Learn how to identify the elephant in the room when a direct report's performance isn't meeting expectations. Kim and Jason roleplay how to be kind and clear when delivering feedback to someone who'd rather not hear it. While it can be tempting to default to Ruinous Empathy, the team explains why it's important to double down on the challenge directly axis of Radical Candor instead.Read the show notes at RadicalCandor.com/podcastBecome a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Can a “nice” workplace culture be as toxic as an abusive one? This past summer, our content intern Katie Bartlett (hi Katie!) wrote a piece about the workplace culture trend toward “niceness” investigating whether or not prioritizing “nice” feedback that’s full of vague platitudes over specific and sincere feedback that could make people uncomfortable is harmful. Is toxic positivity Ruinous Empathy or Manipulative Insincerity? Perhaps it's both.Read the show notes RadicalCandor.com/podcastBecome a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Management expert and former Twitter CEO Dick Costolo joins Kim for Managerial Musings. Kim and Dick answer listener questions, read between the lines and offer advice for your trickiest workplace problems. Get the show notes at RadicalCandor.com/podcastBecome a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Should you become a manager? For folks who thrive on building a team and guiding others to achieve results, becoming a manager may be a dream come true. On the other hand, management could be a nightmare for high-performing individual contributors who are experts in their fields but have a low frustration tolerance for herding cats. How do you know if management is right for you? Kim and Jason discuss their paths to management.Get the show notes at RadicalCandor.com/podcastBecome a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

The group talks about the making of MasterClass, strategies for managing cross-functional teams and how to get everyone home in time for dinner. Kim, Jason and Amy welcome two very special guests, Ezra Rose and Davis Carter. Ezra and Davis were integral in the production of the Radical Candor Sessions by MasterClass. Get the show notes at RadicalCandpr.com/podcastBecome a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Feedback vs. feedforward — both of these words are well-intentioned euphemisms that tend toward either Ruinous Empathy or Manipulative Insincerity. On this episode of the Radical Candor podcast, Kim, Jason and Amy discuss the trend of prioritizing future-focused feedforward over backward-looking feedback. Kim has strong opinions on the words "feedforward" and "feedback." Tune in to find out why one word makes Kim want to put her hands over her ears and the other makes her want to throw up in her mouth. Get all the show notes and resources at radicalcandor.com/podcastBecome a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

In times of trauma, it’s all about care personally. This is not the moment to challenge directly. Or to make policy pronouncements, especially if that’s not your job. On this episode of the Radical Candor podcast, Kim, Jason and Amy discuss leading with compassion amid the chaos and catastrophe in Israel and Gaza.See the show notes at radicalcandor.com/podcastBecome a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Peloton and TODAY show contributor Ally LoveI is here! If you're the boss, it all starts with you. For better or worse, a boss establishes the tone and sets the standard for everything that follows. On this episode of the Radical Candor podcast, Ally Love shares how Radical Candor can help you boss up and increase your confidence at work, the best #RadyCandy she got from her husband, a few of her favorite things and so much more! You're def gonna want to download and favorite this one.Get all the resources and show notes at radicalcandor.com/podcastBecome a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

October is National Bullying Prevention Month! On this episode of the Radical Candor podcast, we're dropping a bonus episode from Kim's Just Work podcast featuring a conversation about mobbing, a form of group bullying. Mobbing involves a group of people working together directly or indirectly to remove the targeted individual. Mobbing is rooted in groupthink and group aggression with underlying elements of fear, competition, and envy. Unlike bullying, mobbing is not hierarchical. The target is usually labeled the troublemaker and is isolated within the organization. Get all the show notes and resources at radicalcandor.com/podcastBecome a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Amy and Kim talk about performance improvement plans (PIPs). When used correctly, performance improvement plans can be valuable if there is a commitment to help the employee improve. However, they are often weaponized by frustrated managers who want to get rid of an employee who is struggling. Listen to find out how to tell the difference.Get all the show notes and resources at radicalcandor.com/podcastBecome a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Amy and Jason answer a listener's question about how to give feedback about nervous laughter. As you may have noticed, we like to laugh on this podcast when we think something is funny. But, did you know that a lot of laughter doesn’t have anything to do with hilarity? In fact, in the absence of an underlying medical condition, laughing is often a stress response — a way for people to regulate their emotions and avoid being overcome with anxiety.Find all the resources and show notes for this episode at radicalcandor.com/podcastBecome a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Kim and Amy welcome Amy C. Edmondson, the Novartis professor of leadership and management at the Harvard Business School and author of several books, including The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth and Right Kind of Wrong: The Science of Failing Well — available now! From managers seeking to inspire their reports to parents wanting to model a healthy failure mindset for their kids, this book will revolutionize how we think about failure.Get all the show notes and resources at RadicalCandor.com/podcastBecome a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Kim, Amy and Brandi discuss coming out at work and Amy and Brandi share their stories. In response to an unprecedented spike in discriminatory legislation, The Human Rights Campaign recently declared a state of emergency for LGBTQ+ people in the U.S. Visibility matters — we want folks who might be struggling to know that we see you. That you deserve to be here. And to thrive!Read all of the show notes and episode resources at RadicalCandor.com/podcastBecome a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Kim, Amy and Jason discuss Praise, Recognition, Appreciation and Gratitude. Kim also takes on the role of Don Draper to act out a scene from Mad Men's beloved episode "The Suitcase." Listen to learn why — in most cases — "that's what the money is for" is not sufficient recognition or appreciation. (A deep dive into Peggy and Don's complicated relationship is a whole other glass of whiskey not covered in this episode — but if you haven't watched "The Suitcase," it's a must-see. Listen to our bonus episode about the writers and actors strikes.)Read the show notes and find the bonus episode at RadicalCandor.com/podcastBecome a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Bullying at work is real. We're dropping a bonus episode from Kim's Just Work podcast featuring a conversation about bullying at work, in Hollywood and within our greater society with co-host Wesley Faulkner and guest Eric Deggans. When someone is bullying you, the person’s goal is to harm you. Telling the person you are being harmed is just going to result in more bad behavior. Ignoring bullies doesn’t work, either. The only way to stop bullying is to create negative consequences for the people doing the bullying.Read the show notes >>Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Kim, Amy and Jason discuss feedback sandwiches. These are not the tasty sandwiches beloved by Joey Tribbiani on Friends. While these sandwiches look delicious on the outside, inside they’re stuffed with something you can’t quite identify. But, the sandwich maker hopes the two pieces of artisan bread that hold the mystery meat together will make you accept what’s inside without too many questions. This false promise of emotional novocaine is better known as the feedback sandwich. Here's why you should avoid the feedback sandwich, which Jason calls "the beautiful lie."Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Do you trust your employees? Kim and Jason reach into the Radical Candor digital mailbag to answer a question about what to do when an employee starts calling in sick on the regular. Kim and Jason roleplay the situation to get to the bottom of why someone might be pulling a disappearing act.Read the show notes >>Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Kim, Jason and Amy discuss the difference between feedback and nitpicking. Kim says, "There is one rule of thumb that applies to criticism in general but is especially good advice when you’re really busy and nerves are frayed. It’s best summed up by advice a friend’s godfather gave her at her wedding. 'If it’s brown flush it down. If it’s yellow let it mellow.' She got married on an island with a poor septic system, and this was a sign by all the toilets. But as her godfather said, 'These are words to live by. If there’s a big stinking problem talk about it before it fouls your relationship. But if it’s a small thing, let it go.'"Go to the show notes >>Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

What's the most important leadership skill? Kim and Amy welcome C-suite advisor and executive coach Muriel Wilkins to the first Radically Candid Conversation episode of 2023. Kim and Muriel discuss how keeping it real at work can go wrong, what employees want from their leaders today, and the difference between performance and behavior.Muriel Wilkins is a C-suite advisor and executive coach with a nearly 20-year track record of helping senior leaders and teams take their effectiveness to the next level. She is the host of the Harvard Business Review podcast, Coaching Real Leaders and the co-author of Own the Room: Discover Your Signature Voice to Master Your Leadership Presence.Fun fact — Kim, Amy and Muriel all attended Harvard Business School at the same time but did not know each other. Read the show notes >>Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

The team delves into a mash-up of Ruinous Empathy and Manipulative Insincerity. Ruinous Empathy—being “nice” but ultimately unhelpful and unkind—is rampant among new managers, including this new manager who wrote to us asking for advice about how to break out of a Ruinous Empathy rut. This new boss also veers into Manipulative Insincerity when they become too tired to care or argue anymore. This person dreamed of being a boss and now realizes it’s nothing like they imagined. Kim and Jason role-play how this new manager could approach a Radically Candid conversation with a direct report. View the show notes >>Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Clean escalation dictates managers not allow people to talk about one another to them behind each other’s backs and not engage in office gossip. Kim, Amy and Jason discuss how to make work less like junior high by implementing something Fred Kofman's clean escalation. The opposite of clean escalation is Manipulative Insincerity — talking about people instead of talking to them. When you triangulate, you end up creating politics. Each side becomes suspicious that you’re talking behind their back (which you are). The two begin to distrust each other and a toxic relationship develops.Read the show notes >>Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Kim, Jason and Amy discuss another upsetting trend in the workplace — the “oops, just kidding!” job offer. The team emphasizes the importance of remembering that the people you are hiring are real human beings with loved ones, bills and responsibilities. You’re not trying them on like a pair of shoes you can discard later if they’re not the right fit. It’s important to get hiring right and Radical Candor has a 5-step strategy to set you up for success.Go to the show notes >>Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Kim, Jason and Amy discuss how the fundamental attribution error makes us more likely to use personality attributes to explain someone else’s behavior rather than considering our own behavior or situational factors that were probably the real cause of the behavior. This is where the "not about personality" part of Radical Candor comes into play. Plus, Jason introduces us to the little evil translator inside his head that makes him hear feedback as: "You're terrible. You're completely incompetent. There's no possible way you're going to succeed. It's a miracle that you managed to tie your own shoes to the office this morning." Same? Listen and nod along.Read the show notes >>Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

If you’re the boss, you’re kind of an emotional shock absorber for your team. You’ve got to be able to deal with other people’s emotions. When we communicate, we communicate on an emotional plane and a rational plane at the same time. If you as the boss dismiss all emotional signals as unprofessional you’re not going to communicate very well. Showing compassion is real work, and, like all real work, it is rewarding and also taxing. In general, we undervalue the emotional labor of being the boss. But this emotional labor is not just part of the job; it’s the key to being a good boss. On this episode of the Radical Candor podcast Kim, Jason and Amy discuss emotional labor through the lens of a scenario sent to us by one of our listeners looking for guidance on how to avoid being a ShamWow for everyone on their team.Read the show notes >>Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Kim, Jason and Amy dig into the virtual career advice mailbag and answer questions from Radical Candor listeners and readers. What happens when people think you're too young to lead? How can you stop paying the a**hole tax? How can you be more present at work when everything is stressful all of the time? Listen to find out!Go to the show notes >>Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Quiet Hiring, Turnover Contagion and Layoff Survivor Guilt can lead to a culture of fear. Kim, Jason, Amy and Brandi discuss how when people are working out of fear, they start to avoid taking risks. They learn less, they grow less, they innovate less, and they become less than they could be.The way you treat people when times are tough determines whether you’ll get their best effort, a perfunctory effort, or an effort to sabotage you. When you treat people like cogs in a machine, you’ll get no more than you demand, and you create an incentive to break the machine.See the show notes >>Radical Candor Podcast ChecklistIf you suddenly find yourself experiencing Quiet Hiring, talk to your manager about how you can leverage your new responsibilities toward your professional development goals. It’s also appropriate to ask how you’ll be compensated for doing additional work.When you do have information that affects your team, commit to delivering it as soon as possible in a way that’s kind and clear. Allow the people who are left behind to ask questions and provide answers if you have them. If you don’t know the answer, it’s OK to admit that you don’t know, but be clear that you will deliver relevant news as soon as you have it.If you’re a manager, have intentional Career Conversations with each person on your team. Let them know that you’re doing this in good faith and not to use it against them. Based on these conversations try to redistribute the work.Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Have you experienced a layoff? Jason hosts this episode of the Radical Candor podcast and interviews Amy, Kim and Brandi about layoffs. The team discusses layoffs from a few different perspectives — the most important one is the impact on people who are being laid off. The emotional and financial toll of being laid off is real. Amy says, "Looking back on it, it was a huge transformational time that set my life up in a way that I really wanted. But it felt like absolute sh*t in the process."See the show notes >>Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Kim, Jason and Amy discuss absentee management and quiet firing. While these two things can feel the same to the person experiencing them, the thing that makes them different is the intention behind the behavior. Quiet firing happens when managers allow employees to have toxic experiences at work as a way to get them to quit. On the other hand, a more pervasive problem is well-intentioned bosses who practice absentee management. They’re that ghost boss who is rarely seen or heard from by their direct reports. What can you do if you work in this kind of environment? Listen to the episode to learn more.Radical Candor Podcast ChecklistDon’t hire people and never talk to them again. Being a hands-off manager is different than being an absentee manager. All managers should be having regular 1:1 meetings with their direct reports, actively soliciting feedback and having regular Career Conversations.Don’t be a jerk. Quiet firing is gaslighting at its worst and junior high behavior at its best. It’s is no way to build a business or a solid team and will most certainly come back to bite you (seriously, people, watch Office Space!) If you need to let someone go for whatever reason, you can do so with Radical Candor.If you are struggling with an absentee manager, a good way to engage them is by requesting a 1:1 meeting with your boss and sharing a challenge you are having and asking for their input, and letting them know when you will additional support from them. And setting some time on the calendar with them as a follow-up!Before you throw your bike helmet against the wall and "rage quit," don't forget to "rage apply" for that job you really want.Questions? Email us at [email protected] a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

A classic example of a micromanaging helicopter boss is Bill from the 1999 movie Office Space, the bad boss who spawned thousands of memes. He roams around the cubicle farm monitoring everyone’s activity and stops by to scold workers for minor mistakes like forgetting to put the cover sheet on their TPS reports.On this episode of the Radical Candor podcast, Kim, Jason and Amy discuss how to tell if the "helpful" guidance you're giving your team is actually veering off into micromanaging. If you want to be a kick-ass boss instead of having team members who want to kick your ass, this episode is a must-listen!Read the show notes at RadicalCandor.com/Podcast.Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Welcome to season 5 of the Radical Candor podcast! On this episode, we have a montage of Radical Candor, Manipulative Insincerity and Obnoxious Aggression stories from our coaches and core team. Chances are you can relate to one or more of these stories. If you have a story to share, send it to us at [email protected] a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Ready for some roleplaying? On this episode of the Radical Candor podcast, Kim, Jason and Amy address how to respond to some specific scenarios with Radically Candid feedback that’s kind, clear, specific and sincere. If you truly want to get different results, you’re going to have to change your behavior. We know it’s hard, so we’re going to talk you through it.Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Does anyone actually want to be a manager of managers? And if so, what do these people actually do? On this episode of the Radical Candor podcast Kim, Jason and Amy discuss strategies for being an effective manager of managers. If you're managing people who manage other people, then you're managing managers. Whereas if you're managing individual contributors, you're managing a team. The most significant difference when you become a manager of managers is that now you have to become a thought partner, not just on the functional expertise and the business that they're running or the product that they're building, but you also have to be a thought partner to them on how they're managing their team.Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

What do bosses do anyways? On this episode of the Radical Candor podcast, we're starting a new series to answer that question! Is it a manager’s job to go to meetings? Send emails? Tell people what to do? Are they supposed to work alongside their teams and carry part of the workload, or dream up strategies and expect other people to implement them? At the end of the day, a boss’s job is to guide a team to achieve results. However, depending on the size of your team, that process could look very different. Today we’re going to talk about managers of small teams and we’re going to define “small” as a team of 10 people or less. Listen to learn three key things every manager of small teams needs to know.Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Kim, Jason and Amy discuss the clear message quiet quitting is loudly sending to bad bosses and managers of managers. We know that relationships don’t scale, but culture does. This means that while you can’t have a close relationship with every person who reports to the people who report to you, practicing Radical Candor with the people you manage can impact how they interact with the people they manage and so on. On the other hand, if toxic stew is flowing from the top and being passed down from executives to managers of managers to individual contributors it should come as no surprise that people in this type of environment are disengaged at work. So, how do you fix it? Listen to find out!Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Once your idea has been implemented, you probably think you're done with this whole Get Sh*t Done Wheel thing — but there’s one more step, Learn. On this episode of the Radical Candor Podcast, Kim, Jason and Amy talk about how creating a culture of learning can make it safe for people to fail, help mitigate future mistakes and ensure everyone knows how to repeat success. Sounds simple, right? Not so fast. There are two things that can get in the way of learning. Listen to find out what they are!Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Once everyone is on board with your great idea, it’s time for action, which brings us to step 6 of the Get Shit Done Wheel. On this episode of the Radical Candor Podcast, Kim, Jason and Amy discuss the good, the bad and the ugly as it relates to the implementation of that decision you’ve just persuaded everyone to get behind. Listen to learn how to toggle between leading and implementing personally. You can't abandon the first for the second. You have to integrate the two.Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Once a decision is made, you’ve got to get people on board, which brings us to step 5 of the Get Sh*t Done Wheel — Persuade. While getting others to accept your idea might feel like a foregone conclusion, persuasion isn’t easy, and it’s important to get it right. What’s more, persuasion at this stage of the GSD Wheel can feel unnecessary and make the decider resentful of people on the team who aren’t fully in agreement. Kim, Jason and Amy discuss why expecting others to implement a decision without being persuaded that it’s the right thing to do is a recipe for terrible results and why it's vital to persuade people (like your friend's Uncle Scrammy) that you've done your homework.Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Kim, Jason and Amy discuss how to make a decision after you've listened, clarified and debated your idea. Step 4 of the Get Shit Done Wheel, decide, is all about pushing the decisions into the facts. The Radical Candor Podcast team outlines 4 steps to follow when making decisions once you have shoved all ego — especially your own — out of the way. They also talk about the pitfalls of unconscious bias, the perils of skipping steps 1-3 and how to avoid garbage can decision-making.Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Amy and Jason discuss managers who have low, almost non-existent involvement in their team’s work, aka absentee managers; those with extremely (maybe excruciatingly) close involvement, aka micromanagers; and thought partners — the ones who empower, enable and encourage their teams to do the best work of their lives. While a lot of us have tendencies to act in absentee or micromanager mode, it’s hard for us to want to look at ourselves that way. Listen to this episode if you want to understand how to be a true thought partner.Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

We discuss the steps to follow for a successful debating process. If you skip the debate phase, you’ll make worse decisions, you’ll be unable to persuade everyone who needs to implement, and you’ll ultimately slow down or grind to a halt. Kim, Jason, Amy and producer Brandi discuss a time when a debate went awry and what they should have done instead.Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

We're welcoming back to the podcast Russ Laraway, author of the book When They Win, You Win: Being a Great Manager is Simpler Than You Think, coming out on June 7, 2022. You can pre-order it now! You likely know Russ best as the OG co-host with Kim of season one of the Radical Candor Podcast.Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

It's time for part two of how to clarify your thinking for yourself and others as part of the Get Sh*t Done Wheel (listen to part one). On this episode of the Radical Candor podcast, Kim, Jason and Amy discuss how to use staff meetings and think time as ways to clarify your ideas.Radical Candor Podcast Episode At a GlanceAn effective staff meeting has three goals: it reviews how things have gone the previous week, allows people to share important updates, and forces the team to clarify the most important decisions and debates for the coming week.That’s it. It shouldn’t be the place to have debates or make decisions. Your job is to establish a consistent agenda, insist that people stick to it, and corral people who go on for too long or who go off on tangents.Here’s the agenda that Kim has found to be most effective:Learn: review key metrics (20 minutes)Listen: put updates in a shared document (15 minutes)Clarify: identify key decisions & debates (30 minutes) In Radical Candor, Kim writes: “In addition to all your regularly planned meetings, people want to talk to you about this or that; urgent matters will arise that you must deal with. When are you supposed to find time to clarify your own thinking, or to help the people who work for you clarify theirs?”“My advice is that you schedule in some ‘Think Time’ [on your calendar], and hold that think time sacred. Let people know that they cannot ever schedule over it. Get really, seriously angry if they try. Encourage everyone on your team to do the same.”Radical Candor Podcast ChecklistAvoid the fundamental attribution error by focusing on specifics, not attributes. Instead of saying (or thinking) “What an idiot,” be very clear about what went wrong. Try the CORE model — Context, Observation, Result, nExt stEps. Focus on helping the person fix the problem by providing specifics they can act on, rather than criticizing personality traits that they can’t alter.A well-run meeting can save you time by alerting you to problems, sharing updates efficiently, and getting you all on the same page about what the week’s shared priorities are. Remember, timeboxing is your friend. Take 20 minutes to learn, 15 minutes to listen and 30 minutes to clarify.Schedule Think Time away from your desk. Think Time is a mix of focused thinking and mind-wandering that allows for the kind of problem-solving, creativity and innovative mindset needed to tackle those difficult problems. Try taking a walk and removing distractions.Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Once you have created a culture of listening, the next step in the Radical Candor Get Sh*t Done Wheel is to push yourself and your direct reports to understand and convey thoughts and ideas more clearly. Trying to solve a problem that hasn’t been clearly defined is not likely to result in a good solution; debating a half-baked idea is likely to discourage it. On this episode of the Radical Candor podcast, Kim, Jason and Amy discuss the two most important things to do when clarifying an idea.Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Communication and career tips abound in this series! Our next several episodes of the Radical Candor podcast are going to be shorter explorations of the nuts-and-bolts details about each step of the Get Shit Done Wheel. First up is listening. Kim, Jason and Amy discuss how to create a culture of listening because if you can get your team members to listen to one another, they’ll fix things that you as the boss didn’t even know were broken.Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Kim, Jason and Amy discuss one of the most perplexing management dilemmas you might experience: when a person who ought to be taking on more and more responsibility and performing better every day is instead doing the opposite. This person is doing excellent work on a steep growth trajectory — maybe they even want to be your boss someday — and you’ve put in charge of the most important work or assigned them to solve your most difficult problems because they’re just that good. So why are they flailing instead of flying? We’ve seen this happen for five different reasons. Plus, organizations we're supporting for humanitarian relief in Ukraine.Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

As we continue into 2022, or more accurately what feels like the third year of 2020, the mere idea of trying to get stuff done at work likely feels overwhelming. We've got you. On this episode of the Radical Candor Podcast, Kim, Jason and Amy talk about the Get Sh*t Done Wheel, a step-by-step process that can help make getting things accomplished much easier. The GSD Wheel has 7 steps: Listen, Clarify, Debate, Decide, Persuade, Execute and Learn. When run effectively, the GSD Wheel will enable your team to achieve more collectively than anyone could ever dream of achieving individually.Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Radical Candor happens at the intersection Care Personally and Challenge Directly. On this mini-episode of the Radical Candor podcast, Kim tells the "Um Story," which outlines exactly what we mean when we say Care Personally and Challenge Directly. Kim explains why the feedback she received from her boss was so effective and led to even more success.Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

Building a team is hard. But as we’re seeing now during the Great Resignation, failure to spend time building and investing in a team can have disastrous consequences. In order to be successful, this means developing people on both steep and gradual growth trajectories, or as we like to say at Radical Candor, people in both rockstar mode and superstar mode. On this episode of the Radical Candor podcast, Kim, Jason and Amy discuss how to balance growth and stability by developing people who are in both superstar and rock star modes.Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.