It’s a lot easier to lead by example than it is to change other people’s behavior. If you want to encourage feedback between the people on your team or at your organization, you’re going to have to create an environment where people feel safe and encouraged to give real feedback. On this episode of the Radical Candor podcast, Kim, Jason and Amy talk about how to encourage feedback between others so you can keep this whole Radical Candor thing going after you’ve read the book, listened to a keynote or taken a workshop.
Listen to the episode:
How to Encourage Feedback Between Others: Episode at a Glance
Encouraging feedback is the last step in the Radical Candor Order of Operations, and if you’re not familiar the Order of Operations is:
- Get Feedback
- Give Feedback
- Gauge Feedback
- Encourage Feedback
It might never feel 100% safe or comfortable or risk-free to give feedback to others. However, it’s up to managers to create an environment in which the rewards outweigh the risks, one where the rewards are as visible as the risks.
Amy Edmondson calls this psychological safety — feeling heard and acknowledged versus fearing you will be retaliated against. The best way to create psychological safety is to actively and continually solicit feedback from others, and reward the feedback when you get it.
Listen to the episode for tips, stories and examples of how to encourage feedback.
- Get the Radical Candor Guide for Encouraging Feedback >>
- Get the Encouraging Feedback Quick Start Guide >>
- Learn to Encourage and Practice Feedback On Cross-Functional Teams >>
- Learn How to Respond to Something that’s Not Actually Feedback >>
- McKinsey: Intentional learning in practice: A 3x3x3 approach >>
Radical Candor Podcast Checklist
- Walk the talk. You can’t expect other people to practice Radical Candor if you’re not modeling the behavior and if you haven’t created a psychologically safe environment.
- Facilitate clean escalation. Don’t allow others to talk about colleagues behind their backs. Encourage people to talk directly and if they still can’t resolve the issue and you’re the manager, set up a three-way conversation. With a supportive clean escalation meeting, you’ll help build trust between the two parties and show them how sharing criticism leads to a better outcome for everyone.
- Use peer recognition to celebrate wins and encourage praise between people. One simple way to do this is, if your company uses Slack, you can create a #kudos channel (this is great for remote teams). If you use Google Docs, Office 365, or other software with collaborative editing, you can easily create a shared document for shout-outs.
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The Radical Candor Podcast theme music was composed by Cliff Goldmacher. Order his book: The Reason For The Rhymes: Mastering the Seven Essential Skills of Innovation by Learning to Write Songs.