When giving feedback, you should expect emotion. Even when you don’t personalize, it’s personal. That’s why you should eliminate the phrase, “Don’t take it personally” from your vocabulary. In this Radical Candor podcast mini-episode, Kim explains why It’s futile to say in response to emotion, “Don’t take it personally!” Part of your job as a boss (and as a human being) is to deal with emotional responses, not to dismiss them or pretend they’re not there or avoid them. (This episode was recorded outside so you might hear some bird noises — enjoy!)

Listen to the episode:

On this episode of the Radical Candor podcast Kim, Jason and Amy discuss clearing the cruft and the art of upward feedback. It’s true that it can be really daunting, and a little risky, to practice Radical Candor with your boss, but giving feedback to your boss is such an important skill. If you can share feedback with your boss, you’ll have a much stronger working relationship, enjoy your work more, and be able to do better work together. So, how do you do it? 

Listen to the episode:

On this episode of the Radical Candor podcast, Amy and Jason discuss what Kim refers to in Radical Candor as “the problem with passion.” You’ve likely heard some form of the phrase, “do what you love and you’ll never work a day in your life.” But, should your job and your passion be the same thing? What’s more, is it a manager’s responsibility to ensure each person who reports to them is passionate about their position? Listen to find out!

Listen to the episode:

Most everyone has had a boss who failed at performance development⁠—helping people on their team grow and move forward in their careers. The way you think about developing the skills of the people in your organization and how you think about performance management must be aligned. It is a manager’s job to both help each person on their team develop and grow in their career, and also to transparently assessing the performance of each person, commonly called performance management. On this episode of the Radical Candor podcast, Kim, Amy and Jason talk about why you can’t have effective performance reviews if you’re not also practicing performance development.

Listen to the episode:

According to research from Gallup, less than 15% of managers feel confident that the feedback they provide to employees is effective and only 26% of employees say the feedback they receive from their managers is helpful. Sound familiar? If you’re forgetting the helpful part of Radical Candor, your feedback is probably falling flat. On the second mini-episode of the Radical Candor podcast, Kim explains why Radical Candor is helpful and talks about the helpful feedback she got from a complete stranger that gave her words to live by: It’s not mean, it’s clear.

Listen to the episode:

With more teams working remotely over the past year than ever before, we’ve received a few questions from folks about how to practice Radical Candor in remote workplaces. On this episode of the Radical Candor podcast, Kim, Jason and Amy talk about how to give feedback to remote employees, what works for the remote Radical Candor team and why it’s important to allow your workers time to grieve and heal from the trauma of the past 18 months.

Listen to the episode:

Welcome to the Radical Candor podcast’s first mini-episode where we answer the question, what is Radical Candor? We’ll be posting these bite-sized 5-10 minute mini Radical Candor podcast episodes between regular episodes. These quick hits will feature Kim Scott, Radical Candor author and co-founder, giving actionable tips that allow you to put specific parts of Radical Candor into action immediately. In this first mini-episode, Kim breaks down the principles of Radical Candor in six minutes. Radical Candor is Caring Personally while Challenging Directly. At its core, Radical Candor is guidance and feedback that’s both kind and clear, specific and sincere.

Listen to the episode:

The Workplace Bullying Institute describes workplace bullying as: “Repeated mistreatment of an employee by one or more employees; abusive conduct that is: threatening, humiliating, or intimidating, work sabotage, or verbal abuse.” In its 2021 survey, the WBI noted that 43% of remote employees reported being bullied at work with 50% of that bullying taking place in meetings. On this episode of the Radical Candor podcast, Kim, Amy and Jason talk about combatting bullying in remote work environments.

Listen to the episode:

Do you ever wonder how the feedback you give others is landing? How about your reaction to the feedback you’re receiving? This giving-and-getting feedback stuff can be tricky. On this episode of the Radical Candor podcast, Amy and Jason talk about how to gauge feedback. In other words, how does the feedback that you give land for the other person? One of the things that we like to say is that Radical Candor is measured, not at the speaker’s mouth, but at the listener’s ear. And, this applies to the feedback you give as well as the feedback you get.

Listen to the episode:

On this episode of the Radical Candor podcast, we’re bringing back our Radically Candid Conversations series. Amy talks to Kim Scott about her new book Just Work: Get Sh*t Done, Fast & Fair, and her new company Just Work that she’s launching with Trier Bryant. Kim and Trier break down how to recognize, address and eliminate bias, prejudice and bullying in the workplace to create more just working environments. Buy the book, learn about the company and listen to the podcast to learn why just work environments aren’t just the right thing to do, they’re also good for business.

Listen to the episode: