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5 Ways to Encourage Feedback Between Others

We’ve written a lot recently about getting feedback from others and also giving feedback to them. You have to lead by example, so it makes sense to start by soliciting feedback and then to focus on giving it. But real managerial leverage comes when you learn to encourage feedback between others. As just one person, if all the praise and criticism goes through you, you become a bottleneck. In order to foster a feedback culture and ensure that it scales…

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Video: Sam Adams and the FU Rule

When you’re the boss, it’s really hard to get people to tell you what they really think -- to be Radically Candid with you. Showing that you want feedback and genuinely appreciate it when it’s given is key. The worst thing you can do is to criticize the criticism you get. In fact, it can actually be helpful to encourage people to be Obnoxiously Aggressive with you. Here’s a funny example of Jim Koch, co-founder of the Boston Beer Company…

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3 Steps for Offering Radical Candor to Executives

DILEMMA: Providing criticism to senior executives can be a daunting undertaking. How do you practice Radical Candor with executives, especially if you know they haven’t been receptive to criticism in the past? We received this question from one of our readers: How do you solve the problem of senior executives who tend to shut down and adopt an Obnoxious Aggressive position when faced with criticism? I’ve found that the Obnoxious Aggressive ones are often challenged internally by feelings of embarrassment…

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Setting a Tone of Radical Candor with a New Team

I recently received this question from one of our readers: Hi Kim, I'm just moving into a new role at a new company, and I have a clear opportunity to set a tone for Radical Candor within my function team / direct reports on joining. I wonder if you might be kind enough to offer some advice as to how you would create the optimum conditions for Radical Candor within my new team. I'm a relatively transparent line manager, and…

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