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Navigating Radical Candor and Cultural Differences

When talking about Radical Candor, I often get asked about how it applies to different cultures. Can Radical Candor be used for feedback and interactions across countries and cultures? Do you have to approach it differently for different cultures? Here are my thoughts on Radical Candor and cultural differences: Radical Candor is universally human, but interpersonally and culturally relative   I introduced this idea in a post about self-awareness and Radical Candor — the key is that Challenging Directly and…

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Fighting Bloviating BS with Radical Candor

Radical Candor can be applied not just in feedback conversations, but in all interactions. Think for example about Radical Candor during meetings, brainstorming, public relations, etc. Each of these types of communications have their own unique challenges related to Radical Candor. For example, here’s a tricky situation sent to us by a reader: As an entrepreneur, pre-funding, having invested a great deal of life-savings into our young business, putting it all on the line to pursue my dream, I am…

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Radical Candor and Software Engineers: Interview with ZenHub

We frequently hear about companies who are excited about Radical Candor and trying it out in their organizations. Each time, our first reaction is to ask, “Wow! How’s it working for you? What have you learned? How can we make it easier?” We’ve been chatting with a few different companies to learn about their Radical Candor experiences, and we think their stories and specific contexts can help others as well. So we want to share those experiences with you, so…

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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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In Person Feedback is Best

Giving feedback in person is one of the tenets of our HIP approach to Radically Candid feedback. Having real, human, in person feedback conversations is important for two reasons: The clarity of your feedback gets measured not at your mouth, but at the other person’s ear. So if you can’t see the reaction, you won’t really know if the other person understood what you were saying. If you don’t know whether what you said was clear to the other person,…

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Ruinous Empathy is a Waste of Your Time

Hi there - I'm Russ, and this is my first blog post for Candor, Incorporated. My Little League baseball players call me Coach Russ, and I'm going to run with that in this and future posts. Enough of the intros, let's get into it. I'll admit it. In adulthood, I've always had a problem with some of the disingenuous phrases that serve as social lubrication. For example, it drives me crazy when someone says, "Let's get together sometime, I'll set…

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Why emails with the salutation “Gentlemen” drive me ape shit (admittedly, a disproportionate response)

The other day I asked a guy I work with what his team thought of an idea I had. It turned out that everybody liked my idea, and so X forwarded me the thread to let me know I was free to proceed with it. However, when I got his email I forgot all about the idea because of the first, seemingly innocuous word: On Wed, Apr 13, 2016 at 10:07 AM, X <x@radicalcandor.com> wrote: Gentlemen, Kim has proposed... I…

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