Podcasts

Ruinous Empathy is what happens when you want to spare someone’s short-term feelings, so you don’t tell them something they need to know. You Care Personally, but fail to Challenge Directly. It’s praise that isn’t specific enough to help the person understand what was good or criticism that is sugar-coated and unclear. Or simply silence. Ruinous Empathy may feel nice or safe, but is ultimately unhelpful and even damaging. This is a feedback fail. In this Radical Candor podcast mini-episode, Kim talks about the biggest feedback fail of her career.

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If you’re in the market for a new job and you are lucky enough to have multiple offers, or you’re in a position where you can afford to wait for the right opportunity, you don’t have to pay the asshole tax. On this episode of the Radical Candor podcast, Kim, Jason and Amy talk about how to suss out whether your potential new boss is going to help you move toward the direction of your dreams or get in your way. Listen now to the last episode of 2021 to learn how to find a Radically Candid boss.

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There is an order of operations to practicing the principles of Radical Candor. The first thing to do is to ask for criticism, especially if you’re the boss. But how can you do this in a way that’s not awkward? On the latest mini-episode of the Radical Candor Podcast, Kim explains how to solicit feedback with a simple four-step process.

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You’ve likely heard about the Great Resignation — perhaps you’re even one of the millions of people who’ve bid their jobs farewell over the past few months. On this episode of the Radical Candor podcast, Kim, Jason and Amy talk about how bad bosses, lack of transparency and poor communication are leading to a mass exodus of mid-level workers. How can you retain your team? Listen to find out how a series of small adjustments can help!

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Our HIP and CORE frameworks can take the guesswork out of giving Radically Candid feedback. Kim breaks down how to apply these models to your feedback conversations on the latest mini-episode of the Radical Candor podcast.

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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.

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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!)

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We get a lot of questions about how folks can practice Radical Candor with their bosses as many people are reluctant to give feedback to their managers. It’s true that it can be really daunting, and a little risky, to practice Radical Candor with your boss, but it’s 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? On this episode of the Radical Candor podcast Kim, Jason and Amy discuss clearing the cruft and the art of upwards feedback.

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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!

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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.

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