy workplace dynamics. If you've ever felt stuck in a system that doesn't seem to work, this episode will help you find your way forward. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript Managerial Musings With Kim Scott & Dick Costolo 5 | 26 Dick Costolo | LinkedIn Kim Scott & Dick Costolo Unpack the Messy Truth About Management Dilemmas What Happens When Promotions Go Sideways? Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionKim Scott introduces Dick Costolo, former Twitter CEO and stand-up comedian.(00:01:45) The Promotion PredicamentA listener's dilemma about missing out on a promotion.(00:05:00) Missteps by the First ManagerThe mistakes of the listener's first manager, focusing on false promises.(00:08:20) The Boss's Boss BlundersThe dismissive and damaging responses from the listener's boss's boss.(00:09:36) Advice for EmployeesStrategies for employees to clarify expectations with management.(00:12:29) Addressing Subjectivity in PromotionsThe challenge of fairness and transparency in dynamic organizations.(00:14:54) Navigating Difficult ConversationsThe value of candid, constructive dialogue over avoidance in leadership.(00:18:20) A Call for Transparent ProcessesHow structured processes can prevent workplace dissatisfaction.(00:20:30) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

The fine line between transparency and TMI. Let's get into it: oversharing at work — we've all done it, and we've all cringed after. But here's the tea: when we spill sensitive info without thinking, we're not just breaking trust, we're tanking our ability to Care Personally and Challenge Directly. In this episode, Kim, Jason, and Amy dig into a listener's story about sharing too much too soon and just how quickly oversharing can derail trust and create chaos. They unpack why these missteps happen, how different company cultures play into it, and what it really takes to find that sweet spot between transparency and discretion. If you've ever found yourself in the awkward aftermath of an overshare, this one's for you. Let's learn how to slow down, think it through, and keep our Radical Candor intact! Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Use the GSD Wheel So No One Feels Sad, Bad or Left Out 4 | 2 Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionAmy, Kim and Jason introduce the episode around a listener's question on oversharing at work.(00:01:26) Listener's Question on OversharingA listener seeks advice on managing sensitive information more effectively.(00:03:58) Communication and Cultural AssumptionsHow organizational secrecy and biases affect information sharing.(00:06:30) Pause and Reflect The importance of pausing before sharing any potentially sensitive information.(00:08:42) Organizational Communication StructureInsights into structured vs. open communication styles and their impact.(00:12:09) Developing Effective Information ChannelsStrategies for ensuring efficient communication and reducing redundancy.(00:17:12) Soliciting Feedback and Building TrustSoliciting feedback from team leads after communication missteps.(00:22:16) Framework for Information SensitivityThe “Category” framework to clarify communication roles and boundaries.(00:24:56) Initiative and Respecting BoundariesThe balance of taking initiative versus respecting organizational boundaries.(00:28:55) Communication and Problem PreferenceBeing clear on workplace communication styles to tackle preferred challenges.(00:33:43) Personalizing Communication StylesInsights on managing communication impulsivity and biases.(00:38:47) Radical Candor TipsChecklist for managing sensitive information and improving communication.(00:41:05) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

Susan Rigetti on speaking up, keeping receipts, and why silence is never the answer. We're shaking up the workplace and diving deep into the raw reality of whistleblowing and the courage it takes to speak up with this special episode from the Radical Respect podcast. Kim, Wesley, and special guest Susan Rigetti, author of Whistleblower, break down the challenges of calling out toxic systems while being real with yourself. When harmful practices go unchecked, they don't just derail careers—they damage the core of psychological safety that we all need to do our best work. So how do you find the strength to raise your voice when the stakes feel impossibly high? Susan shares her own powerful story of calling out the broken culture at Uber, laying out what happens when you decide you've had enough and choose to act. If you've ever struggled to raise your voice in the face of workplace dysfunction, learn why silence is never the answer and how respect and courage can transform even the most challenging environments. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript How Susan Fowler Rigetti Inspired Me to Step Up and Speak Out Susan Fowler Rigetti Reflecting on One Very, Very Strange Year at Uber Whistleblower: My Unlikely Journey to Silicon Valley and Speaking Out Against Injustice Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionAmy introduces the Radical Respect podcast with Kim, Wesley and guest Susan Rigetti, author of Whistleblower.(00:03:24) Whistleblower and Lessons from UberSusan discusses her book, Whistleblower, and her challenges at Uber.(00:07:13) Advice to Younger SelfThe hard lesson of recognizing when a system can't be fixed from the inside.(00:10:33) The Cost of Staying SilentThe psychological and financial struggles many face when they stay silent.(00:14:25) Staying True to Your ValuesHow keeping a list of values helped navigate a toxic work culture.(00:16:20) Writing WhistleblowerAddressing misconceptions and setting the record straight with Whistleblower.(00:21:18) Understanding Systemic BarriersThe systemic barriers that individuals face in the workplace.(00:23:55) Reporting to HRDocumenting and reporting issues to hold organizations accountable. (00:26:20) Keeping the ReceiptsAdvice on documenting conversations and emails to protect oneself.(00:29:07) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript Navigating Political Discussions At Work | Radical Candor Podcast S6, Ep. 34Radical Respect — Indivisible Indivisible Book — Denise Hamilton WatchHerWork Denise Hamilton Radical Candor Community Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (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) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript Injustice At Work: 4 Effective Ways To Respond | Radical Candor Right To Be Upstanders Vs. Bystanders: A Story Every Manager Needs To ReadWhen The A**Holes Begin To Win, The Culture Begins To Lose It's Better To Have A Hole Than An A**Hole Shirts When Your Worst Co-Worker Is The Boss' Kid Ceo's Son Harassing Me At Work | Reddit How To Survive A Job You Hate (But Can't Leave – Yet) | Careershifters Hrm's Response To Workplace Bullying: Complacent, Complicit And Compounding | Journal Of Business Ethics Workplace Harassment | Radical Candor Podcast 6 | 30 Don't Let A Bad Boss Derail You | Radical Candor Podcast 6 | 18 Reflecting On One Very, Very Strange Year At Uber — Susan Fowler What Are Skip-Level Meetings & How To Conduct Them | Radical CandorUnpacking False Apologies & Embracing The 'aaaaac' Method The Asshole Survival Guide: How To Deal With People Who Treat You Like Dirt | Bob Sutton What Is An Employee Assistance Program (EAP)? Connect: Website Instagram TikTok LinkedIn YouTube Chapters:(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) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript How to Gauge Feedback You're Giving & Getting 3 | 4 How To Gauge Your Feedback | Radical Candor When Someone You Love Is Upset, Ask This One Question | NY Times The Motivational Value Of Listening During Intimate And Difficult Conversations What is Radical Candor? Radical Candor 6-Minute Crash Course 3 | Mini 1 Closing the Loop: Radical Candor FAQ Finale 6 | 29 How To Give Fast, Meaningful Feedback | Radical Candor The Guest House by Mewlana Jalaluddin Rumi | All Poetry How 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 It Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (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     Learn more about your ad choices. Visit megaphone.fm/adchoices

Effectively manage feedback you disagree with. On 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: Transcript How to Respond to Negative Feedback at Work That You Disagree With | Radical Candor Listen, Challenge, Commit | Radical Candor Podcast 6 | 17 Radical Candor Community 6 Tips For How To Receive Feedback Well | Radical Candor Follow These 4 Steps to Create Psychological Safety in Your Teams | Fast Company Tell Me Why I'm Wrong: Resolving Disagreements with Your Direct Reports | LinkedIn The Power Of Rituals At Work | Radical Candor Podcast 6 | 16 How To Get Stuff Done | Radical Candor Podcast 4 | 2 How To Give Candid Feedback Using The CORE Method | Radical Candor How To Encourage Feedback Between Others In The Workplace | Radical Candor Alan Mullaly of Ford at Stanford Graduate School of Business | YouTube Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (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) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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 | LinkedIn 6 Steps for Rolling Out Radical Candor | Radical Candor 3 Ways to Introduce Radical Candor's Feedback Framework to Your Organization | Radical Candor Radical Candor Book Discussion Guide | Radical Candor Radical Candor Community How To Give Candid Feedback With the Radical Candor CORE Method | Radical Candor Connect: Website Instagram TikTok LinkedIn Facebook X YouTube Chapters:(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 Accessible Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Tedlow Leading with Vulnerability: Unlock Your Greatest Superpower to Transform Yourself, Your Team, and Your Organization | Jacob Morgan Performance Improvement Plans | Radical Candor Podcast 5 | 20 What Does Managing Out Mean? | Radical Candor Podcast 6 | 6  Beware The Fundamental Attribution Error | Radical Candor Podcast 5 | 8 How To Give Candid Feedback Using The CORE Method | Radical Candor 5 Proven Ways Checks And Balances In Management Bolster Teams | Radical Candor Follow these 4 steps to create psychological safety in your teams | Fast Company Shrill | Lindy West The Vulnerable Leader Equation: A critical leadership development model for successful change management | HRD Jacob MorganFortune lists tough bosses | UPI Archives Can Workplaces Have Too Much Psychological Safety? | HBR Connect: Website Instagram Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Rogelberg 7 Ways To Improve One-on-One Meetings | Radical Candor Effective 1:1s - Tips For One-on-One Meetings With Your Team | Radical Candor 3 Tips For How To Run Effective Staff Meetings | Radical Candor Glad we Met: The Art and Science of 1:1 Meetings — Steven Rogelberg, Ph.D. The Surprising Science of Meetings — Steven Rogelberg, Ph.D. Connect: Website Instagram TikTok LinkedIn Facebook X YouTube Chapters:(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... Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Candor Tips to Avoid Ruinously Empathetic Praise | Radical Candor Appreciation (That's What The Money's For!) | Radical Candor 5 | 16 Radical Candor Podcast: A Tale Of Ruinous Empathy Beyond 'Sorry': How to Apologize and Mean It 6 | 22 DARVO | Wikipedia Being 'Nice' Instead of Kind is One of the Biggest Mistakes Well-Intentioned Bosses Make Connect: Website Instagram TikTok LinkedIn Facebook X YouTube Chapters:(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... Learn more about your ad choices. Visit megaphone.fm/adchoices

The surprising data on inclusivity in different meeting settings.Kieran Snyder, founder of nerd processor and co-founder of Textio, joins the Radical Candor podcast to explore inclusivity in meetings, revealing data-driven insights from her research on in-person versus remote settings. Kieran discusses the dynamics of interruptions, idea credit-taking, and the impact of power and gender on participation. With over 1,100 hours of meeting data analyzed, she sheds light on the complexities of remote work, the significance of structured agendas, and the importance of leadership in fostering inclusive environments. The episode offers practical tips for leaders to enhance meeting engagement and navigate the evolving landscape of workplace communication.Get all of the show notes at RadicalCandor.com/podcast.Episode Links: Dear Manager, You're Holding Too Many Meetings | HBR Why Gender Bias Makes Giving Feedback Hard For Everyone | Radical Candor Radically Inclusive Virtual Workshops: Real-Time Learnings From Zoom | Radical Candor 7 Leadership Communication Skills For Managing A Remote Team | Radical Candor Nerd Processor Kieran Snyder - Nerd Processor | Linkedin Performance Review Gender Bias: High-Achieving Women Are 'abrasive' | Fortune The Price All Women Pay For Gender Bias | Forbes Connect: Website Instagram TikTok LinkedIn Facebook X YouTube Chapters:(00:00:00) IntroductionAmy and Kim introduce Kieran Snyder, founder of Nerd Processor, to discuss inclusivity in meetings.(00:02:36) The Abrasive TrapThe abrasiveness trap and how high-performing women are more often criticized.(00:07:27) Power Dynamics in MeetingsHow power... Learn more about your ad choices. Visit megaphone.fm/adchoices

Political discussions at work can be polarizing, but they don't have to be.How do you handle political conversations at work without crossing boundaries or alienating colleagues? The team dives into the complex and often uncomfortable topic of discussing politics at work, exploring the impact of these conversations on workplace dynamics, productivity, and personal relationships. Kim, Jason, and Amy share insights on navigating political discussions with respect, setting boundaries, and maintaining open dialogue without imposing beliefs on others. Drawing on personal anecdotes and thought-provoking statistics, the conversation provides practical tips for managers and employees alike on fostering an inclusive environment where diverse viewpoints can coexist without derailing professional harmony.Get all of the show notes at RadicalCandor.com/podcast.Episode Links: ResumeHelp's Politics in the Workplace Study 2024 | Resume Help Reacting To Trump's Bloviating BS With Radical Candor | Radical Candor What to Do When Your Coworker Brings Up Politics | HBR The Story of Basecamp's Disastrous Policy | The Verge Radical Candor Podcast Swag Kim Scott & Tiffani Lee Discuss Using Radical Candor to Improve DEI Conversations | Radical Candor 2 | 5 Q&A: Why 'Respect' Is A Radical Workplace Concept | Yahoo Finance Another Contentious US Election Means A Worker Productivity Dip | The Seattle Times Sarah Palin and Hillary Address the Nation | SNL Connect: Website Instagram TikTok LinkedIn Facebook X YouTube Chapters:(00:00:00) IntroductionKim, Jason, and Amy introduce the episode's focus on the impact of political discussions in the workplace.(00:02:55) The Value... Learn more about your ad choices. Visit megaphone.fm/adchoices

Rebuilding Trust and Communication When Feedback is IgnoredFeedback can be tough to give and at times even harder to receive. But what about when it's ignored? Jason and Amy tackle a listener's challenging workplace scenario involving ignored feedback, toxic dynamics, and a strained relationship with their boss. Through role play, practical advice, and Radical Candor tips, they explore how to rebuild trust, address emotional wounds, and navigate difficult conversations when feedback isn't properly received. Get all of the show notes at RadicalCandor.com/podcast.Episode Links: Fears For Tears | Radical Candor Podcast 6 | 7 Navigating Emotional Reactions at Work | Radical Candor Podcast 2 | 16 Absentee Management Vs. Quiet Firing | Radical Candor Podcast 5 | 3 How To Apologize And Mean It | Radical Candor Podcast 6 | 22 Emotional Reactions At Work Are Awkward: Here's How To Deal | Radical Candor When Your Employee Feels Angry, Sad, or Dejected | HBR Connect: Website Instagram TikTok LinkedIn Facebook X YouTube Chapters:(00:00:00) IntroductionJason and Amy introduce the episode and outline the listener's challenging feedback scenario.(00:00:49) Listener's Story: Feedback IgnoredA listener's story about workplace toxicity and a strained relationship with their boss.(00:02:26) Insights on Conflicting PerceptionsThoughts on the listener's situation, drawing parallels with similar experiences.(00:07:57) Role Play: The Listener and the Neglectful BossA role-play of the scenario, with Amy as the listener and Jason as the unresponsive boss.(00:12:04) Analysis of the Role Play Reflecting on the role play, discussing the emotional challenges and complexities of the situation.(00:15:00) Strategies for Rebuilding the RelationshipPractical steps for the listener to rebuild trust and communication with their boss.(00:17:31) The Value of Regular Check-InsThe importance of scheduling regular one-on-ones to maintain alignment and trust.(00:21:17) Managing Expectations: When to Ask for an Apology Learn more about your ad choices. Visit megaphone.fm/adchoices

Radical Candor is creating a community! Learn how we're combining peer and expert coaching, real-time events, and curated content into one engaging platform.Jason and Amy discuss the creation of Radical Candor's new online community designed to help people leaders stress less, build stronger relationships, and connect with peers and pros. Jason emphasizes the importance of community-based learning and he and Amy reflect on the challenges and rewards of building a space for continuous learning and personal growth. Join them as they discuss how aspiring and experienced managers alike can benefit from this exciting new venture.Get all of the show notes at RadicalCandor.com/podcast.Connect: Website Instagram TikTok LinkedIn Facebook X YouTube Chapters:(00:00:00) IntroductionJason and Amy introduce the episode, outlining a Radical Candor community Jason's been working on.(00:00:26) The Concept of Radical Candor CommunityAn overview of an upcoming Radical Candor online community.(00:04:25) Project Management and Setting GoalsHow the project started from two primary goals leading to the development of the community. (00:06:13) Early Experiments and SurveysThe experiments and surveys conducted to gather data and test different ideas for the community.(00:11:11) Key Learnings from the ExperimentsHow the idea of a community emerged as the most impactful way to teach Radical Candor.(00:16:11) Community Tools and PlatformChoosing a platform for the community and the research process in selecting the right tools for the project.(00:22:08) Tackling Unfamiliar TerritoryBalancing familiar tasks with the challenge of learning new skills for community building.(00:24:43) Collaboration and Team CommunicationThe importance of team collaboration and communication for the project.(00:27:40) Soft Launch and Future PlansThe community's soft launch and how listeners can get involved.(00:31:05) Building Vulnerability in CommunityThe implicit need for vulnerability in an online community and the importance of creating a safe space.(00:35:37) Radical Candor TipsTips for starting and managing new projects with an emphasis on experimentation and collaboration.(00:38:37) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

Guy Kawasaki get's remarkably candid with Radical Candor.On this episode of the Radical Candor podcast, Amy and Kim sit down with the remarkable Guy Kawasaki, Chief Evangelist at Canva and host of the Remarkable People podcast. The conversation delves into Guy's storied career, his insights on leadership, and his newest book, Think Remarkable: 9 Paths to Transform Your Life and Make a Difference. They explore the concept of being remarkable, the importance of saying yes, and the value of grit, growth, and grace in both personal and professional life. With humor and candor, Guy shares anecdotes from his journey, offering listeners valuable lessons on how to make a difference and lead a meaningful life. Get all of the show notes at RadicalCandor.com/podcast.Episode Links: Guy Kawasaki Books | Guy Kawasaki  Guy Kawasaki's Remarkable People Podcast  Think Remarkable | Guy Kawasaki Guy Kawasaki | Substack Is There Better Than Better | Ellen Langer Developing a Growth Mindset with Carol Dweck Mindset | Carol Dweck Kim Scott: The Power of Radical Respect and Candor | YouTube The Problem With Passion 3 | 9 | Radical Candor Beyond 'Sorry': How to Apologize and Mean It 6 | 22 | Radical Candor Connect: Website Instagram TikTok LinkedIn Facebook X YouTube Chapters:(00:00:00) IntroductionKim and Amy introduce guest Guy Kawasaki, chief... Learn more about your ad choices. Visit megaphone.fm/adchoices

Handle and prevent workplace bullying and harassment.Kim and Jason tackle a challenging listener question about dealing with severe workplace harassment. They explore the importance of managerial action, share insights on effective documentation, and provide practical advice for identifying supportive work environments during job searches. Personal anecdotes highlight the nuances between bias and bullying, and the hosts emphasize the critical need for creating and enforcing consequences for toxic behavior. Tune in to this episode of Radical Candor for actionable tips on fostering a respectful and safe workplace.Get all of the show notes at RadicalCandor.com/podcast.Episode Links: The No Asshole Rule: Robert Sutton | Amazon Workplace Bullying: Ignoring Bullies Doesn't Work - Try This Instead | Radical Respect LinkedIn Reflecting On One Very, Very Strange Year At Uber | Susan Fowler Firstround Review: Tips for Leaders - Code of Conduct | Radical Candor Connect: Website Instagram TikTok LinkedIn Facebook X YouTube Chapters:(00:00:00) IntroductionKim and Jason introduce the episode, featuring a listener's story of workplace harassment.(00:02:30) Initial Reactions and Harassee's EffortsThe severity of the harassment and acknowledgment of the proactive steps already taken.(00:04:46) Analysis of HarassmentAn outline of the harassing behavior and the question of why it was allowed to continue.(00:07:02) The Role of ManagementThe importance of defining and creating consequences for bullying and harassment.(00:09:45) The Impact of Workplace BullyingThe broader impact of unchecked bullying on team dynamics and company culture.(00:15:48) Recognizing and Avoiding Toxic WorkplacesTips on identifying supportive workplaces during job interviews.(00:17:23) The Importance of a Code of ConductThe value of a clear Code of Conduct in preventing and addressing workplace harassment.(00:18:21) Past Experiences with BullyingPersonal anecdotes and differentiating between bias and bullying behavior.(00:21:33) Radical Candor ChecklistActionable tips for both employees... Learn more about your ad choices. Visit megaphone.fm/adchoices

Kim, Jason and Amy unite to answer even more FAQs about Radical Candor.In the finale of the Radical Candor FAQs series, together Kim, Jason, and Amy answer a new round of most frequently asked questions about Radical Candor. They explore how Radical Candor operates across different cultures and discuss strategies for managing defensiveness in feedback. Through personal anecdotes and practical advice, they illustrate how to apply Radical Candor both at work and at home. The episode also delves into the importance of building authentic relationships, increasing employee retention, and enhancing team productivity through clear and compassionate communication. Concluding with the handy Radical Candor checklist, this episode is packed with insights to help listeners become better leaders and communicators.Get all of the show notes at RadicalCandor.com/podcast.Episode Links: How To Navigate Feedback Conversations On Diverse Teams | Radical Candor Radical Candor Cultural Differences Radical Candor Knows No Boundaries Responding To Negative Feedback: 5 Ways To Disagree | Radical Candor Navigating Emotional Reactions at Work | Radical Candor 2 |16 Tacoma Narrows Bridge history - Bridge - Lessons from failure Radical Respect | Amazon Books Applying Radical Candor To Dysfunctional Family Dynamics | Radical Candor The Four Horsemen: Criticism, Contempt, Defensiveness, and Stonewalling Radical Candor Q&A: Jason Answers Our Most Frequently Asked Questions 6 | 28  Radical Candor Q&A: Kim Answers Our Most Frequently Asked Questions 6 | 27 Connect: Website Instagram TikTok LinkedIn Learn more about your ad choices. Visit megaphone.fm/adchoices

Jason's turn being radically candid with the same FAQs from last week's episode.Now it's Jason's turn! On this episode of the Radical Candor podcast, Jason tackles the same frequently asked questions about Radical Candor posed to Kim last week. He shares his perspective on defining Radical Candor, addressing its misuse, and handling feedback in various work environments, including remote, hybrid, and multi-generational workplaces. The conversation covers effective communication strategies, building relationships, and maintaining accountability. Jason also discusses navigating toxic work environments and offers rapid-fire answers to common questions. Tune in for a thoughtful exploration of how to apply Radical Candor in different contexts to foster better relationships and clearer communication.Get all of the show notes at RadicalCandor.com/podcast.Episode Links: The Evolution of Email: From DARPA to Daily Overwhelm | LinkedIn Frequently Asked Questions About Radical Candor Radical Candor Q&A: Kim Answers Our Most Frequently Asked Questions 6 | 27  App Overload At Work | Radical Candor Podcast 6 | 21 How to Practice Radical Candor With Your Boss | Radical Candor Podcast 3 | 10 Don't Let A Bad Boss Derail You | Radical Candor Podcast 6 | 18 Practicing Radical Candor In Remote Workplaces | Radical Candor Podcast 3 | 7 How to Choose a Radically Candid Boss | Radical Candor Podcast 3 | 13 Connect: Website Instagram TikTok LinkedIn Facebook X YouTube Chapters:(00:00:00) IntroductionJason and Amy introduce the episode, in which Jason answers the same FAQs posed to Kim in the previous episode.(00:01:08) Defining Radical CandorJason's definition of Radical Candor and how it can differ based on... Learn more about your ad choices. Visit megaphone.fm/adchoices

Kim and Amy tackle some radically candid questions.On this episode of the Radical Candor podcast, Kim and Amy answer some of the most frequently asked questions about Radical Candor in a fun and engaging quiz show format. They cover key topics such as handling people who misuse Radical Candor as an excuse to act like a jerk, the challenges and benefits of practicing Radical Candor in remote and hybrid work environments, and navigating generational differences in the workplace. They also provide actionable advice on being radically candid with your boss and dealing with toxic work cultures. Listen in for insightful discussions, practical advice, and a touch of humor as Kim and Amy share their experiences and answer your radically candid questions. Radical Candor FAQs How to Be Radically Candid With Your Boss Practicing Radical Candor In Remote Workplaces Get all of the show notes at RadicalCandor.com/podcast.Connect: Website Instagram TikTok LinkedIn Facebook X YouTube Chapters:(00:00:00) IntroductionKim and Amy introduce the episode, a Q&A style discussion to address frequently asked questions about Radical Candor.(00:02:39) Misuse of Radical CandorHandling situations where Radical Candor is used as an excuse for aggressive behavior.(00:07:04) Impact of Intent and ObservationsDistinguishing between good intentions and bad behavior and how to address observed impacts.(00:10:47) Radical Candor in Remote SettingsThe challenges and adaptations necessary for implementing Radical Candor in remote or hybrid work environments.(00:15:21) Intentionality in CommunicationThe importance of  intentional check-ins and maintaining open communication channels in virtual settings.(00:20:51) Radical Candor Across GenerationsApplying Radical Candor in multi-generational workplaces, focusing on mutual respect and understanding.(00:25:36) Candid Conversations with LeadershipApproaching conversations with leaders in a candid manner, especially when resistant to feedback.(00:32:33) Radical... Learn more about your ad choices. Visit megaphone.fm/adchoices

The fundamental skill of asking questions to solicit feedback and create a culture of Radical Candor.Kim sits down with Jeff Wetzler, author of "Ask: Tap Into the Hidden Wisdom of People Around You for Unexpected Breakthroughs in Leadership and Life." Recorded live, the conversation explores the fundamental skill of asking questions to solicit feedback and create a culture of Radical Candor. Jeff shares insights from his book, discussing the importance of tapping into the knowledge and perspectives of those around us. They delve into the five practices of “The Ask Approach" and reflect on audience questions, offering valuable takeaways for leaders and individuals alike. Tune in to learn how to transform your communication and leadership through the power of asking questions.Get all of the show notes at RadicalCandor.com/podcast.Episode Links: Jeff Wetzler: LinkedIn Ask | Jeff Wetzler   Radical Candor Coffee Break: Exploring The Ask Approach YouTube Connect: Website Instagram TikTok LinkedIn Facebook X YouTube Chapters:(00:00:00) IntroductionAmy introduces a conversation between Kim and Jeff Wetzler, founder of “The Ask Approach” and author of “Ask.”(00:01:01) Jeff's Book "Ask"Jeff explains the premise of his book and the importance of tapping into the hidden wisdom of those around us.(00:02:50) The Desire to Read MindsThe common desire to read minds and how asking questions effectively achieves this.(00:04:00) Misinterpretations and FeedbackThe challenges of interpreting facial expressions and the importance of asking directly.(00:05:08) Ruinous EmpathyThe concept of ruinous empathy and the reasons people withhold valuable feedback.(00:08:14) The Importance of Commitment ConversationsThe need for clear commitment conversations in management and leadership.(00:11:11) The Certainty LoopThe concept of the certainty loop, and how assumptions shape perceptions and limit curiosity.(00:13:01) Expanding the Repertoire of QuestionsThe need for a variety of questions to uncover deeper insights and perspectives.(00:14:30) Strategies for Quality QuestionsStrategies for posing quality questions and highlights the importance of soliciting feedback.(00:17:28) Inviting Critical FeedbackThe importance of... Learn more about your ad choices. Visit megaphone.fm/adchoices

This week Radical Candor shares an episode of Radical Respect, where Kim and co-host Wesley Faulkner discuss the dreaded bloviating BSer with guest Tyler Chou, The Creators' Attorney.Failing to call people on their BS breeds problematic overconfidence that can harm collaboration and team confidence, especially among team members who are systematically disadvantaged. In this episode, Kim and Wesley discuss bloviating BS with Hollywood attorney Tyler Chou, who shared her experience working under a boss with no entertainment experience but strong connections in the industry. Even though she was more knowledgeable, his BS made her feel gaslit and afraid to speak up.Tyler Chou has been a Hollywood attorney for the last 15 years. Having worked in VP and SVP roles at companies like Disney, Skydance, BuzzFeed and Open Road Films. As well as large law firms. Tyler has been the lead attorney on 16 feature films including Saving Mr. Banks and Cinderella. She has some battle stories to share about how brutal it is to work as an Asian woman in a white, man dominated industry.Now, Tyler is the Founder & CEO of Tyler Chou Law for Creators and her life's mission is to protect creators. She's deeply passionate about helping young creators with millions of subs grow their businesses to 6-7 figures and functions as a fractional COO and GC. She is a thought leader who discusses the intersection of Hollywood and digital media and believes YouTube is the new Hollywood.A year ago Tyler started her own YouTube channel as a creative challenge and has been blown away by how quickly her channel has grown. Her channel focuses on creators, helping them build out their businessesGet all of the show notes at RadicalCandor.com/podcast.Episode Links: Tyler Chou: The Creators' Attorney | YouTube  The Creator's Attorney | Linktree  Original Episode: Radical Respect S3 | Ep1 - The Jedi Mind Trick Website / YouTube Connect: Website Instagram TikTok LinkedIn Facebook X YouTube Chapters:(00:00:00) IntroductionKim and co-host Wesley introduce guest Tyler Chou, The Creators' Attorney.(00:01:17) Creators' Attorney ExplainedTyler discusses her focus on YouTube creators and the legal challenges they face.(00:02:10) Media Challenges and SolutionsThe legal needs of creators and Tyler's personal journey to YouTube content creation.(00:05:36) Workplace Dynamics and BS Learn more about your ad choices. Visit megaphone.fm/adchoices

The ROI of changing language to be more inclusive.Kim, Jason, and Amy discuss the importance of using inclusive language and the impact of non-inclusive language, often dismissed as being "too sensitive.” They explore the concept of "red words," terms that can shut down communication by triggering negative reactions, and emphasize that good communication is measured by its impact on the listener. They share personal anecdotes illustrating how specific words can cause offense and stress the importance of being mindful of the language used to foster an environment of mutual respect and understanding. The episode also delves into the resistance some people have to changing their language and how acknowledging and adapting to others' sensitivities can significantly improve communication and relationships.Get all of the show notes at RadicalCandor.com/podcast.Episode Links: The Word Police: Have We Become Too Sensitive? | Radical Respect Newsletter  Beyond 'Sorry': How to Apologize and Mean It 6 | 22 | Radical Candor Connect: Website Instagram TikTok LinkedIn Facebook X YouTube Chapters:(00:00:00) IntroductionKim, Jason and Amy introduce the episode, a discussion on the impact of non-inclusive language.(00:0:33) The Impact of 'Red Words'The concept of "red words," phrases that trigger negative reactions and shut down communication.(00:04:32) The Effect of WordsHow certain words can create different responses and understanding these reactions.(00:07:19) Addressing Non-Inclusive Language in EmailsNon-inclusive language in emails and how it can be handled to avoid excluding team members.(00:08:59) Handling Public Criticism and CorrectionA story about receiving feedback on social media, and the importance of accepting corrections publicly.(00:11:18) ROI of Inclusive LanguageThe ROI of changing language to be more inclusive.(00:14:58) Overcoming Resistance and Acknowledging BiasWhy some people resist changing their language, and acknowledging and addressing biases.(00:17:46) Current Relevance of Biased LanguageCurrent issues with language in society, emphasizing the need to avoid perpetuating harmful behaviors.(00:20:47) The Impact of Words on RelationshipsThe role of words in building respectful environments and how using the right language can enhance relationships.(00:26:19) Apologizing for Language MistakesHow to handle mistakes in... Learn more about your ad choices. Visit megaphone.fm/adchoices