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.

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On this episode of the Radical Candor podcast, Amy and Jason discuss why it’s so important to share your stories with your team. Show some vulnerability. Your personal stories will explain, better than any management theory, what you really mean and show why you really mean it. That’s why Kim tells all those personal stories in Radical Candor. Your stories will mean a lot more to your team than other people’s stories do because they mean something to you. So, what makes a good story, and what’s appropriate to share? Amy and Jason break it down. 

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Kim writes in Radical Candor that Apple CEO Tim Cook is a master of silence, a quiet listener. She describes Steve Jobs as a loud listener. What’s the difference between quiet and loud listening? On the first episode of the Radical Candor podcast season 3, Kim, Jason and Amy debate the merits of both loud and quiet listening, which Kim experienced firsthand while working with Steve Jobs and Tim Cook at Apple. Is quiet listening creepy? Is loud listening aggressive? Listen to the Radical Candor podcast to find out!

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Whether you’re the one getting emotional or you’re giving someone feedback and they react with unexpected emotion, it’s important to recognize that while you can’t control or manage other people’s emotions, you can manage your emotional reactions at work. On the final episode of season 2 of the Radical Candor podcast, Kim, Amy and Jason talk about how to navigate emotional reactions at work. The worst thing you can do is ignore emotional reactions. Emotions like anger, sadness and fear are part of the human condition, and people shouldn’t have to leave their humanity at home when they come to work.

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How can you get your employees more engaged at work if they’re not invested in the company long term, and is it your obligation to be Radically Candid with a peer at work who you know is lying? On this episode of the Radical Candor podcast, Amy and Jason answer listener questions, discuss their stints working in food service (their experiences involve mayonnaise and organized crime) and muse whether or not people can be more like Clay Christensen.

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Manipulative Insincerity is what happens when you neither Care Personally nor Challenge Directly. It’s praise that is non-specific and insincere or criticism that is neither clear nor kind. It’s the kind of backstabbing, political, passive-aggressive behavior that might be fun to tell stories about but makes for a toxic workplace, ruining relationships and ruining work. One way to determine whether or not you’re operating from this quadrant is to ask yourself, “Am I talking about someone instead of to someone?” If the answer is yes, welcome to “Manipulative Insincerity.”

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Our podcast series, “Radically Candid Conversations,” features experts and guests who help us learn, reflect and put our insights into action. On this episode of the Radical Candor podcast, Debora Spar, a Harvard Business School professor and former Barnard College president, talks to Kim Scott about her new book Work Mate Marry Love: How Machines Shape Our Human Destiny.

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In this episode of the Radical Candor podcast Kim and Jason answer listener questions and share their experiences about being a boss who’s younger than their direct reports and having their wings clipped by an absentee manager who isn’t invested in their success. They also agree that chair-throwing management styles aren’t an effective way to get things done (as Kim learned when she threw her bike helmet at a window when dealing with a bad boss at a former job). While command-and-control workplaces make for great fiction (and podcast stories), they’re awful in real life. Press play for actionable advice on how to move from command and control to collaboration.

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Our podcast series, “Radically Candid Conversations,” features experts and guests who help us learn, reflect and put our insights into action. This episode of the Radical Candor podcast features Annie Jean-Baptiste, head of product inclusion at Google and author of Building For Everyone: Expand Your Market With Design Practices From Google’s Product Inclusion Team. Kim and Annie discuss how to build inclusive products, teams and experiences by focusing on 12 areas of intersectionality: age, race, ability, culture, socioeconomic status, religion, geography, sexual orientation, gender, education, ethnicity and language.

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If someone has approached you and said, “In the spirit of Radical Candor …” and then proceeded to act like a total jerk, you’ve experienced how some people use Radical Candor to justify being their worst selves. This behavior is not Radical Candor; it’s what we call Obnoxious Aggression. On this episode of the Radical Candor podcast, Kim, Jason and Amy agree that nobody should have to pay the asshole tax or work for a seagull swoop-and-poop boss. They also explain why “Radical” Candor is actually Compassionate Candor versus a license to act like a jerk.

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