Podcasts about radical candor

Most leaders learn on the fly—and Kim knows the bruises that come with it. In this episode she joins longtime Google Distinguished Designer Ryan Germick to discuss the innovative "Kim Scott Portrait," an AI-powered tool designed by Google Labs (and trained by the real Kim) to scale Kim's expertise and deliver Radically Candid advice 24/7. Discover how this new technology aims to humanize AI, free authors from the burden of answering repetitive questions, and foster more productive communication in the workplace. Get all of the show notes at ⁠⁠⁠⁠⁠⁠⁠⁠RadicalCandor.com/podcast⁠⁠⁠⁠⁠⁠⁠⁠. Episode Links: Transcript Now You Can Talk Radical Candor 24/7 With the Kim Scott Portrait Google Portrait | Kim Scott Ryan Germick - Google | LinkedIn Connect: ⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠⁠⁠⁠ Chapters: (00:00:00) Introduction Kim and Ryan Germick introduce the “Portrait” collaboration—an AI version of Kim designed to scale her coaching. (00:01:33) Live Coaching Demo Kim's Portrait answers a tough management question. (00:03:36) Why the Portrait Matters How the Portrait helps Kim reach more people and free up time for writing. (00:05:38) Kim's Next Book A look into Kim's upcoming optimistic novel set in 2070. (00:06:30) Family Interactions with the Portrait Funny and revealing story of Kim's son debating the AI. (00:08:10) The “Automated Kim” Origin Story How a team joke at Google inspired the Portrait concept. (00:09:29) Coaching at Scale Why books and AI scale Kim's message better than 1:1 coaching. (00:11:41) Personalized vs Generic AI The value of expert-driven Portraits over average LLM responses. (00:12:57) Training the Portrait Kim explains her hands-on role in fine-tuning its responses. (00:14:44) Solving Repetitive Questions How Portraits provide patient, consistent answers to FAQs. (00:16:07) Productive Disagreement Through Portraits The vision for AI-facilitated, respectful debates. (00:17:26) Expanding Globally Plans for multi-language and international Portrait availability. (00:17:48) Real-World Use Cases The ways Portraits support work, life, and social media decisions. (00:20:23) Empathy-Driven AI AI as a personal board of directors, with lived-experience expertise. (00:23:51) Empowering Creators Portraits can be embedded on creators' own platforms—no lock-in. (00:26:19) Lived Experience as Research Kim defends storytelling as a valid path to truth and insight. (00:28:24) Supporting New Managers Portraits offer guidance during the lonely transition into leadership. (00:31:11) Navigating Difficult Bosses Portraits can help employees manage up with empathy and agency. (00:33:30) Changing Workplace Culture Helping people shift from silence or aggression to Radical Candor. (00:36:17) Personality Extenders Portraits as scalable human touchpoints for the future. (00:38:51) Creating Your Own Portrait How to create your own Portrait and scale your voice. (00:39:48) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of Grow a Small Business, host Troy Trewin interviews Julia Linehan, founder of The Digital Voice, a UK-based PR and marketing agency specializing in ad tech and martech. Julia shares her journey from a solo consultant to leading a remote team of 36, including 28 full-time equivalents. Over the past six years, she has grown the agency's revenue sixfold and doubled profits, driven by her people-first approach. Julia discusses the challenges of letting go, the power of consistent company culture, and the value of tools like Trello and Slack. She also highlights the importance of work-life balance and strong client relationships in building a sustainable, scalable business. Other Resources: When should a growing small business have a Board of Directors or Advisors? Get a return from an effective Chairperson of a Board An easy way to measure if your customers love you in 21 minutes – use the Net Promoter Score (NPS). And it's FREE. Why would you wait any longer to start living the lifestyle you signed up for? Balance your health, wealth, relationships and business growth. And focus your time and energy and make the most of this year. Let's get into it by clicking here. Troy delves into our guest's startup journey, their perception of success, industry reconsideration, and the pivotal stress point during business expansion. They discuss the joys of small business growth, vital entrepreneurial habits, and strategies for team building, encompassing wins, blunders, and invaluable advice. And a snapshot of the final five Grow A Small Business Questions: What do you think is the hardest thing in growing a small business? According to Julia Linehan, the hardest thing in growing a small business is managing stress. She explains that without effectively handling stress, it can quickly become overwhelming and negatively impact both the individual and the business. She also highlights cash flow management as a significant challenge, noting the delicate balance required between growth, maintaining profitability, and ensuring financial stability. What's your favorite business book that has helped you the most? Julia Linehan's favorite business books that have helped her the most are "Big Impact Without Burnout" by Bianca Best and "Radical Candor" by Kim Scott. She also recommends "The One Minute Manager" and "Monkey Management" for their practical insights on leadership and team communication. Are there any great podcasts or online learning resources you'd recommend to help grow a small business? Julia Linehan recommends several valuable podcasts and online learning resources for small business growth, including her agency's own shows Off Record On Point and Legends of Adtech. She also highlights podcasts by Tamara Littleton and Paul Gubbins with Wayne Blodwell for insights into the ad tech and marketing industries. For ongoing learning, she suggests platforms like Skillshare and Coursera and encourages dedicating regular time, such as a weekly “Boost Your Power Hour,” to continuous professional development. What tool or resource would you recommend to grow a small business? Julia Linehan recommends using the right tools to support remote collaboration and project management when growing a small business. Her top picks are Trello, for organizing tasks and workflows with transparency, and Slack, for maintaining strong team communication and connection. She emphasizes that investing in effective software tailored to your business needs is essential for sustainable growth. What advice would you give yourself on day one of starting out in business? Julia Linehan's advice to herself on day one of starting out in business would be to be present, enjoy the journey, and smile through it. She believes that the more you enjoy what you're doing, the more others around you will too, creating a positive ripple effect in both team culture and client relationships. Book a 20-minute Growth Chat with Troy Trewin to see if you qualify for our upcoming course. Don't miss out on this opportunity to take your small business to new heights! Enjoyed the podcast? Please leave a review on iTunes or your preferred platform. Your feedback helps more small business owners discover our podcast and embark on their business growth journey.     Quotable quotes from our special Grow A Small Business podcast guest: People over profits—invest in your team, and the returns will follow – Julia Linehan Let go, trust your team, and watch them fly – Julia Linehan You don't need to chase every opportunity – protect your culture first – Julia Linehan      

If you've ever found yourself avoiding a difficult conversation because you didn't want to upset someone, or watched a team member struggle whilst knowing exactly what they needed to hear but not knowing how to say it, this episode is essential listening. We explore the concept of "ruinous empathy" from Kim Scott's Radical Candor framework and why sometimes caring too much can actually hold your people back from the growth they need.Key points from this episodeUnderstanding ruinous empathy and why well-meaning leaders fall into this trapThe unintended consequences of avoiding challenging conversations in your teamFour practical skills to move from ruinous empathy to radical candorHow to demonstrate that your feedback comes from genuine care, not criticismWhy setting high standards actually shows you care more about your people's developmentUseful LinksJoin The Catalyst Career Club for 50k+ LeadersConnect with Pam on LinkedIn: https://www.linkedin.com/in/pamelalangan/ Connect with Jacqui on LinkedIn: https://www.linkedin.com/in/jacqui-jagger/ Follow the Catalyst Careers LinkedIn page for career tips and adviceInterested in working with us? Get in touch about career or leadership development, outplacement workshops or recruitment support via the Catalyst Careers website Mentioned in this episode:Catalyst Career Club for £50k+ Leaders & Managers Moving up the career ladder needs an inside edge - strategies that allow you to unlock your full potential and position yourself as a true leadership talent. And that's exactly what the Catalyst Career Club for 50k+ Leaders provides. No fluff, no corporate jargon. Just a down to earth, purposeful injection of oomph for your career from Pamela & Jacqui Use the code PODCAST to get your first month for £1 https://www.pamelalangan.com/catalystcareerclub

"How can you say what you mean without being mean?" asks CEO coach and author Kim Scott. Delving into the delicate balance between caring and challenging when leading in the workplace, she introduces "radical candor" as the way to give constructive criticism, compassionately.Want to help shape TED's shows going forward? Fill out our survey!Become a TED Member today at ted.com/joinLearn more about TED Next at ted.com/futureyou Hosted on Acast. See acast.com/privacy for more information.

Fun fact: this episode exists thanks to a few pints and a little Radical Candor in the wild. Our audio engineer Nick met today's guest, Chloé van Bergen, VP of Operations at Secretly Group, at his brother's stag do. One loud London pub and an honest conversation later—we knew we had to get her on the show. Join Kim and Amy for a candid conversation with Chloé about what it really takes to lead change inside a legacy-driven music company. She gets real about navigating unionization, confronting indifference, and learning—sometimes the hard way—that being “nice” isn't the same as being kind. From UK-style politeness to Dutch directness, Chloé shares what worked (and what didn't) when rolling out Radical Candor across continents. Spoiler: no sugarcoating here — just straight up kind and clear. Get all of the show notes at ⁠⁠⁠⁠⁠RadicalCandor.com/podcast⁠⁠⁠⁠⁠. Episode Links: Transcript⁠⁠ Chloé van Bergen | LinkedIn  Nick Carissimi Secretly Group Secretly Canadian | Info Granny Alice Avoid The Feedback Sandwich | Radical Candor Podcast 5 | 15 Toxic Positivity | Radical Candor Podcast 5 | 27 Navigating Radical Candor and Cultural Differences How To Navigate Feedback Conversations On Diverse Teams | Radical Candor Unreasonable Hospitality: The Remarkable Power of Giving People More Than They Expect | Will Guidara  Scaling People: Tactics for Management and Company Building | Claire Hughes Johnson  Pivot: Eight Principles for Transforming your Business in a Time of Disruption | Will Page  Secretly Group: Workers at Indie-Music Company Begin Efforts to Unionize | Rolling Stone Secretly Group Union Earns Contract In Major Milestone for Indie Music Organizing | Rolling Stone Connect: ⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠ ⁠⁠⁠⁠Bluesky⁠⁠⁠⁠ Chapters: (00:00:00) Introduction Kim and Amy introduce Chloé van Bergen, VP of Operations at Secretly Group. (00:01:04) From Stag Do to Podcast Guest How a chance meeting at a UK pub led to Chloé joining the show. (00:05:25) What Is Secretly Group? The structure, history, and collaborative ethos of Secretly Group. (00:09:05) Discovering Radical Candor Being introduced to Radical Candor and the mindset shift it inspired. (00:10:42) Struggling with Direct Feedback Using Radical Candor to move past the fear of being too blunt. (00:12:43) Giving Feedback Across Borders Navigating cultural differences in feedback styles across countries. (00:17:25) Practicing Vulnerability Through Action Building confidence by starting to speak up, one moment at a time. (00:20:07) Pandemic Leadership & Operational Overhaul Navigating starting during COVID and legacy infrastructures. (00:25:13) Rockstar vs. Superstar: Rethinking Growth Learning not everyone wants to climb—some excel where they are. (00:29:50) Unionization During COVID How a union announcement led to a company-wide listening reset. (00:34:57) Adapting to AI & Industry Shifts Staying open by staying honest—even without having all the answers. (00:36:28) Kind ≠ Nice: Facing Hard Truths How kindness isn't niceness—and can slow down change. (00:39:33) Chloé's Radical Candor Tip Having the courage to say the thing, even if it feels uncomfortable. (00:42:46) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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Common Man Hour 1 --Wheel of Topics --Peek at the Purple --Oliver Contract --M-V-Phee --Acquire Jaire? --Radical Candor

Today, Andy Storch welcomes Eric DiCenzo-Crotallo—Vice President of Talent, Learning, and Communication at Din Tai Fung and former Director of Talent and Learning Development at Chipotle—to the Talent Development Hot Seat Podcast.In this value-packed episode, Andy and Eric explore what it really takes to build world-class talent development for hourly, frontline teams—and why the best talent programs blend operational know-how with authentic care for people. Eric shares candid stories and practical advice from his journey pivoting from operations to HR, launching large-scale leadership development initiatives, and driving data-informed decisions that impact every corner of the organization.A must-listen for L&D professionals, HR leaders, and anyone dedicated to elevating frontline talent, building winning cultures, and translating strategy into real growth opportunities for people at every level.In this episode, Eric shares:His winding path from restaurant operations to finding purpose in talent development—and why focusing on individual success became his passion.How launching Cultivate University at Chipotle upskilled 400+ field leaders with critical soft skills, leadership behaviors, and a culture of accountability—becoming a turning point in the company's performance.How performance management and succession planning were transformed by replacing cumbersome, outdated processes with simple, conversation-driven frameworks—enabling managers to focus on feedback, recognition, and developing talent for a deep internal pipeline.The launch of the Always On, Always Listening “Voice of the Employee” program: how collecting real-time feedback through lifecycle surveys empowered managers with actionable insights and increased transparency.Powerful examples of how employee engagement directly influences business outcomes—like the surprising link between frontline buy-in on company vision and the accuracy of digital orders.His experience joining Din Tai Fung's executive team to formalize HR, implement pay-for-performance, and introduce Elevate You—an English language learning initiative that's already transforming lives and building a powerful employee value proposition.How talent development at Din Tai Fung shifted from top-down directives to empowering leaders with tools, resources, and autonomy for growth at scale.Strategies for career development in a high-growth environment: mapping clear paths, providing time and space for learning, and embracing the “you are the pilot of your own career” mindset—where the company becomes your co-pilot.Lessons learned about the critical importance of collaboration, bringing partners along to build diverse and sustainable talent solutions.The urgent need for talent development professionals to directly align their work with organizational strategic priorities, become data-savvy, and prepare teams for a rapidly evolving future—including the impact of AI.Plus, Eric's book recommendation (“Radical Candor”), his favorite tools (including ChatGPT for ideation), and why the most meaningful wins come from seeing others unlock their potential and grow.Tune in for a behind-the-scenes look at building talent strategy for frontline organizations—and discover how you can create scalable, people-centric programs that drive performance, engagement, and opportunity for all.Thanks to our sponsor, Learnit, you can get a free 45-day trial to help your people build more skills that drive success Learn more.Connect with Andy Storch here:WebsiteLinkedIn

Episode Summary Farrah Mitra is an executive coach and communications expert with 15+ years of experience, formerly a Bain consultant and tech executive. She helps leaders—from startups to Fortune 50s—drive sustained change through mindset shifts and practical skill-building. As a global Radical Candor coach, she's led 200+ workshops empowering clear, kind communication. Her Communicating Change framework equips leaders to navigate challenging conversations with empathy and impact. Who's your ideal client and what's the biggest challenge they face? What are the common mistakes people make when trying to solve that problem? What is one valuable free action that our audience can implement that will help with that issue? What is one valuable free resource that you can direct people to that will help with that issue? What's the one question I should have asked you that would be of great value to our audience? When was the last time you experienced Goosebumps with your family and why? Radical Condor Get in touch with Farrah: Website, LinkedIn Stakeholder Confidence Focus Turn board skepticism into enthusiastic alignment with the KAIROS assessment system. Book your 30-minute KAIROS Strategic Assessment (€147) and receive frameworks that build unwavering stakeholder trust in your strategic timing. Only 5 spots available this week. http://strategy.uwedockhorn.com/

Common Man Hour 1 --Wheel of Topics --Peek at the Purple --Oliver Contract --M-V-Phee --Acquire Jaire? --Radical Candor

Sebastian Barrios was the longtime head of product and engineering at Mercado Libre, the largest company in Latin America—valued at over $100 billion and home to more than 100,000 employees. There, he led a team of more than 18,000 engineers across 18 countries and oversaw an astonishing 30,000 code deployments a day. Before Mercado Libre, he founded multiple startups, including a ridesharing company that competed directly with Uber in Latin America. And at just 17, he got a personal phone call from Steve Jobs asking him to take his app off the App Store. Today, Sebastian is the SVP of Engineering at Roblox.What you'll learn:• Why Mercado Libre operates with 95% fewer PMs than typical tech companies (and how it actually works)• How to maintain product quality with 30,000 daily deployments and distributed ownership• The weekly email system Sebastian uses to maintain alignment with leadership• How to build a culture of radical candor and direct feedback in a traditionally hierarchical region• The counterintuitive approach to product reviews that keeps 18,000 engineers aligned• How to evaluate hype cycles (crypto, AI) pragmatically while staying innovative—Brought to you by:Merge—A single API to add hundreds of integrations into your appVanta—Automate compliance. Simplify securityLinkedIn Ads—Reach professionals and drive results for your business—Where to find Sebastian Barrios:• LinkedIn: https://www.linkedin.com/in/zebas/—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Introduction to Sebastian Barrios and Mercado Libre(05:03) Mercado Libre's scale and unique ways of operating(14:48) AI's impact on operations(19:19) Empowering teams and reducing fear of failure(34:20) The importance of radical candor(38:26) Weekly updates(41:03) Avoiding hype cycles(44:24) When Steve Jobs personally called 17-year-old Sebastian(49:00) Building successful app businesses(55:33) Unique personal habits(01:04:00) Raising independent children(01:07:15) Lightning round and final thoughts—Referenced:• Mercado Libre: https://www.mercadolibre.com/• Claude: https://claude.ai/• Salesforce: https://www.salesforce.com/• Nvidia: https://www.nvidia.com/• TikTok: https://www.tiktok.com/• Adobe: https://www.adobe.com/• Uber: https://www.uber.com/• OpenAI: https://openai.com/• Marcos Galperin on LinkedIn: https://www.linkedin.com/in/marcosgalperin/• Cursor: https://www.cursor.com/• Windsurf: https://windsurf.com/• Which companies produce the best product managers: https://www.lennysnewsletter.com/p/which-companies-produce-the-best• Which companies accelerate PM careers most: https://www.lennysnewsletter.com/p/which-companies-accelerate-your-pm• How Revolut trains world-class product managers: The “local CEO” model, raw intellect over experience, and a cultural obsession with building wow products | Dmitry Zlokazov (Head of Product): https://www.lennysnewsletter.com/p/how-revolut-trains-world-class-product-managers• Intercom: https://www.intercom.com/• Atlassian: https://www.atlassian.com/• Radical Candor: From theory to practice with author Kim Scott: https://www.lennysnewsletter.com/p/radical-candor-from-theory-to-practice• Managing up: https://www.lennysnewsletter.com/p/managing-up• Steve Jobs: https://en.wikipedia.org/wiki/Steve_Jobs• Tobi Lütke's leadership playbook: Playing infinite games, operating from first principles, and maximizing human potential (founder and CEO of Shopify): https://www.lennysnewsletter.com/p/tobi-lutkes-leadership-playbook• Everything Everywhere All at Once: https://www.imdb.com/title/tt6710474/• Dune on Max: https://www.max.com/movies/dune/e7dc7b3a-a494-4ef1-8107-f4308aa6bbf7• Bluey on Disney+: https://www.disneyplus.com/browse/entity-fa6973b9-e7cf-49fb-81a2-d4908e4bf694• Mentava: https://www.mentava.com/• Matt Bateman's website: https://mattbateman.xyz/• Beast Academy: https://beastacademy.com/• David protein bars: https://davidprotein.com/• Marc Andreessen on X: https://x.com/pmarca• Tatami mats: https://en.wikipedia.org/wiki/Tatami—Recommended books:• Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity: https://www.amazon.com/Radical-Candor-Kick-Ass-Without-Humanity/dp/1250103509• High Output Management: https://www.amazon.com/High-Output-Management-Andrew-Grove/dp/0679762884/• The Odyssey: https://www.amazon.com/Odyssey-Homer/dp/0140268863• The Dream Machine: https://www.amazon.com/Dream-Machine-M-Mitchell-Waldrop/dp/1732265119/• Dune: https://www.amazon.com/Dune-Chronicles-Book-1/dp/0441013597/—Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.—Lenny may be an investor in the companies discussed. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit www.lennysnewsletter.com/subscribe

In another in our series of podcasts about other podcasts, Ari and Chris share their thoughts on a recent episode of the Radical Candor podcast with Kim Scott, featuring their guest Stephanie Chung. Chris recently started reading her book "Ally Leadership: How to Lead People Who Are Not Like You," which gets a great overview in the podcast, and gives us a chance to talk about the importance of curiosity, professionalism, "assuming good intentions," admitting your ignorance, and ways that we can all be better humans to each other. If you have a shout-out you'd like us to share, a question or a topic you'd like us to discuss, or a suggestion for a guest we should have on the show, let us know at podcast@naturalencounters.com! References in the show:The Radical Candor Podcast: Leading Through Chaos with Stephanie ChungAlly Leadership: How To Lead People Who Are Not Like You

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

Most founders add layers to gain control. Reed Hastings built an empire by removing them. This episode unpacks No Rules Rules—the leadership playbook behind Netflix's rise from a DVD mail service to a global entertainment powerhouse. Co-authored by founder Reed Hastings and INSEAD professor Erin Meyer, the book reveals how to scale not through policy, but through trust, talent density, and extreme transparency. But this isn't just about Netflix. It's about you—if you're building or investing in companies between Series A and IPO, where culture either compounds performance or quietly kills it. I walk you through 7 operational principles that deep-tech teams can apply now—lessons forged in crisis, growth, and reinvention. You'll learn how to sunshine mistakes, pay like a pirate, and lead without becoming a bottleneck. Each principle is translated into coaching prompts, ready to implement this week. Key Takeaways: Culture Outruns Capital: Don't optimize the engine—reinvent the vehicle.Pro Team > Family: Loyalty is earned through excellence, not tenure.Candor Drives Speed: Build feedback loops that fuel progress.Pay Top of Market: Buy peace of mind. Unlock creative flow.Bet Boldly: Seek dissent. Test. Learn. Repeat.Context Beats Control: Share the why. Let them own the how.Transparency = Trust: Open up, even when it's uncomfortable.Timestamps: (00:00) Intro – Why Netflix Scaled Faster by Removing Rules, Not Adding Them (04:30) Who Is Reed Hastings? – From Math Teacher to Global Disruptor (09:13) Book Snapshot – What Makes No Rules Rules a Real Operating System (11:35) Lesson 1: Culture Outruns Capital – How Netflix Survived 4 Disruptions, Blockbuster Didn't Survive One (17:25) Lesson 2: Build a Pro Team, Not a Family – Talent Density Over Loyalty (22:48) Lesson 3: Radical Candor = Speed – The Feedback Model That Fuels Innovation (27:34) Lesson 4: Pay Like a Pirate – Why Netflix Pays Top of Market—No Games, Just Outcomes (32:20) Lesson 5: Bet Bold, Fail Proudly – The 4-Step Innovation Cycle That Keeps Netflix Ahead (39:12) Lesson 6: Lead with Context, Not Control – Scaling Leadership Without Becoming a Bottleneck (43:28) Lesson 7: Transparency Builds Velocity – How Truth-Telling Became Netflix's Superpower (48:15) 7 Key Takeaways – The Culture Playbook Every Growth-Stage Founder Needs (50:15) Personal Reflection – What I Questioned, What I'll Steal, What Gave Me Pause (52:00) Call to Action + What's Next – Support the Show + Tease of the Next Episode Why Listen: Learn how Netflix scaled without micromanagementGet 7 principles that push your org design, talent strategy, and leadership edgeDiscover where you're still playing defense—when your culture should be your offenseUpgrade your leadership thinking with real examples and immediate applicationsFound this useful? Like, share, and follow. Every signal grows the show—and brings in more elite guests ready to share the truths behind high-growth success. Send us a textSupport the showJoin the Podcast Newsletter: Link

This podcastexplores the concept of Radical Candor, based on Kim Scott's 2017 book RadicalCandor: Be a Kick-Ass Boss Without Losing Your Humanity. Drs. Rabalais, Saner& Weingartner discuss how the framework, which balances caring personallyand challenging directly, is essential for effective feedback in medicaleducation. Through examples like Sheryl Sandberg's direct but caring critiqueof Kim Scott, the conversation illustrates how honest feedback, when groundedin genuine concern, fosters professional growth. They examine why many facultydefault to “ruinous empathy” by avoiding uncomfortable conversations, and howthat can hinder trainee development. The podcast emphasizes creating a feedbackculture built on trust, vulnerability, and clarity, and encourages listeners topractice radical candor in their own environments. RadicalCandor by Kim Scott Do you havecomments or questions about Faculty Feed? Contact us at FacFeed@louisville.edu. We lookforward to hearing from you.

Digible is giving away a fully managed 12-month digital marketing package for one multifamily property.Apply now: https://content.digible.com/100k-lease-stakesWhat does it take to build truly effective vendor partnerships in multifamily real estate?In this episode, Michelle Smith, VP of Digital Strategy at Willow Bridge Property Company, takes us behind the scenes of how she's scaled trust-based partnerships with marketing agencies and vendors across the country. From radical candor and clear KPIs to navigating acquisitions and managing owner expectations - Michelle breaks down how communication, transparency, and alignment are the real drivers of performance.Whether you're a property manager, agency partner, or operator, this episode is packed with insights on how to streamline operations, scale with confidence, and get better results from your vendor relationships.Watch now for a real-world look into multifamily marketing, digital strategy, and what it means to be a true partner in today's landscape.Digible:⁠ https://digible.com/Fiona: ⁠⁠⁠https://www.myfiona.com/Leave a Spotify Review: ⁠⁠⁠https://spoti.fi/3LfoEdU⁠⁠⁠Leave an Apple Review: ⁠⁠⁠https://apple.co/3AA2zRj⁠⁠(00:00) Introducing to Michelle Smith (01:34) The Foundations of a Strong Vendor Partnership  (08:40) How to Prepare Vendors for Growth and Scaling  (13:31) Evolving the Relationship at Director Level  (18:39) Involving Vendors in New Business and Pitches  (24:18) Streamlining Communication at the Corporate Level  (30:36) Aligning Stakeholders and Managing Owner Expectations  (33:44) Setting KPIs and Performance Benchmarks That Work  (39:26) When to Be Flexible and When to Say No  (43:09) Radical Candor and Real Partnerships

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

Think LinkedIn is the place to reach technical buyers?Auvik CMO Susanne Rodriguez breaks down how her team built an insanely effective Reddit and Facebook strategy — yes, Facebook — to reach IT pros who dodge sales emails like it's their job (because it is).We're talking memes that convert, subreddits that slap, and how to avoid getting flamed by Reddit mods who smell B2B fluff from a mile away. You'll also hear how Auvik got dragged for a meme, owned it publicly, and came out stronger — a.k.a. how to market like a human.If you've ever uttered the words “we need more MQLs” while ignoring your company's meme game… this one's for you.

The success of high-performing teams hinges on trust and transparency, yet many organizations struggle to foster open, honest communication. How can teams overcome these barriers and create a culture where the truth thrives?Join Robert Newman, Senior Lecturer and Executive Director of the Master in Engineering Management Program, as he explores actionable strategies for integrating truth telling into your team's culture. This session will cover key insights on building psychological safety, overcoming barriers to honesty, and using proven frameworks like radical candor and nonviolent communication to foster collaboration and accountability. Discover how embracing the truth can drive innovation, strengthen relationships, and create resilient, high-functioning teams.Why telling the truth matters: How honesty builds trust, boosts collaboration, and enhances team performanceCommon barriers to truth telling: Understanding fears, biases, and organizational obstacles that can hinder open communicationPsychological safety and engagement: How creating a safe space for honesty improves team dynamics and aligns with Gallup's G12 performance factorsProven truth-telling techniques: Practical frameworks like radical candor, nonviolent communication, and the truth-telling spectrumHow to deliver truth without harm: Strategies for balancing honesty with empathy to strengthen relationships and avoid conflictThe link between honesty and accountability: How transparency drives measurable success, improves engagement, and leads to higher team and company performance Follow eCornell on Facebook, Instagram, LinkedIn, TikTok, and X.

James Hatfield explores his incredible journey from running a house painting business to becoming a pivotal figure in technology and product innovation. James shares insights on the importance of radical candor, data obsession, and the challenges of transitioning skills across starkly different industries.▬▬▬▬▬ Resources ▬▬▬▬▬James Hatfield: https://www.linkedin.com/in/james-hatfield/Branden Sewell: https://www.linkedin.com/in/brandensewell/Live Switch: https://www.liveswitch.com/Cruden Bay Golf Club: https://crudenbaygolfclub.co.uk/Radical Candor: https://www.radicalcandor.com/Principles by Ray Dalio: https://www.principles.com/Never Split The Difference by Chris Voss: https://www.amazon.com/Never-Split-Difference-Negotiating-Depended/dp/0062407805Okinawa Karate: https://ageshiojapan.com/okinawa_karate/styles-of-okinawan-karateOff The Ladder Contractor: https://open.spotify.com/show/3jbERR16vQ0073zSNTk8lr?si=372a415975d54ccbInstagram: https://www.instagram.com/cacklemedia/TikTok: https://www.tiktok.com/@cacklemediaX: https://x.com/CackleMediaLLCYouTube: https://www.youtube.com/@CackleMediaLinkedIn: https://www.linkedin.com/company/cacklemedia/Support the pod when signing up for Descript / SquadCast: https://get.descript.com/transferableskill▬▬▬▬▬ Timestamps ▬▬▬▬▬00:00 Introduction to Transferable Skills00:19 The Concept of Transferable Skills01:04 Radical Candor in the Workplace01:32 The Power of Humility and Feedback02:10 James Hatfield's Career Journey13:29 The Importance of Knowing Your Numbers16:07 Data Obsession and Business Growth17:56 From Home Services to Financial Technology20:43 Innovating in the Clinical Sector22:34 Aha Moment: The Birth of a New Idea23:08 Exploring Practical Applications24:16 Revolutionizing Business Operations26:48 Balancing Focus and Curiosity29:30 The Power of Networking36:27 Soft Data vs. Hard Data41:22 Concluding Thoughts and Reflections

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:

➡️ Join 321,000 people who read my free weekly newsletter: https://newsletter.scottdclary.com➡️ Like The Podcast? Leave A Rating: https://ratethispodcast.com/successstoryJonathan Campau is a luxury hospitality pioneer who transformed a bold vision into a $700M real estate empire by exclusively serving the world's top 1%. As the mastermind behind some of the most sought-after high-end properties, Jonathan has redefined what it means to deliver unforgettable experiences to ultra-high-net-worth clients. With decades of entrepreneurial grit, innovative deal-making, and an unwavering commitment to excellence, he has become a trusted name in luxury real estate and hospitality. Jonathan's story is a masterclass in scaling elite service into an enduring, global portfolio.➡️ Show Linkshttps://www.instagram.com/luxuri.ceo/https://www.linkedin.com/in/jonathancampau/ ➡️ Podcast SponsorsHubspot - https://hubspot.com/ Vanta - https://www.vanta.com/scott Federated Computer - https://www.federated.computer Lingoda - https://try.lingoda.com/success_sprintCornbread Hemp - https://cornbreadhemp.com/success (Code: Success)FreshBooks - https://www.freshbooks.com/pricing-offer/ Quince - https://quince.com/success Northwest Registered Agent - https://www.northwestregisteredagent.com/success Prolon - https://prolonlife.com/clary Stash - https://get.stash.com/successstory NetSuite — https://netsuite.com/scottclary/ Indeed - https://indeed.com/clary➡️ Talking Points00:00 - Intro01:37 - What Jonathan Does02:34 - Jonathan's Origin Story05:00 - Why Real Estate?09:21 - Why Isn't Everyone Doing This?12:30 - Finding Rent-to-Own Owners20:21 - Jonathan's Real Estate Advice24:25 - Jumping into Luxury Real Estate29:20 - Sponsor Break32:29 - Mastering Rent-to-Own Deals41:50 - Never Cross-Collateralize47:50 - What Jonathan Wants to Improve59:07 - Sponsor Break1:01:19 - Wild Career Stories1:17:23 - Jonathan's 2025 Business Size1:13:56 - Advice to His Younger Self1:18:35 - Jonathan's Biggest Risk1:22:22 - Radical Candor in Deals1:24:07 - A Tough Lesson Learned1:27:47 - Sacrifices & Work-Life Balance1:33:08 - Defining Success1:34:52 - One Lesson for His KidsSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Join Jack Chambers-Ward for a conversation with Greg Finn, co-founder of Cypress North and co-host of ⁨the fantastic Marketing O-Clock and It's New podcasts.The lads discuss what the next five years will look like for PPC Google Ads, SEO, and digital marketing. Greg shares insights on the evolving landscape of AI in search, the growing integration of ads, and the importance of adapting to new trends and technologies. Jack and Greg also discuss how digital marketers should break out of niche silos and pay attention to the broader changes in the industry.We also learn how much Greg loves revenge.Spoiler: It's a lot.Links to follow Greg:

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

What does it take to build stronger teams and more effective leaders? For Ken Bogard and Grace Gavin, it begins with a commitment to honesty. Laurie Barkman sits down with Ken and Grace—co-founders of Know Honesty and authors of the new book by the same name—for a compelling conversation about the role of open communication in business success. Dedicated to enhancing professional lives and simplifying leadership, Ken and Grace are leading a transformative movement that empowers individuals and organizations to close communication gaps, foster collaboration, and achieve meaningful goals.

In Episode 53, Tamara Kocharova welcomes Viktor Lindblom, Vice President of Global Learning & Development, whose strategies have transformed businesses from New York to Amsterdam.Dive into a masterclass on bridging the gap between L&D and business impact. Viktor reveals how he shifted from fixing internet connections in the early 2000s to designing learning ecosystems that drive revenue—and why traditional metrics like NPS scores often miss the mark.You'll Discover, why problem-solving beats “check-the-box” training— and how to align L&D with real business KPIs (like sales ramp-up time). You'll get culture hacks: How his “Radical Candor” training sparked a feedback revolution across continents.Whether you're an L&D leader, a people strategist, or a future-focused executive, this episode will challenge you to rethink how learning drives growth.If you believe L&D should solve puzzles — not just deliver courses — hit play now!Follow Tamara Kocharova, the podcast host and CEO at Lanes AI, on LinkedIn: linkedin.com/in/tkocharova Book a meeting to learn more about Lanes AI: lanes.ai/demo?utm_campaign=podcast-53-episode Listen all Episodes of LPTP podcast: podcasts.apple.com/us/podcast/lptl-love-people-technology-learning/id1736176315 Follow Tamara Kocharova, the podcast host and CEO at Lanes AI on LinkedIn to stay tuned for future episodes: linkedin.com/in/tkocharovaBook a meeting to learn more about Lanes AI: lanes.ai/demo

In this episode, Ash and Dusty explore the complex relationship between honesty, communication, and neurodivergence, especially within the ADHD community. They discuss how people with ADHD often struggle with communication due to impulsivity and a strong sense of justice, which can manifest as bluntness or oversharing. Through personal examples and coaching experiences, they highlight how honesty can sometimes cause misunderstandings or hurt feelings but also recognize its value as a strength when applied with empathy and context. The concept of "radical candor" is introduced as a balanced approach to providing direct feedback grounded in care and respect, which can be particularly helpful in professional and personal settings. The hosts also touch on the emotional challenges faced by those with ADHD, including rejection sensitivity and difficulty masking emotions, which affect how honesty is received and expressed. They emphasize the importance of positive feedback and praise for people with ADHD to provide necessary context for growth and self-understanding. Ash and Dusty encourage listeners to identify where they prefer directness in their relationships and advocate for honest communication that respects emotional boundaries. The episode closes with a promise to continue this deep dive into communication in future episodes, recognizing its critical role in navigating neurodivergent experiences. Episode links + resources: Join the Community | Become a Patron Our Process: Understand, Own, Translate. About Asher and Dusty For more of the Translating ADHD podcast: Episode Transcripts: visit TranslatingADHD.com and click on the episode Follow us on Twitter: @TranslatingADHD Visit the Website: TranslatingADHD.com

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

From Legal Eagle to Culture Champion: The Planet Group's HR Revolution In this lively episode, Dave Hennessy chats with Marni Helfand about her fascinating journey from courtroom litigator (inspired by her dad's dinner table practice arguments!) to leading both legal and HR at Planet Group. WHAT YOU'LL DISCOVER: - How Planet Group placed a staggering 80,000 people in jobs while expanding globally - The secret sauce behind their "One Planet" culture integration (hint: they let everyone BUT executives lead it!) - Why Gen Z wants feedback every two weeks while Boomers clutch their annual reviews - Marni's love for Kim Scott's Radical Candor approach to leadership: "compassion = empathy + action" - The "career lattice" that lets people zigzag between departments based on passion Perfect for HR leaders navigating acquisition integration, generational workplace dynamics, and the tricky balance between legal compliance and people-first strategies.

Welcome back to The Profit Lifestyle for Fitness Entrepreneurs with your hosts, Scott Carpenter and Andy Boimila!In this episode, Scott and Andy dive into their personal libraries and reveal the 10 most impactful books that shaped their business success, leadership skills, personal growth—and even how they view money, marketing, and life itself.

“We want to foster a culture where we're open, honest, transparent, and people can grow.When you're given the chance to express what you want/think, as well as know how you contribute, it creates this magical little atmosphere (aka workplace culture).”Today's Leading Through Crisis episode is all about building an inclusive culture.Rosi Bremec, COO of Game Lounge, talks to us about:- Balancing core business functions with innovative ideas and experimentation- Data-based decision making- Human connection and talent retention- Building an incredible company culture, even with fully remote employees and team"The more we can create environments where people can thrive, the more we'll see thriving in the workplace–where people are feeling, doing, and being their best."Join us for an incredible story and some great strategies you can employ today!—Rosi Bremec is the COO of Game Lounge, an innovative iGaming affiliate company. Known for her inclusive and performance-driven leadership, Rosi fosters a collaborative work culture that supports both personal and professional growth. She prioritises employee wellbeing and flexibility, ensuring her teams are motivated and aligned with the company's goals. Rosi has successfully implemented data-driven strategies to connect data with purpose and improve focus. She champions gender equality, parental equality, and remote work equality, creating a balanced, inclusive environment. Her progressive approach is helping to redefine leadership in the tech industry, emphasising the importance of employee satisfaction and purpose-driven success.Learn more about Game Lounge at gamelounge.com and/or connect with Rosi on LinkedIn (linkedin.com/in/rosibremec) or Instagram (instagram.com/rosi.bremec).

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

In this episode of Leader Chat, Jeff continues the 2nd half of his insightful discussion with Jason Rosoff on Radical Candor. We dive into the nuances of persuasion vs. manipulation, the significance of debate, and the importance of soliciting feedback from a leadership perspective. Discover why effective leadership is essential and how to cultivate a culture of honest feedback and growth in educational institutions. This episode is packed with strategies to enhance relationships and performance within your team.

In this episode of Leader Chat, Jeff sits down with Jason Rosoff, CEO and Co-founder of Radical Candor, to discuss the importance of candid feedback in leadership. They explore the key concepts of the book 'Radical Candor' by Kim Scott, including the crucial balance of caring personally while challenging directly. Jason shares insights from his time at Khan Academy and how radical candor can transform educational leadership. This engaging conversation reveals the practical strategies leaders can adopt to foster a culture of open communication and effective teamwork.

What if the key to exceptional leadership isn't commanding authority but leaning into vulnerability? What if the moments you feel most uncertain are the ones that hold the greatest growth opportunities?In this week's episode of Where Brains Meet Beauty, host Jodi Katz delves into these questions with Henry Davis, CEO of Sakara Life, and Debbie Perelman, a partner at InviNext Growth. Together, they explore how leading with radical candor, authenticity, and empathy can ignite team transformation.Debbie opens up about how Kim Scott's Radical Candor changed her perspective on leadership through behavior. Instead of fearing difficult conversations, she learned to approach them with honesty and care. For Henry, navigating leadership with ADHD has further shaped his belief that vulnerability isn't a weakness—it's a superpower. When leaders are transparent about their challenges, they create environments where teams feel empowered to do the same.But what does radical candor look like in practice? For Debbie, it's focusing on recognizing each player's strengths and guiding them toward a collective goal. Henry emphasizes the importance of continuous feedback, creating space for authentic dialogue that drives accountability and growth.Throughout this conversation, the group explored how even small shifts can transform leadership. Jodi introduces the idea of walking meetings—a simple yet powerful change that fosters open dialogue. Both Henry and Debbie swear by the clarity that comes from moving side by side, whether along the Hudson River Greenway or through Prospect Park. There's something about the rhythm of walking that breaks down walls and sparks honest reflection.And it doesn't stop at the workplace. Debbie's advocacy with the Child Mind Institute, inspired by her daughter Maya's journey with anxiety and selective mutism, exemplifies leadership in action. Her commitment to mental health advocacy serves as a reminder that strong leaders don't just drive business results—they champion causes that matter.Mentorship also takes center stage. Henry reflects on the mentors who shaped his path, offering not just guidance but unwavering belief. Debbie emphasizes the responsibility of paying it forward, encouraging today's leaders to nurture the next generation with genuine support and actionable feedback.So, what's the biggest takeaway? True leadership isn't about knowing all the answers. It's about showing up, asking the hard questions, and creating space for others to grow.

Are Business Books Really Helping You Succeed – Or Just Selling You Hype?In this episode of the Digible Dudes podcast, David and Reid break down the hidden flaws in popular business books and expose the arrogance vs. humility debate in thought leadership. From 10X Thinking to Radical Candor, we uncover why some of the biggest business gurus might be leading you astray - and what you should do instead.Here's what we covered:Why most business books fail youThe truth about “10X Thinking” and its hidden trapsHow name-dropping and self-aggrandizement weaken business adviceWhat successful business leaders really do (that books don't tell you!)If you're tired of overhyped business books and want real, actionable insights, this episode is for you!Digible:⁠ https://digible.com/Fiona: ⁠⁠⁠https://www.myfiona.com/Leave a Spotify Review: ⁠⁠⁠https://spoti.fi/3LfoEdU⁠⁠⁠Leave an Apple Review: ⁠⁠⁠https://apple.co/3AA2zRj⁠⁠(00:00) Why Business Books Are Overrated  (00:39) The Problem with Name-Dropping in Books  (01:30) Breaking Down "7 Habits" & Business Advice  (03:05) Why Writing for Yourself Matters  (05:13) How Business Books Lose Their Authenticity  (08:43) Arrogance vs. Humility in Business Advice  (11:57) The Truth About "Radical Candor"  (15:17) Why "No Rules Rules" Gets It Right  (22:13) The 10X Thinking Debate: Does It Work?  (27:22) The Real Problem with Business Gurus  (31:20) How to Find Business Advice That Actually Works  (44:30) What You Should Do Instead 

Employees crave feedback—96% say they want it! But let's be honest… giving and receiving feedback can be awkward.

In this week's episode, Ishwari Samarakoon and Nisrine El-Choueifati speak about the role that professional support can play in managing challenging interactions and the stress that this can cause us to feel. Nisrine and Ish discuss wellbeing, values-based decision making, and the things they have learned when providing supervision following a breach of the Code of Ethics. Resources: Contact Ish: https://thespeechielife.com.au/ Contact Nisrine: https://nisrineelchoueifati.com/ IAHA Cultural Responsiveness in action framework: https://iaha.com.au/workforce-support/training-and-development/cultural-responsiveness-in-action-training/ EYLF framework: https://www.acecqa.gov.au/sites/default/files/2023-01/EYLF-2022-V2.0.pdf Brene Brown: https://brenebrown.com/hubs/dare-to-lead/ Radical Candor: https://www.radicalcandor.com/ The 2025 Code of Ethics targeted review survey for speech pathologists: https://www.surveymonkey.com/r/ZTLGL5W The 2025 Code of Ethics targeted review survey for stakeholders: https://www.surveymonkey.com/r/HYXZZHN SPA Resources: SPA Code of Ethics: https://www.speechpathologyaustralia.org.au/Members/Public/About-Us/Ethics-and-standards/Ethics/Code-of-Ethics.aspx?hkey=ec1b7489-e6a2-438a-8fce-59415fc4d5f5 SPA Professional Standards: https://www.speechpathologyaustralia.org.au/Members/Public/About-Us/Ethics-and-standards/Professional-standards/Professional-Standards.aspx?hkey=75c8df94-f759-4785-a1e0-44d1c6f8c0d8 SPA supervision register: https://www.speechpathologyaustralia.org.au/Members/Members/Professional-practice/Supervision/About-Supervision.aspx?hkey=fe0e4ee6-7d3c-4961-9b9e-415afeda5e6e SPA mentoring program: https://memberhub.speechpathologyaustralia.org.au/mentoring Speech Pathology Australia acknowledge the Traditional Custodians of lands, seas and waters throughout Australia, and pay respect to Elders past and present. We recognise that the health and social and emotional wellbeing of Aboriginal and Torres Strait Islander peoples are grounded in continued connection to culture, country, language and community and acknowledge that sovereignty was never ceded. Free access to transcripts for podcast episodes are available via the SPA Learning Hub (https://learninghub.speechpathologyaustralia.org.au/). You will need to sign in or create an account. For more information, please see our Bio or for further enquiries, email speakuppodcast@speechpathologyaustralia.org.au Disclaimer: © (2025) The Speech Pathology Association of Australia Limited. All rights reserved. Important Notice, Please read: The views expressed in this presentation and reproduced in these materials are not necessarily the views of, or endorsed by, The Speech Pathology Association of Australia Limited (“the Association”). The Association makes no warranty or representation in relation to the content, currency or accuracy of any of the materials comprised in this recording. The Association expressly disclaims any and all liability (including liability for negligence) in respect of use of these materials and the information contained within them. The Association recommends you seek independent professional advice prior to making any decision involving matters outlined in this recording including in any of the materials referred to or otherwise incorporated into this recording. Except as otherwise stated, copyright and all other intellectual property rights comprised in the presentation and these materials, remain the exclusive property of the Association. Except with the Association's prior written approval you must not, in whole or part, reproduce, modify, adapt, distribute, publish or electronically communicate (including by online means) this recording or any of these materials.

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

Aaron Burnett, founder and CEO of Wheelhouse Digital Marketing Group, delves into the unique marketing challenges faced by the MedTech industry. He discusses the critical importance of continuous messaging and creative iteration in data-constrained environments, highlighting how accurate first-party and zero-party data strategies can drive performance in highly regulated markets like healthcare. He emphasizes the need for proprietary data solutions to stay compliant and effective amidst evolving privacy regulations. Reflecting on his personal and professional journey, Aaron shares practical insights on optimizing marketing strategies for better business outcomes while maintaining a culture of generosity and helpfulness. Guest links: www.wheelhousedmg.com | www.linkedin.com/in/aaronburnett | Aaron@wheelhousedmg.com | https://youtube.com/@wheelhousedmg Charity supported: https://www.feedingamerica.org/  Interested in being a guest on the show or have feedback to share? Email us at theleadingdifference@velentium.com.  PRODUCTION CREDITS Host: Lindsey Dinneen Editing: Marketing Wise Producer: Velentium   EPISODE TRANSCRIPT Episode 050 - Aaron Burnett [00:00:00] Lindsey Dinneen: Hi, I'm Lindsey and I'm talking with MedTech industry leaders on how they change lives for a better world. [00:00:09] Diane Bouis: The inventions and technologies are fascinating and so are the people who work with them. [00:00:15] Frank Jaskulke: There was a period of time where I realized, fundamentally, my job was to go hang out with really smart people that are saving lives and then do work that would help them save more lives. [00:00:28] Diane Bouis: I got into the business to save lives and it is incredibly motivating to work with people who are in that same business, saving or improving lives. [00:00:38] Duane Mancini: What better industry than where I get to wake up every day and just save people's lives. [00:00:42] Lindsey Dinneen: These are extraordinary people doing extraordinary work, and this is The Leading Difference. Hello and welcome back to another episode of The Leading Difference podcast. I'm your host, Lindsey, and today I'm delighted to introduce to you my guest, Aaron Burnett. Aaron is CEO and founder of Wheelhouse Digital Marketing Group, a sought after digital marketing agency based in Seattle, Washington, that helps brands thrive by solving their toughest digital challenges. Every point of Aaron's career has been marked by his ability to leverage technology and his own creativity to drive growth. He has propelled Wheelhouse into working with some of the world's most innovative healthcare and medical device brands for more than a decade, consistently delivering exceptional business value through a combination of deep healthcare marketing expertise, purpose built technology, and creative capabilities. Most notably, Aaron and his team have developed technology and services that guide digital strategy for clients such as Providence, Fred Hutch, Delta Dental, and NASA. Well, welcome, Aaron. Thank you so much for being here today. I'm really excited to talk with you. [00:01:47] Aaron Burnett: Yeah, I'm excited to talk with you as well. Thanks for having me. [00:01:50] Lindsey Dinneen: Of course. Well, if you wouldn't mind starting off by sharing a little bit about yourself, your background, and what led you to MedTech. [00:01:59] Aaron Burnett: So I'm CEO of an agency called Wheelhouse Digital Marketing Group. It's a 14 year old agency. We provide performance marketing for privacy first industries. We have a particular concentration in medtech and healthcare, and have had that concentration for the last dozen or so years. We work with very large health systems like Providence, we work with some of the largest health insurance systems in the U. S. as well as large to mid size medical device manufacturers, and interestingly, we've also worked with NASA for the last six years, which is in neither of those markets but is interesting and complex and is NASA, and we get to do things on a scale that you don't get to do anywhere else. We're probably a little bit different from most other agencies, first in that everything that we do is attuned to privacy first industries. So we are, because of our long standing relationship with healthcare in particular, accustomed to working in environments that are highly regulated. So being attuned with HIPAA compliance and implications on third party tracking, working with much less data than you would work with in a typical e commerce or B2B lead generation sort of a situation. And so we have folks who are deeply expert at working in those markets, know them well, have an orientation toward performance marketing, which is what all of our clients want. They are diverse, but they're unified in that they want us to achieve an outcome with business value. It's important. It's lead generation. It's a transaction. It's something that has tangible value that can satisfy a chief financial officer. So deep expertise. We also have developed our own proprietary technologies and methodologies that help us to deliver performance marketing in these markets. So you know, in a highly regulated industry, you can't just use platform data for audience targeting. You don't get a lot of that data. You can't use platform data for optimization. You have to be very careful about what you collect and what you share and how you evaluate and commingle and analyze that data. So we've created our own HIPAA compliant data warehouse and a BI practice on top of that allows us to bring in not only platform and analytics data, but also CRM information so we can integrate it in an API level with CRM systems and first party data. So we get a lot of insight. We can see the entire user journey, customer journey, prospect journey in the context of our analysis in this platform and not share data with anyone else. So we never fall afoul of any regulations. And then our analysts can identify insights and then activate those insights in advertising platforms in sort of an air gap situation. We never have to share data. We also provide creative, but it's creative in the service of conversion rate optimization. So it's performance creative. We're not going to develop a new advertising campaign or a new branding strategy, but we are highly adept at figuring out how to get creative to perform, which is increasingly foundational to driving exceptional marketing outcomes. Now, because so much advertising is algorithmically driven and because in the absence of audience targeting, it turns out that creative variation and a really broad set of creative variation is kind of the new way to target an audience. So if you have 15 variations on a particular creative and they're attuned to different audiences and different messages, you can in some contexts rely on the platform algorithms to find your audience for you through that creative. So we're attuned to delivering that way. In terms of my own background, I started as a marketing exec. So I was a VP of Sales and Marketing with AT& T Wireless, worked for some other telecom and software companies, and started consulting and helping other folks with marketing, and found that I was good at and loved digital marketing, starting with SEO and then moving into the other disciplines. And the thing that I loved about that and that I continue to love about it is that it combines creativity, the art of marketing, with a definitive outcome which you don't get in traditional marketing. So it's there in the data, whether you did it or you didn't. And that's quite satisfying and also create security when you're working with clients. We can, at the end of a quarter say, "Listen, you're up 85%. And here's how we did it." And that creates certainty around the value of the relationship. It creates longevity in the relationship. We strive very hard to develop long term client relationships. I think our average tenure is about six and a half years now. And we find that just continuing to deliver and continuing to clearly explain what we've delivered puts us in good stead and makes for a nice, stable, and growing business. [00:06:37] Lindsey Dinneen: Nice. Well, first of all, congratulations on that business that you've successfully launched and is going strong. That's awesome. I know that's no small feat. I know a lot of our listeners can relate to that too, of being that CEO and taking on that incredible new job opportunity, and how many things you learn and the day to day ups and downs of entrepreneur. [00:06:57] Aaron Burnett: That's right. You get an opportunity to make a new mistake every day. [00:07:02] Lindsey Dinneen: Indeed. Indeed. Indeed. But that's a good thing. So that's fantastic. Thank you for sharing a little bit about that. So going a little bit back into some of your personal background, and then I'm delighted to delve into the company as well and what you do. But in the growing up, did you have an inkling that marketing would be the thing for you, or did this sort of grow out of schoolwork, or what was that thing that said, "Oh, I think I know where I want to be?" [00:07:30] Aaron Burnett: I figured out where I wanted to be by figuring out where I didn't want to be first. [00:07:34] Lindsey Dinneen: Oh. [00:07:35] Aaron Burnett: So no, the thing that I wanted to be, from the time I was seven until I was in the middle of college, was an attorney. Then the notion that I had of being an attorney was you would fight for truth and justice and fairness and all of those virtues, sort of a cinematic version of being an attorney. And what changed my mind was that I paid my way through college by working in restaurants, and in a particular restaurant in which I worked-- it was a fine dining restaurant-- there were a lot of attorneys who came in with clients or came in after work. There were also a considerable number of law school students during the summer who were taking a breather and recovering before they went back again. And I got really consistent insight and advice, which was sort of distilled. The law school students said, "Yeah, we used to think that's what this was for too. And that was beaten out of us by the second year of law school. That's not what this is for." The attorneys who were successful, particularly financially successful, they were focused on transactions and they were very conventionally successful and very apparently miserable. Then the other thing was that I came to believe that being an attorney would draw out the very worst in me. I'm a little bit competitive and I really enjoy arguing. I couldn't see how that was going to be good for me, a marriage, or being a good father, or any of those sorts of things. So, I figured out what I didn't want to do first. And then when I graduated from college, I had studied communications and then I also had studied political science and eastern philosophy and religion. And after college, I was aware that I wasn't ready to get a job, because I had no idea what that job would be. So, I went backpacking in Southeast Asia. I bought a one way ticket to Bangkok. And the plan was that I would travel for three years, and I would see in person some of the things that I studied. I would learn more and think more and get more clarity as to who I was and who I wanted to be. But that plan changed when five months into that trip, I met a woman on an island off the coast of Malaysia at a beach party during Ramadan when everything else shuts down at sundown and the only thing to do is to hang out with other backpackers. And we met and stayed up until three in the morning talking and both of us knew, like, right away, "Oh, you're the person." So we spent most of the next seven days together. Got engaged at the end of those seven days. Got married three months later in New Zealand. She's a New Zealander who was headed to Europe. And then came back to the U. S. so that she could be in the U. S. for the two years that required to establish permanent residency. And I started working for a telecom company in a temporary role. I worked there for three weeks as a temp. I was hired as an employee into the marketing department and discovered that marketing was an aptitude and something that I really enjoyed. I was also in a really fast growing company. It was a cellular company, part of Macaw Cellular at the time. And kind of the ethos there was, "Doesn't matter if you have done it, because nobody's done this stuff before. If you can do it, and you show aptitude, we're going to give you a shot." And so I got to do all sorts of things that I had no business doing, but that I succeeded at. I built a call center. I built a marketing organization of 75 employees and ran that for about three years. And I ended up becoming VP of Sales and Marketing, about seven years into that stint and just discovered that I love marketing and I particularly love marketing the intersection of marketing and technology. I love the tech part. I love developing new technology. One of the things that I did there was to develop a call completion platform for the network that we worked on that had a significant impact on revenue and a decrease in cost. So I loved identifying technical solutions and then activating them from a marketing perspective. What I also discovered, though, when that company was acquired by AT& T was that I didn't like really big companies, where you got to be VP of something very deep but very narrow, which is how that was going to turn out. And so I went from there to a series of smaller and smaller companies. And the closer I got to entrepreneurship, the happier I became, and the more at ease I became until in the year that my first daughter was born, in a job that was going super well-- I joined two years prior, the company had increased its customer base by about tenfold, things were going super well, it was five minutes from my house. It was easy, I wasn't stressed, but it was also super bored. I quit and started a company, and from there went into, I made all of the first time entrepreneur mistakes in that company. I left that company. Actually, that company left. That company didn't succeed. [00:12:32] Lindsey Dinneen: Oh, no. I'm sorry. [00:12:34] Aaron Burnett: It was great. I learned a lot. I also learned that I loved that and then started to consult and learned that. No, I actually love technology and marketing, but I love more helping people. That feels really good to me. And so sort of fast forward a few years. I created Wheelhouse for a couple of important reasons. One is I wanted to create the agency that I always wished I could hire when I worked for other companies. And what I wanted out of an agency partner was that it was partnership. It was somebody who really did have my best interests at heart that didn't deploy an account manager on me who is constantly looking for opportunities to monetize the relationship, who was playing this sort of kabuki theater where we pretend we're friends, but really it's about the change order, which felt bad on a soul level to me. And I also wanted to create this sort of place I always wanted to work. [00:13:29] Lindsey Dinneen: Yeah. [00:13:30] Aaron Burnett: I worked in larger and larger companies-- and actually this was true in venture backed companies as well-- in most instances, what I discovered is that people were asked to be someone different at work than they were at home. We have a set of values that we all agree to societally. We believe in being helpful and generous and kind. We would help anyone on the street if they asked us. If a friend called, and asked for help, you wouldn't figure out how you were going to get paid for that help. You wouldn't be playing the angles. If you were doing something with a friend, if you were coming to an agreement, if you were writing letters to an exchange of letters to agree on plans, you wouldn't be crafting the language, looking for the way that they might transgress, and you could take advantage of them. And yet, I found lots of instances where that was true in business, and that didn't make any sense to me. So I wanted to create a place that I wanted to work where the same values that you uphold that you believe in that are healthy in your personal life are the values that you adhere to in your professional life as well. And so the core values that have informed and continue to inform the way that we behave here are in part traditional. Integrity and stewardship are there, but so too is helpfulness and generosity and joyfulness. We say to every prospective client, every current client, everybody who works here, "We exist to be helpful." That helpfulness is not constrained by a piece of paper. If a client asks us for help, we will help first. We'll be generous with our time and our expertise and our resources. We'll almost certainly do work that we're not being paid for explicitly. We'll look out for our client's best interests, but we'll look out, we'll ask them to look out for our best interests as well. And we say that explicitly. And my experience is that in almost every instance, if you remind people of who they are at the beginning and that, "Hey, this is a personal relationship here. I know there's a contract and it's a business contract but as a person with my business I'm helping you as a person to achieve your aims as well. And anything we do that's detrimental has a personal impact and anything we do that's additive has a personal impact. And I'm going to try to make this the best experience for you and I'll rely on you to do the same with me." You know it creates a much healthier relationship, and that's part of the reason we have such a long client tenure. Our clients very quickly know, "Oh, you're on my side. You're going to help me. I don't have to walk around with one hand holding my wallet. I don't have to worry every time I call and ask for help. I don't have to review my SOW." [00:16:06] Lindsey Dinneen: Yeah. [00:16:06] Aaron Burnett: Pretty quickly get to a place where neither of us remember what's in an SOW. And we're only going to go back and look at it if something really gets to the size that, "Oh no, that definitely wasn't a part of this initially. We should talk about this being a separate thing." And quite often, it's the client doing that, saying, " Doing this thing, we should pay you more for that." And I love that. I see that as an indication of health. We do other things that are unconventional as well. We do have an account team. They focus on hospitality, not monetization. And one of the metrics that we track internally is laughter. So if we're in all of our client meetings, we're listening for laughter. We're not scoring it. We're not trying to make it happen X number of times, but I see the presence of laughter as an indication of ease and trust and health, and we really care about that, and so we invest in it. [00:17:02] Lindsey Dinneen: I love that. Oh my goodness. I love all of the culture that you have so meticulously crafted, and it's so interesting because as you were talking about it, I was thinking how you had mentioned early on career wise you were saying, "Well, I, I learned by discovering what I didn't appreciate." And I'm wondering then if part of the culture that you have so carefully developed and cultivated over time is also partly, "Oh, I see what hasn't worked very well in the past. So now I'm really focusing in on something that is aligned" to who you are, obviously because you're the CEO, this is your business, but also just, "this is what works well for our client relationships and everyone who works with us." [00:17:45] Aaron Burnett: Yeah, that's true on a number of levels. It's true in that, at times we see the way that other agencies or even writ large, other service organizations behave. Sometimes we bump up-- actually frequently we bump up against other agencies, particularly in large client situations. And we're really explicit in saying we're never going to try to poach business from another agency because we just don't think that's very nice. You have to behave in a very mercenary way to make that happen. You have to undercut someone. And so instead, we talk about creating the conditions that make people want to work with us. So we'll work hard to create the conditions that show us to be expert and clearly demonstrate the value that we can deliver, but we're not going to say, in contrast to those people over there. [00:18:32] Lindsey Dinneen: Yes. [00:18:32] Aaron Burnett: And there's a difference. And so, we come back to our values on that. We also, you're right in that the impetus for the culture came from me, but I also have a strong belief that everyone who comes here should add something to the culture and they are free to express the culture in their own way. Some of those ways might not be comfortable to me the ways that I would think you might go about doing this, but they're great for other people, right? And there are things in the company rights that are kind of like that where I know a majority people love this thing. It's important culturally. It doesn't do anything for me, but that's okay. And then we also have learned-- I joke that you get to make a new mistake every day and that's a joke. It's also pretty true. I make lots of mistakes. I have made cultural mistakes over the years that were very well intentioned and have been costly, either financially or culturally. I think that, you know, there are byproducts of a culture like ours that are behavioral. If you're going to be helpful and generous and pursue joy in your daily work, then the byproducts should be that you also are, you know, kind and gentle, and that you extend grace to people when they mess up. And those are great things, but taken to extreme, they also can be damaging things. And there have been times when I've taken them to extreme, when I thought with a, let's say an employee who wasn't performing well, but I had a great deal of empathy for. I would want to give them many chances and think, "Well, surely, okay, if I explained it one more time but different, or if someone else gave them clearer direction, or we did something else, we're going to get there from here." thinking, "Well, this is very kind to them. I'm giving them more runway. And it's good culturally as well. This is the right, sort of the moral decision to make." And in retrospect, that was totally wrong. It wasn't actually kind to them because we also communicate frequently. They knew where they stood. They knew they weren't performing. And this just extended the non performance in a lot of instances. It was also not kind to their team members because they had to fix the work or do the extra work. It was frustrating to them to see that their merit wasn't held in higher esteem, treated differently, that they were getting less attention than a person who was underperforming. And it took a long time for me to learn that. Other people told me I was doing that wrong for years. And in fact, there's a great book that we have used, that you're probably familiar with, called "Radical Candor" that really speaks to the importance of being quite direct, but in a kind way. And there is, there are four quadrants described in that book for different sorts of styles. And there's one just for me, I think, called Ruinous Empathy. And that's where I lived for a while. Super nice, very empathetic. But sometimes a bad result. [00:21:34] Lindsey Dinneen: Yeah. It's a great book. Highly recommend it for anyone eager to improve communication and how to give feedback and whatnot. [00:21:42] Aaron Burnett: Right, yeah. We call it telling the kind truth. You can say a hard thing, but in a nice way. [00:21:49] Lindsey Dinneen: Indeed. Indeed. And we all need that. We need that personally. We need to be able to give that. So that's incredible. So, now, specifically with medtech companies-- which I know you've chosen to really spotlight in addition to your healthcare organizations that you work with-- what major challenges or common challenges do you see medtech companies have when they're starting to think about-- well, maybe they haven't even gotten to a really good marketing plan yet because, you know, at first maybe they're just building, building and they haven't even thought, "Oh, I'm not quite sure how we're going to communicate about this." But just in general, what are some of the major challenges or common challenges that you see MedTech companies having with their marketing and how can you help? How can we help? [00:22:30] Aaron Burnett: Yeah. Huh. There are a couple of key challenges. One is figuring out messaging that resonates and drives performance. And a mistake that we often see is that messaging is viewed as static rather than iterative. It has always been the case that constant testing has real value, outsized value, particularly in digital advertising. It is exponentially true today that constant iteration and tweaking and tuning in messaging and in creative is absolutely essential to driving performance. And what also is true is that messaging and creative increasingly help you find your audience. So, if you're in a company that is highly regulated, that is governed by privacy regulations, that is perhaps governed by HIPAA regulations, you're significantly constrained in the data you have access to, the things that you can track. In the main, you can't really use third party tracking. It seems every week there is some sort of new announcement that further restricts the data to which you have access. The latest announcement is Meta declaring that they are targeting sensitive industries and categories. And that in targeting those industries and categories, they're going to block certain types of data, and the data that they're blocking in the main is conversion data. And so, you're blind with regard to whether anybody actually did the thing you needed them to do. Did they sign up for a trial? Did they complete a lead form? Did they ask for follow up? If you're using a conventional approach to those sorts of things, if you're using certainly their tracking, which I hope nobody is doing anymore, then that data just goes away on some date. But as you lose fidelity of the data and as you take into account sort of the more meta issue, not Meta the platform, but the global issue of cookie deprecation and privacy settings in browsers and the fact that already about 40 percent of the third party data that you would have gotten through browser signals is gone. You've lost fidelity. So the way that you find an audience now, particularly in a data constrained environment, is through what you put into market. It's messaging variation, and it's through really significant creative variation, not one ad, two ads, three ads, like old school conversion rate optimization, but 15 ads. 15 different creative concepts with variation of messaging that look very different. And as you do that systematically over time, you allow the algorithm to both optimize performance, and those algorithms work very well now, but increasingly-- and this is particularly true again on Meta which we find to be really powerful when done well for medical device clients-- you find that you don't just optimize the creative. In that optimization, the creative finds your audience for you. You're able to tune your creative to the audience that performs for you and continue to iterate in terms of both audience targeting and creative. So first there's, there is a need to test into all of this. And there is intensive testing at the beginning of the process, but there's continuous testing, perhaps at a lower velocity or intensity, even as you go along. It doesn't stop. You don't get to a point where, "Oh good, we're on cruise control. We've got the ad that works. We've got the PPC that works. Everything is working well." It's just constant iteration because it is algorithmically driven and because in the algorithms, you know you can think of this in terms of social media. In social media, I think people are familiar with algorithmic fatigue. If your algorithm in a personal feed on a social platform didn't change, didn't refresh fairly frequently, you get really bored with what you're seeing. The same is true in the platforms. And so we find creative fatigue, even with creative that performs super well, happens fast-- like a week, ten days, something like that. And the fall off isn't subtle. It's you're going along and you do that. It's a big drop. So it's constant iteration. The second thing that we find is a lack of, I was going to say a lack of sophistication with regard to data strategy. It's actually more often the absence of data strategy. I think for a long time data strategy didn't need to be foundational to marketing, even to digital marketing. If you think of digital advertising or even organic forms of digital marketing, the platforms did the work for us. You targeted audiences in the various advertising and social platforms. You got all your data through analytics. You could see what was happening in search through search console. Perhaps you use some third party platforms as well. But what is true now in a data constrained environment is that the most important signal, the signal that delivers greatest value, isn't the signal that's in the platform. It's the signal that's probably in your CRM. It's the one that tells you that a lead converted, someone actually went into trying a device, or they actually became revenue generating. So you need a strategy at a system, at a platform level, to bring all of that data together and to normalize it in a manner that enables it to be evaluated and analyzed as a corpus of data that enables you to see the entire user journey. You need a strategy around naming conventions in advertising that allows you to bring that in a way that can be integrated with CRM data and other analytics data or other platform data. You need a first party data strategy, because in a data constrained environment, in a tracking constrained environment where you can't rely on third party data in the same way, audience targeting and even optimization now rely substantially on first party data. It's the data you own that you have permission to use, or on zero party data. Well, you can't put that in a public database. That has to go in a purpose built data warehouse that has been developed for privacy sensitive industries. And so, in our case, we created a HIPAA compliant data warehouse and a BI practice on top of that that gives our analysts the ability to view the customer journey in entirety, to see people as they move through sort of the prospect funnel, and to optimize for the conversion step that isn't in the platform but delivers business value. And then to use the insights that they glean there to optimize in a platform without sharing data, which is the key. You're able to know, and this is something for people to remember, despite all the increased privacy regulations and constraints, as a website owner, as long as you have the right data environment, meaning the data you collect is in a HIPAA compliant environment, if you're governed by HIPAA, certainly in a privacy sensitive environment, even if you're not, you can collect full fidelity data regarding what people are doing on your site. You can't share it with a third party platform, you can't send it to Meta, you can't send it to Google, but you're able to know everything that you knew before, so long as you collect it in the right way, and evaluate it in the right way. And our experience is, the privacy regulations, despite being uncomfortable and alarming and forcing a lot of intense activity up front to create a new systemic approach, new infrastructure connections and new data strategies, actually yield a much better business outcome. We can drive better performance with first party data. We drive more business value with first party data than we did when we were doing it the easy way and using platforms for targeting and optimization. [00:30:27] Lindsey Dinneen: Yeah. Okay. Yeah. So, so your company really helps to bridge the gap between what maybe, if you're not into the nitty gritty details, say we're speaking with somebody who's developed a device what they may have learned as, as far as like Marketing 101, but it is so different when you have, like you said, very specifically protected industries and they have a lot of regulation and we have to be really careful with how we talk about things. So your company is really helping bridge that gap between what we may have all been taught and kind of know in the back of our head versus here's the actual reality of the situation today. And you're keeping on top of all of those regulations. [00:31:08] Aaron Burnett: True. And then, you know, because we concentrate on the medical device industry, we also are highly attuned to what language we can and cannot use. And we know, alright, we need creative variation, but we also understand that we can't just test anything. That we need to be very careful with language, we have to use language that's approved, it needs to come from certain sources and not from others. If it's new it has to go through a certain approval process. So, we end up creating a lot of efficiency by simply knowing how it all works and having a lot of experience with needing to create new ad variations that win easy approval and can very quickly be put into market. [00:31:50] Lindsey Dinneen: Yeah, of course. Now, you know, in working with MedTech and you've chosen again, some very specific niches, which I love. Have you had any moments that really stand out as, "I'm working with this client and I am in this industry and I am realizing, 'Wow, I am really in my element.' I am here for a reason." It just sort of stands out at this moment that matters. [00:32:15] Aaron Burnett: Yeah. One of the clients we've worked with for a very long time has an insulin monitoring and delivery device. We worked with them when they were sort of mid sized, but also kind of looking for market fit in their digital marketing was dormant. Almost dormant. I'd put it on the verge of dormant. It wasn't doing well. So, we started on a series of projects with them, and they started quite small, and very quickly were able to deliver a lot of performance for them. So, the first year, we increased lead generation by just under 500 percent for them, which was super meaningful and exciting, and enabled us to start this very long term relationship that is broad and multifaceted now. What I've loved about working with them, and we were talking about this when we first got online, is that the people who work there really care about the people they serve. And as a matter of fact, there is almost a universality in that the people who work there either have close friends or family members who deal with diabetes. And so it's not a commercial endeavor. I mean, it is, but it's also a very personal endeavor and they're aware and convinced-- and I think they're right-- because I also have a close family member who uses their device, that their device makes such a difference to the quality of life for the people involved. The difference that I've seen in this family member is that she went, I think, from being aware, moment to moment, "I'm diabetic and I need to keep track of this, and there are some things I need to do at certain points throughout the day," to "That's not really a main thing I have to think about. I mean, I have to be kind of aware of it, and, you know, I've got an app on my phone, and I do have this device, but this is not something that is at the forefront of my brain. I can think about other things, and this is very much in the background." And that's a really big deal. And we feel the same. I know I have been to public events. I went to a high school play and one of the performers was very clearly wearing this device and not hiding it. It was super visible just a part of her life, not anything she felt embarrassed about. And I felt proud of that, even though I have, I play such a small part in that. But, just felt proud that she felt comfortable, and she was a lead in a school play, and it was a good play, and a big deal, and there were hundreds of people in the audience. And so, to see the impact of something like that, and to have confidence that the work that we do actually makes a positive difference in the world, is soul satisfying. [00:35:00] Lindsey Dinneen: Yeah. Thank you for sharing that story. That's, that is really special and impactful. And I always think, you know, we don't always get those moments of realizing the impact of our work. I agree with you, even in the small, like, "Oh my gosh, I had a tiny little piece to play in it." But it just makes you think, "Oh my goodness, what I do really does matter. It does make a difference." And so to get that opportunity to have seen it in action and in such a positive light is incredible. So yeah, I appreciate you sharing that. [00:35:29] Aaron Burnett: It's comfortable. It feels so good to market for clients when you're sure that what you're putting in the marketplace is really good for them. And what you're trying to do is just make sure they're aware of this good thing. That's so different than marketing for a client where you're sure they want to make more money and you're not sure that anybody who buys this thing-- does it matter? Does it not matter? Does anyone really need this thing? You know, that's a very different feeling than being confident that the thing you're promoting will make a positive difference in their lives. So, yeah. [00:36:09] Lindsey Dinneen: Amen to that. And that's a really interesting thing about marketing that can be divisive a little bit among people who aren't as familiar with the industry or as comfortable. And so it's really nice to know, you know, marketing can, and is very often, used in a very positive way to highlight the important things 'cause you know, as I try to remind my lovely engineer friends is you can make the most wonderful thing in the world, but if nobody knows about it, that's that. You know, that you're just, you're stuck. So, so it is important to have marketing and to have that bridge that gap and make it known. But to just know, like you said, that it's going to make a positive impact is just wonderful. So yeah, I love that. So pivoting the conversation a little bit, just for fun, imagine that you were to be offered a million dollars to teach a masterclass on anything you want. It can be within your industry, it can be totally separate. What would you choose to teach? [00:37:07] Aaron Burnett: Oh, the power of culture. [00:37:09] Lindsey Dinneen: Ooh. [00:37:10] Aaron Burnett: And if I had to focus more specifically on the power of generosity in business. My experience, our experience throughout the history of this company, is that helpfulness and generosity are our BD strategy. We're not trying to convince anybody of anything. We're trying to give as much away as we can be as generous as we can. And we find that if you help people, if you are generous and if you do it without expectation-- and I can't fully explain why this is true. I have some guesses. If you help people without expectation, you just help them because you're helpful, and that's the right thing to do, and you do that for a person, that good things happen out of that. I think I can explain it. I can understand it more mechanically. I might bump into you. We may or may not know one another, but we get chatting, and you tell me you've got a problem, and I know the answer to that problem. It's also a service that I offer. And I could certainly play the angles and try to get an engagement to get you to pay me for that service. I could just help you. And you may or may not ever become a client, but I've helped you. And my experience with that is that we've gotten referrals from people who have never been clients. And sometimes those referrals occur years later, like long enough that we only vaguely remember who that person was and what we did for them. But I think that being generous, you can't tell someone to trust you. But you can behave in a trustworthy way. You can't tell someone in a way that inspires confidence, "Look, I'm gonna look out for your best interests. I'm not gonna try and pick your pocket." But you can behave that way. And you can communicate it with your actions. So, I think it's interesting to consider what business and society would be like if the orientation was toward generosity rather than the orientation being toward protection. When we write SOWs, for the longest time we wrote the most naive SOWs. And we did it intentionally. A, because, practically, we're a small agency working with big clients. And if somebody wants to take advantage of us, they probably can because I have a limited attorney budget, and I don't really want to spend my budget on that anyway. But the other reason is that I that seems to have integrity with what we say. We're going to be helpful and generous. We're going to do work you're probably not going to pay us for. We'll look out for you. You look out for us. We're not going to get you with business terms. We're not going to squeeze you with scope of work, that sort of thing. So, let's not kid each other. Let's not now create this document that's super conventional and has five pages of terms and conditions and that sort of thing. It's honestly only as we've worked with larger and larger organizations where their legal teams won't let them sign an SOW that's as goofy as ours were. You have to have certain terms and conditions, and if we don't provide them, they send us theirs. We don't like theirs as much as we like ours, so. Yeah. Yeah. So I think generosity is a tremendous engine for very healthy business growth and very healthy personal relationships. [00:40:30] Lindsey Dinneen: Absolutely agreed. And how do you wish to be remembered after you leave this world? [00:40:36] Aaron Burnett: As kind. [00:40:37] Lindsey Dinneen: The world needs a lot more of that, so I'll take that answer any day. And then final question, what is one thing that makes you smile every time you see or think about it? [00:40:50] Aaron Burnett: Oh, I have two daughters. Yeah. [00:40:54] Lindsey Dinneen: Yeah, excellent. Oh, that's wonderful. Family is important and special. That's wonderful. Well, thank you so much, first of all, for your incredible insights today, for your generosity, to your generosity of your time with us and diving into some really specific areas that, that med tech companies can think about, can be aware of as they're even seeking somebody to help them with their marketing. I really appreciate you being open and willing to talk about some of those those nuances. So thank you very much for that. We are so honored to be making a donation on your behalf today to Feeding America, which works to end hunger in the United States by partnering with food banks, food pantries, and local food programs to bring food to people facing hunger and also they advocate for policies that create long term solutions to hunger. So thank you so much for choosing that charity to support. And gosh, I just wish you the most continued success as you work to change lives for a better world. [00:41:55] Aaron Burnett: Thank you. I really appreciate it. You too. It was a great conversation. I really enjoyed it. [00:41:59] Lindsey Dinneen: Good. Absolutely. Well, and thank you also to our listeners for tuning in. And if you're feeling as inspired as I am right now, I'd love it if you'd share this episode with a colleague or two, and we will catch you next time. [00:42:14] Ben Trombold: The Leading Difference is brought to you by Velentium. Velentium is a full-service CDMO with 100% in-house capability to design, develop, and manufacture medical devices from class two wearables to class three active implantable medical devices. Velentium specializes in active implantables, leads, programmers, and accessories across a wide range of indications, such as neuromodulation, deep brain stimulation, cardiac management, and diabetes management. Velentium's core competencies include electrical, firmware, and mechanical design, mobile apps, embedded cybersecurity, human factors and usability, automated test systems, systems engineering, and contract manufacturing. Velentium works with clients worldwide, from startups seeking funding to established Fortune 100 companies. Visit velentium.com to explore your next step in medical device development.

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

What if creating frictionless digital experiences wasn't about removing all friction, but adding the right friction at the right time? Join hosts Chuck Moxley and Nick Paladino as they talk with Nakul Goyal, VP of Growth at CARFAX. With over two decades of experience, including roles at TripAdvisor and Berkshire Hathaway's Oriental Trading Company, Nakul shares his passionate approach to building high-performing teams, measuring ROI, and evolving products from simple solutions to comprehensive platforms that customers love.In this episodeBuild high-performing teams by focusing on the right people, clear goals, established rituals, and continuous feedback through radical candor.Instead of eliminating all friction, focus on implementing the right friction in the right places to build user trust.Calculate ROI by looking beyond direct costs to include the full investment of team time and resources.Want more tips and strategies to create frictionless user experiences? Subscribe to our newsletter!CARFAX Website: https://www.carfax.com/Nakul's Email: NakulGoyal@gmail.comNakul's LinkedIn: https://www.linkedin.com/in/nakulgoyal/Chuck's LinkedIn: https://www.linkedin.com/in/chuckmoxley/Nick's LinkedIn: https://www.linkedin.com/in/npaladino/Chapters:(00:00) Introduction to Friction and Digital Growth(01:48) Eliminating Friction in Digital Growth(02:50) Building Trust with the Right Friction(06:50) CARFAX's Evolution(13:27) The Importance of Staging Environments(17:25) Future of Digital Experience and Testing(24:44) Cultivating High-Performing Teams(29:14) The Importance of Radical Candor(33:38) ROI Mindset(38:15) Balancing MVP and MLP(44:14) Conclusion

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

Alisa Cohn is an executive coach who has worked with C-suite executives at startups like Venmo, Etsy, Wirecutter, and DraftKings, and Fortune 500 companies like Microsoft, Google, Pfizer, Dell, and IBM. Inc. Magazine named Alisa one of the top 100 leadership speakers, and she was named one of the Top 50 coaches in the world by Thinkers50 and the #1 startup coach for the past four years by Global Gurus. She is also the author of From Start-Up to Grown-Up, which won the 2022 Independent Press Award and the American Book Fest 2023 Best Book Award for Entrepreneurship, and is the creator and host of a podcast of the same name. In our conversation, we discuss:• The psychology behind why we avoid difficult conversations• Specific scripts for having five common difficult conversations• How to handle defensive reactions in the moment• The three questions you should end every meeting with• “The founder prenup” that every founding team should work through• Common leadership myths• Stories of failure from Alisa's career—Brought to you by:• Eppo—Run reliable, impactful experiments• Rippling—Automate HR, IT, and finance so you can scale faster• Liveblocks—Ready-made collaborative features to drop into your product—Find the transcript at: https://www.lennysnewsletter.com/p/scripts-for-difficult-conversations-alisa-cohn—Where to find Alisa Cohn:• X: https://x.com/AlisaCohn• LinkedIn: https://www.linkedin.com/in/alisacohn• Website: https://www.alisacohn.com• Podcast: https://www.alisacohn.com/podcast—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Alisa's background(04:48) Having difficult conversations(12:48) Scripts for performance feedback(20:20) How to respond when someone is defensive or upset(25:07) Scripts for handling promotion disappointments(31:00) Scripts for handling terminations(35:44) The importance of positive feedback(38:49) Understanding your job as a leader(44:55) Recognizing your own blind spots(49:38) Three vital questions to ask in every meeting(55:57) The founder prenup(01:08:24) Failure corner(01:13:00) Final thoughts and lightning round—Referenced:• Alisa's free PDF downloads for Lenny's listeners: https://www.alisacohn.com/Lenny/• Radical Candor: From theory to practice with author Kim Scott: https://www.lennysnewsletter.com/p/radical-candor-from-theory-to-practice• Non-Violent Communication (NVC) Model: https://www.ucop.edu/ombuds/_files/nvc-model-requesting-change-remove.pdf• Sheryl Sandberg on LinkedIn: https://www.linkedin.com/in/sheryl-sandberg-5126652• How embracing emotions will accelerate your career | Joe Hudson (executive coach, Art of Accomplishment): https://www.lennysnewsletter.com/p/embracing-your-emotions-joe-hudson• Joe Gebbia on X: https://x.com/jgebbia• Noam Wasserman on LinkedIn: https://www.linkedin.com/in/noam-wasserman-462425• Core Values List: https://jamesclear.com/core-values• How Cofounders Can Prevent Their Relationship from Derailing: https://hbr.org/2022/04/how-cofounders-can-prevent-their-relationship-from-derailing• Inside Out 2 on Disney+: https://www.disneyplus.com/movies/inside-out-2/6MeZYf9JkFii• Ninja CREAMi: https://www.amazon.com/Ninja-NC299AMZ-Milkshakes-One-Touch-Container/dp/B09QV24FFZ• Joseph Campbell quote: https://www.goodreads.com/quotes/136819-if-the-path-before-you-is-clear-you-re-probably-on—Recommended books:• From Start-Up to Grown-Up: Grow Your Leadership to Grow Your Business: https://www.amazon.com/Start-Up-Grown-Up-Grow-Leadership-Business/dp/1398601403• Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity: https://www.amazon.com/Radical-Candor-Revised-Kick-Ass-Humanity/dp/1250235375• Working Backwards: Insights, Stories, and Secrets from Inside Amazon: https://www.amazon.com/Working-Backwards-Insights-Stories-Secrets/dp/1250267595• Unpacking Amazon's unique ways of working | Bill Carr (author of Working Backwards): https://www.lennysnewsletter.com/p/unpacking-amazons-unique-ways-of• Walt Disney: The Triumph of the American Imagination: https://www.amazon.com/Walt-Disney-Triumph-American-Imagination/dp/0679757473—Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.—Lenny may be an investor in the companies discussed. Get full access to Lenny's Newsletter at www.lennysnewsletter.com/subscribe

Shaun Clowes is the chief product officer at Confluent and former CPO at Salesforce's MuleSoft and at Metromile. He was also the first head of growth at Atlassian, where he led product for Jira Agile and built the first-ever B2B growth team. In our conversation, we discuss:• Why most PMs are bad, and how to fix this• Why great AI products are all about the data• Why he changed his mind about being data-driven• How to build your B2B growth team• How to choose your next career stop• Much more—Brought to you by:• Enterpret—Transform customer feedback into product growth• BuildBetter—AI for product teams• Wix Studio—The web creation platform built for agencies—Find the transcript at: https://www.lennysnewsletter.com/p/why-great-ai-products-are-all-about-the-data-shaun-clowes—Where to find Shaun Clowes:• X: https://x.com/ShaunMClowes• LinkedIn: https://www.linkedin.com/in/shaun-clowes-80795014/• Website: https://shaunclowes.com/about-shaun• Reforge: https://www.reforge.com/profiles/shaun-clowes—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Shaun's background(05:08) The state of product management(09:33) Becoming a 10x product manager(13:23) Specific ways to leverage AI in product management(17:15) Feedback rivers(19:20) AI's impact on data management(24:35) The future of enterprise businesses with AI(35:41) Data-driven decision-making(45:50) Building effective growth teams(50:18) The evolution of product-led growth(56:16) Career insights and decision-making(01:07:45) Failure corner(01:12:32) Final thoughts and lightning round—Referenced:• Steve Blank's website: https://steveblank.com/• Getting Out of the Building. 2 Minutes to See Why: https://www.youtube.com/watch?v=TbMgWr1YVfs• OpenAI: https://openai.com/• Claude: https://claude.ai/• Sachin Rekhi on LinkedIn: https://www.linkedin.com/in/sachinrekhi/• Video: Building Your Product Intuition with Feedback Rivers: https://www.sachinrekhi.com/video-building-your-product-intuition-with-feedback-rivers• Confluent: https://www.confluent.io• Workday: https://www.workday.com/• Lenny and Friends Summit: https://lennyssummit.com/• A conversation with OpenAI's CPO Kevin Weil, Anthropic's CPO Mike Krieger, and Sarah Guo: https://www.youtube.com/watch?v=IxkvVZua28k• Anthropic: https://www.anthropic.com/• Salesforce: https://www.salesforce.com/• Atlassian: https://www.atlassian.com/• Jira: https://www.atlassian.com/software/jira• Ashby: https://www.ashbyhq.com/• Occam's razor: https://en.wikipedia.org/wiki/Occam%27s_razor• Breaking the rules of growth: Why Shopify bans KPIs, optimizes for churn, prioritizes intuition, and builds toward a 100-year vision | Archie Abrams (VP Product, Head of Growth at Shopify): https://www.lennysnewsletter.com/p/shopifys-growth-archie-abrams• Charlie Munger quote: https://www.goodreads.com/quotes/11903426-show-me-the-incentive-and-i-ll-show-you-the-outcome• Elena Verna on how B2B growth is changing, product-led growth, product-led sales, why you should go freemium not trial, what features to make free, and much more: https://www.lennysnewsletter.com/p/elena-verna-on-why-every-company• The ultimate guide to product-led sales | Elena Verna: https://www.lennysnewsletter.com/p/the-ultimate-guide-to-product-led• Metromile: https://www.metromile.com/• Tom Kennedy on LinkedIn: https://www.linkedin.com/in/tom-kennedy-37356b2b/• Building Wiz: the fastest-growing startup in history | Raaz Herzberg (CMO and VP Product Strategy): https://www.lennysnewsletter.com/p/building-wiz-raaz-herzberg• Wiz: https://www.wiz.io• Colin Powell's 40-70 rule: https://www.42courses.com/blog/home/2019/12/10/colin-powells-40-70-rule• Detroiters on Netflix: https://www.netflix.com/title/80165019• Glean: https://www.glean.com/• Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity: https://www.amazon.com/Radical-Candor-Kick-Ass-Without-Humanity/dp/1250103509• Listen: Five Simple Tools to Meet Your Everyday Parenting Challenges: https://www.amazon.com/Listen-Simple-Everyday-Parenting-Challenges/dp/0997459301• Empress Falls Canyon and abseiling: https://bmac.com.au/blue-mountains-canyoning/empress-falls-canyon-and-abseiling—Recommended books:• The Lean Startup: How Today's Entrepreneurs Use Continuous Innovation to Create Radically Successful Businesses: https://www.amazon.com/Lean-Startup-Entrepreneurs-Continuous-Innovation/dp/0307887898• Inspired: How to Create Products Customers Love: https://www.amazon.com/Inspired-Create-Products-Customers-Love/dp/0981690408—Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.—Lenny may be an investor in the companies discussed. Get full access to Lenny's Newsletter at www.lennysnewsletter.com/subscribe

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 do you build a team, inspire individuals to pursue their dreams, and scale that impact beyond just one group?" Kim Scott has wrestline with, and answering that question for the majority of her career. After navigating roles from a diamond business in Moscow to Silicon Valley startups and then leadership at Google, she developed 'radical candor'—a transformative management philosophy that balances personal care with direct challenge. In this episode, we revisit a conversation originally recorded in 2021, where Kim shares insights from her groundbreaking book Radical Candor. She explores the importance of honesty, humanity, and fostering healthier power dynamics in the workplace. Whether you're a manager, a CEO, or simply someone passionate about leadership, Kim's wisdom is as relevant today as ever.

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