Radical Candor: Communication at Work

Why some leaders are incorruptible, many get corrupted by power/money (with Rob Lalka) Aug 04, 2026

While the podcast team is taking a Radical Sabbatical, Kim is interviewing authors of the books that have had a big impact on her in the past two years.

In this episode, Kim speaks with Rob Lalka, the author of The Venture Alchemists - How Big Tech Turned Profits Into Power.

In this episode of Radical Sabbatical, Kim sits down with Rob Lalka, author of Venture Alchemist, to study what the founders of Facebook, Google, and the “PayPal Mafia” were saying and writing before anyone was paying attention to them. They explore what separates the leaders who stayed grounded from the ones who didn't. They ask a hard question: does it matter if a leader got corrupted by too much money and power or if they started out bad to the bone?

Every leader (indeed, every one of us) has good and bad inside. The one that wins is usually the one that gets fed. The question is whether the venture capital model feeds the good — or does it feed the bad, setting founders up to be corrupted by their own success?

Kim and Rob explore the contrasting origins of major tech companies like Facebook and Google. They discuss the implications of Mark Zuckerberg's early actions (for example, an IM while in college with a friend who asked him how he got access to people’s personal information and he replied “they trusted me, the dumb f–ks;”). What does it mean that Google’s founders started out thinking Google would have to be a non-profit so that advertising wouldn’t bias information but wound up selling trillions of ads?

The conversation also delves into the impact of the PayPal Mafia and the controversial book by Thiel and Sachs, The Diversity Myth. Rob discusses the complexities of free speech and the implications of outlier behavior. He emphasizes the importance of moral leadership in corporate culture and critiques the philosophical influences of figures like Ayn Rand and Milton Friedman on business ethics. Rob expresses hope for the future, particularly through the potential of his students to create positive change in society.

Books & Articles mention by Rob:

George Packer - article in The Atlantic - The Venture-Capital Populist

https://www.theatlantic.com/magazine/2026/06/david-sacks-crypto-ai-venture-capital/686941/

Max Chafkin - The Contrarian: Peter Thiel and the Rise of the Silicon Valley Oligarchs

https://elmstreetbooks.com/book/9781984878557

Jimi Soni - The Founders: The Story of Paypal and the Entrepreneurs Who Shaped Silicon Valley

https://www.amazon.com/dp/1501197266?lv=shuf&channelId=500&plpRedirect=mhFallback

Guest Background: Rob Lalka is the author of The Venture Alchemists - How Big Tech Turned Profits Into Power. He is also theAlbert R. Lepage Professor in Business and executive director of the Albert Lepage Center for Entrepreneurship and Innovation at Tulane University. He is on the board of directors of Blue Cross and Blue Shield of Louisiana, Public Democracy, Inc., and Venture For America in New Orleans. Previously, he served on the U.S. Secretary of State’s policy planning staff and in the State Department’s Office of Global Partnerships, was a director at Village Capital, and was a senior advisor at the Howard G. Buffett Foundation.

CHAPTERS

(00:40) Introduction to Alchemy and Venture Capital

(03:04) The Power Dynamics in Business Models

(05:33) Zuckerberg's Origin Story and Its Implications

(07:40) The Contrast with Google's Founding Philosophy

(09:47) The Role of Advertising in Business Models

(12:43) The Historical Context of Business Practices

(14:59) The Golden Spike and Economic Inequality

(14:59) The Impact of the PayPal Mafia and Diversity Myth

(22:00) The Controversy of Free Speech and Homophobia

(25:07) Outlier Behavior and Its Implications

(28:03) The Rape Issue and Its Consequences

(30:27) Moral Leadership and Corporate Culture

(33:08) Philosophical Influences on Business Ethics

(40:30) Hope for the Future and the Role of Education

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Keywords

venture capital, alchemy, business models, Zuckerberg, Google, advertising, economic inequality, PayPal Mafia, diversity myth, entrepreneurship free speech, outlier behavior, corporate culture, moral leadership, business ethics, philosophy, education, AI

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How Great Leaders Make Everyone Better (with Liz Wiseman) Jul 15, 2026

While the podcast team is taking a Radical Sabbatical, Kim is interviewing authors of the books that have had a big impact on her in the past two years.

Building high-performance teams, especially in dynamic industries, can be one of the biggest challenges a leader faces. Sometimes passionate founders or senior leaders can go from passionate advocate to authoritarian autocrat. Left unchecked, this can lead to organizations underperforming in the long term and missed opportunities. So where is the balance?

In this episode, Kim speaks with Liz Wiseman, the author of multiple New York Times bestsellers. Liz and Kim explore the pitfalls of authoritarian leadership, the power of multipliers, and how leaders can foster environments where everyone does the best work of their lives and builds the best relationships of their careers. Liz does point out that there are certain, limited instances where a top down, “command and control” approach is the right choice (for example, during an acute crisis), but these instances should be rare and targeted. They also discuss practical strategies for managing diminishing leaders and creating impact regardless of leadership style. They also talk about the importance of understanding power dynamics in leadership.

Guest Background: Liz Wiseman is a researcher and executive advisor who teaches leadership to top organizations worldwide. She wrote the New York Times bestsellers Multipliers, The Multiplier Effect, and Wall Street Journal bestsellers Rookie Smarts and Impact Players.

CHAPTERS

(00:33) Introduction to Radical Sabbatical and Guest Liz Wiseman

(02:06) The Flaws of Authoritarian Leadership

(06:06) Diminishers vs. Multipliers: Leadership Styles

(12:16) When Authoritarian Leadership is Necessary

(20:27) The Balance of Command and Collaboration

(23:36) The Impact of Leadership Styles

(26:34) Navigating Innovation and Crisis

(29:30) The Balance of Authority and Collaboration

(32:35) Lessons from Great Leaders

(36:38) Understanding Accidental Diminishers

(45:03) The Impact of Perfectionism on Team Dynamics

(46:09) Understanding Accidental and Intentional Diminishers

(47:26) The Drive to Contribute: Empowering Impact Players

(48:56) Leading Through Influence: The Role of Impact Players

(51:06) Strategies for Thriving Under Diminishing Leadership

(52:26) Multiplying Up: Turning Diminishment into Empowerment

(55:47) The Power of Listening and Adapting

(01:01:04) Leveraging Bosses' Strengths for Better Outcomes

(01:03:01) Building Relationships on a Level Playing Field

(01:03:55) Understanding and Sharing Power in Leadership

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How to Raise Emotionally Resilient Kids — and Lead the Same Way (with Dr. Becky Kennedy) Jul 07, 2026

While the podcast team is taking a Radical Sabbatical, Kim is interviewing authors of the books that have had a big impact on her in the past two years.

How can parenting skills help us become better team members and leaders in the workplace? Sure, you can’t “ground” your direct report when they screw up an important project, but the lessons of good parenting can certainly help us all be better at building effective and healthy teams.

In this episode, Kim speaks with Dr. Becky Kennedy, the author of Good Inside, a New York Times #1 bestseller. Dr. Becky’s background as a clinical psychologist and years of experience working with families give her valuable insights into navigating the stresses of raising kids amid a busy work schedule. She has developed a loyal following among parents. Kim and Dr. Becky talk about how these two worlds overlap and, in some cases, where they don’t. For example, they talk about how “repair” and taking responsibility for handling something poorly can play a key role in increasing connection among team members.

Guest Background: Dr. Becky is the clinical psychologist and mom of three behind the breakthrough parenting company Good Inside. She specializes in helping parents become sturdy leaders in their homes by sharing the skills and strategies parents need to raise resilient kids. Dr. Becky is a #1 New York Times bestselling author, a TED speaker, and the host of the chart-topping podcast Good Inside with Dr. Becky, and has amassed a global following of millions of parents.

Dr. Becky received a BA in Psychology and Human Development, Phi Beta Kappa and summa cum laude, from Duke University and a PhD in Clinical Psychology from Columbia University. She has a certificate in Relational Psychotherapy from the Steven Mitchell Center.

CHAPTERS

(00:00) Introduction to Radical Kindness and Good Inside

(03:02) Balancing Boundaries and Connection in Parenting

(05:56) The Impact of Unfinished Business from Childhood

(08:54) Curiosity as a Tool for Effective Communication

(12:02) Connection Capital: Building Relationships with Kids

(14:55) The Importance of High-Impact Moments

(17:53) Repairing Relationships After Mistakes

(20:56) Modeling Accountability for Children

(24:09) Changing the Narrative Around Parenting and Guilt

(27:06) Compassionate Criticism in Parenting and Work

(29:04) Understanding Anger and Setting Boundaries

(29:59) Compassionate Discipline: Balancing Boundaries and Understanding

(32:24) Two Truths: Boundaries and Emotions

(34:38) The Power of Belief: Encouraging Better Behavior

(36:01) Redefining 'Nice': The Importance of Respectful Communication

(39:31) Emotions as Information: Listening to Our Feelings

(41:27) The Role of Emotions in Leadership and Parenting

(44:32) Curiosity Over Fury: Navigating Emotional Responses

(52:04) Preventing Bullying: Safety and Intervention Strategies

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Why Racial Inequality Costs Everyone (with Heather McGhee) Jun 10, 2026

While the podcast team is taking a Radical Sabbatical, Kim is interviewing authors of the books that have had a big impact on her in the past two years.

In this episode, Kim speaks with Heather McGhee, the author of The Sum of Us: What Racism Costs Everyone and How We Can Prosper Together, a New York Times bestseller. Heather takes Kim on a journey through US history, demonstrating how efforts to exclude some of us from public goods harm all of us, starting with public swimming pools in the United States. As Heather describes in The Sum of Us, “By World War II, the country’s two thousand pools were glittering symbols of a new commitment by local officials to the quality of life of their residents, allowing hundreds of thousands of people to socialize together for free…A Pennsylvania county recreation director said, “Let’s build bigger, better, and finer pools. That’s real democracy. Take away the sham and hypocrisy of clothes, don a swimsuit, and we’re all the same.” These swimming pools were remarkable public resources. The Fairground Park Pool had a sandy beach, elaborate diving boards, and a capacity of 10,000 people. However, when cities across the country were forced to integrate these pools, they chose to fill them in with dirt instead. Nobody got to swim–except people wealthy enough to join private clubs.

Starting in the late 1960s, the same illogic was applied to more consequential areas of life than swimming pools. As the public began to perceive that government programs like welfare, healthcare, education, and infrastructure funding would benefit Black and Brown Americans, political support for these public goods collapsed. For example, when Texas rejected Obamacare, its rural hospitals began going bankrupt, resulting in medical deserts and economic devastation in rural Texas towns.

Today, we have a choice: the solidarity dividend that results from public goods that benefit everyone; or the devastation for everyone that results from the kind of zero-sum thinking that would cause a community to destroy public goods rather than make them available to everyone.

Guest Background: Heather McGhee designs and promotes solutions to inequality in America. The Sum of Us: What Racism Costs Everyone and How We Can Prosper Together spent 10 weeks on the New York Times bestseller list and was long-listed for the National Book Award and Carnegie Medal for Excellence in Nonfiction, among numerous other awards. In the summer of 2022, The Sum of Us was adapted into a Spotify podcast by Higher Ground, the production company of Barack and Michelle Obama. The Sum of Us was adapted into a young adult readers’ version by Random House Children’s in February 2023. The adaptation for middle and high-school students received starred reviews from School Library Journal and Booklist, and Kirkus named it a Best Young Adult Book of the Year.

CHAPTERS

(00:00) Introduction to Radical Sabbatical and Bacon's Rebellion

(02:05) Bacon's Rebellion: A Historical Perspective on Race Relations

(04:49) The Economic Impact of Racism on Society

(06:34) The Race Class Narrative Project and Its Implications

(16:30) Education: The Cost of Inequality

(22:09) Healthcare: The Consequences of Drained Public Goods

(24:37) Racialized Healthcare Politics

(26:32) The Impact of Medicaid Expansion

(28:38) The Mortgage Crisis and Racial Discrimination

(31:24) The Canary in the Coal Mine

(34:58) Unionization and Economic Power

(38:54) Cross-Racial Solidarity in Labor Movements

(42:18) Environmental Justice and Collective Action

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Where the World's Dirty Money Actually Goes (with Oliver Bullough) Jun 03, 2026

While the podcast team is taking a Radical Sabbatical, Kim is interviewing authors of the books that have had a big impact on her in the past two years.

In this episode, Kim speaks with Oliver Bullough, journalist and author of the highly acclaimed books: Butler to the World: How Britain Helps the World's Worst People Launder Money, Commit Crimes, and Get Away with Anything and Moneyland: Why Thieves and Crooks Now Rule the World and How To Take It Back. Oliver’s new book is called Everybody Loves Our Dollars - How Money Laundering Won.

Oliver describes a moment in his life that shaped each of these books. He was touring the palace of Yanukovych, the corrupt pro-Russian ex-President of Ukraine, horrified at the extravagant opulence, all stolen from the Ukrainian people. “How did you let him get away with this?” Oliver asked his friend. “Well, actually you’re technically in London, not Ukraine, right now,” his friend responded. Who is corrupt, the people who stole the money, or the lawyers, bankers, and accountants in countries that tout their lack of corruption? Oliver describes the systems in place to help the wealthy dodge taxes and the deeply corrupt to hide their theft. Kim and Oliver talk about the corrosive effect on our political institutions and our economy; and how we got here in the post-WWII era.

Guest Background: Oliver Bullough is a journalist and author from Wales who writes about financial crime, the former Soviet Union, and offshore skulduggery.

He lives near Hay-on-Wye, and has previously lived in London, Moscow, St Petersburg and Bishkek. When not working, he likes watching rugby, cooking pizzas, swimming in the river and walking in the hills. You can find him on Twitter at @oliverbullough.

CHAPTERS

(00:00) Introduction to Oliver Bullough and His Works

(03:03) The Evolution of Offshore Finance

(06:06) Naughty Money vs. Evil Money

(09:01) Exploring Yanukovych's Palace and Corruption

(12:11) Understanding Modern Corruption and Kleptocracy

(15:03) The Role of Cryptocurrency in Financial Crime

(18:14) The Dark World of Scams and Trafficking

(21:03) The Banality of Evil in Financial Crimes

(24:03) Legal Challenges in Exposing Corruption

(27:04) Personal Fascination with Eastern Europe and Russia

(29:42) The Allure of Russia: A Personal Journey

(32:06) Putin's Rise: Observations from the Ground

(34:17) The Impact of Neoliberalism on Eastern Europe

(35:22) Bretton Woods: Lessons from History

(40:21) The Corruption of Wealth: Offshore Finance's Role

(44:22) AI and Corruption: A New Era

(48:19) Reputation Laundering: The Case of Dmitry Firtash

(55:19) The Future of Money Laundering: Insights from 'Everybody Loves Our Dollars'

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The Rise and Fall of the Neoliberal Order (with Prof Gary Gerstle) May 27, 2026

While the podcast team is taking a Radical Sabbatical, Kim is interviewing authors of the books that have had a big impact on her in the past two years.

In this episode, Kim speaks with Gary Gerstle, best-selling author of The Rise and Fall of the Neoliberal Order and ten other books.

Kim said that after reading this book, she began to feel that when it comes to economic policy, we really have a one-party system. The architect of the New Deal Order was FDR, a Democrat, but its general contractor was Eisenhower, arguably the most progressive of all American presidents. The architect of the Neoliberal order was Reagan, but its general contractor was Clinton. Kim also said that reading this book made her realize that, time and again throughout her career, she thought she was working towards progressive ends, not understanding how neoliberalism had taken hold of the Democratic Party.

Gerstle explains that “the phrase political order is meant to connote a constellation of ideologies, policies, and constituencies that shape American politics in ways that endure beyond the two-, four-, and six-year election cycles. In the last hundred years, America has had two political orders: the New Deal order that arose in the 1930s and 1940s, crested in the 1950s and 1960s, and fell in the 1970s; and the neoliberal order that arose in the 1970s and 1980s, crested in the 1990s and 2000s, and fell in the 2010s

At the heart of each of these two political orders stood a distinctive program of political economy. The New Deal order was founded on the conviction that capitalism left to its own devices spelled economic disaster. It had to be managed by a strong central state able to govern the economic system in the public interest.

The neoliberal order, by contrast, was grounded in the belief that market forces had to be liberated from government regulatory controls that were stymying growth, innovation, and freedom. The architects of the neoliberal order set out in the 1980s and 1990s to dismantle everything that the New Deal order had built across its forty-year span. Now it, too, is being dismantled. Alarmingly, there seems to be no coherent policy around whatever it is replacing the Neoliberal order–just a mad grab for wealth, leading to even greater disparities than those that led to the Gilded Age’s excesses and to the Great Depression.

Guest Background: Gary Gerstle is Paul Mellon Professor of American History Emeritus and Paul Mellon Director of Research at the University of Cambridge. He is the author and editor of more than ten books, including two prizewinners, American Crucible (2017) and Liberty and Coercion (2015). He is a Guardian columnist and has also written for the Atlantic Monthly, the New Statesman, Dissent, The Nation, and Die Zeit, among others. He frequently appears on BBC Radio 4, BBC World Service, ITV 4, Talking Politics, and NPR.

CHAPTERS

(00:00) Introduction to Radical Sabbatical and Guest

(03:03) Understanding Liberalism and Neoliberalism

(06:11) The Evolution of Liberalism in America

(09:06) The New Deal and Its Impact

(12:10) Violence and Wealth Inequality in Capitalism

(14:59) The Great Depression and Its Consequences

(18:07) Defining Political Order

(21:11) The Rise of the Neoliberal Order

(24:05) Clinton's Role in Neoliberalism

(26:58) The Gorky Automobile Factory and Communism's Appeal

(31:19) The Rise of Soviet Communism as a Challenge to Capitalism

(36:18) The Treaty of Detroit: Compromise Between Labor and Capital

(41:43) Transition to Neoliberalism: The Powell Memo and Its Impact

(49:13) Telecom Act of 1996: Deregulation and Its Consequences

(54:16) The 2008 Financial Crisis: A Turning Point for Neoliberalism

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How a 19th-Century Bombing Shaped Modern Surveillance (with Steven Johnson) May 20, 2026

While the podcast team is taking a Radical Sabbatical, Kim is interviewing authors of the books that have had a big impact on her in the past two years.

In this episode, Kim speaks with Steven Johnson, co-founder of Notebook LM, not about AI but about his book, The Infernal Machine: A True Story of Dynamite, Terror, and the Rise of the Modern Detective. They start with the story of how the Swiss dominated the watch industry for over a century, thanks to a highly decentralized network of cottage laborers in the Jura mountains. The culture of autonomy in the industry was so strong that it turned Swiss watchmakers into some of history's first anarchists, which in the 19th century simply meant self-organization. The movement became associated with disorder and violence after many anarchists adopted Nobel’s invention of dynamite as their weapon. The public outcry against their violent attacks on heads of state and industry led to many modern surveillance techniques, including wiretapping and fingerprinting.. Steven and Kim speculate that some approaches to company-building in Silicon Valley have embraced bottom-up self-organization principles of the Jura mountains. They explore how we might have a viable alternative to capitalism and socialism today if anarchists had not embraced dynamite. They agree it’s not too late to imagine that viable alternative–maybe one of them will write that book.

Guest Background: Steven Johnson is the Co-Founder and Editorial Director, NotebookLM; Author of 14 books on science, technology, and innovation; co-creator and host of BBC/PBS series How We Got To Now and Extra Life. He is the host of the podcast The TED Interview and the author of the newsletter Adjacent Possible. He lives in Brooklyn, New York, and Marin County, California, with his wife and three sons.

CHAPTERS

(00:00) Introduction to Radical Sabbatical and Steven Johnson

(03:02) The Relevance of History in Today's Context

(06:02) The Evolution of Anarchism and Political Violence

(09:03) Kropotkin and the Philosophy of Anarchism

(12:06) The Watchmakers of Switzerland and Technological Innovation

(15:02) The Irony of Kropotkin's Life and Legacy

(18:05) The Influence of Anarchism on Modern Thought

(21:01) Silicon Valley's Bottom-Up Ethos and Its Evolution

(24:02) The Emergence of Google and Bottom-Up Systems

(25:54) The Transformation of Pinkerton: From Idealism to Violence

(30:27) Nobel and the Dual Nature of Dynamite

(35:16) The Political Ramifications of Dynamite

(40:34) The Ludlow Massacre and the Siege of Tarrytown

(43:14) Lessons from History: Nonviolence vs. Violence

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Why You Want What Other People Want (with Luke Burgis) May 13, 2026

While the podcast team is taking a Radical Sabbatical, Kim is interviewing authors of the books that have had a big impact on her in the past two years.

In this episode, she’s speaking with Luke Burgis about his new book, The One and the Ninety-Nine, Forging Identity in the Age of Social Contagion. Through stories ranging from the parable of the lost sheep to August Landmesser, the only person in a huge crowd to refuse to salute to Hitler, Luke describes the missing skill that makes real community possible: learning how to remain oneself while staying connected to others. He offers practical, tactical advice for how to recognize false belonging, escape coercive dynamics, and pass through the rites of passage that produce people with integrity and courage. This is a book that will help you figure out what YOU want, so that you can go get it rather than being distracted by what others want.

Guest Background: Luke Burgis is the director of The Cluny Institute and a professor at The Catholic University of America, where he studies the invisible forces that shape human behavior. He is the author of Wanting: The Power of Mimetic Desire in Everyday Life. He lives in Washington, D.C., and Michigan with his wife, Claire, and their children.

CHAPTERS

(00:00) Introduction to the Radical Sabbatical and Luke Burgis' Book

(02:09) The Meaning Behind 'The One and the 99'

(03:24) Exploring the Parable of the Lost Sheep

(06:05) August Landmesser: Standing Alone Against the Crowd

(10:48) Family Dynamics and the Solid Self

(17:55) Education and the Self: Navigating Expectations

(22:37) The Role of Technology in Education

(29:13) The Loss of Subtle Cues in Communication

(31:37) The Evolution of Education and Rites of Passage

(35:18) The Importance of Ownership in Learning

(37:45) Mimetic Desire and Its Impact on Choices

(40:44) Understanding Political Mimesis

(46:20) The Tension of Relationships and Community

(51:36) Finding Meaning in Tension and Discomfort

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How to Build Teams That Actually Flourish (with Daniel Coyle) May 06, 2026

While the podcast team is taking a Radical Sabbatical, Kim is interviewing authors of the books that have had a big impact on her in the past two years. In this episode, she’s speaking with Daniel Coyle about his new book, Flourish, The Art of Building Meaning, Joy and Fulfillment.

What is a meaningful life, and how do we make one? How do certain communities foster closeness, fulfillment, happiness, and energy? Daniel Coyle has spent the last few years trying to crack this code. He talks about the transformation that happened during the famous story of the 33 miners trapped 2000 feet underground in a mine in Chile. It turns that the key to survival was a leader who was willing to let go of control. You can’t command and control your way to flourishing--or surviving in a crisis.

Background on Daniel Coyle: Daniel is the New York Times bestselling author of The Culture Code, which was named Best Business Book of the Year by Bloomberg, BookPal, and Business Insider. Coyle has served as an advisor to many high-performing organizations, including the Navy SEALs, Microsoft, Google, and the Cleveland Guardians. His other books include The Talent Code, The Secret Race, The Little Book of Talent, and Hardball: A Season in the Projects, which was made into a movie starring Keanu Reeves. Coyle was raised in Anchorage, Alaska, and now lives in Cleveland Heights, Ohio, during the school year and in Homer, Alaska, during the summer with his wife, Jenny, and their four children.

CHAPTERS

(00:00) Introduction to Flourishing Leadership

(03:03) The Distinction Between Living Systems and Machines

(06:02) The Importance of Relationships in Leadership

(09:02) The Miners in Chile: A Story of Brotherhood

(12:06) Creating Space for Connection

(15:06) The Role of Curiosity in Conversations

(18:03) The Power of Community in Adversity

(19:04) The Gottman Method and Relationship Dynamics

(22:25) Personalized Criticism vs. Respectful Challenges

(24:25) The Importance of Context in Relationships

(27:19) Creating Self-Organizing Systems

(30:39) Leadership as Design: Building Living Systems

(32:36) Transformative Education: The Jigsaw Classroom

(36:58) Reverent Leadership: The Kibera School for Girls

(41:55) The Guardians: A New Approach to Coaching

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How Great Companies Stay Great (with Eric Ries) Apr 29, 2026

While the podcast team is taking a Radical Sabbatical, Kim is interviewing authors of the books that have had a big impact on her in the past two years. In this episode she’s speaking with Eric Ries about his new book, Incorruptible, Why Good Companies Go Bad... and How Great Companies Stay Great.

All too often, founders start a company and hire an incredible team dedicated to building a company that will solve an important problem and leave the world better off. Then they get a taste of success and life is good. But all too often, the bankers and lawyers swoop in and the demands to “maximize shareholder value” set in. More often than not, the company succumbs to the gravitational pull of mediocrity–or worse. Compromises are made, rationalizations abound, and after a while people start to wonder “how did this happen?!”

Eric has thought deeply about how to structure companies so that they can remain true to their purpose and achieve great financial results. In his interview with Kim, he shares his extensive research on companies, both contemporary and some many decades old, who have been able to make this work.

Background on Eric Ries: Over the last two decades, Eric Ries’s ideas about continuous innovation, long-term thinking, governance, and market reform have reshaped company building and management practices. He is the creator of the Lean Startup method and the author of the New York Times bestseller The Lean Startup, The Leader’s Guide, and The Startup Way. As a founder, Eric has put his own ideas into practice with the Long-Term Stock Exchange (LTSE); Answer.AI, an AI R&D lab; Virgil, a legal services startup; and IMVU. On The Eric Ries Show, he talks with world-class technologists, thought leaders, and executives building for the long-term. He lives in the San Francisco Bay Area with his wife and three children. His new book, Incorruptible, will be released in May of 2026.

CHAPTERS

(00:00) Introduction to Eric Ries and His Work

(01:31) The Motivation Behind 'Incorruptible'

(04:28) The Dark Side of Business Practices

(05:08) The Haunting Story of Vectura and Philip Morris

(12:58) The Consequences of Corporate Governance

(15:20) The Historical Context of Corporate Purpose

(18:37) The Evolution of Corporate Purpose

(22:07) The Impact of Purpose-Driven Companies

(25:33) Understanding Financial Gravity

(30:55) The Unconscious Forces in Corporations

(34:43) Resisting the Pull of Mediocrity

(39:14) Navigating Power Dynamics in Organizations

(40:04) The Naivety of Value Creation

(41:05) The Dilemma of Founder Control

(42:34) Building Institutional Protections

(43:36) Costco's Governance Fortress

(45:57) The Cost of Governance Ratings

(47:58) The Challenge of Public Companies

(51:08) Taking Action for Ethical Leadership

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What is a Problem I Can Help Solve? (with Tom Rath) Apr 22, 2026

While the podcast team is taking a Radical Sabbatical, Kim is interviewing authors of the books that have had a big impact on her in the past two years. In this episode she’s speaking with Tom Rath about his new book What’s The Point.

Graduation speeches are often filled with lofty advice for how to approach the upcoming transition from school to the real world–a topic that feels especially fraught at this moment of AI Anxiety. Speakers often urge newly minted graduates to “follow your passion.” But is that the best way to decide what type of work to focus on as a career? Perhaps a better approach is to figure out what the world needs and how you can best contribute.

Tom Rath stresses the importance of surveying the landscape and identifying the big problems the world is facing. Then, identify your skills and develop them so that you can help address the issues that concern you.

One fascinating point Tom makes is that 90% of people in the workforce fall into roughly 50 different occupations. However, most of us are only exposed to a handful of these 50, often only what their parents or parents’ friends do for a living. Wouldn’t it be better to give young adults exposure to a much wider range of careers before they pursue career goals? In fact, we could all benefit from this exposure. It’s never too late to change careers. Tom Rath’s CareerSight team brings together industry experts committed to helping people discover career possibilities and find purpose.

Background on Tom Rath: Tom is an author and researcher who studies how careers impact health and well-being. He has written 12 books that have sold more than 10 million copies and made hundreds of appearances on global bestseller lists.

Tom's first book, How Full Is Your Bucket?, was an instant #1 New York Times bestseller. His book StrengthFinder 2.0 was listed as Amazon's top-selling non-fiction book of all time. Tom's other bestsellers include Strengths Based Leadership, Wellbeing, Eat Move Sleep, and Are You Fully Charged?Tom is currently co-founder and CEO of CareerSight. He previously led Gallup's workplaces business and served as a Senior Scientist. Tom was also a Vice-Chair of the VHL cancer research organization. He is a graduate of the University of Michigan and the University of Pennsylvania, where he has also been a guest lecturer.

CHAPTERS:

(00:00) Introduction to Radical Sabbatical and Tom Rath's Book

(01:52) The Problem with Passion

(06:56) Purpose vs. Passion: Finding Meaning in Work

(11:22) Job, Career, and Calling: Understanding the Differences

(13:10) Shifting Focus: From What You Do to Who You Help

(21:28) Skepticism About Childhood Dreams and Career Paths

(24:29) Reevaluating Life Choices

(28:01) Exploring Career Options

(30:40) The Importance of Exploration

(33:02) Navigating Career Pressures

(34:40) The Evolution of Work

(39:57) Understanding Comparison Detox

(43:10) Finding Meaning in Daily Life

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When Work Cultures Turn Toxic (with Rob Copeland) Apr 15, 2026

While the podcast team is taking a Radical Sabbatical, Kim is interviewing authors of the books that have had a big impact on her in the past two years.

Office culture is a fascinating topic. It can be the special sauce that helps bring together team members to achieve excellence. But what happens when the company culture becomes a toxic mess? What happens when a very charismatic CEO becomes obsessed with both cataloging people’s weaknesses and then broadcasting them to the entire company? What happens when that same CEO mandates “internal reporting” on fellow co-workers, techniques that appear to be drawn directly from the playbook of the Stasi (the former East German secret police force, famous for deep surveillance to control and punish their citizens)? What happens when the CEO steadfastly refuses to hear criticism about himself? Why would people join and then remain at such an organization?

Kim welcomes New York Times’ business reporter and author, Rob Copland, to talk about his fascinating, deeply researched, and best-selling book, The Fund: Ray Dalio, Bridgewater Associates and The Unraveling of a Wall Street Legend. Rob’s book dives deep on Ray Dalio, the iconic founder and leader of Bridgewater Associates and the culture he created there. Under Dalio, there is no disputing that Bridgewater Associates became one of the largest and most successful hedge funds in history. At the same time, Dalio appeared to use promises of vast riches to control and intimidate his employees. Rob shares some incredible stories to illustrate these points. When someone dared to push back on any of Dalio’s techniques or vision, he famously would shut them down with, “If you’re so smart, why aren’t you rich?!” Rob talks about what he learned in the years of research he did for this book. This conversation presents a cautionary tale of what can happen when a charismatic leader, flush with vast wealth decides his mission is also to dictate how people should live.
Background on Rob Copeland: Rob Copeland is a New York Times finance reporter covering Wall Street, banks, and corporate power. He was previously the longtime hedge-fund beat reporter at The Wall Street Journal. He is best known for investigative, narrative-driven stories and is the author of the bestselling book, "The Fund: Ray Dalio, Bridgewater Associates and the Unraveling of a Wall Street Legend".

CHAPTERS:

(00:00) Introduction to Rob Copland

(01:04) The Pissing Anecdote: A Lesson in Self-Awareness

(05:11) Investigating the Absurd: Culture of Petty Conflicts

(09:59) The Dark Side of Radical Transparency

(12:04) The Pain of Reflection: A Closer Look at Confrontation

(16:24) The Cost of Self-Improvement: Why People Endure

(18:48) The Allure of Success: How Ray Dalio Captivates Minds

(22:43) The Challenge of Self-Awareness

(23:58) The Power Dynamics of Self-Knowledge

(24:46) Cult Dynamics and Personal Freedom

(25:52) The Role of Powerful Figures in Toxic Environments

(26:38) Radical Transparency and Its Pitfalls

(31:05) The Importance of External Tethers

(33:28) Navigating Career Choices and Exit Strategies

(37:38) The Journey of Self-Discovery and Feedback

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How to Remake America S8 | E9 Apr 08, 2026

While the podcast team is taking a Radical Sabbatical, Kim is interviewing authors of the books that have had a big impact on her in the past two years.

Again we discuss the topic of wealth inequality and the accompanying concentration of political power. It is tempting to think that we live in an unprecedented era, and yet there are lessons to be learned from the past. Today, Kim talks to Professor John Witt of Yale Law School about his recent book, The Radical Fund. It is a fascinating story of The Garland Fund, established by Charles Garland in the early 1920s. The book takes us on a journey showing how the Garland Fund was able to lay the foundation for much less powerful groups in society to fight for their rights such as safe working conditions, free speech, and equal rights. And how those movements help drive the economic successes later in the 20th century. Kim and John discuss these lessons learned and how we can apply those lessons in our communities today.

Background on John Watt: John Witt is the Allen H. Duffy class of 1960 professor of law at Yale Law School and a professor in the Yale history department. He is the author of a number of books, including Lincoln’s Code, which was awarded the Bancroft Prize and was a finalist for the Pulitzer Prize. His writing has appeared in The New York Times, The Wall Street Journal, The Washington Post, The Atlantic, The Nation, and The New Republic, among other publications. He lives with his family in Connecticut where he tends an orchard, watches baseball, and fishes in the Long Island Sound.

Resources:

CHAPTERS:

(00:00) Introduction to the Radical Fund and Its Impact

(03:04) Historical Context of Civil Rights and Labor Movements

(06:12) The Role of the Foundation in Landmark Cases

(09:09) Sidney Hillman's Vision for Industrial Democracy

(12:04) The Evolution of Worker Participation in Capitalism

(15:07) Building Solidarity Across Demographics

(18:10) Lessons from History: The Importance of Unity

(21:05) James Weldon Johnson and the Quest for Democracy

(23:45) The Rise of W.E.B. Du Bois and the NAACP

(24:33) Collaboration Between Black Leaders and White Labor Unions

(26:02) The Power of Propaganda in Social Change

(30:24) The Role of Money and Foundations in Social Justice

(31:43) The Origins of the Garland Fund

(35:15) The Debate on Philanthropy and the 'Dead Hand' Problem

(37:27) Lessons from History: Economic Inequality and Social Change

(40:09) The Future of Democracy and Social Justice

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How the Ultra-Wealthy Captured American Democracy (with Prof David Gibbs) Apr 01, 2026

While the podcast team is taking a Radical Sabbatical, Kim is interviewing authors of the books that have had a big impact on her in the past two years.

Wealth concentration in the United States is top of mind these days. While it’s tempting to see this as a recent trend, it is instructive to look at what was happening in American politics decades ago and see how many of these forces were set in motion in the 1970’s.

Kim talks with Prof. David Gibbs about his book, Revolt of the Rich, How the Politics of the 1970s Widened America's Class Divide. Prof. Gibbs reviews decisions that were made during the Nixon and Carter administrations that continue to reverberate in our world today. For example, during the first oil shock in the early 1970s, President Nixon actively worked to keep oil prices high to support the Shah of Iran and to prop up the dollar. The result was financialization and deindustrialization. Later in the decade, President Carter was central to the trend of deregulation. The net effect of these decisions was an erosion of the foundations of the American middle class.

Technical note: we had an issue with one of the microphones on this interview that affected the sound quality. Sorry if this affects your enjoyment of this episode.

Background on David Gibbs: David N. Gibbs is professor of history at the University of Arizona, whose past research has emphasized political conflicts in Sub-Saharan Africa, Eastern Europe, and Afghanistan. He has published extensively in academic journals as well as the London Guardian, Los Angeles Times, Christian Science Monitor, Le Monde Diplomatique, Salon, and Jacobin. His third and most recent book is entitled: Revolt of the Rich: How the Politics of the 1970s Widened America’s Class Divide. His detailed personal website is at: https://dgibbs.arizona.edu/

Resources:
Buy Revolt of the Rich on Bookshop.org

(00:00) Introduction to the Radical Sabbatical Podcast

(01:33) The Oil Crisis of the 1970s

(04:46) Nixon's Role in the Oil Price Increase

(09:59) Petrodollars and U.S. Economic Power

(12:37) Financialization and Deindustrialization

(15:05) Impact on Ordinary Americans

(18:28) The Revolt of the Rich

(21:34) The Shift in Economic Power

(24:41) Political and Economic Alternatives

(26:01) The Evolution of Taxation and Economic Policies

(27:48) The Shift in Political Ideologies

(30:18) Coalitions and the Rise of the Christian Right

(32:30) Economic Conservatism and Social Issues

(36:00 )Navigating Economic Uncertainty

(40:43) Building Inclusive Economies

(46:30) The Consequences of Inequality and Austerity

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Your Privacy: Why You Should Care and Tools to Protect It 8 | 7 Mar 25, 2026

We all love the convenience of our digital devices and connected services. But what about our ever expanding pile of digital breadcrumbs we leave behind as we go about our day? These breadcrumbs can be swept up by private companies to learn quite about us and target us with specific goods and services. They can also be collected by government agencies who might use this information for legitimate police work or in some instances, political repression. So, many people are asking themselves, should I be doing more to protect my personal privacy and how should I go about this.

Tech evangelist and prolific author Guy Kawasaki had asked that same question about a year ago. It started him on a journey to learn more about how to use some of the latest communications tools built from the ground up with personal privacy as its primary goal. This led Guy to install and use Signal, one of the most popular tools today for personal privacy protection. But as he started to put Signal into his communications work flow, he realized it was not obvious how to use Signal to its full potential. So, Guy collaborated with Madisun Nuismer to publish a “how to” book for using Signal, “Everybody Has Something to Hide” in January of 2026.

In this episode of the Radical Candor Podcast, Kim and Guy have a wide ranging conversation about Guy’s concerns about privacy that inspired him to start using Signal and then to write the book. They discuss the centrality of privacy in a free and democratic society and how tools like Signal can enhance privacy. Kim also shares her experiences with privacy and censorship in her years working in the Soviet Union (and later Russia) in the early 1990s. They also debate how much we should all trust so much of our personal data with these large tech companies. As Guy mentions the old saying, “If you aren’t paying for the product, you ARE the product!”.

In the media rollercoaster, tech’s reputation is at a low point right now. It’s worth remembering that there are a lot of idealistic people in tech who are working hard to solve problems with the goal of making the world a better place. That is part of why we want to highlight Guy’s messages and what Meredith Whitaker, Brian Acton, Moxie Marlinspike, and the whole team at Signal are doing.

Background on Guy Kawasaki:

Guy Kawasaki is the chief evangelist of Canva and the creator of Guy Kawasaki’s Remarkable People podcast. He is an executive fellow of the Haas School of Business (UC Berkeley), and adjunct professor of the University of New South Wales. He was the chief evangelist of Apple and a trustee of the Wikimedia Foundation. He has written Wise Guy, The Art of the Start 2.0, The Art of Social Media, Enchantment, and eleven other books. Kawasaki has a BA from Stanford University, an MBA from UCLA, and an honorary doctorate from Babson College.

Resources:

Electronic Freedom Foundation (EFF) information on how to use Signal.
Interviews with Meredith Whittaker is the President of The Signal Foundation.

Guy’s interview with Meredith Whittaker on his Remarkable People Podcast.
Also an informative interview with Meredith on Scott Galloway’s Podcast.

CHAPTERS:

(00:00) Exploring the New Book: Everybody Has Something to Hide

(00:51) The Importance of Signal and Privacy

(06:46) Personal Experiences with Privacy and Censorship

(11:57) Trust in Tech Companies and Data Privacy

(14:27) The Idealistic Problem Solvers in Tech

(15:01) Philanthropy vs. Government Aid

(15:38) Universal Basic Income as an Experiment

(17:02) The Importance of Privacy in Democracy

(19:09) The Role of Technology in Privacy

(21:04) Evangelizing Signal for Privacy Protection

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How Tech Employees Can Organize for Change (with Lisa Conn and Anne Wootton) Mar 18, 2026

When tech is at its best, it is a group of people working together to solve hard problems in a way that makes the world a better place. That goal is what motivated so many folks in Silicon Valley to come here. How then did we cede the microphone to a small number of people who espouse an authoritarian, rich get richer algorithm? How can people working inside tech companies grab the bullhorn away from the authoritarians to describe the world we want to create? How we can take action to advocate for our vision of a better future?

One recent manifestation of this is the ⁠ICEout.tech⁠ movement. In this episode, Kim speaks with Lisa Conn, founder of Gatheround and former Meta employee, and Anne Wootton, co-founder of Pop Up Archive and current senior engineering manager at Apple, about why they signed the pledge and what they hope it can accomplish.

Kim, Lisa and Anne also discuss more generally ideas for people who are frustrated with the state of affairs at their companies or in tech more broadly, but are not sure where to start and how to find a community of similarly civic-minded people to take action. They discuss ways to host meetups for your like-minded co-workers while still working hard at your day job and staying within your company’s policies.

They also talk about how important it is to speak respectfully with people who disagree with you. A good goal is to deepen your own thinking, not to change a person's mind. You probably won’t change their mind, and you probably won’t change yours. That doesn’t mean you’re wasting your breath. When you invite discussion about your beliefs with people who disagree, two good things can happen. One, you get to know them a bit better. Two, you challenge yourself to think more deeply. JS Mill said that belief without discussion can give way to prejudice.

Background on ICEout.tech:

⁠⁠ICEout.tech⁠⁠, started by and for people in tech, wants the tech industry to use its influential position in our economy to stop ICE. The pledge, which was started after Renee Good was murdered in Minneapolis, has more than 2,000 verified signatures from people across major companies including NVIDIA, Anthropic, OpenAI, Google, Microsoft, Amazon, Meta, and dozens more. The call to speak up against ICE in tech gained momentum after Border Patrol agents killed Alex Pretti, an ICU nurse, and has drawn public support from leaders like Dario and Daniela Amodei (Anthropic), Reid Hoffman, and Vinod Khosla. Tech professionals want their CEOs to join them in this effort, to protect our neighbors and communities and stop ICE's terror.

Resources:

⁠⁠ICEout.tech⁠⁠ information and how to get involved.
Resist and Unsubscribe Resist and Unsubscribe - movement by Prof. Scott Galloway to encourage individuals to use their economic power by unsubscribing from big tech web services as a way to press these leaders to push for government reforms.

CHAPTERS:

(00:00) Introduction to iceOut.tech Movement

(02:00) Understanding the Pledge and Its Impact

(04:59) Navigating Ethical Dilemmas in Tech

(10:02) The Role of Affluence and Courage

(15:20) Building Solidarity and Taking Action

(20:04) Employee Power and Organizing for Change

(22:53) The Role of Technology in Society

(26:10) Tactics for Influencing Corporate Decisions

(29:51) Building Internal Solidarity and Communication

(34:04) Navigating Polarization and Finding Common Ground

(39:03) Self-Care and Community Engagement

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Rethinking Authenticity and What to Do Instead with Dr. Tomas Chamorro-Premuzic 8|5 Mar 11, 2026

“Be yourself.” “Bring your whole self to work.” “Don’t worry what people think.”

These phrases sound empowering—but in real workplaces, they can create confusion, conflict, and even harm.

In this episode of The Radical Candor Podcast, Kim Scott and Amy Sandler sit down with organizational psychologist Tomas Chamorro-Premuzic—Chief Science Officer at Russell Reynolds Associates, professor of business psychology at University College London and Columbia University, and author of Don’t Be Yourself: Why Authenticity Is Overrated and What to Do Instead.

They start with a moment of actual Radical Candor: Kim reached out after Tomas and Amy Edmondson accidentally conflated Radical Candor with “brutal honesty.” Instead of stewing, she did the hard (and human) thing—she talked to him. That conversation sets the tone for a bigger question: What does it really mean to be “authentic” at work?

Tomas breaks down four “authenticity traps” that sound like wisdom but often backfire:

Always be honest with yourself and others
Don’t worry what people think of you
Always stay true to your values, no matter what
Bring your whole self to work

Together, they explore what replaces these traps: self-complexity, emotional intelligence, feedback you can absorb without defensiveness, and the discipline to regulate your impulses so you can build trust and safety—without turning the workplace into either chaos or conformity.

If you’ve ever felt stuck between being “real” and being effective, this episode offers a more useful frame: your right to be you should never override your obligation to others.

Resources:

Mentioned on the podcast:

Infantilised: How Our Culture Killed Adulthood [book]
Seinfeld episode: Life Hack “Do the opposite” [YouTube short]
The Best Leaders are Great Followers HBR article by Tomas Chamorro-Premuzic and Amy C. Edmondson

Chapters:

(00:00) IntroductionKim and Amy welcome Tomas Chamorro-Premuzic and reflect on how this conversation began with Radical Candor.

(03:10) Radical Candor vs. “Brutal Honesty”How a misinterpretation sparked a real conversation about kindness, nuance, and impact.

(07:20) Why “Don’t Be Yourself”The meaning behind the provocative title and why authenticity advice often backfires at work.

(14:10) The Four Authenticity TrapsAlways be honest, don’t care what people think, never compromise your values, and bring your whole self to work.

(19:30) Confidence, Competence, and FeedbackWhy developing skill comes first—and how confidence is often about timing and delivery.

(27:30) Staying True to Values Without Becoming DogmaticWhy uncompromising values can divide teams and what leadership actually requires.

(30:10) Authenticity as PrivilegeWhy complete self-expression is often a luxury of the powerful, not a universal standard.

(36:15) Psychological Safety Isn’t ComfortWhy safety should enable productive discomfort, not chaos or bullying.

(41:55) Emotional Intelligence vs. Unfiltered AuthenticityWhy adapting to others is a strength, not a lack of integrity.

(49:10) Regulating Impulses as a LeaderHow filtering behavior builds trust without sacrificing humanity.

(01:03:50) Conclusion

Connect:Resources for show notes:

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Why We Don’t Do What We Know We Should: Beliefs, Habits, and AI Practice with Nir Eyal 8|4 Mar 04, 2026

What if the reason you don’t give feedback, follow through, or change your habits… isn’t willpower?

What if it’s a belief?

In this episode of The Radical Candor Podcast, Kim Scott talks with Nir Eyal — author of Hooked, Indistractable, and his new book Beyond Belief — about the hidden force behind motivation: the stories we tell ourselves.

They explore:

Why AI can’t replace human relationships — but can help us practice hard conversations
The limiting belief that keeps people silent at work
Why knowing what to do isn’t enough
How pain (not pleasure) drives behavior
The difference between addiction and habit
Why “time management is pain management.”
How to reinterpret anxiety as readiness
And why beliefs are tools — not truths

If you’ve ever struggled to speak up, follow through, or break a bad habit — this conversation will help you see what’s really getting in the way.Chapters

(00:00) Introduction

Kim welcomes Nir Eyal and introduces AI portraits and scaling human insight.

(04:30) Can AI Replace Relationships?

Why AI can’t replace human connection — but may be the safest place to practice hard conversations.

(10:15) Refining AI Voice & Identity

What it means to “scale yourself” without losing your humanity.

(16:40) The Limiting Belief That Keeps You Silent

“If you don’t have anything nice to say…” — and why that belief causes harm.

(23:10) Beliefs Are Tools, Not Truths

Nir explains the core thesis of Beyond Belief.

(29:30) Placebos, Pain, and Perception

What belief can change — and what it can’t.

(36:20) Stage Fright vs. Readiness

Reinterpreting anxiety as oxygen for performance.

(43:10) Time Management Is Pain Management

Why distraction is about escaping discomfort.

(50:40) Addiction vs. Habit

Why addiction is about escaping pain — not seeking pleasure.

(57:00) Why We Don’t Do What We Know

The missing link between knowledge and action.

(01:04:00) Radical Candor and the “Nice” Trap

The story of Bob — and why staying silent isn’t kind.

(01:10:00) If It’s Yellow, Let It Mellow

Marriage, feedback, and choosing what truly matters.

(01:13:00) Conclusion

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AI Gods, Space Empires, and the Stories Tech Uses to Justify Power with Adam Becker 8|3 Feb 18, 2026

What if the loudest stories about the future—AI gods, Mars colonies, digital immortality—aren’t science at all, but science fiction masquerading as inevitability?

In this episode of The Radical Candor Podcast, Kim Scott and Amy Sandler are joined by science journalist and astrophysicist Adam Becker (PhD in computational cosmology), author of More Everything Forever. Adam breaks down the “big three” myths that dominate Silicon Valley’s imagination: space colonization, superintelligent god-like AI, and the singularity. He explains why both the utopian and apocalyptic versions of AI stories often share the same assumption—unimaginable AI power—and why that assumption doesn’t match reality.

They also explore the deeper pattern underneath these myths: the belief that every problem can be solved with technology (usually computer technology), even when the barriers are political and social—collective action, persuasion, solidarity, and power. Along the way, Adam shares how he stayed sane while writing about “seriously disturbing ideas,” and why reconnecting with the natural world (and real human relationships) is a necessary antidote to screen-mediated life.

If you’ve ever felt overwhelmed by the “AI will save us” vs. “AI will doom us” debate, this conversation offers a clearer, more grounded frame—and a reminder that being human matters.

Resources for show notes:

Referenced in conversation:

Blade Runner (as an example of dystopian sci-fi being misunderstood)
Star Wars / Jabba the Hutt (as an example of misreading stories)
Lord of the Rings / Palantír (as a cautionary reference)
Jurassic Park (“they didn’t stop to consider whether they should”)
Public libraries (as a civic good worth supporting)

Chapters:

(00:00) Introduction

Kim and Amy welcome Adam Becker to unpack Silicon Valley’s stories about the future.

(06:06) The Myths Driving Tech Ideology

Space colonization, superintelligent AI, and the singularity—and why they don’t hold up.

(11:52) When Sci-Fi Turns into Strategy

How dystopian stories get misread as roadmaps (Palantir, “Torment Nexus,” and more).

(15:06) More Everything Forever

Why endless expansion feels inevitable in tech—and why Adam argues it’s flawed.

(21:24) “Can” vs. “Should”

Why tech leaders dodge both questions—and what that reveals about power.

(23:19) You Can’t Escape Politics by Going to Space

Why “Mars as a reset button” is a fantasy—and politics follows humans everywhere.

(33:22) AI Doom vs. AI Utopia

Why both narratives rely on the same shaky assumption about “AGI.”

(37:21) Solidarity as a Counterbalance

Why labor organizing matters when leadership values diverge from workers’ values.

(41:02) “AGI Will Fix Climate”

Why betting on future AI while burning more energy now is a dangerous logic trap.

(01:03:50) Conclusion

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The 7 Hidden Beliefs That Hold Leaders Back with Muriel Wilkins 8|2 Feb 11, 2026

Why do so many leaders work hard to change — only to end up in the same place months later? What if the problem isn’t effort, but the beliefs running in the background?

In this episode of The Radical Candor Podcast, Kim Scott and Amy Sandler are joined by Muriel Wilkins — executive coach, C-suite advisor, host of Coaching Real Leaders, and author of Leadership Unblocked. Together, they unpack why high performers default to action, how action bias can backfire when internal beliefs stay the same, and what it takes to create sustainable leadership growth.

Muriel introduces seven common “hidden blockers,” including I need it done now, I can’t say no, and I don’t belong here, and explains how these beliefs drive behavior that feels productive in the short term but creates dissonance over time. The conversation also explores how leaders can build the muscle of noticing what’s happening internally, ask better coaching questions without attachment, and reduce unnecessary suffering by changing how they respond to challenges.

If you’ve ever wondered, “Why do I keep ending up here again?” this episode offers a grounded, practical way forward.

Connect:

Resources for show notes:

Leadership Unblocked: Break Through the Beliefs That Limit Your Potential book
The Hidden Beliefs That Hold Leaders Back Harvard Business Review article
Coaching Real Leaders podcast
Own the Room: Discover Your Signature Voice to Master Your Leadership Presence book
Muriel Wilkins website
Muriel Wilkins on Radical Candor podcast

Chapters:

(00:00) Introduction + Muriel Returns

(01:20) Why Muriel Wrote Leadership Unblocked

(01:50) Action Bias: Why Change Doesn’t Stick

(03:00) Actions vs. Your Internal Operating System

(04:04) The Fix-It Reflex in Work and Life

(06:01) Discomfort, Control, and the Urge to Solve

(09:25) Hidden Blockers: What They Are and Why They’re Hidden

(10:57) The 7 Hidden Blockers (Overview)

(11:48) “I Need It Done Now” and Reframing Time

(17:03) Building the Noticing Muscle

(39:58) Coaching Yourself Before Coaching Others

(53:33) Conclusion

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It’s Not Too Late: Getting Unstuck Mid-Career with Adrion Porter 8|1 Jan 21, 2026

What do you do when the career path that once felt clear no longer is? What if that stuck, uneasy feeling in the middle of your career isn’t a failure, it’s information and an opportunity to rewrite your career story.

On this episode of The Radical Candor Podcast, Adrion Porter founder of Mid-Career Mastery, host of the podcast Gen X Amplified, and a LinkedIn top voice joins Kim and Jason to talk honestly about the “Messy Middle” and what to do when your old definitions of success no longer fit.

Together, they explore Adrion’s Mastery Map,a practical framework for getting unstuck by letting go of limiting beliefs, finding meaning, and making intentional choices even when the next step isn’t obvious. They also dig into navigating generational differences, the reality of different lived experiences and the divisive stories we tell ourselves and how to strengthen relationships across generations.

If you’re feeling stuck, uncertain about what’s next, or frustrated that doing your best work feels harder than it used to, this conversation offers grounded ways to move forward.

Get all of the show notes at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠RadicalCandor.com/podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

Episode Links:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

Connect:

Chapters:

(00:00) Introduction

(02:04) Adrion’s Origin StoryA layoff at 40 forces Adrion to rethink what’s next.

(06:51) Owning Your StoryKim & Adrion explore the narratives that had Kim stuck and how she rewrote those.

(09:02) Mindset & Limiting BeliefsWhy reframing how you think is the first step forward.

(11:48) The Mastery Map FrameworkThe pillars of the framework: mindset, meaning, and milestones.

(16:23) When You Feel TrappedNavigating change when money, family, or expectations limit options.

(17:48) The Framework in ActionAdrion tells the story of a specific application of the framework.

(20:39) Breakthrough Moments from the WorkWhat Adrion sees when people finally rewrite their story.

(23:04) From Messy Middle to Magical MiddleWhy mid-career can be a season of reinvention.

(26:42) Generations & Work StoriesHow different generations think about success and work.

(32:37) Wisdom, Age & Radical CandorWhat experience adds to communication and feedback.

(37:25) One Action to Take This WeekA practical step to start changing your story now.
(38:21) Conclusion

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From Optimism to Reckoning: Reflections on Silicon Valley with Steven Levy 7|43 Dec 10, 2025

The early internet was built on big hopes—access, openness, connection, and the belief that technology could make the world fairer. In this episode of The Radical Candor Podcast, Kim & Jason are in conversation with Steven Levy. His recent article, “I thought I knew Silicon Valley. I was wrong.”, becomes the lens through which they revisit tech’s early promise and its reality today.

They take an honest look at the optimism that shaped Silicon Valley’s early culture and how those ideals unraveled. Kim & Steven candidly share their unique perspective of how it feels to recognize the gap between what they believed and what actually happened as two people who had a front row seat.

If you’re looking for a thoughtful, grounded, and honest conversation about how tech’s story was written—and rewritten—in real time, and what today’s leaders can learn from examining both intention and impact, this episode offers clarity and perspective you can apply right now.

Get all of the show notes at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠RadicalCandor.com/podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

Episode Links:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

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Chapters:

(00:00) Introduction

Kim, Jason, and Steven set the stage for a reflective look at Silicon Valley’s promise and reality.

(01:39) “I Thought I Knew Silicon Valley. I Was Wrong.”

Steven shares what led him to write the article and how his perspective shifted.

(03:38) From Idealism to Influence: When Tech’s Culture Shifted

Exploring the moment Silicon Valley’s playful, rebellious spirit hardened into something more powerful—and less accountable.

(06:30) Recalling the Internet We Hoped For

Revisiting the early optimism that shaped the web and the disillusionment that followed.

(12:27) The Claims of AI

Examining the bold promises tech leaders make about AI—and why skepticism matters.

(15:01) The Long Tail

Early optimism about the internet’s potential to democratize opportunity.

(16:56) Enshittification & The Age of Extraction

Cory Doctorow’s framework, antitrust debates, and how market consolidation reshaped the online ecosystem.

(20:05) Do a CEO’s Values Matter?

A look at how leaders like Mark Zuckerberg and Jeff Bezos have evolved—and what that means for their companies.

(24:37) What to Do When You Don’t Align With Your Company

Reflecting on how to stay true to your values when the culture around you shifts.

(29:36) Looking Back with Clearer Eyes

Kim reckons with past choices, blind spots, and what accountability looks like now.

(32:29) What Corrupted Silicon Valley

When too much money and power are concentrated in too few hands.

(33:56) Conclusion

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The Fixable Framework : Solve Real Problems Quickly, Without Breaking Relationships with Frances Frei & Anne Morriss 7|42 Dec 03, 2025

How do you fix what’s not working without losing trust in the process? On this episode of The Radical Candor Podcast, Kim and Amy talk with beloved Harvard Business professor Frances Frei and her wife, CEO and bestselling author Anne Morriss, about why speed and care aren’t opposites — and how the right sequence of actions can help you go faster and strengthen relationships along the way.

Anne and Frances break down the five-day framework behind their book Move Fast and Fix Things, share real stories from coaching leaders and teams, and explain why so many of us misdiagnose the problems we’re trying to solve. They also walk through their “trust triangle” — authenticity, logic, and empathy — and reveal how understanding your own “wobbles” can help you communicate more clearly, lead with confidence, and create momentum without leaving people behind.

Get all of the show notes at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠RadicalCandor.com/podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

Episode Links:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

Connect:

Chapters:

(00:00) Introduction

(01:49) The Why & Origins of Move Fast and Fix Things

Frances and Anne explain how speed and care can work together.

(05:03) Monday: Start by Diagnosing the Right Problem

Why so many leaders fix the wrong thing—and how to avoid it.

(07:38) The Velvet Coffin

The Dangers of moving too slowly

(12:55) How to Solve the Right Problem

Approaches to use to get to the true problem

(15:49) Coaching Effectively

A real world story of getting to & solving the correct problem.

(19:09) The Trust Triangle: Logic, Empathy, Authenticity

How trust wobbles show up and what to do about them.

(30:55) Wednesday, Thursday, Friday

The remaining steps in the framework

(32:09) Dealing with Bosses

How to speak truth to power using the trust triangle and scripts

(38:30) Scooby Snacks

Examples of positive feedback

(42:44) Conclusion

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Why We All Need a Curiosity Check With Jeff Wetzler 7 | 41 Nov 19, 2025

Difficult conversations don’t get easier by avoiding them—but they can get better when you prepare for them by getting curious. On this episode of The Radical Candor Podcast, Kim talks with Jeff Wetzler, author of ASK, about how staying curious helps us understand what others are really thinking and feeling.

Jeff walks us through the curiosity curve and explains how to move into greater curiosity to reduce misunderstandings, deepen trust, and make space for more honest, helpful conversations—at work and at home.

If you’ve ever faced a moment where you weren’t sure how to start, what to say, or how someone might react, this episode offers simple tools to help you connect with care and communicate with greater clarity.

Get all of the show notes at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠RadicalCandor.com⁠

Episode Links:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

Connect:

Chapters:

(00:00) Preparing for High Stakes Conversations

Jeff and Kim chat about why curiosity is essential for high stakes conversations

(03:17) The Curiosity Arc

Jeff introduces the sections of the Arc

(12:34) The Curiosity Check

Checking in to see where you are and where you want to be

(18:16) How to Move Along the Arc

Jeff explains head, heart, and hand-based ways to move along the Arc

(27:06) Letting Go

The importance of exhaling and letting go of the agenda in leadership

(31:34) Dialectical Behavioural Therapy

Kim & Jeff discuss the use of DBT

(32:43) Checking Someone Else’s Curiosity Level

Jeff explains how to help others get curious

(37:56) Curiosity and Candor

Kim explores why curiosity is essential to candor

(41:54) Conclusion

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How to Be Remarkable: Growth, Grit, and Grace with Guy Kawasaki 7 | 40 Nov 05, 2025

When it comes to making a real difference, being remarkable isn’t about fame or titles—it’s about how you show up for others and yourself. Kim and Amy are joined by Guy Kawasaki—chief evangelist at Canva, bestselling author, and host of the Remarkable People podcast—to talk about what it really means to be remarkable. Guy shares stories from his book Think Remarkable and reflects on how growth, grit, and grace can help us create meaningful work and stronger relationships. From learning to embrace imposter syndrome, to saying “yes” when opportunity knocks, to finding joy in unexpected places (like surfing and parenting), Guy offers practical guidance for anyone who wants to make a difference. Tune in and discover how to bring more meaning—and more remarkable moments—into your life.

Get all of the show notes at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠RadicalCandor.com

Episode Links:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

Connect:

Chapters:

(00:00:00) Introduction

Amy and Kim introduce Guy Kawasaki, chief evangelist, author and host of the Remarkable People podcast.

(00:03:02) Power of Saying Yes

Guy discusses his “say yes" philosophy and its impact on his career.

(00:06:54) What It Means to Be Remarkable

What it means to be remarkable and how everyone can make a difference.

(00:09:26) Being Remarkable with Jane Goodall

The story of Jane Goodall writing his foreword and being on the podcast.

(00:16:04) Growth Mindset & The Right Environment

How the right environment is crucial for fostering a growth mindset.

(00:20:59) Passion, Interests & Ikigai

The value of exploration and interests over forced passion.

(00:24:05) Get Interested in Your People

Lessons from taking up kids’ interests and parallels to leadership.

(00:29:43) Dealing with Stereotypes

Personal experiences and learning to respond with humor or candor.

(00:37:40) Bridging Viewpoints

Understanding opposing perspectives by asking how instead of why.

(00:42:02) Grace, Grit, & Growth

Connecting with Stacey Abrams and her alignment with Guy’s book.

(00:47:07) Overcoming Imposter Syndrome

Advice on recognizing and overcoming imposter syndrome.

(00:53:45) Making Decisions Right

Focus on making decisions right, not making the right decisions.

(00:55:52) Lessons in Motivation

A story about mistaken identity and unexpected sources of motivation.

(01:00:40) Conclusion

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Why Knowing Your Core Values Makes You a Better Leader—and How to Discover Them with Robert Glazer 7|39 Oct 15, 2025

How do you stay true to your values when the pressure’s on? On this episode of The Radical Candor Podcast, Kim and Jason talk with Robert Glazer, author of The Compass Within, about what it really means to live and lead by your core values.

Robert shares how storytelling helps bring his framework for discovering and defining core values to life. Together, they explore how understanding what truly drives you can strengthen trust, simplify tough decisions, and help you authentically lead with care and conviction — even when it’s uncomfortable.

If you’ve ever wondered how to find your direction, make confident choices, and lead without losing yourself, this conversation is your compass.

Get all of the show notes at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠RadicalCandor.com

Episode Links:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

Connect:

Chapters:

(00:00) A New Chapter for Radical Candor

Jason shares an update on the podcast’s new twice-a-month format

(00:48) Meet Robert Glazer

Kim and Jason introduce Robert, his book The Compass Within, and the idea of values as a leadership compass.

(03:09) Why Values Matter

Why defining your personal values is essential for authentic leadership and decision-making.

(07:45) The Inverse Test

How frustration and discomfort can reveal your true core values.

(13:26) From Trust to Reliability

Kim and Robert explore how words like “trust” and “integrity” mean different things—and why clarity matters.

(21:30) The Six Questions Framework

Robert shares his practical process for identifying and validating your core values.

(27:22) The Cost of Integrity

Kim reflects on a time when staying true to her values came at a cost—and why it was worth it.

(41:20) Living Your Values

Robert reveals his own core values and how they connect to Radical Candor’s idea of “respectful authenticity.”

(49:12) Closing Reflections

How knowing your compass—your values—can help you lead with clarity, care, and conviction.

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What It Takes to Grow: Radical Candor Meets Hollywood with Adam Richman 7 | 38 Oct 08, 2025

Great films aren’t just about talent — they’re built on trust, clarity, and the kind of feedback that helps people grow. Kim and Amy talk with producer Adam Richman (Gran Torino, The Burial,) about Double Nickel's new film, Grow, and how Radical Candor can actually fuel creativity.

Adam shares why flattening hierarchies strengthens collaboration, how constraints spark innovation, and why gratitude creates teams that thrive. He also reflects on the joy of making Grow, a family film full of heart, hope, and giant pumpkins — coming to theaters October 17th.

If you want to create cultures where feedback is welcomed, relationships matter, and creativity flourishes, this conversation offers the inspiration to get started.

Get all of the show notes at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠RadicalCandor.com/podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

Episode Links:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

Connect:

Chapters:

(00:00:00) Introduction

Kim and Amy introduce Adam Richman, producer of Gran Torino, The Burial, and Grow.

(00:03:07) Radical Candor in Creative Work

How caring personally and challenging directly helps creative teams thrive.

(00:08:34) Why Constraints Fuel Innovation

Adam shares how budget limits on Grow sparked better ideas.

(00:14:09) Flattening Hierarchies in Hollywood

Breaking down status walls on set to build stronger collaboration.

(00:20:21) Mentorship & Leading with Kindness

The role of mentorship and kindness in sustaining creative careers.

(00:24:10) Cultivating a Culture with Intention

Creating clarity and trust, and appreciation at every stage of production.

(00:28:44) The Film-Making Process

Adam explains the process of making Grow

(00:34:15) Feedback & Collaboration

How Radical Candor guides tough conversations and creative decisions.

(00:39:13) The Importance of Setting the Table

Lessons from Post-Production

(00:44:51) The Joy of Grow

Why this family film, out October 17th, is filled with hope and heart.

(00:48:48) Music & Joyful Storytelling

The story behind KT Tunstall’s theme song for Grow.

(00:52:15) Conclusion

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Are Flat Organizations More Efficient? Kim and Jason Weigh In 7 | 37 Sep 17, 2025

Chasing efficiency by flattening your organization can sound appealing, but true innovation and collaboration often thrive in a different kind of structure. Kim and Jason discuss how a thoughtful hierarchy — built on trust, clarity, and collaboration — helps teams do their best work. Drawing on lessons from Google, Apple, and Khan Academy, they share how empowered managers, clear decision-making, and open communication can transform the way organizations function. They also offer practical strategies for creating a collaboration hierarchy that supports managers, strengthens relationships, and gives great ideas the space to flourish. If you’re ready to build a culture where teams feel trusted, connected, and inspired, this conversation provides the helpful guidance you need to make it happen.

Get all of the show notes at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠RadicalCandor.com/podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

Episode Links:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

Connect:

Chapters:

(00:00:00) Introduction

Kim and Jason introduce why “flat” organizations aren’t always as efficient as they seem.

(00:01:56) The Myth of Flat Organizations

Why fewer layers don’t automatically lead to better efficiency.

(00:04:03) Why Companies Flatten

Collaboration hierarchies versus command-and-control structures.

(00:08:02) Reality of Managerial Capacity

How having manageable spans of control can foster innovation.

(00:12:44) Collaborative Hierarchies

Examples of how thoughtful hierarchy supports entrepreneurship.

(00:18:48) Decision-Making & Trust

Building employee trust through transparent decision-making.

(00:22:01) Avoiding Silent Failures

The hidden risks when managers are overloaded and politics take over.

(00:26:45) Democratizing Communication

How open communication and collaboration beat rigid hierarchies.

(00:29:31) Fixing Managerial Overload

Practical strategies to maintain efficiency without burning out managers.

(00:36:34) Radical Candor Tips

Actionable tips to keep communication open and teams thriving.

(00:38:02) Conclusion

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The Cult of The Credo: How a Beloved Brand Betrayed Your Trust 7 | 36 Sep 10, 2025

When a company’s values don’t match its actions, the impact can be devastating. Kim and Amy speak with investigative journalist Gardiner Harris about his book, No More Tears: The Dark Secrets of Johnson & Johnson. Harris uncovers how a company once seen as the gold standard of integrity used its famous “Credo” to build emotional trust while covering up harmful practices—from baby powder linked to cancer to its role in the opioid crisis. The conversation goes beyond one company, raising bigger questions about accountability, transparency, and the systems meant to keep us safe. It’s a candid look at how misplaced trust can cause lasting damage—and what it really takes to create a culture where honesty and responsibility come first.

Get all of the show notes at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠RadicalCandor.com/podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

Episode Links:⁠⁠⁠⁠⁠⁠⁠⁠⁠

Connect:

Chapters:

(00:00:00) Introduction

Kim and Amy introduce Gardiner Harris, investigative journalist and author.

(00:01:01) No More Tears

Why Gardiner’s book hasn't been widely covered by the media.

(00:07:35) Hidden Dangers of Products

Overview of Johnson & Johnson’s vast range of dangerous products.

(00:15:13) Antipsychotics in Nursing Homes

How antipsychotics were pushed to sedate elderly patients.

(00:16:58) Opioids & Corporate Responsibility

The role Johnson & Johnson played in the opioid epidemic.

(00:24:04) The Power of Branding & Emotional Trust

The exploitation of emotional branding to avoid accountability.

(00:27:28) Incentives, Conflicts, & Complicity

How financial incentives corrupted doctors, researchers, and hospitals

(00:39:12) Breaking Points & Speaking Up

Stories about the individuals affected by Johnson & Johnson.

(00:47:27) The Cult of the Credo

How J&J weaponized its corporate credo to silence whistleblowers.

(00:52:19) How J&J Got Away With It

The ways J&J avoided accountability and hid decades of misconduct.

(00:57:36) Tylenol, Safety, & the Illusion of Trust

The FDA’s inability—or unwillingness—to enforce safety despite evidence.

(01:03:29) Hope, Oversight & Individual Action

How individual action and awareness can drive systemic change.

(01:08:10) Conclusion

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The Billion-Dollar Cost of Bad Meetings 7 | 35 Aug 27, 2025

Endless meetings can be exhausting — but what if they could actually be productive and meaningful? Kim and Amy talk with Dr. Steven Rogelberg, author of Glad We Met and The Surprising Science of Meetings, about how to run effective meetings and make every minute count — especially during one-on-one meetings. Steven shares research-backed tips for running better meetings, from framing agendas as questions to setting clear meeting norms that invite everyone’s voice. He explains why one-on-one meetings are the most important conversations managers can have, how they build trust, strengthen relationships, and boost team performance, and why they should never be replaced by an email. If you’re ready to spend less time in unproductive meetings and more time having conversations that count, this episode offers helpful guidance on meeting best practices, better collaboration, and creating space for real connection.

Get all of the show notes at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠RadicalCandor.com/podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

Episode Links:⁠⁠⁠⁠⁠⁠⁠

Connect:

Chapters:

(00:00:00) Introduction

Kim and Amy introduce guest Dr. Steven Rogelberg, organizational psychologist and an expert on meetings.

(00:03:51) The Impact of Meetings

The global volume of meetings and the underestimated economic impact.

(00:06:33) Optimizing Meetings

Misconceptions about meetings and advice on improving their effectiveness.

(00:09:39) Framing Agendas as Questions

How to ensure that the meeting agenda questions are valuable.

(00:12:01) Soliciting Feedback in Meetings

Whether feedback should be solicited at the end of meetings.

(00:14:24) Power of Silent Brainstorming

Advice on encouraging team members to speak up in meetings.

(00:17:51) Value of One-on-Ones

Research that highlights the desire for more one-on-one meetings.

(00:20:49) Building Relationships in One-on-Ones

The importance of building relationships in one-on-one meetings.

(00:25:54) One-on-One Best Practices

Tips on starting, structuring, and scheduling one-on-one meetings.

(00:28:21) Trust Through Signals

How the location and questions of a one-on-one send powerful signals.

(00:33:15) Scheduling for Success

Optimizing schedules by spacing out one-on-ones and time blocking.

(00:37:22) The Direct Report’s Role

How direct reports can prepare for meetings with their managers.

(00:41:48) Conclusion

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I Messed Up at Work: How to Recover from a Major Work Blunder 7 | 34 Aug 20, 2025

We’ve all been there—that heart-sinking moment when you realize you’ve messed up at work. Kim, Jason, and Amy discuss how to recover from a big mistake without letting self-blame take over. Inspired by a Reddit post about a project that fell months behind, they share lessons from their own experiences, practical ways to take responsibility, and how to follow through with a recovery plan that actually works. You’ll learn why asking for support is a strength, not a weakness, and how managers can identify trouble early, check in effectively, and foster a culture where it’s safe to speak up before problems escalate. Whether you’ve missed a deadline, dropped the ball, or just want to be ready if things go sideways, this episode will help you rebuild trust and turn a setback into an opportunity for growth.

Get all of the show notes at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠RadicalCandor.com/podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

Episode Links:⁠⁠⁠⁠⁠

Connect:

Chapters:

(00:00:00) Introduction

Kim, Jason, and Amy introduce a Redditor’s dilemma about falling months behind on a project.

(00:02:59) When Big Mistakes Happen

Stories of mistakes and why they feel so personal.

(00:04:05) From Lost to Regained Credibility

Why credibility is already damaged—and how to earn it back.

(00:06:20) Getting Away With Mistakes

How getting away with a risky choice makes it tempting to repeat.

(00:08:32) Procrastination or Denial?

Recognizing the difference and the risk to your reputation.

(00:12:31) Acknowledging the Mistake

Why the first step to regaining credibility is admitting the error.

(00:15:34) Kim’s Story of Denial

A personal startup experience, health struggles, and hard truths.

(00:20:29) Accountability Without Punishment

Why admitting mistakes doesn’t mean beating yourself up.

(00:21:40) The Manager’s Role

How leaders can spot issues early and make bad news safe to share.

(00:26:34) Escaping the “Death March”

Breaking the cycle of repeated missed deadlines.

(00:29:45) Preventing Crisis With Goal Tracking

How visibility helps identify delays before they become disasters.

(00:33:09) A Plan to Rebuild Trust

Steps for repairing credibility with your boss and peers.

(00:36:11) Cognitive vs. Affective Trust

The two sides of workplace trust and how to restore them.

(00:38:04) Radical Candor Tips

Advice for self-forgiveness, peer support, and managing accountability.

(00:41:37) Conclusion

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What Founders Need to Know About Feedback and Culture 7 | 33 Aug 13, 2025

Startup founders have a lot on their plates—but one of the most important things they can’t afford to neglect is how they build and lead their early team. Kim talks with executive coach and author Julia Austin about one of the most overlooked—but most important—skills for founders: setting clear expectations and giving helpful feedback early and often. Drawing from Julia’s book After the Idea, they cover how early hires shape company culture, why feedback systems matter from day one, and how to align as a team to create realistic, shared goals. Founders, joiners, and anyone curious about startup life will find valuable advice on leading with clarity, empathy, and purpose—because building a business starts with building relationships.

Get all of the show notes at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠RadicalCandor.com/podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

Episode Links:⁠⁠⁠

Connect:

Chapters:

(00:00:00) Introduction

Kim Scott introduces guest Julia Austin, who shares the inspiration behind her book After the Idea.

(00:02:36) Why Early Hires Matter

How the first 10–15 employees shape startup culture.

(00:04:08) Building Good Systems

The importance of healthy incentives and checks on power.

(00:06:26) Growing Without Losing Trust

The evolution of startups as they scale and the growing pains that follow.

(00:08:14) Preparing for Growth and Change

Managing team expectations as the company shifts and scales.

(00:10:39) Layering Without Losing Trust

Hiring early senior employees with transparency and respect.

(00:14:51) Expectation Setting as a Leadership Tool

Why clearly defined roles and goals are the most underused tools.

(00:17:52) Co-Creating Goals in Startups

Tips on using 30/60/90-day plans and bottoms-up goal setting.

(00:19:53) What to Do When It’s Not Working

Signs of misalignment and navigating tough conversations with care.

(00:22:14) The Value of Contrarians

Why different working styles and perspectives can be strengths.

(00:23:49) Communicating What Success Looks Like

Setting clear goals to reduce ambiguity and guide decision-making.

(00:25:44) Aligning on Growth Strategy

Why co-founders need to agree on the speed and path of scale.

(00:28:10) Building a Culture of Feedback

Small changes that create clarity, reduce fear, and invite real conversations.

(00:29:50) Working With Visionary Founders

Addressing unrealistic expectations while honoring the big picture.

(00:32:02) Staying Connected as You Scale

How founders can stay approachable and in touch as the company grows.

(00:34:55) The Power of In-Person Moments

Why off-Zoom time and shared experiences matter for team trust.

(00:36:20) Common Mistakes Founders Make

Avoiding common traps like bottlenecking, gossip loops, and unclear roles.

(00:38:55) Conclusion

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Managing Managers: How to Navigate the Jump from Manager to Director 7 | 32 Aug 06, 2025

Kim, Jason, and Amy respond to a real-life leadership curveball: what happens when you accept a new role—only to find out mid-interview that it’s actually a director position? Inspired by a question from Reddit, they share practical advice for anyone navigating the leap from managing individuals to managing managers. Learn how to build trust early, create a strong feedback culture, and recognize when to listen and when to take action. Whether you’re new to leadership or just feeling a little unprepared, remember: you don’t have to have all the answers. Leading with Radical Candor means you care personally, challenge directly, and stay curious. Your job isn’t to fix everything—it’s to help your team grow.

Get all of the show notes at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠RadicalCandor.com/podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

Episode Links:⁠

Connect:

Chapters:

(00:00:00) Introduction

Kim, Amy, and Jason introduce a Reddit question about becoming a first time company director.

(00:01:12) Core Management Principles

Why the fundamentals of good leadership apply at every level.

(00:03:18) Scaling Leadership Skills

Learning to coach managers instead of solving problems directly.

(00:05:35) Speak Truth to Power Meetings

Creating space for honest feedback across company hierarchies.

(00:07:39) Building Trust

Why listening first matters—especially in a new role.

(00:11:52) Handling Dysfunctional Teams

Avoiding harm by understanding the root of the issues.

(00:13:19) Navigating Pressure from Above

How to explain why slowing down builds a strong foundation.

(00:14:46) When to Step in Immediately

Stories of handling toxic behavior and disrespect as managers.

(00:17:37) Spotting Issues in Remote Teams

Picking up subtle cues and helping team members course-correct.

(00:19:03) When Moving Too Slowly Backfires

Lessons from when hesitation allowed issues to grow.

(00:23:52) Leading Through Identity

How personal identity shapes experience and response in leadership.

(00:27:16) Respectful Leadership

Examples of respectful leadership communication and collaboration.

(00:30:30) Ask for Help the Right Way

Encouragement for new leaders to share their plans and seek feedback.

(00:33:50) Radical Candor Tips

Tips for helping overwhelmed, hesitant, or siloed leaders.

(00:42:00) Conclusion

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A Framework for Communicating Hard News (That Actually Works) 7 | 31 Jul 30, 2025

Candor Coach and executive coach Farrah Mitra joins Amy Sandler to share her 4-step Communicating Change Framework—a practical guide for leaders navigating layoffs, performance conversations, or org changes. Learn how to deliver tough news with kindness, clarity, and confidence, without causing unnecessary harm. A must-listen for anyone leading through change with Radical Candor.

Get all of the show notes at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠RadicalCandor.com/podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

Episode Links:

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Chapters:

(00:00:00) Introduction

Amy introduces Farrah Mitra, Radical Candor coach and creator of the Communicating Change framework.

(00:01:49) Why This Matters

Two stories that highlight the power of how change is communicated.

(00:04:47) Framing Makes the Difference

How message delivery impacts emotional response.

(00:06:28) Goals of the Framework

The overarching goal of the Communicating Change framework.

(00:07:36) Why We Avoid Empathy

Why leaders struggle with human-centered communication during change.

(00:09:54) Structure Creates Confidence

Creating a process that facilitates courage and clarity in conversations.

(00:11:30) Communicating Change Framework

A framework that gives leaders direction during tough conversations.

(00:13:00) Coaching for Mindset Shifts

Coaching to focus on reframing how leaders feel before they speak.

(00:14:20) Reframing from Guilt to Partnership

A real coaching story shows how shifting mindset changes everything.

(00:17:51) Grief, Identity & Communication

Why emotional processing is key before delivering hard news.

(00:21:00) Clarifying the Message

Choosing a narrative that doesn't mix performance and role decisions.

(00:25:13) Focus on the Receiver

Questions to help reverse engineer empathetic communication.

(00:29:02) Helpful Phrasing Tips

Phrasing examples to tailor language to ensure authenticity and clarity.

(00:31:15) Empathy vs. Niceness

Thoughtfully using structure to communicate with clarity and compassion.

(00:35:24) Company-Wide Implementation

How one org made the framework part of their leadership culture.

(00:38:19) Why Empathy Still Wins

Human-centered communication prevents harm—even in tough moments.

(00:39:52) Connect with Farrah

Where to connect with Farrah and find her framework.

(00:41:11) Conclusion

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Habit or Ritual: What's Driving Your Day? 7 | 30 Jul 23, 2025

This week, Amy talks with Harvard Business School professor and author of The Ritual Effect, Michael Norton, about how simple acts—like tapping your lucky pen or that sacred coffee run—can do more than you think. We're talking stress relief, team bonding, and (yes) actually making work feel meaningful. They unpack the difference between rituals and habits, why your team’s goofy lunch routine might be a stealth morale boost, and how even a tiny shared check-in—emoji-style—can reconnect us across the remote void. No kumbaya circles required. Tune in for a surprising, deeply human take on how we find connection, purpose, and a little weird joy in the everyday.

Get all of the show notes at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠RadicalCandor.com/podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

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Chapters:

(00:00:00) Introduction

Amy Sandler introduces guest Michael Norton and his book The Ritual Effect.

(00:00:55) The Meaning in Small Rituals

A fun and engaging ritual exercise to demonstrate emotional connections.

(00:02:52) From Skeptic to Advocate

Michael’s journey from being a ritual skeptic to writing The Ritual Effect.

(00:05:49) The Meaning of Rituals

How rituals naturally emerge to provide structure and meaning.

(00:07:53) Rituals vs. Habits

The emotional difference between habits and rituals.

(00:10:06) Rituals as Emotion Generators

The dual role of rituals in generating and managing emotions.

(00:12:49) The Power of Collective Rituals

How shared rituals strengthen bonds and emotional resonance.

(00:14:07) Rituals in the Workplace

Examples of team rituals that foster bonding and purpose.

(00:16:39) Testing Rituals in Experiments

Research showing even made-up rituals increase group cohesion.

(00:20:37) Creating Work Rituals

Advice for leaders to co-create rituals for new work teams.

(00:23:12) Adapting Rituals for Remote Work

How teams have developed virtual rituals to maintain connection online.

(00:25:53) Meaningful Rituals in the Workplace

The significance of rituals in the workplace for individuals and leaders.

(00:29:11) Evaluating the Benefits of Rituals

How rituals contribute positively to mental health and well-being.

(00:32:40) Leaders Supporting Organic Rituals

Encouraging authentic rituals without imposing corporate mandates.

(00:35:40) Aligning Rituals with Team Values

Using rituals to express and reinforce organizational values.

(00:37:20) Discovering Your Rituals

Exploring the rituals in your life through Michael’s Ritual Quiz.

(00:40:52) Conclusion

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From Complaining to Collaboration: Shifting 1:1 Dynamics 7 | 29 Jul 16, 2025

When your one-on-ones start sounding like therapy sessions with zero breakthroughs, it’s time to ask—what’s really going on here? Jason and Amy unpack a Reddit post from a manager caught in a swirl of venting, defiance, and total burnout from their team. They dive into what venting actually signals, why some people shoot down every idea (even the good ones), and how to rebuild trust when the whole vibe is off. Sometimes it’s not about “fixing” people—it’s about listening like you mean it and why “don’t bring me problems, bring me solutions” might be the most toxic advice you never meant to give. It’s a deep dive into messy middle management moments, complete with hard truths, small wins, and the uncomfortable art of getting unstuck—without just slapping on a smile and pretending everything’s fine.

Get all of the show notes at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠RadicalCandor.com/podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

Episode Links:

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Chapters:

(00:00:00) Introduction

Jason and Amy introduce a Reddit post about managing one-on-ones that turn into venting sessions.

(00:02:35) Complaining vs. Valid Frustration

How to treat repeated venting as a signal, not background noise.

(00:04:00) The Manager’s Middle Role

The challenges of managing from the middle of the org chart.

(00:05:12) Listening as a Strategic Tool

Why reflective listening helps clarify what really matters to your team.

(00:06:33) Soliciting Specific Feedback Effectively

Using targeted questions to gather feedback from frustrated reports.

(00:09:52)Tailoring Feedback Questions

Why not all feedback questions are equal: timing and specificity are key.

(00:10:37) Celebrating Small Wins

How to acknowledge constraints while celebrating progress.

(00:12:17) Shifting from Emotion to Action

Encouraging forward motion by focusing on what can be done now.

(00:14:19) Managing Venting Time

Balancing space to vent with the need to move forward.

(00:17:03) Venting Culture & Peer Influence

How one person’s negativity can shape the entire team dynamic.

(00:19:01) Manipulative Insincerity & Unmet Needs

Understanding venting as a shortcut to connection and belonging.

(00:20:35) “Don’t Bring Me Problems” – Helpful or Harmful?

Why banning complaints can backfire—and what to do instead.

(00:22:14) The Roleplay: Shooting Down Every Idea

A roleplay showing how to respond when every idea gets shot down.

(00:27:00) Solutions Without Overpromising

How to be honest about constraints without losing trust.

(00:28:54) Radical Candor Tips

Actionable tips to guide productive, empathetic one-on-ones.

(00:31:38) Conclusion

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Kim vs. Kim: Human vs. AI on Workplace Cultural Differences 7 | 28 Jul 09, 2025

People in the U.S. get fewer days off than folks in Europe, and most of us still feel guilty taking them. Kim and Amy dive headfirst into a viral Reddit post that reads like a love letter to European work-life sanity (and a roast of U.S. grind culture). From vanishing vacations to broken healthcare, Kim reflects on what she’s learned leading teams, taking parental leave, and watching her inbox balloon on every trip. They dig into the messy reality of “unlimited PTO,” why burnout can’t be yoga’d away, and how leaders can build workplaces that actually honor rest. Plus, Kim reacts live to advice on this problem from her own Google Portrait—an AI that Kim helped design with Google to tackle workplace BS when real Kim is off the clock. It’s part cultural reckoning, part vacation manifesto, and 100% Radical Candor.

Get all of the show notes at ⁠⁠⁠⁠⁠⁠⁠⁠⁠RadicalCandor.com/podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠.

Episode Links:

Connect:

Chapters:

(00:00:00) Introduction

Kim and Amy introduce a viral Reddit thread comparing U.S. and European work cultures.

(00:03:01) Personal Vacation Needs

How vacation needs differ based on individual rhythms and roles.

(00:06:43) Unlimited Time Off – Does It Work?

The pitfalls of unlimited PTO and whether it discourages actual rest.

(00:10:29) Healthcare History & Economic Impact

How employer-tied health coverage burdens both people and businesses.

(00:14:53) Cultural Mindsets, AI & Policy Gaps

The need for government mandates to help protect overall wellbeing.

(00:20:28) Leading with Compassion in Organizations

The role of leadership in building burnout-resistant workplace cultures.

(00:24:25) Centeredness Isn’t One-Size-Fits-All

How forced wellness fails and support must be personalized.

(00:26:36) Introducing Kim’s Google Portrait

The motivation behind Radical Candor AI and Google Portraits.

(00:31:47) Human vs. Portrait Kim

Kim reacts to her Portrait’s response to the Reddit thread.

(00:35:04) Radical Candor as a Solution

The Portrait outlines how Radical Candor helps challenge toxic norms.

(00:37:30) Portraits as Scalable Empathy

Amy shares her own impressive interaction with the Portrait.

(00:39:41) Radical Candor Tips

Tips to support wellbeing and long-term, human-centered success.

(00:41:43) Judging Work Styles & Power Dynamics

The influence leaders have on working preferences and email etiquette.

(00:44:23) Conclusion

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Humanizing AI: Meet the Kim Scott Google Portrait 7 | 27 Jul 02, 2025

Most leaders learn on the fly—and Kim knows the bruises that come with it. In this episode she joins longtime Google Distinguished Designer Ryan Germick to discuss the innovative "Kim Scott Portrait," an AI-powered tool designed by Google Labs (and trained by the real Kim) to scale Kim's expertise and deliver Radically Candid advice 24/7. Discover how this new technology aims to humanize AI, free authors from the burden of answering repetitive questions, and foster more productive communication in the workplace.

Get all of the show notes at ⁠⁠⁠⁠⁠⁠⁠⁠RadicalCandor.com/podcast⁠⁠⁠⁠⁠⁠⁠⁠.

Episode Links:

Connect:

Chapters:

(00:00:00) Introduction

Kim and Ryan Germick introduce the “Portrait” collaboration—an AI version of Kim designed to scale her coaching.

(00:01:33) Live Coaching Demo

Kim’s Portrait answers a tough management question.

(00:03:36) Why the Portrait Matters

How the Portrait helps Kim reach more people and free up time for writing.

(00:05:38) Kim’s Next Book

A look into Kim’s upcoming optimistic novel set in 2070.

(00:06:30) Family Interactions with the Portrait

Funny and revealing story of Kim’s son debating the AI.

(00:08:10) The “Automated Kim” Origin Story

How a team joke at Google inspired the Portrait concept.

(00:09:29) Coaching at Scale

Why books and AI scale Kim’s message better than 1:1 coaching.

(00:11:41) Personalized vs Generic AI

The value of expert-driven Portraits over average LLM responses.

(00:12:57) Training the Portrait

Kim explains her hands-on role in fine-tuning its responses.

(00:14:44) Solving Repetitive Questions

How Portraits provide patient, consistent answers to FAQs.

(00:16:07) Productive Disagreement Through Portraits

The vision for AI-facilitated, respectful debates.

(00:17:26) Expanding Globally

Plans for multi-language and international Portrait availability.

(00:17:48) Real-World Use Cases

The ways Portraits support work, life, and social media decisions.

(00:20:23) Empathy-Driven AI

AI as a personal board of directors, with lived-experience expertise.

(00:23:51) Empowering Creators

Portraits can be embedded on creators’ own platforms—no lock-in.

(00:26:19) Lived Experience as Research

Kim defends storytelling as a valid path to truth and insight.

(00:28:24) Supporting New Managers

Portraits offer guidance during the lonely transition into leadership.

(00:31:11) Navigating Difficult Bosses

Portraits can help employees manage up with empathy and agency.

(00:33:30) Changing Workplace Culture

Helping people shift from silence or aggression to Radical Candor.

(00:36:17) Personality Extenders

Portraits as scalable human touchpoints for the future.

(00:38:51) Creating Your Own Portrait

How to create your own Portrait and scale your voice.

(00:39:48) Conclusion

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Andrew Palmer: How to Lead Without Losing Your Mind 7 | 26 Jun 25, 2025

Being a boss is hard—and most people are thrown into it with zero training and a vague job description. Kim and Jason are joined by Andrew Palmer—yes, that Andrew Palmer from The Economist’s “Bartleby” column and host of the Boss Class podcast—for a wide-ranging, no-BS conversation about what leadership looks like when it’s done well…and when it’s not. Together, they dig into the hilarious, maddening, and meaningful realities of modern management: from the awkward feedback moments and the myth of the “natural leader,” to power corruption and the poetry-prose balance of real leadership. Andrew brings the receipts (read: research), and together they swap tips on blocking your calendar like a boss, making your expectations explicit, and the underrated power of writing things down (including what not to do). This isn’t about chasing the latest leadership trend—it’s about holding on to the stuff that actually helps people thrive at work. Whether you're a seasoned manager, a team player, or simply trying not to lose your mind in a sea of emails, this one’s for you.

Get all of the show notes at ⁠⁠⁠⁠⁠⁠⁠RadicalCandor.com/podcast⁠⁠⁠⁠⁠⁠⁠.

Episode Links

Connect:

Chapters:

(00:00:00) Introduction

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Navigating the Nuances of Tone in Feedback 7 | 25 Jun 18, 2025

Ever tried giving someone feedback about their tone…without sounding like the tone police? This episode was sparked by a listener wrestling with just that—and let’s be real, it’s something we’ve all tripped over. Join Kim and Jason as they dive into the messy, nuanced world of tone: why it matters, how to talk about it without getting judgmental, and what to do when someone’s words are technically fine but their delivery leaves the room on edge. Using the CORE framework—Context, Observation, Result, and Expected next steps—they break down how to be specific about what happened, how it landed, and how to move forward without sounding accusatory or vague. Tune in to hear Kim and Jason unpack real-life examples, share the coaching that worked (and what didn’t), and explore how bias, culture, and identity play into how tone is received. Bonus: Kim gets personal about a recent experience that reminded her why kindness and courage matter—on and off the mic.

Get all of the show notes at ⁠⁠⁠⁠⁠⁠RadicalCandor.com/podcast⁠⁠⁠⁠⁠⁠.

Episode Links

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Chapters:

(00:00:00) Introduction

Kim and Jason introduce a listener’s question about addressing tone with CORE.

(00:02:51) When “Technically Fine” Still Feels Off

How misinterpretations and sensitivities around tone impact teams.

(00:03:54) Observing vs. Interpreting Tone

Avoiding misattributions by observing, not just interpreting.

(00:06:39) Shifting from “You Statements” to “I Statements”

Using reactions to provide grounded, less judgmental feedback.

(00:07:30) Using Impact to Shift Perspective

How describing the impact of tone keeps the conversation constructive.

(00:08:51) Coaching Through Goals, Not Emotions

A story about using feedback to overcome sounding arrogant.

(00:11:42) Reframing CORE to Match Your Audience

Using CORE to focus on tangible outcomes, not just feelings.

(00:13:57) What Not to Do: Avoiding Coded Language

The biased undertones certain words like "shrill" or "aggressive" carry.

(00:16:22) Be Specific: Volume, Pace, Tension

Being specific when giving feedback about tone delivery.

(00:18:00) Extending Grace

Giving the benefit of the doubt when something lands poorly.

(00:20:10) Praise When They Get It Right

The positive impact of giving feedback when tone lands well.

(00:22:03) Handling Tone in Public Meetings

When to react in real time and when it’s better to follow up privately.

(00:24:16) Breaking the False Harmony in the Room

A story about addressing passive-aggressive tension in a meeting.

(00:27:43) Private Inquiry or Public Repair

A story about how Google’s CEO gracefully handled a tone misstep.

(00:29:41) Radical Candor Tips

Practical tips on how to give feedback on tone.

(00:31:27) ICE Deportation & Bearing Witness

A story about a beloved community member deported by ICE.

(00:34:25) The Danger of Secret Cruelty

The dehumanization of silent suffering and concealed harm.

(00:37:05) This Isn’t a One-Off: It’s Systemic

Broader systemic issues and how routine cruelty has become normalized.

(00:39:49) There’s Still Hope: Do the Right Thing

The Radical Candor mission to care personally and challenge directly.

(00:41:16) Conclusion

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Becoming a Not-So-Secretly Candid Leader with Chloé van Bergen 7 | 24 Jun 11, 2025

Fun fact: this episode exists thanks to a few pints and a little Radical Candor in the wild. Our audio engineer Nick met today’s guest, Chloé van Bergen, VP of Operations at Secretly Group, at his brother’s stag do. One loud London pub and an honest conversation later—we knew we had to get her on the show. Join Kim and Amy for a candid conversation with Chloé about what it really takes to lead change inside a legacy-driven music company. She gets real about navigating unionization, confronting indifference, and learning—sometimes the hard way—that being “nice” isn’t the same as being kind. From UK-style politeness to Dutch directness, Chloé shares what worked (and what didn’t) when rolling out Radical Candor across continents. Spoiler: no sugarcoating here — just straight up kind and clear.

Get all of the show notes at ⁠⁠⁠⁠⁠RadicalCandor.com/podcast⁠⁠⁠⁠⁠.

Episode Links:

Connect:

Chapters:

(00:00:00) Introduction

Kim and Amy introduce Chloé van Bergen, VP of Operations at Secretly Group.

(00:01:04) From Stag Do to Podcast Guest

How a chance meeting at a UK pub led to Chloé joining the show.

(00:05:25) What Is Secretly Group?

The structure, history, and collaborative ethos of Secretly Group.

(00:09:05) Discovering Radical Candor

Being introduced to Radical Candor and the mindset shift it inspired.

(00:10:42) Struggling with Direct Feedback

Using Radical Candor to move past the fear of being too blunt.

(00:12:43) Giving Feedback Across Borders

Navigating cultural differences in feedback styles across countries.

(00:17:25) Practicing Vulnerability Through Action

Building confidence by starting to speak up, one moment at a time.

(00:20:07) Pandemic Leadership & Operational Overhaul

Navigating starting during COVID and legacy infrastructures.

(00:25:13) Rockstar vs. Superstar: Rethinking Growth

Learning not everyone wants to climb—some excel where they are.

(00:29:50) Unionization During COVID

How a union announcement led to a company-wide listening reset.

(00:34:57) Adapting to AI & Industry Shifts

Staying open by staying honest—even without having all the answers.

(00:36:28) Kind ≠ Nice: Facing Hard Truths

How kindness isn’t niceness—and can slow down change.

(00:39:33) Chloé’s Radical Candor Tip

Having the courage to say the thing, even if it feels uncomfortable.

(00:42:46) Conclusion

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What Real Inclusion Looks Like at Work When You’re LGBTQ+ 7 | 23 Jun 04, 2025

We’re celebrating Pride Month, and to kick us off, Amy and Brandi get real about the unfiltered, often uncomfortable truth of being LGBTQ+ in the workplace—where invisibility can feel safer than honesty, and “inclusion” doesn’t always include you. In this 'best of' episode, they unpack the messy layers of LGBTQ+ identity at work—from pronoun politics and people-pleasing to being “the only one” in the room. If you’ve ever felt unseen at work—or want to ensure your team doesn’t have to—this one’s for you. Showing up matters more than getting it perfect.

Get all of the show notes at ⁠⁠⁠⁠RadicalCandor.com/podcast⁠⁠⁠⁠.

Episode Links:

Connect:

Chapters:

(00:00:00) Introduction

Kim and Amy introduce the episode focusing on coming out at work.

(00:01:42) Why Representation Matters

Statistics on workplace discrimination faced by LGBTQ+ employees.

(00:05:22) Pronouns, Labels & Personal Identity

The limiting nature of pronouns and labelling oneself.

(00:09:52) Living a Double Life

Dating secretly and the sense of being "othered" in mainstream culture.

(00:13:06) The Limited Supply

The isolation created by the absence of a visible queer community.

(00:17:37) The Spiritual Journey & Other Closets

How the act of coming out led to a deeper exploration of spirituality.

(00:19:37) The Cost of Hiding at Work

The emotional and psychological toll of being closeted in the workplace.

(00:21:04) Finally Coming Out at Work

The slow, iterative process of coming out and how Radical Candor helped.

(00:23:21) The Bisexual Experience at Work

The unique stigmas bisexuals face within and outside LGBTQ+ spaces.

(00:28:15) Words, Labels & Inner Homophobia

The complexity of identity labels and how internalized bias can shape them.

(00:32:37) The Power of Representation in Media

The importance of media characters who normalize LGBTQ+.

(00:36:26) Inclusion & the Privilege of Presentation

Soliciting inclusive feedback and how privilege shapes perceptions.

(00:40:21) Hair as Identity & Microaggressions

A painful but powerful story about being judged for appearances.

(00:43:40) Being the Only One in the Room

The exhaustion of being the sole representative of marginalized identities.

(00:46:30) Making Mistakes & Owning Them

The role of feedback and straight allies in creating inclusive spaces.

(00:49:43) What Allies Can Do

A story about support when encountering a homophobic comment.

(00:52:03) Setting Boundaries

The importance of respecting privacy and rejecting invasive curiosity

(00:54:29) Radical Candor Tips

Key takeaways on supporting LGBTQ+ colleagues

(00:58:12) Conclusion

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Leading Through Chaos With Stephanie Chung 7 | 22 May 28, 2025

Leadership sounds empowering—until you're navigating chaos, clunky systems, and a team giving you major side-eye. Amy and Kim talk with Stephanie Chung—trailblazing exec, leadership strategist, and accidental trust-builder—about the messy reality of stepping into high-stakes roles. Stephanie gets candid about what it’s really like to walk into a company mid-crisis, how to lead teams that don’t look, think, or operate like you, and why asking the right questions beats having all the answers. From decoding broken sales processes to building authentic relationships, her approach blends Radical Candor with radical curiosity. Her book Ally Leadership isn’t just a guide—it’s a wake-up call for anyone ready to lead with heart, backbone, and an open mind. If you’ve ever doubted your instincts or feared saying the wrong thing, this episode is your invitation to lead anyway—and lead better.

Get all of the show notes at ⁠⁠⁠RadicalCandor.com/podcast⁠⁠⁠.

Episode Links:

Transcript

Stephanie Chung and Associates, Inc. | LinkedIn

Stephanie Chung

The Radical Candor Guide to Leading Through Uncertainty

Ally Leadership: How to Lead People Who Are Not Like You

Connect:

Chapters:

(00:00:00) Introduction

Kim and Amy introduce leadership expert Stephanie Chung.

(00:01:31) Leading Through Change: Where to Start

The process of evaluating and addressing organizational challenges.

(00:05:43) Diagnosing Sales Challenges

How process inefficiencies—not people—often hinder sales teams.

(00:07:21) Building Trust as a New Leader

Strategies for establishing trust with new teams from day one.

(00:10:07) Transforming JetSuite: From Commodity to Luxury

Lessons from leading cultural and brand transformation.

(00:11:46) Feedback & Self-Awareness in Leadership

The importance of vulnerability and inviting radical feedback.

(00:17:50) Ally Leadership & Generational Diversity

Why curiosity is key to leading across generations and identities.

(00:24:20) Being an Underrepresented Leader

Navigating workplace bias and building allyship in leadership.

(00:30:11) Courageous Leadership & Using Your Voice

The importance of speaking up and building leadership muscle early.

(00:33:27) Neuroscience of Bias & Rewiring the Brain

How to overcome in-group bias through exposure and curiosity.

(00:38:13) Asking Questions to Build Trust

Using questions to uncover personal connections and build rapport.

(00:40:26) Listening to Understand, Not to Respond

Tactics for active, empathetic, and observant listening.

(00:43:07) Where to Find Stephanie

Leadership legacy, travel tips, and connecting with Stephanie.

(00:47:08) Conclusion

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The Evil Translator & The Fundamental Attribution Error (Best of) 7 | 21 May 21, 2025

On this Best of episode of the Radical Candor podcast, 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 shares a hilarious (and painfully relatable) story about the “evil little translator” in his head that used to turn even well-meaning feedback into: 🗣️ “You’re terrible. You’re completely incompetent. It’s a miracle you tied your shoes this morning.” Sound familiar? You’re not alone. Tune in, laugh, and maybe rethink the way you hear feedback.

Get all of the show notes at ⁠⁠RadicalCandor.com/podcast⁠⁠.

Episode Links:

Connect:

Chapters:

(00:00:00) Introduction

Amy, Kim, and Jason introduce the episode topic of the Fundamental Attribution Error.

(00:01:46) Humility Before Feedback

Why feedback opens the door to better understanding and solutions.

(00:04:50) The Empty Boat

A parable highlighting how misjudgments stem from our own triggers.

(00:07:59) Blame the System or the Person?

How systemic forces shape behavior more than we realize.

(00:09:05) Building Relationships to Overcome Bias

Whether relationships reduce our tendency to make assumptions.

(00:11:15) Reframing How We Give Feedback

How a simple language shift transforms conflict into connection.

(00:14:54) Feedback Without Personality Labels

How focusing on action makes feedback more impactful.

(00:16:12) The CORE (or CORN) Framework

Overview of a framework that makes feedback clear and actionable.

(00:18:33) Real-World Examples of CORE

An example of how CORE could have de-escalated a situation.

(00:22:24) CORE Keeps Feedback Focused

How CORE shifts feedback from past-focused to future-focused.

(00:27:01) Internal Critic and Self-Compassion

Unpacking how our harsh inner voice colors how we hear feedback.

(00:34:29) Managing Sensitive Team Members

How to support colleagues with self-doubt through clarity and care.

(00:36:12) From Furious to Curious

Alternatives to personality-based criticism to make feedback constructive.

(00:38:19) Radical Candor Tips

Practical, actionable tips for giving and receiving feedback with care.

(00:42:44) Conclusion

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Finding One More Molecule of Hope with Debbie Millman 7 | 20 May 14, 2025

Growth sounds beautiful—until you’re knee-deep in failure, self-doubt, and a garden full of dead plants. Amy gets real with Debbie Millman—design legend, branding expert, and accidental gardener—to unpack the not-so-glamorous side of creativity, leadership, and learning to suck at something new. Debbie shares how screwing up (repeatedly) can actually make you better at just about everything and why success can kill your spark, how confidence actually works (spoiler: it’s not magic), and what gardening taught her about patience, failure, and asking for help. Her new book Love Letter to a Garden isn’t just about flowers—it’s about finding hope in the mess and meaning in the mistakes. Oh, and her wife, Roxane Gay, included a killer tomato sauce recipe. If you’ve ever felt stuck, scared, or unsure where to begin, this is your reminder to grab a shovel and just plant something already.

Get all of the show notes at ⁠⁠RadicalCandor.com/podcast⁠⁠.

Episode Links:

Connect:

Chapters:

(00:00:00) Introduction

Amy introduces guest Debbie Millman, designer, author, and host of Design Matters.

(00:04:05) Starting Design Matters

How Debbie started the podcast to reconnect with creative purpose.

(00:07:17) From Maker to Manager

The tough transition from doing creative work to leading others.

(00:09:28) Communicating with Impact

Why how you show up matters as much as what you say.

(00:12:00) Feedback & Growth

Learning to receive criticism and evolve from it.

(00:16:48) Confidence Through Repetition

Why confidence comes after doing — not before.

(00:19:05) A Gardener’s Beginning

How one creative experiment led to Love Letter to a Garden.

(00:24:54) Learning to Ask for Help

A turning point in accepting guidance and sharing vulnerability.

(00:27:51) Hope Over Shame

Choosing to keep going — one molecule of hope at a time.

(00:31:20) Processing Emotions

The value of feeling your feelings, not rushing past them.

(00:34:40) Fulfillment in the Process

Why lasting joy is found in the act of creating, not accolades.

(00:38:06) Control & Chaos

Using design and gardening as ways to find agency.

(00:41:11) Harvesting and Sharing

Turning garden bounty into nourishment and love.

(00:42:55) Something to Plant

Debbie’s parting wisdom: plant something—and let go.

(00:45:54) Conclusion

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I'm the 'Cool' Boss and It's Not Working 7 | 19 May 07, 2025

Are you the cool boss that everyone loves, but no one respects? Join Kim and Jason as they address a pressing question from a production supervisor struggling with their team's lack of accountability. Learn the importance of sharing personal stories, soliciting feedback, and giving timely criticism, all while remembering that accountability is an act of kindness. If you're struggling with setting boundaries and holding people accountable, we've got your back.

Get all of the show notes at ⁠RadicalCandor.com/podcast⁠.

Episode Links:

Connect:

Chapters:

(00:00:00) Introduction

Kim and Jason introduce a listener’s question from a self-described “too nice” boss.

(00:01:23) The Difference Between Nice and Kind

The distinction between being "nice" and being "kind" in leadership.

(00:03:13) Holding People Accountable

How accountability is a core leadership skill, not an act of cruelty.

(00:06:33) The Cost of Avoiding Accountability

Why Leadership requires addressing difficult behaviors early.

(00:11:39) Two Kinds of Respect: Earned vs. Given

The two definitions of respect and how managers can earn it.

(00:14:45) Emotional Labor of Leadership

How management is giving more than you get—by design.

(00:19:16) Confusing Strictness with Respect

Challenging the misconception that punishment creates respect.

(00:23:45) Holding Yourself Accountable

Using vulnerability to open a dialogue and reset expectations.

(00:25:44) Share Your Radical Candor Story

Sharing personal stories to introduce a cultural reset.

(00:28:27) Create a Shared Culture and Vocabulary

Advice on resetting workplace culture and team alignment.

(00:32:26) Radical Candor Tips

Actionable steps for building a culture of Radical Candor.

(00:33:24) Conclusion

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Returning to the Office & Remembering Why We Left 7 | 18 Apr 30, 2025

From malfunctioning WiFi to epic commutes and offices mysteriously out of toilet paper, the “return to office” era is serving up workplace absurdity on a silver platter. Jason and Amy blow past the corporate spin and get Radically Candid about the “back to the office” push: why it’s often more about control than collaboration, how companies overlook basic human needs, and the ways these policies can quietly erode trust, productivity, and psychological safety. From generational gripes to the myth that face time means innovation, they call out the real reasons so many leaders want butts in seats—and why those reasons rarely hold up. Who’s actually benefiting from all this office hoopla? Because at Radical Candor, we believe real leadership means listening, adapting, and making work suck a whole lot less—even if it means challenging the status quo.

Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

Connect:

Chapters:

(00:00:00) Introduction

Jason and Amy introduce the episode’s topic on return to office trends.

(00:01:28) The Radical Candor Remote Philosophy

Why the company is remote-first and the downsides of in-person work.

(00:06:41) Office Productivity & Innovation

Whether productivity and innovation improve when in office.

(00:10:27) Navigating Unwanted Change

Advice for employees facing unwanted return-to-office changes.

(00:16:13) Should You Stay or Should You Go?

Evaluating if you should start job hunting or try to adapt to the new reality.

(00:19:17) Burnout, Hybrid, and Hidden Costs

Research on burnout and the importance of workplace social connections.

(00:24:19) The Cost of Constant Interruptions

Challenges with distractions and productivity in office environments.

(00:30:22) Generational and Gender Gaps

Differences in RTO satisfaction in different demographics.

(00:32:07) Having Effective RTO Conversations

Advocating for your needs and establishing new office processes.

(00:35:29) Radical Candor Tips

Tips for employees and managers navigating return-to-office mandates.

(00:39:48) Conclusion

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The Cost of the Move-Fast-Break-Things Mentality 7 | 17 Apr 23, 2025

Move fast, break things, and hope no one notices? Not so fast. In this episode, Kim and Jason rip into the shiny promise of speed at all costs—and the very real damage it leaves behind. From slashing vital research to chasing clicks with outrage bait, they expose how a lack of debate, accountability, and thoughtful decision-making can spiral into chaos. This isn’t just about tech; it’s about what happens when leaders skip the hard conversations and dodge the consequences. Drawing from their own experiences, they make the case for cultures that value learning over ego, action over excuses, and why psychological safety isn’t just nice to have—it’s non-negotiable. It’s a no-BS look at what happens when no one’s allowed to say, “Hey, maybe let’s not.”

Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

Connect:

Chapters:

(00:00:00) Introduction

Kim and Jason introduce the episode's topic of the "move fast and break things" philosophy.

(00:00:31) Mistakes, Innovation, and Safety

Why admitting errors is key to progress—even in high-stakes fields.

(00:02:44) Ebola Funding Fallout

A case study in reckless decisions and real-world impact.

(00:05:08) When Speed Isn’t the Answer

How context matters—from search engines to nuclear plants.

(00:08:10) Accountability & Power

The erosion of checks and balances in tech and government.

(00:10:30) Scale Changes the Stakes

Why today’s tech giants can’t play by startup rules.

(00:14:40) Metrics That Mislead

How measuring engagement drives harmful content.

(00:20:01) Debate Fuels Innovation

Why creating space for disagreement leads to better outcomes.

(00:23:43) Power, Politics, and Platforms

How tech companies avoid regulation and the need for public input

(00:28:52) Inside Content Moderation

Kim’s Google stories and the need for democratic input.

(00:36:46) Why Oversight Is So Hard

The difficulty of encouraging informed debate in organizations.

(00:41:37) Radical Candor Tips

Tips for moving fast without breaking what matters most.

(00:42:52) Conclusion

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From Bottlenecks to Buy-In: Overcoming Bureaucracy 7 | 16 Apr 16, 2025

Cut through workplace red tape—without burning bridges.

Ever feel like getting anything done at work means running a marathon through molasses? You’re not alone. In this episode, Amy and Jason go full throttle on the soul-sucking systems that slow teams down and wear people out. Sparked by a listener stuck in a tangle of outdated processes, they unpack how well-meaning rules morph into momentum killers—and what to do when speaking up feels like you’re just making it worse. With a blend of straight talk, lived experience, and a whole lot of Radical Candor, they offer a new playbook: lead with curiosity, advocate with clarity, and stop waiting for permission to fix what’s broken. This one’s for anyone who's tired of navigating systems built to say "no" when the work is begging for a "hell yes."

Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

Connect:

Chapters:
(00:00:00) Introduction
Jason and Amy introduce a listener’s question about streamlining approval processes.
(00:01:36) When Process Becomes a Trust Killer
How approval bottlenecks erode trust and lead to burnout.
(00:02:46) Approvals That Make Sense
Differentiating between meaningful and meaningless approvals.
(00:06:10) The Inertia of Bureaucracy
Why process isn’t evil—but rarely gets reexamined when it should.
(00:07:50) Communicating Up Without Escalating
How to discuss change without putting managers on the defensive.
(00:13:22) What Problem Is the Process Solving?
A practical script for questioning approval thresholds constructively.
(00:15:45) Software Purchase Saga
A story about approvals that made no one’s life better.
(00:20:19) Getting Specific vs. Talking in Patterns
Why it’s better to present one example rather than broad frustration.
(00:26:01) Role Play: The Rental Car Scenario
How to challenge a flawed process without triggering a shutdown.
(00:34:38) Finding a Third Way
Creating solutions that meet both employee and organizational goals.
(00:37:45) Radical Candor Tips
Tips to help you navigate bureaucracy with clarity, care, and results.
(00:43:34) Conclusion

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How NDAs Protect Power Instead of People 7 | 15 Apr 09, 2025

When contracts hide misconduct, it’s not policy—it’s a cover-up.

What do NDAs, forced arbitration, and emotionally manipulating teenagers have in common? Sadly, more than you'd hope. Kim, Jason and Amy rip the lid off the corporate culture of hush-hush harm, legal gymnastics and why emotional manipulation is a feature—not a bug—in some marketing strategies. They dig into the story behind Careless People by Sara Wynn-Williams, the book someone definitely doesn’t want you to read, and expose how companies use contracts to silence the truth and protect power—not people. From creepy ad targeting to leaders who dodge accountability like it’s dodgeball, the crew gets real about why “just business” is a lazy excuse for bad behavior. Kim even owns up to the time she played the NDA game—and why she’ll never do it again. Because real leadership doesn’t mean covering your ass—it means doing the damn right thing, even when it costs you.

Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

Chapters:
(00:00:00) Introduction
Kim, Jason, and Amy introduce the topic of NDAs and forced arbitration.
(00:02:11) Why Careless People Matters
The impact of NDAs and the importance of supporting the author.
(00:03:17) Understanding Forced Arbitration
A breakdown of arbitration and its role in silencing workplace harm.
(00:06:20) Emotional Targeting at Facebook
A disturbing passage about targeting vulnerable teens.
(00:09:43) Harm, Silence, and Scapegoats
The role of toxic cultures and fear play in keeping employees silent.
(00:17:40) The Measurement Problem
How profit-driven metrics ignore the human harm they cause.
(00:22:14) Loyalty vs Integrity
Balancing between professional loyalty and moral responsibility.
(00:26:29) Kim’s NDA Regret
A candid story of using an NDA to silence an employee.
(00:32:40) Building Better Systems
Strategies for leaders to design accountability into workplace culture.
(00:34:42) A Better Way Forward
Why transparency and early action are more effective than silence.
(00:38:02) Culture Is Design
How treating culture like a product helps fix systemic issues.
(00:39:49) Radical Candor Tips
Tips for eliminating NDAs, ending forced arbitration, and building trust
(00:41:30) Conclusion

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Surviving Assholes and Building Better Organizations with Bob Sutton 7 | 14 Apr 02, 2025

Being the boss isn’t about power trips—it’s about leaving your jerk card at the door.

Turns out, surviving the workplace often comes down to one simple rule: don’t be an asshole. Kim Scott and Amy Sandler sit down with Stanford’s Bob Sutton, author of The No Asshole Rule and The Friction Project, to talk about how real leadership means treating people like people, not just cogs in a machine. Bob gets straight to the point about why toxic behavior kills productivity, how organizational “friction” can be both helpful and harmful, and what it takes to build teams that fight fair and thrive together. They also tackle why efficient isn’t always effective, how to spot—and stop—assholes before they do lasting damage, and why the best bosses aren’t afraid to show up with both candor and care. As Kim puts it, sometimes it’s better to have a hole than an asshole. Whether you're leading a team or just trying to survive one, this conversation is your reminder that treating people with decency is never optional—and if you're stuck choosing between keeping an asshole or leaving a hole, always go with the hole.

Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

Chapters:
(00:00:00) Introduction
Kim and Amy introduce Stanford Professor Emeritus Bob Sutton.
(00:01:35) The No Asshole Rule Origin Story
How Bob’s research into organizational decline led to a focus on workplace jerks.
(00:07:02) Layoffs Done Right (And Wrong)
Kim and Bob trade stories on compassionate vs. catastrophic layoffs.
(00:11:16) Good Friction vs. Bad Friction
The Friction Project and why not all efficiency is actually efficient
(00:16:23) Building Emotional Trust
How emotional trust grows and fuels creative partnerships.
(00:24:58) The Asshole Survival Guide: 4 Ways to Deal
Strategies for handling difficult people and navigating toxic environments.
(00:29:50) Certified vs. Clueless Assholes
Recognizing the moments when you might actually be the asshole.
(00:33:47) It Happens at the Listener’s Ear
How context shapes whether something feels candid or cruel.
(00:38:59) Decision-Making, Simplicity & Reversibility
Questions friction-fixers ask to decide when to slow down or speed up.
(00:46:15) Gossip as a Strategic Tool
The ways gossip can help you avoid toxic work environments.
(00:52:03) Fixing Friction at Stanford
Bob shares his current work helping Stanford reduce internal friction.
(00:55:54) Where to Find Bob Sutton
Where to find Bob and his books — plus a final note on long emails.
(00:56:50) Conclusion

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The Wild Courage to Get What You Want, With Jenny Wood 7 | 13 Mar 26, 2025

Stop playing it safe—embrace the bold, unexpected traits that actually get you ahead.

Success doesn’t come to those who wait—it comes to those who take it. For years, you’ve been told to be humble, play nice, and wait your turn. Jenny Wood says that’s exactly why so many talented people stay stuck. As a former Google executive turned author of Wild Courage: Go After What You Want and Get It, she’s here to expose the real traits that drive success—ones that might make you uncomfortable. Forget the polite career playbook, being selfish, obsessed, even a little manipulative (the right way) can actually be your biggest advantage. Jenny gets radically candid with Kim and Amy on why risk-taking beats waiting for permission, why saying “no” is a career superpower, and how to self-promote without sounding like a jerk. If you’re sick of playing it safe and watching others pass you by, this episode is your permission slip to take bigger swings and get what you want.

Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

Chapters:
(00:00:00) Introduction
Kim and Amy welcome Jenny Wood, author of Wild Courage: Go After What You Want and Get It.
(00:1:02) The Nine Traits That Will Get You Ahead
Nine controversial traits that are actually career superpowers.
(00:4:26) The Subway Story That Changed Everything
Jenny shares a story on ignoring self-doubt and taking action.
(00:10:16) Calculated Risks vs. Playing It Safe
Why taking smart risks is essential for personal and professional success.
(00:13:04) The Google Factor: How It Shaped Wild Courage
How Google built confidence, encouraged risks, and sparked creativity.
(00:17:09) Owning Your Weird
Advice for staying authentic in workplaces that don’t naturally foster it.
(00:21:38) Identifying Your Power Assets
Identifying your power assets to make self-promotion feel natural.
(00:25:22) Managing Up, Higher, and Diagonally
A tactical guide to workplace influence through strategic senior connections.
(00:31:54) Overcoming Bias in the Workplace
Strategies to counter workplace biases in recognition and self-promotion.
(00:36:56) Why Saying No is a Superpower
How learning to say no without guilt protects your time and energy.
(00:42:40) Get in Front of the Right People
The importance of standing out and getting noticed by leadership.
(00:44:57) Pull It and Bullet It
The “Pull It and Bullet It” method for impactful, time-saving emails.
(00:48:05) Where to Find Jenny Wood
Where to get Wild Courage and find Jenny for keynotes and workshops.
(00:49:41) Conclusion

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How to TALK So People Actually Listen with Dr. Alison Wood Brooks 7 | 12 Mar 19, 2025

Ditch the awkwardness and start owning every conversation.

Talking to people shouldn’t feel like a struggle—but let’s be honest, it often does. Maybe you’re stuck in small talk hell, getting ignored in meetings, or watching conversations die mid-sentence. Why is this so hard? Amy sits down with Dr. Alison Wood Brooks, Harvard Business School professor and author of Talk: The Science of Conversation and the Art of Being Ourselves, to expose the hidden science behind great conversations—and why most of us are getting it wrong. They break down the TALK framework (Topics, Asking, Levity, and Kindness) and unpack the subtle mistakes that make people tune out, disengage, or just not like talking to you. Whether you want to command the room, sound sharper in meetings or just stop replaying every interaction in your head, Alison delivers straight-shooting, science-backed strategies to help you talk better, connect faster, and stress less.

Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

Connect:

Chapters:
(00:00:00) Introduction
Amy Sandler welcomes Dr. Alison Wood Brooks, Harvard Business School professor and author of Talk: The Science of Conversation.
(00:01:44) The Power of Connection in Conversation
How small, personal connections can create deeper conversations.
(00:02:53) What Inspired Talk?
Dr. Wood Brooks shares how she became fascinated with conversation science.
(00:07:25) Giving Conversation Feedback
Why most people receive little feedback on their conversational skills.
(00:13:17) The Hidden Coordination Game
How small, unconscious decisions shape every conversation.
(00:18:54) The TALK Framework
Topics, Asking, Levity, and Kindness—the four keys to better conversations.
(00:20:24) Practicing Listening
Guided exercises and listening techniques from the Talk course.
(00:21:39) The Science Behind Mind-Wandering
Why we tune out during conversations and how to stay present.
(00:29:06) The Challenges of Group Conversations
Why group conversations are harder to manage than one-on-one talks.
(00:34:05) Digital vs. In-Person Talk
How virtual communication changes conversations.
(00:36:51) Designing Better Meetings
Strategies for leaders to create inclusive and effective meetings.
(00:39:37) Boomer Asking
The conversational habit that makes people disengage.
(00:44:28) Where to Find Dr. Wood Brooks
Dr. Wood Brooks shares where to find her work and book tour details.
(00:45:32) Conclusion

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When the PIP Feels Disingenuous: The Ethics of Managing Out 7 | 11 Mar 12, 2025

When a PIP feels like a setup, how do you handle it without compromising your integrity?

Trapped between an HR-driven process that feels like a sham and a direct report who’s not meeting expectations? That’s a management nightmare. When a boss hands you a struggling employee with the unspoken expectation that you’ll “manage them out,” how do you stay honest, maintain trust, and avoid turning into the workplace grim reaper? Kim, Jason, and Amy break down the emotional and ethical toll of Performance Improvement Plans (PIPs), how to navigate them without feeling like a pawn, and why Radical Candor is the only way through. This isn’t about sugarcoating or corporate theater—it’s about handling tough conversations with clarity, fairness, and a whole lot less BS.

Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

Chapters:
(00:00:00) Introduction
Kim, Jason, and Amy introduce a listener’s question on handling a PIP with integrity.
(00:02:28) Leadership Failures
How bad management decisions created this unfair situation.
(00:06:15) Is This Process Disingenuous?
Struggling with feeling inauthentic when following HR's PIP process.
(00:09:19) The Emotional Toll of Performance Management
The frustrations of the process for both the manager and the direct report.
(00:13:51) Communicating Radical Candor During a PIP
Framing tough conversations without misleading employees.
(00:18:51) Why Informal PIPs Exist
The value of informal PIPs in ensuring fairness.
(00:22:17) Responding to Employee Pushback
Handling direct reports who challenge the PIP process.
(00:28:28) What Can a Manager Legally and Ethically Say?
Making difficult conversations feel more human and constructive.
(00:32:59) Radical Candor Tips
Lessons for managing performance issues with Radical Candor.
(00:36:05) Pushing Back to the Boss
Having a candid conversation about being put in this situation.
(00:37:25) Conclusion

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Scaling Smart: Leading Effectively When You Have 50+ Direct Reports 7 | 10 Mar 05, 2025

Too many direct reports and not enough time? Fix that without losing your sanity.

Drowning in direct reports and barely keeping your head above water? When you’re responsible for 30 to 50 people, the idea of meaningful one-on-ones is a joke—but so is pretending you can manage that many people without a meltdown. On this episode, Kim and Amy rip apart the myth that “just working harder” will fix the problem and get real about why traditional leadership approaches fail at scale. From no-nonsense strategies like idea teams (so you’re not drowning in suggestions), walking the floor like a pro, and knowing when to listen without turning into everyone’s personal complaint department, they share simple strategies to build trust and keep things running smoothly. Reality check: You cannot have deep, weekly 1:1s with 40+ people. But you can create a system where your team still feels seen and heard. Tune in to learn:

✔ How to set up an Ideas Team so great feedback doesn’t overwhelm you
✔ Why walking the floor is more powerful than endless meetings
✔ How to make the most of the few 1:1s you do have

Leadership doesn’t have to be all-or-nothing. Let’s do it smarter, not harder. Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

Chapters:
(00:00:00) Introduction
Kim and Amy introduce a listener’s question on managing one-on-ones with large teams.
(00:01:27) The Limits of Scaling Relationships
The importance of creating an environment where employees feel heard.
(00:02:47) Using an Ideas Team
Why managers should set up an ideas team to filter and prioritize suggestions.
(00:06:15) Purpose of One-on-Ones
Creating structured feedback systems to improve efficiency and innovation.
(00:07:29) Small Fixes, Big Impact
How small operational changes can have a massive effect.
(00:11:47) Management by Walking Around
Observing employees, asking how they’re doing, and being present.
(00:14:15) Overcoming Employee Hesitancy
How to introduce walking around without making employees anxious.
(00:16:51) Small Talk & Active Listening
Tips for managers who struggle with casual check-ins.
(00:18:46) Structuring One-on-Ones for Large Teams
Avoiding emotional whiplash by spacing out conversations.
(00:22:46) Managers Shouldn’t Solve Everything
How to balance problem-solving with empowering employees.
(00:27:42) Listening Versus Fixing
The value of asking: "Do you want me to listen or help?"
(00:30:37) Practicing Active Listening
Amy leads an exercise on listening and discusses its impact.
(00:38:39) Scaling Management Structure
Giving high-performing employees leadership opportunities.
(00:39:47) Radical Candor Tips
Tips on fostering a culture of feedback with large teams.
(00:42:07) Conclusion

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From Change Agent to Change Enabler: Aman Kochar On Leadership & Growth 7 | 9 Feb 26, 2025

Avoiding tough conversations? Lean in, speak up, and make them count.

Ever find yourself avoiding a tough conversation at work because, well…it’s just easier? We get it. But what if leaning into discomfort could actually make things better—for you, your team, and your company? In this episode, Kim and Amy sit down with Amandeep (Aman) Kochar, CEO of Baker & Taylor, to talk about how he uses Radical Candor to break down barriers, build trust, and create a culture where feedback fuels growth instead of fear. Aman gets real about his own struggles—navigating leadership as an underrepresented executive, learning to lead with vulnerability, and shifting from pushing change to making space for it. From leading a 200-year-old company through transformation to rethinking power dynamics in leadership, he lays out why transparency matters, how to handle resistance without backing down, and why the best leaders don’t just give feedback—they ask for it. The bottom line? Real change starts with real conversations. Ready to ditch the fear and lead with candor? Let’s go. Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

Connect:

Chapters:

(00:00:00) Introduction
Kim and Amy welcome guest Amandeep (Aman) Kochar, CEO of Baker & Taylor.
(00:00:58) The Meaning of a Name
Aman shares how his name reflects identity and leadership.
(00:07:23) Leading a 200-Year-Old Company
The challenges of driving change in a legacy organization.
(00:11:34) From Change Agent to Change Enabler
Gaining trust, embracing vulnerability, and leading with impact.
(00:18:27) Overcoming Resistance
Tackling workplace culture shifts and rebuilding trust.
(00:24:18) Creating Open Communication
Implementing town halls and fostering transparency.
(00:30:00) Empowering Employees
Strategies for shifting decision-making power to frontline employees.
(00:34:28) Rethinking Feedback
Turning feedback into a tool for growth, not fear.
(00:44:16) Repairing Relationships
Overcoming negative perceptions and fostering collaboration.
(00:47:15) Leadership & Self-Reflection
Unlearning cultural conditioning and using self awareness to grow.
(00:52:51) Filtering Feedback
Separating identity from work-related feedback to focus on growth.
(00:53:58) Radical Candor Tips
Lessons on trust, feedback, and fostering change.
(01:01:19) Conclusion

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Resetting Expectations With Resistant Direct Reports 7 | 8 Feb 19, 2025

Undermining, defiant and disengaged direct report—coach them or cut them loose?

Dealing with a direct report who questions everything, isolates their team, and actively undermines leadership? YIKES. That’s not just frustrating—it’s a full-blown leadership headache. When radical candor turns into outright defiance, how do you respond without losing your mind (or your team’s trust)? In this episode, Kim and Amy tackle the tricky reality of managing someone who refuses to engage, blames leadership for team turnover, and resists every attempt at coaching. From figuring out whether this is a communication breakdown or a serious performance issue, to deciding if a PIP is the right move, they walk through strategies to reset expectations, shut down toxicity, and lead with confidence. Because at the end of the day, if you’ve ever thought, I literally don’t know what to do with this person, keeping a toxic presence around does more damage than having a tough talk. Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

Connect:

Chapters:

(00:00:00) Introduction
Kim and Amy introduce a manager’s challenge: a disengaged, undermining direct report.
(00:04:46) Generational Gap or Performance Problem?
Whether this is a workplace culture clash or a deeper issue.
(00:06:28) Red Flags: Undermining & Resistance
Signs of bad-faith questioning, team isolation, and leadership defiance.
(00:14:18) The Tough Feedback Conversation
Role-playing a direct, no-nonsense conversation to reset expectations.
(00:23:49) Handling Pushback & Defiance
When a direct report resists leadership—what’s your next move?
(00:26:38) PIP or Part Ways?
How to decide if coaching, a PIP, or letting them go is the right call.
(00:34:03) Emotions in Leadership
Handling a direct report who dismisses the emotional impact of their behavior.
(00:38:06) Accountability Without Micromanaging
Creating clear expectations and consequences without constant oversight.
(00:42:53) Next Steps: Coach, Challenge, or Cut Ties?
How to assess whether a direct report can grow—or if it’s time to move on.
(00:53:22) Radical Candor Tips
Balancing Caring Personally with Challenging Directly to lead effectively.
(00:55:43) Conclusion

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Temple Grandin On Why Clarity is the Key to Candor 7 | 7 Feb 12, 2025

Vague feedback is a fail—neurodivergent minds need clear, direct guidance to thrive.

Is vague feedback just bad management, or are we failing neurodivergent employees by not giving them what they actually need? Kim sits down with the legendary Dr. Temple Grandin to challenge common misconceptions about feedback and explore why clarity is key—especially for those who think and process the world differently. They break down the myth that all employees should “just know” how to adjust their behavior and highlight how direct, actionable guidance can be a game-changer. From a welding mishap that turned into a major learning moment to the unexpected impact of a blunt deodorant comment (yes, really), Temple shares firsthand experiences that prove why specific, actionable feedback is a game-changer and how neurodivergent thinkers bring immense value when given the right support. Spoiler: generic platitudes and abstract advice won’t cut it. The bottom line? Guesswork isn’t leadership. Be clear, be kind, and stop making people read between the lines.

Get all of the show notes at RadicalCandor.com/podcast.

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Chapters:

(00:00:00) Introduction
Amy and Kim introduce Dr. Temple Gradin, an autism activist, author, and expert on animal welfare and behavior.
(00:02:04) Giving Feedback to Neurodivergent Employees
Temple shares a story on how clear, direct feedback works best.
(00:08:32) The Concept of Project Loyalty
Prioritizing team needs and focusing on the bigger picture to get work done.
(00:13:51) How Visual Thinkers Process Information
Temple explains her way of thinking through mental imagery and memories.
(00:19:10) Three Types of Thinkers
The different cognitive styles and why diverse teams need all types.
(00:23:20) The Importance of Hands-On Learning
Why real-world exposure matters for education.
(00:30:57) Managing Autistic Employees
The importance of setting clear goals and specific expectations.
(00:35:13) Transforming the Livestock Industry
Gaining credibility and transforming animal welfare through writing and advocacy.
(00:38:57) Workplace Accommodations for Autistic Employees
Strategies for supporting autistic employees in the workplace.
(00:42:18) Improving Animal Welfare Standards
Temple’s five key metrics for humane treatment in the meat industry.
(00:49:34) Why Verbal and Visual Thinkers Must Collaborate
The importance of collaboration between different cognitive styles.
(00:51:10) Conclusion

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Russ Laraway’s “Gravity Assist” Approach to Career Conversations 7 | 6 Feb 05, 2025

Why most career conversations fail—and how to make them actually matter.

Are career conversations a game-changer, or just another corporate mirage? In part two of this two-part episode, Kim, Amy, and Russ Laraway cut through the fluff and expose why most career talks fail before they even start. Managers love to preach growth, but when it comes to actually helping their people build meaningful careers, too many fall flat. Russ brings the fire with his “gravity assist slingshot” method—forget the outdated career ladder, it’s time to propel people toward their real ambitions. Why do leaders dodge these conversations? Why does “career development” feel like an HR buzzword instead of a real priority? And what happens when you actually invest in your team’s future? No sugarcoating here—if you’re ready to stop playing it safe and start leading with impact, this episode is your wake-up call.

Get all of the show notes at RadicalCandor.com/podcast.

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Chapters:

(00:00:00) Introduction
Kim and Amy welcome back Russ Laraway to discuss career conversations.
(00:00:52) The Gravity Assist Slingshot
Russ’s framework for career growth and thinking beyond promotions.
(00:04:51) Why Managers Should Invest in Careers
How helping employees grow improves retention and engagement.
(00:09:35) The Three Career Conversations
A step-by-step guide to drive meaningful career development.
(00:14:20) Life Story Conversation
How past career pivots reveal deep-rooted motivations.
(00:20:52) Avoiding Pitfalls and Gotchas
Where leaders go wrong in the career development framework.
(00:25:25) Framing Career Conversations
Framing the life story conversation to build trust and respect boundaries.
(00:30:51) Finding True Career Vision
An outline of helping employees set bold, authentic goals.
(00:34:26) Supporting Unconventional Goals
How managers can turn unconventional career goals into actionable steps.
(00:43:43) Career Action Plan
Turning career aspirations into progress with a clear, strategic approach.
(00:46:27) Radical Candor Tips
Where managers should start in Russ’s career conversations framework.
(00:48:14) Conclusion

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Russ Laraway Shares Why “The Big 3” Are the Secret to Being a Successful Leader 7 | 5 Jan 29, 2025

Russ Laraway breaks down why your leadership isn’t working—and how to fix it.

Stuck in a cycle of vague goals, half-hearted feedback, and meaningless career talks? Let’s call it what it is—bad leadership. In part one of this two part episode, Kim, Amy, and Russ Laraway rip into the mistakes that are killing your team’s engagement and results. Russ brings the heat with his “Big Three” leadership essentials—direction, coaching, and career—and doesn’t hold back on why so many managers fail to deliver. Why are leaders so scared to prioritize? Why do career conversations feel like an empty HR theater? And why does feedback either go ignored or turn into a dreaded confrontation? If you’re ready to ditch the excuses, face the hard truths, and lead with real purpose and impact, this episode is your wake-up call. It’s time to step up, get clear, and transform the way you lead—before it’s too late.

Get all of the show notes at RadicalCandor.com/podcast.

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Chapters:

(00:00:00) Introduction
Kim and Amy introduce Russ Laraway and the "Big Three" of leadership.
(00:03:00) What Are the Big Three?
Russ explains the framework of direction, coaching, and career.
(00:07:24) The Flintstones House
Kim and Russ share stories about the unique office space of Candor Inc.
(00:10:31) Defining Direction in Leadership
The importance of clarity in expectations and ruthless prioritization.
(00:15:11) Long-Term Leadership Tools
How managers can collaboratively define purpose and vision.
(00:17:24) Crafting Team Goals and Priorities
Setting measurable goals and the role of weekly prioritization.
(00:26:12) Purpose and Vision Statements
Examples of vision statements and their impact on team alignment.
(00:31:43) Coaching for Engagement
Coaching elements that drive employee engagement.
(00:33:29) The Book and Specific Praise
Using praise to motivate teams and reinforce standards.
(00:38:59) Soliciting Feedback from Teams
The importance of creating a culture where feedback flows both ways.
(00:43:53) Leadership and Power Dynamics
Strategies to balance authority and empower team collaboration.
(00:45:25) Radical Candor Tips
Practical tips for applying direction, coaching, and career insights.
(00:47:29) Conclusion

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Middle Managers: Dinosaurs or Essential Glue? 7 | 4 Jan 22, 2025

What happens when you gut the glue holding your team together?

Is middle management really dead weight, or are we cutting off the wrong limb? In this episode, Amy and Jason take on the hype around “The Great Flattening” and call out the risks of gutting the layer that keeps organizations running smoothly. Sure, middle managers have their flaws—what role doesn’t? But eliminating them entirely isn’t the brilliant shortcut some leaders think it is. They dig into how this trend often creates chaos, undermines team engagement, and leaves critical gaps in communication and strategy. Spoiler: quick fixes and vague promises of efficiency don’t replace the value of solid leadership and strong relationships. With sharp insights and actionable advice, this conversation is a wake-up call for anyone buying into the flattening trend without a second thought. Skeptical? Maybe. But sometimes you need a little tough love to see what’s really at stake.

Get all of the show notes at RadicalCandor.com/podcast.

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Chapters:
(00:00:00) Introduction
Jason and Amy introduce the topic of eliminating middle management.
(00:02:17) The Great Flattening Explained
The trend of eliminating middle management roles in organizations.
(00:05:37) Blaming Middle Managers
Why middle managers are often seen as costly and ineffective.
(00:10:00) The Role of Middle Managers
The role middle managers play in strategy, coaching, and alignment.
(00:15:21) Risks of Flattening Organizations
The unintended consequences of cutting middle management.
(00:20:10) Case for Middle Management
Tips for demonstrating the value of middle managers to leadership.
(00:25:29) Redefining Middle Management
How organizations can reshape the role to meet modern demands.
(00:33:11) Radical Candor Tips
Practical tips for navigating The Great Flattening.
(00:35:07) Conclusion

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Ellen Pao On Breaking Tech’s Toxic Status Quo 7 | 3 Jan 15, 2025

Tech’s “meritocracy” is broken—Ellen Pao unpacks how to fix it.

Alright, let’s get real—tech’s so-called “meritocracy” is doing more harm than good, and it’s time to face it head-on. This week we’re bringing you an episode of the Radical Respect podcast. Kim and Wesley sit down with Ellen Pao, founder of Project Include, to dig into how the industry’s obsession with merit often masks deep-seated bias, exclusion, and outright harassment. Ellen doesn’t hold back as she breaks down why quick fixes (we see you, generic unconscious bias training) just don’t cut it, how unchecked bias erodes trust and psychological safety across teams, and the way Project Include is leading the charge with real strategies for change. From CEOs stepping up to own their role in DEI to addressing the messy realities of AI in the workplace, this conversation is all about building environments where everyone has a shot. Ellen’s story is packed with takeaways for anyone who’s struggled to balance compassion with calling out the tough stuff, and is ready to challenge the status quo and build workplaces where it’s better to have a hole than an asshole.

Get all of the show notes at RadicalCandor.com/podcast.

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Chapters:

(00:00:00) Introduction
Kim and Wesley introduce Ellen Pao, founder of Project Include.
(00:01:37) The Genesis of Project Include
How Project Include started and its impact on improving workplace inclusivity.
(00:05:25) Challenges of Virtual Workspaces
The increase in bias and harassment in virtual work environments.
(00:06:38) Meritocracy and the Tech Industry
The role of meritocracy in shaping tech’s culture and DEI challenges.
(00:09:24) Overcoming Resistance to DEI
Data-backed methods for fostering DEI support among skeptics.
(00:13:46) DEI as a Business Imperative
The importance of CEO involvement in creating and sustaining DEI initiatives.
(00:19:50) Balancing Morality and Market Pressure
How leaders can make ethical decisions that align with DEI principles.
(00:25:31) Governing AI in the Workplace
Key considerations for ethical and inclusive AI adoption in workplaces.
(00:28:33) Social Media’s Role in Amplifying Harm
The need for accountability in curbing online hate and misinformation.
(00:37:26) Impactful Investments in DEI-Focused Ventures
Stories of innovative ventures improving equity in healthcare and workplaces.
(00:41:27) Conclusion

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Heather McGowan On Rebuilding Connection and Collaboration 7 | 2 Jan 08, 2025

Ditch the drama and rebuild connection where it counts.

Feeling overwhelmed by workplace polarization, the loneliness epidemic, and the constant whirl of change? You’re not alone—and neither are your teams. On this episode of Radical Candor, Kim and Amy bring in Heather McGowan, future-of-work strategist, to dig into why we’re so divided and distracted at work—and what leaders can actually do about it. Heather gets real about the deeper roots of these challenges, from shifting demographics to technology’s relentless pace, and shares her signature brand of practical, no-nonsense advice for fostering respect, empathy, and collaboration. It’s not about ignoring differences or plastering on a quick fix—it’s about creating the kind of human connections that help teams thrive. Learn how to lead with intention, listen to what’s not being said, and ditch the divide in favor of working better together.

Get all of the show notes at RadicalCandor.com/podcast.

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Chapters:
(00:00:00) Introduction
Kim and Amy introduce the episode’s focus on workplace polarization with guest Heather McGowan.
(00:02:12) Why We’re Divided
The societal and workplace factors fueling polarization.
(00:06:42) Balancing Rights and Income Inequality
The interplay between workplace equity and broader societal trends.
(00:09:02) Short-Term Thinking in Leadership
How short-term decisions undermine long-term organizational health.
(00:12:03) Intentional Conversations Across Divides
Practical tips for engaging with diverse perspectives meaningfully.
(00:16:21) Finding Common Ground at Work
Building relationships through shared experiences and lighthearted topics.
(00:22:12) Drawing Ethical Boundaries
Knowing when to disengage while maintaining openness elsewhere.
(00:26:32) The Future of Work and Learning
Why adaptability and continuous learning matter more than ever.
(00:33:46) Loneliness in the Workplace
Combating workplace isolation with intentional connection and empathy.
(00:41:27) Embracing Discomfort and Curiosity
Why great leaders lean into questions, not answers.
(00:45:53) Radical Candor Tips
Start conversations, focus on humanity, and take small steps to connect.
(00:49:10) Conclusion

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Best of: Unlock the Power of Rituals to Transform Your Work and Life 7 | 1 Jan 01, 2025

Everyday actions, when turned into rituals, can manage emotions and create a sense of meaning.

Amy Sandler is joined by Harvard Business School Professor Michael Norton to discuss his latest book, The Ritual Effect. Norton explores the significance of rituals in reducing stress and enhancing productivity, both at work and in personal life. He shares compelling research and personal anecdotes that illustrate how everyday actions, when turned into rituals, can manage emotions and create a sense of control and purpose. The conversation covers the practical application of rituals in business settings, their emotional significance, and how they can foster team cohesion and workplace wellness. Whether you're a skeptic or a believer in the power of rituals, this episode offers valuable insights into how structured routines can lead to greater emotional health and professional effectiveness.

Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

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Chapters:
(00:00:00) Introduction
Amy Sandler introduces guest Michael Norton and his book The Ritual Effect.
(00:02:16) A Quick Ritual Exercise
A fun and engaging ritual exercise to explore emotional connections.
(00:04:18) From Skeptic to Advocate
Michael’s journey from being a ritual skeptic to writing The Ritual Effect.
(00:07:40) The Meaning of Rituals
How rituals naturally emerge to provide structure and meaning.
(00:10:04) Rituals vs. Habits
The emotional difference between habits and rituals.
(00:12:13) Rituals as Emotion Generators
The dual role of rituals in generating and managing emotions.
(00:15:05) The Power of Collective Rituals
How shared rituals strengthen bonds and create collective experiences.
(00:16:30) Rituals at Work
Examples of team rituals that foster bonding and purpose.
(00:20:46) Fostering Meaning in Teams
Balancing team pride and inclusivity when designing rituals to reflect shared values.
(00:23:38) Creating Work Rituals
Advice for leaders to cocreate rituals for new work teams.
(00:26:24) Adapting Rituals for Remote Work
How teams have developed virtual rituals to maintain connection online.
(00:29:05) Meaningful Rituals in the Workplace
The significance of rituals in the workplace for individuals and leaders.
(00:32:54) Evaluating the Benefits of Rituals
How rituals contribute positively to mental health and well-being.
(00:36:49) Leaders Supporting Organic Rituals
Tips for leaders to encourage authentic rituals without imposing corporate mandates.
(00:39:59) Aligning Rituals with Team Values
Using rituals to express and reinforce organizational values creatively and authentically.
(00:41:50) Discovering Your Rituals
Exploring the rituals in your life through Michael’s Ritual Quiz.
(00:45:21) Conclusion

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Best of: How to Communicate With Your Family During the Holidays 6 | 50 Dec 25, 2024

Practicing Radical Candor with your family members this holiday season.

Holiday communication with your family can be rife with stress. And while you love your family, let’s be frank, family togetherness during the holidays often goes sideways. So much so that it’s become a trope that’s spawned dozens of holiday movies. But you can survive it by practicing Radical Candor with your nearest and dearest this holiday season to avoid defaulting to Obnoxious Aggression, Manipulative Insincerity or Ruinous Empathy.

Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

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Chapters:
(00:00:00) Introduction
Kim, Jason, and Amy introduce the topic of navigating difficult family dynamics during the holidays.
(00:02:53) Radical Candor and the Holidays
The struggle with practicing Radical Candor with families during the holidays.
(00:04:36) Generational and Cultural Differences
How cultural and generational gaps complicate family communication.
(00:07:12) Family Role Expectations and Childhood Patterns
Reverting to childhood behaviors and role expectations during family visits.
(00:9:18) Taking the Bait: Avoiding Escalation
Strategies for turning down conversational "volume" and avoiding conflict bait.
(00:20:20) Overreacting to Advice
How understanding intent can improve family dynamics.
(00:24:37) Why Gifts Sometimes Backfire
The alternate perspectives on gifts dependant on the giver or receiver.
(00:27:42) Gifts Gone Wrong
Personal anecdotes of gift-giving mishaps and lessons learned.
(00:33:33) The Strain of Gift Giving
How gift giving can be especially hard in strained family dynamics.
(00:35:59) Setting Boundaries with Family
Asserting personal boundaries when saying yes takes its toll.
(00:39:22) Gifting with Intent
Releasing the obligation of the perfect gift for the giver and receiver.
(00:43:51) Radical Candor at Family Gatherings
Guidance on when to lean into Radical Candor and when to let things slide.
(00:50:12) Appreciating Moments Together
The finite nature of time with loved ones and making the most of family gatherings.
(00:54:51) Radical Candor Tips
Tips on setting boundaries, practicing care, and avoiding unnecessary conflict.
(01:00:01) Conclusion

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How to Navigate the Messy Middle Between Ruinous Empathy & Obnoxious Aggression 6 | 49 Dec 18, 2024

How the CORE method can help you thrive in the messy middle.

Caught in the middle of a boss who’s all care but no action and a team lead who’s full steam ahead with no brakes? That’s a workplace tightrope no one wants to walk. Your ability to Care Personally and Challenge Directly can seriously be affected when communication falls apart on both ends of the spectrum, and it’s not just frustrating—it’s debilitating. How do you stay productive and keep your sanity when you’re managing up and down with people who either dodge conflict entirely or bulldoze through it? In this episode, Jason and Amy tackle the messy middle, breaking down how to use the CORE method (Context, Observation, Result, Expected Next Steps) to navigate these tricky situations. It’s not about pointing fingers or playing favorites—it’s about finding a way to ditch the drama and focus on what really matters: working better together.

Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

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Chapters:

(00:00:00) Introduction
Amy and Jason introduce a listener dilemma about a ruinously empathetic boss and an obnoxiously aggressive team lead.
(00:02:15) Defining Ruinous Empathy and Obnoxious Aggression
What it means to care without challenging and to challenge without caring.
(00:04:44) It’s the Boss’s Job: Accountability Matters
Why the manager has ultimate responsibility and how to provide feedback.
(00:07:53) Raising the Issue with Your Boss
How to approach a ruinously empathetic boss with care and directness.
(00:11:46) Involving Your Boss Effectively
How to engage your boss in resolving team tensions without blame or shame.
(00:17:55) Using the CORE Method
A step-by-step approach to delivering clear and constructive feedback.
(00:20:55) Role-Play: Navigating a Clean Escalation Conversation
How to handle a tough conversation between a team member and an aggressive lead.
(00:31:11) Building Common Ground
Tips for fostering mutual understanding and creating actionable steps.
(00:34:02) Radical Candor Tips
Key takeaways and practical tips for addressing conflict.
(00:36:35) Conclusion

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How to Care Personally When You Don’t Personally Care 6 | 48 Dec 11, 2024

Showing respect when you just don’t connect.

Ever feel like caring about a coworker is just...not in the cards? Same. Here’s the thing though – you don’t have to be besties to show respect and keep things productive. In this episode, Kim, Amy, and Jason tackle the tough question of how to Care Personally when someone’s driving you up the wall. With relatable stories (yes, even a deodorant conversation makes an appearance) and practical tips, they break down how to stay curious, address frustrations head-on, and avoid letting those "ugh" feelings spiral into toxicity. The key takeaway? Stop writing mental soap operas about your colleagues and start having real conversations. Awkward? Sure. Worth it? Absolutely. Get all of the show notes at RadicalCandor.com/podcast.

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Chapters:
(00:00:00) Introduction
Kim, Jason and Amy introduce a listener’s question about caring personally for someone you don’t like.
(00:02:09) Radical Respect
How respect forms the core of caring personally, even when someone annoys you.
(00:03:48) Reframing Perspectives
Reframing narratives to foster empathy in difficult workplace interactions.
(00:05:05) Addressing Irritating Behaviors
Two stories from differing perspectives on personal irritations at work.
(00:08:17) Curiosity as a Bridge
The power of curiosity in understanding and seeing humanity in others.
(00:11:02) Unspoken Disagreements
How assumptions and unspoken disagreements corrode relationships.
(00:14:16) Repairing Relationships at Work
The journey from conflict to rebuilding a strained relationship with a peer.
(00:22:17) Different Work Styles
Respecting differing approaches to work and optimizing collaboration.
(00:24:14) The Role Self-Awareness
Self-awareness and transitioning from internal frustration to constructive dialogue.
(00:33:08) Indifference vs. Engagement at Work
The inefficiencies of emotional detachment from colleagues.
(00:34:29) Balancing Connection and Boundaries
Maintaining professional relationships while respecting personal boundaries.
(00:37:38) Radical Candor Tips
Key tips from the episode, including respect, curiosity, and addressing biases.
(00:40:24) Conclusion

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Introducing: The Radical Candor Podcast Dec 09, 2024

Tune in to the Radical Candor podcast to learn to love your job and kick ass at work without losing your humanity by practicing the principles of Radical Candor. Host and Lead Radical Candor Coach Amy Sandler leads discussions with Radical Candor Author and Co-founder Kim Scott and CEO and Co-founder Jason Rosoff about what it means to be Radically Candid, why it’s simple but not easy to Care Personally and Challenge Directly on the daily, and why it’s worth it.

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Money Talks: Why Salary Secrets Are Hurting Your Team 6 | 47 Dec 04, 2024

Uncovering the messy reality of salary secrecy.

Pay transparency—yikes, it’s one of those topics that makes everyone squirm, but avoiding it does more harm than good. Let’s be real: when salaries are shrouded in secrecy, it doesn’t just make things awkward—it allows inequity and mistrust to thrive. And here’s the kicker: people are already talking about pay, just in whispers instead of open, productive conversations. In this episode, Kim and Jason take a no-nonsense approach to tackling the discomfort. From real stories of pay gaps to the tangled emotions and messy realities behind compensation conversations, they discuss how a lack of transparency impacts trust and fairness, and share practical tips for making compensation more equitable. Whether you’re trying to influence change at your organization or navigate these conversations as an employee, this is your guide to addressing one of the workplace’s biggest taboos—without losing your humanity. Get all of the show notes at RadicalCandor.com/podcast.

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Chapters:

(00:00:00) Introduction
Kim and Jason introduce the episode and the listener's question about pay transparency.
(00:03:09) Legality of Pay Discussions
The legal landscape of discussing salaries in the workplace.
(00:06:32) Real Stories of Pay Inequity
A personal experience of discovering and addressing pay gaps.
(00:10:18) Building a Compensation Philosophy
The importance of having a framework for determining salaries.
(00:12:09) Why Pay Disparities Happen
Examples of pay disparities in the workplace and the reasons behind them.
(00:16:09) Theory of Compensation
The process of setting a fair salary band based on market data.
(00:21:38) Efficiency of Salary Formulas
How setting a compensation framework saves time and prevents inequality.
(00:28:06) Transparency in Recruiting
The benefits of sharing salary ranges in job postings and clarifying compensation processes.
(00:33:13) Fixing Pay Disparities with Candor
Strategies to proactively identify and address inequities in compensation.
(00:42:12) Radical Candor Tips
Practical tips for creating transparent compensation systems.
(00:43:33) Conclusion

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Promotions Gone Wrong? Why False Promises Wreck Trust at Work 6 | 46 Nov 27, 2024

Missed promotions, broken promises, and the fallout that follows.

Promotions gone wrong? Yeah, it’s a thing. On this episode, Kim and former Twitter CEO Dick Costolo tackle a listener’s tale of missed opportunities, broken promises, and a management team that just can’t get it together. From the cringe-worthy red flags to the frustrating aftermath, they explore how leadership missteps can wreak havoc on trust and motivation. Tune in for sharp insights, practical advice, and a whole lot of “what NOT to do” when navigating messy workplace dynamics. If you’ve ever felt stuck in a system that doesn’t seem to work, this episode will help you find your way forward. Get all of the show notes at RadicalCandor.com/podcast.

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Chapters:

(00:00:00) Introduction
Kim Scott introduces Dick Costolo, former Twitter CEO and stand-up comedian.
(00:01:45) The Promotion Predicament
A listener's dilemma about missing out on a promotion.
(00:05:00) Missteps by the First Manager
The mistakes of the listener's first manager, focusing on false promises.
(00:08:20) The Boss’s Boss Blunders
The dismissive and damaging responses from the listener's boss’s boss.
(00:09:36) Advice for Employees
Strategies for employees to clarify expectations with management.
(00:12:29) Addressing Subjectivity in Promotions
The challenge of fairness and transparency in dynamic organizations.
(00:14:54) Navigating Difficult Conversations
The value of candid, constructive dialogue over avoidance in leadership.
(00:18:20) A Call for Transparent Processes
How structured processes can prevent workplace dissatisfaction.
(00:20:30) Conclusion

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Oversharing at Work: When TMI Tanks Trust 6 | 45 Nov 20, 2024

The fine line between transparency and TMI.

Let’s get into it: oversharing at work — we’ve all done it, and we’ve all cringed after. But here’s the tea: when we spill sensitive info without thinking, we’re not just breaking trust, we’re tanking our ability to Care Personally and Challenge Directly. In this episode, Kim, Jason, and Amy dig into a listener's story about sharing too much too soon and just how quickly oversharing can derail trust and create chaos. They unpack why these missteps happen, how different company cultures play into it, and what it really takes to find that sweet spot between transparency and discretion. If you’ve ever found yourself in the awkward aftermath of an overshare, this one’s for you. Let’s learn how to slow down, think it through, and keep our Radical Candor intact! Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

Use the GSD Wheel So No One Feels Sad, Bad or Left Out 4 | 2

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Chapters:

(00:00:00) Introduction
Amy, Kim and Jason introduce the episode around a listener’s question on oversharing at work.
(00:01:26) Listener's Question on Oversharing
A listener seeks advice on managing sensitive information more effectively.
(00:03:58) Communication and Cultural Assumptions
How organizational secrecy and biases affect information sharing.
(00:06:30) Pause and Reflect
The importance of pausing before sharing any potentially sensitive information.
(00:08:42) Organizational Communication Structure
Insights into structured vs. open communication styles and their impact.
(00:12:09) Developing Effective Information Channels
Strategies for ensuring efficient communication and reducing redundancy.
(00:17:12) Soliciting Feedback and Building Trust
Soliciting feedback from team leads after communication missteps.
(00:22:16) Framework for Information Sensitivity
The “Category” framework to clarify communication roles and boundaries.
(00:24:56) Initiative and Respecting Boundaries
The balance of taking initiative versus respecting organizational boundaries.
(00:28:55) Communication and Problem Preference
Being clear on workplace communication styles to tackle preferred challenges.
(00:33:43) Personalizing Communication Styles
Insights on managing communication impulsivity and biases.
(00:38:47) Radical Candor Tips
Checklist for managing sensitive information and improving communication.
(00:41:05) Conclusion

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Lessons from a Whistleblower: The Cost of Staying Silent with Susan Fowler Rigetti 6 | 44 Nov 13, 2024

Susan Rigetti on speaking up, keeping receipts, and why silence is never the answer.

We’re shaking up the workplace and diving deep into the raw reality of whistleblowing and the courage it takes to speak up with this special episode from the Radical Respect podcast. Kim, Wesley, and special guest Susan Rigetti, author of Whistleblower, break down the challenges of calling out toxic systems while being real with yourself. When harmful practices go unchecked, they don’t just derail careers—they damage the core of psychological safety that we all need to do our best work. So how do you find the strength to raise your voice when the stakes feel impossibly high? Susan shares her own powerful story of calling out the broken culture at Uber, laying out what happens when you decide you’ve had enough and choose to act. If you’ve ever struggled to raise your voice in the face of workplace dysfunction, learn why silence is never the answer and how respect and courage can transform even the most challenging environments. Get all of the show notes at RadicalCandor.com/podcast.

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Chapters:

(00:00:00) Introduction
Amy introduces the Radical Respect podcast with Kim, Wesley and guest Susan Rigetti, author of Whistleblower.
(00:03:24) Whistleblower and Lessons from Uber
Susan discusses her book, Whistleblower, and her challenges at Uber.
(00:07:13) Advice to Younger Self
The hard lesson of recognizing when a system can’t be fixed from the inside.
(00:10:33) The Cost of Staying Silent
The psychological and financial struggles many face when they stay silent.
(00:14:25) Staying True to Your Values
How keeping a list of values helped navigate a toxic work culture.
(00:16:20) Writing Whistleblower
Addressing misconceptions and setting the record straight with Whistleblower.
(00:21:18) Understanding Systemic Barriers
The systemic barriers that individuals face in the workplace.
(00:23:55) Reporting to HR
Documenting and reporting issues to hold organizations accountable.
(00:26:20) Keeping the Receipts
Advice on documenting conversations and emails to protect oneself.
(00:29:07) Conclusion

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Talking to Flat Earthers: Managing Post-Election Tension at Work With Denise Hamilton 6 | 43 Nov 06, 2024

Brace yourself—this episode is all about navigating workplace tension with Radical Candor. Kim and Amy team up with Denise Hamilton, author of Indivisible: How to Forge Our Differences Into a Stronger Future, to tackle the complicated landscape of workplace polarization and the radical power of respect. Denise, known for her "irrational optimism," sheds light on how we can bridge deep divides, even when it feels impossible and that respect isn’t something earned through understanding—it’s the baseline that makes understanding possible. They explore why caring personally means building trust, even when opinions clash, and how we can create workplaces that honor both individual voices and collective purpose. With Denise’s wisdom and Kim’s Radical Candor principles, this episode digs into the tough conversations leaders often avoid but desperately need. If you’ve ever felt the strain of differing views at work, this conversation is for you—because staying connected is the only way forward. Get all of the show notes at RadicalCandor.com/podcast.

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Chapters:

(00:00:00) Introduction
Kim and Amy introduce Denise Hamilton, author of Indivisible.
(00:03:32) Discussing Politics at Work
Insights into the discomfort around political conversations in professional settings.
(00:05:01) Contradictory Messages
The conflicting messages people face around authenticity at work.
(00:07:22) Building a Respectful Work Culture
How workplace culture influences political discussions.
(00:10:59) Personal and Workplace Boundaries
Balancing personal beliefs and professionalism at work.
(00:12:59) The Role of Respect in Understanding
Respect as the foundation for understanding others.
(00:16:42) Holding Space for Emotions Post-Election
The importance of allowing emotional expression at work after tense events.
(00:21:36) Leaders Counteracting Negativity
The role leaders play in intentionally fostering positivity.
(00:24:03) Common Ground in Heated Times
Finding common ground with people who hold different views.
(00:27:05) Approaching Sensitive Topics Mindfully
Denise shares her “four-question rubric” for starting difficult conversations.
(00:31:52) Navigating Information Curation
The pitfalls of curated news and incomplete information.
(00:35:43) Misinformation and a Leader’s Responsibility
How leaders should address misinformation in their organizations.
(00:39:23) Owning vs. Renting: Social Responsibility
Adopting a long-term, invested mindset for societal change.
(00:44:06) The Vision for a Relationship-Centered Future
Hope for a future rooted in personal connections and humanity.
(00:46:05) Conclusion

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How to Navigate a Nepo Baby Bully at Work 6 | 42 Oct 30, 2024

Handling workplace bullying when family dynamics are involved.

We need to talk about nepotism and workplace bullying, because WHEW, does it ever mess with our ability to Care Personally and Challenge Directly! Here's the real deal — when family ties eclipse talent, we're not just hurting individual careers. We're poisoning the well of psychological safety that teams need to thrive. How can you tell someone to "bring their whole self to work" when the rules aren't the same for everyone? KIm, Amy, and Jason explain why avoiding these conversations doesn't help anyone. Whether you're dealing with the CEO's daughter who's actually crushing it, or the founder's cousin who's... not so much, you've got to stay rooted in those two key principles: Care Personally AND Challenge Directly. Get all of the show notes at RadicalCandor.com/podcast.

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Chapters:
(00:00:00) Introduction
Kim, Jason, and Amy introduce the episode’s topic on a listener’s question about workplace nepotism.
(00:02:52) Listener Question: Nepotistic Bully
A listener’s challenging situation involving a CEO's son who is bullying employees.
(00:03:48) Strategies for Workplace Bullying
Documenting incidents and preparing for a conversation with higher-ups.
(00:11:43) Building Solidarity and Seeking Support
Strategies for finding allies to support you and sharing experiences with others.
(00:15:44) Challenges of Confronting Nepotism
The difficulty of escalating issues involving family ties at work.
(00:19:25) Exit Strategies and Self-Protection
Knowing your exit options and protecting your well-being.
(00:31:17) Direct Conversations and Escalation
Preparing for a direct conversation with the bully and their higher-ups.
(00:38:52) The Role and Limitations of HR
When HR should be involved in addressing workplace bullying.
(00:49:06) Seeking External Legal Support
Guidance on consulting a lawyer for severe or unresolved bullying cases.
(00:52:43) Radical Candor Tips
Tips for handling bullying, documenting, building solidarity, and escalating issues.
(00:54:44) Conclusion

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Say What? How to Measure Feedback Responses 6 | 41 Oct 23, 2024

With feedback, how do you measure what matters?

Kim, Jason, and Amy dive into the art of measuring feedback, emphasizing that it's not just about what you say, but how it's heard. It's crucial to pay attention to how your feedback lands and be ready to adjust your approach, especially when you notice defensiveness or indifference. Tune in to explore practical strategies for handling emotional reactions while keeping your communication clear and compassionate. Learn how to stay present in tough conversations and create a space where open dialogue leads to growth and stronger relationships, both at work and in life. We'll also cover how to effectively solicit feedback and navigate defensiveness, ensuring that your interactions are not only productive but also supportive and understanding. Get all of the show notes at RadicalCandor.com/podcast.

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Chapters:

(00:00:00) Introduction
Kim, Jason, and Amy introduce the episode’s focus on feedback gauging and emotional awareness.
(00:01:25) Gauging Feedback
The importance of understanding how feedback is received.
(00:05:30) Reactions to Feedback
The different reactions people may have to feedback and how to adapt.
(00:09:14) Staying Present in Emotional Conversations
Strategies for staying present when emotions rise during difficult conversations.
(00:15:59) Brushing Off Feedback
Situations where people brush off feedback and how to address it.
(00:26:21) Tailoring Feedback
How people with different sensitivities and personalities respond to feedback.
(00:34:47) Pushing Further on Challenge Directly
Gauging whether you should increase directness in feedback or focus on empathy.
(00:43:09) Role-Play: Defensive Feedback
A scenario to illustrate how to handle a defensive response in real time.
(00:50:59) Role-Play: Emotional Feedback
A scenario to illustrate how to handle an emotional response in real time.
(01:00:08) Radical Candor Tips
From checking in on feedback delivery to fostering a supportive environment.
(01:03:36) Conclusion

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Navigating Disagreements: How to Challenge Feedback Effectively 6 | 40 Oct 16, 2024

Effectively manage feedback you disagree with.

On this episode of the Radical Candor podcast, we tackle a challenge that's at the heart of Radical Candor: what to do when you receive feedback you don't agree with. It's a question we get all the time, and it's crucial because how we handle these moments can make or break our relationships at work. The team gets into the get into the nitty-gritty of how to respond to tough feedback and suggests specific phrases you can use to show you're listening, even if you're not fully on board. Get all of the show notes at RadicalCandor.com/podcast.

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Chapters:

(00:00:00) Introduction
Jason and Amy introduce the live streaming episode about disagreeing with feedback.
(00:02:23) Listener Question: Disagreeing with Feedback
A listener's question about how to handle feedback they disagree with.
(00:03:42) The Pocket Veto: The Dangers of Silent Disagreement
The concept of a "pocket veto" and why it's harmful to silently disagree with feedback.
(00:05:27) Strategies to Handle Disagreement
Tips on how to approach feedback in the moment.
(00:11:02) How to Create Space for Disagreement
Inviting challenges during feedback conversations to foster honest communication.
(00:16:19) The “Listen, Challenge, Commit” Framework
The “Listen, Challenge, Commit” approach, which helps to handle feedback.
(00:19:10) Personal Experiences with Feedback
A personal story about learning to approach feedback with curiosity and humility.
(00:27:51) Following Up After Formal Feedback
How to approach follow-up conversations after receiving formal feedback.
(00:34:58) Psychological Safety and Radical Candor
A listener question on the link between psychological safety and Radical Candor.
(00:41:11) Creating a Culture of Learning with Radical Candor
Examples of workplace rituals that reinforce Radical Candor and continuous learning.
(00:45:29) Metaphors for Radical Candor
Using metaphors to understand Radical Candor in communication.
(00:49:17) The Radical Candor Quadrants
Whether people tend to fall more frequently into one of the Radical Candor quadrants.
(00:54:09) Radical Candor Tip
Tips on practicing Radical Candor, emphasizing listening, identifying, and committing to feedback.
(00:57:17) Conclusion

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Building Pockets of Excellence: Introducing Radical Candor to Your Team 6 | 39 Oct 09, 2024

In this episode of the Radical Candor Podcast, Jason and Amy discuss how to introduce radical candor to teams effectively. They emphasize the importance of starting small, creating pockets of excellence, and the role of accountability and praise in fostering a feedback culture. The conversation also covers effective communication strategies for implementing change, real-world examples of cultural shifts, and practical tips for individuals and teams looking to embrace radical candor. The episode concludes with an invitation to join the Radical Candor community for ongoing support and resources. Get all of the show notes at RadicalCandor.com/podcast.

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Chapters:
(00:00:00) Introduction
Jason and Amy introduce the topic of bringing Radical Candor into the workplace.
(00:00:27) Starting with Small Changes
Why starting with small steps is key to building a culture of Radical Candor.
(00:02:57) Pockets of Excellence
The concept of pockets of excellence and why they are crucial for cultural change.
(00:05:30) Highlighting Small Successes
The importance of highlighting successes rather than focusing on failures to drive cultural shifts.
(00:08:30) Avoiding Overwhelming Change
Effective communication about small wins to shift organizational perceptions and build optimism.
(00:10:49) Small Change Success Story
A story on how small experiments can create big organizational change.
(00:15:38) Making Feedback Visible and Accessible
Simple tools to share user feedback that can have a powerful impact on organizational culture.
(00:19:37) Effective Communication for Cultural Change
Communicating the rationale behind introducing Radical Candor to a broader team.
(00:24:07) Handling Executive Skepticism
Addressing skepticism from executives and making the case for Radical Candor.
(00:27:03) Building Momentum After Initial Success
Expanding Radical Candor across more teams after initial success.
(00:30:16) Individuals Practicing Radical Candor
Advice for individuals looking to start small and integrate Radical Candor into their work.
(00:33:09) Radical Candor Tips
Tips for developing a more radically candid culture individually and in organizations.
(00:34:56) Conclusion

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The Role of Vulnerability in Leadership with Jacob Morgan 6 | 38 Oct 02, 2024

Kim and Jacob Morgan, author of Leading with Vulnerability, discuss the power of vulnerability in leadership and its role in building trust and driving performance. They explore the common misconceptions about vulnerability, the balance between competence and connection, and how to navigate the fine line between strength and openness. Jacob shares stories of successful and failed leadership, emphasizing the importance of choosing the right moments to be vulnerable. The conversation also touches on how to foster psychological safety, deal with workplace bullies, and follow with vulnerability in challenging environments. Get all of the show notes at RadicalCandor.com/podcast.

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Chapters:
(00:00:00) Introduction
Amy and Kim introduce guest Jacob Morgan, author of Leading with Vulnerability.
(00:00:38) Defining Vulnerability in Leadership
The concept of vulnerability in leadership and how it can be misinterpreted.
(00:03:45) Denial in Leadership
How denial impacts leadership and the challenges leaders face when addressing mistakes.
(00:06:48) Exploiting Vulnerability
An example of a leader who used an exployee’s vulnerability against them.
(00:10:41) Self-Compassion in Leadership
The need for self-compassion, particularly when vulnerability is exploited.
(00:12:46) Vulnerability in Uncertain Situations
A step-by-step approach to assessing when and how to display vulnerability at work.
(00:18:36) Knowing Who to Trust
How leaders and employees can discern when it’s appropriate to be vulnerable.
(00:21:11) Effective Leadership in Times of Crisis
A success story about Fleetwood Grobler’s leadership during a financial crisis at Sasol.
(00:25:28) Dealing with Workplace Bullies
The complexities of vulnerability when facing workplace bullying.
(00:33:03) Following with Vulnerability
Tips on how to assertively respond to challenging leaders while maintaining professionalism.
(00:37:18) Fundamental Attribution Error
The importance of not jumping to conclusions about people's intentions.
(00:43:22) Creating Psychological Safety
The balance between accountability and psychological safety.
(00:45:37) Conclusion

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Why Your Meetings Suck (And How to Fix Them): Insights from Dr. Steven Rogelberg 6 | 37 Sep 25, 2024

Explore the surprising science of meetings and how to make them suck less with Dr. Steven G. Rogelberg, a renowned organizational psychologist and author of The Surprising Science of Meetings, Glad We Met: The Art & Science of 1:1 Meetings, and more. Dr. Rogelberg discusses with Kim and Amy why meetings often feel unproductive and costly, covering common pitfalls and offering actionable strategies to enhance their effectiveness. The conversation spotlights the power of one-on-one meetings, emphasizing their unique role in fostering meaningful connections between managers and employees. Dr. Rogelberg shares insights on how to structure these meetings to maximize engagement, support, and productivity, making them a crucial tool for leadership and team success. Get all of the show notes at RadicalCandor.com/podcast.
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Chapters:
(00:00:00) Introduction
Kim and Amy introduce guest Dr. Steven Rogelberg, organizational psychologist and an expert on meetings.
(00:04:18) The Impact of Meetings
The surprising volume of meetings globally and the underestimated economic impact.
(00:07:03) Misconceptions and Optimizing Meeting Strategies
Misconceptions about meetings and advice on improving their effectiveness.
(00:10:36) Are Your Meeting Questions Valuable?
How to ensure that the meeting agenda questions are valuable.
(00:11:39) Using Radical Candor in Meetings
The idea of a Radical Candor framework with signals during meetings.
(00:13:32) Should Feedback Be Part of the Meeting?
Whether feedback should be solicited at the end of meetings.
(00:16:05) Speaking Up in Meetings
Advice on encouraging team members to speak up in meetings.
(00:20:03) The Importance of 1:1 Meetings
Research that highlights the desire for more 1:1 meetings.
(00:23:21) Relationship Building in 1:1s
The importance of building genuine relationships through consistent 1:1 meetings.
(00:28:42) How to Start 1:1 Meetings
Tips on starting 1:1 meetings, their appropriate cadence and setting the right tone.
(00:31:24) Locations and Structure for 1:1 Meetings
The best locations for 1:1 meetings and structuring the agenda for them.
(00:41:16) Preparing for Meetings with Your Manager
How employees should prepare for meetings with their managers.
(00:46:19) Conclusion

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How Ruinous Empathy Ruins Praise 6 | 36 Sep 18, 2024

Praise can be powerful, but when it’s vague, generic, or something you can say to a dog like "good job," it can backfire and do more harm than good. Kim, Jason, and Amy explore the nuances of Ruinous Empathy and praise, sharing real-life examples, like the infamous FEMA response during Hurricane Katrina, to illustrate the pitfalls of Ruinously Empathetic feedback. They discuss the importance of making praise specific and sincere so people know what was good and why, allowing them to repeat their success. Get all of the show notes at RadicalCandor.com/podcast.

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Chapters:
(00:00:00) Introduction
Kim, Jason, and Amy introduce the episode's focus on how praise can become ruinously empathetic.
(00:00:53) What Is Ruinous Empathy in Praise?
How praise can be ineffective when it's vague, insincere, or lacks specific feedback.
(00:02:19) Defining Praise vs. Criticism
What constitutes praise, how it differs from criticism and the dangers of insincere praise
(00:06:06) Effective Public Support and Praise
Guidance for leaders on how to support team members publicly after a mistake.
(00:11:51) Consequences of Praising Failure
Why offering praise after failure can be misleading and harmful.
(00:17:04) The Role of Specificity in Praise
The importance of specificity in making praise feel sincere and useful.
(00:22:11) Ruinous Empathy and Manipulative Insincerity
The nuances between ruinously empathetic praise and manipulatively insincere praise.
(00:33:07) Insincere Praise
Avoiding the common pitfalls of insincere praise in leadership and team management.
(00:36:53) Offering Effective Praise
Practical tips on how to offer specific and sincere praise that drives improvement.
(00:40:56) Radical Candor Tips
Tips for applying Radical Candor to praise, ensuring feedback is specific, sincere, and purposeful.
(00:42:18) Conclusion

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Inclusion in Meetings: Kieran Snyder On In-Person vs. Remote Dynamics 6 | 35 Sep 11, 2024

Kieran Snyder, founder of nerd processor and co-founder of Textio, joins the Radical Candor podcast to explore inclusivity in meetings, revealing data-driven insights from her research on in-person versus remote settings. Kieran discusses the dynamics of interruptions, idea credit-taking, and the impact of power and gender on participation. With over 1,100 hours of meeting data analyzed, she sheds light on the complexities of remote work, the significance of structured agendas, and the importance of leadership in fostering inclusive environments. The episode offers practical tips for leaders to enhance meeting engagement and navigate the evolving landscape of workplace communication. Get all of the show notes at RadicalCandor.com/podcast.

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Chapters:
(00:00:00) Introduction
Amy and Kim introduce Kieran Snyder, founder of Nerd Processor, to discuss inclusivity in meetings.
(00:02:36) The Abrasive Trap
The abrasiveness trap and how high-performing women are more often criticized.
(00:07:27) Power Dynamics in Meetings
How power dynamics influence interruptions in meetings.
(00:14:27) In-Person vs. Remote Meetings: Research
Kieran’s study comparing remote and in-person meetings to measure inclusivity.
(00:18:02) Meeting Participation Rates
The changes in participation rates as meeting size increases.
(00:20:27) Gender Differences in Meeting Participation
The impact remote meetings have on women's participation rates.
(00:27:42) Idea Annexation vs. Spotlighting
The concept of idea annexation and the importance of idea spotlighting.
(00:32:22) Dynamics of “I Told You So”
Usage of “I told you so” in meetings and the demographic variations.
(00:36:52) Practical Tips for Inclusive Meetings
Tips on fostering inclusive meeting environments.
(00:43:14) Balancing Remote Work and Inclusivity
The trade-offs between diversity and ensuring inclusivity in meetings.
(00:47:53) Leadership in Meeting Inclusivity
The importance of leadership in setting inclusive meeting norms.
(00:51:10) How to Connect
Information on how to connect with Kieran Snyder.
(00:52:38) Conclusion

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Political Discussions at Work: Productive or Problematic? 6 | 34 Sep 04, 2024

How do you handle political conversations at work without crossing boundaries or alienating colleagues? The team dives into the complex and often uncomfortable topic of discussing politics at work, exploring the impact of these conversations on workplace dynamics, productivity, and personal relationships. Kim, Jason, and Amy share insights on navigating political discussions with respect, setting boundaries, and maintaining open dialogue without imposing beliefs on others. Drawing on personal anecdotes and thought-provoking statistics, the conversation provides practical tips for managers and employees alike on fostering an inclusive environment where diverse viewpoints can coexist without derailing professional harmony. Get all of the show notes at RadicalCandor.com/podcast.

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Chapters:

(00:00:00) Introduction
Kim, Jason, and Amy introduce the episode’s focus on the impact of political discussions in the workplace.
(00:02:55) The Value of Being Challenged
The importance of being open to challenges to avoid turning beliefs into prejudices.
(00:07:00) Banning Political Speech: Is It Helpful?
The consequences of banning or discouraging political discussions at work.
(00:11:22) Managing Expression in the Workplace
The boundaries of expressing political beliefs without personalizing or offending.
(00:16:31) Building Bridges Over Boundaries
Building bridges between differing viewpoints, using curiosity and respect.
(00:21:49) The Challenge of Constant Election Cycles
How perpetual election cycles can deepen divisions and polarize discussions.
(00:23:20) Working Through Political Differences
Managing team members with conflicting political views and policies.
(00:27:09) The Dangers of Silence Around Sensitive Topics
Why avoiding discussions on polarizing subjects can lead to more significant conflicts.
(00:33:24) Setting Clear Boundaries on Political Expression
Whether companies should set proactive policies on political expression.
(00:36:13) Balancing Productivity and Political Discussions
Ways to address the potential productivity dip during heated political periods.
(00:39:51) When Humor Crosses the Line
A time when sharing a politically charged joke at work made a team member feel excluded.
(00:45:18) Radical Candor Tips
Practical tips for fostering respectful discourse and maintaining professional boundaries.
(00:48:18) Conclusion

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When Feedback Fails: Repairing Relationships After Feedback is Ignored 6 | 33 Aug 28, 2024

Feedback can be tough to give and at times even harder to receive. But what about when it’s ignored? Jason and Amy tackle a listener's challenging workplace scenario involving ignored feedback, toxic dynamics, and a strained relationship with their boss. Through role play, practical advice, and Radical Candor tips, they explore how to rebuild trust, address emotional wounds, and navigate difficult conversations when feedback isn't properly received. Get all of the show notes at RadicalCandor.com/podcast.

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Chapters:

(00:00:00) Introduction
Jason and Amy introduce the episode and outline the listener's challenging feedback scenario.
(00:00:49) Listener's Story: Feedback Ignored
A listener's story about workplace toxicity and a strained relationship with their boss.
(00:02:26) Insights on Conflicting Perceptions
Thoughts on the listener's situation, drawing parallels with similar experiences.
(00:07:57) Role Play: The Listener and the Neglectful Boss
A role-play of the scenario, with Amy as the listener and Jason as the unresponsive boss.
(00:12:04) Analysis of the Role Play
Reflecting on the role play, discussing the emotional challenges and complexities of the situation.
(00:15:00) Strategies for Rebuilding the Relationship
Practical steps for the listener to rebuild trust and communication with their boss.
(00:17:31) The Value of Regular Check-Ins
The importance of scheduling regular one-on-ones to maintain alignment and trust.
(00:21:17) Managing Expectations: When to Ask for an Apology
The need for apologies versus focusing on practical solutions to improve the work relationship.
(00:23:19) Radical Candor Tips
Actionable tips on managing feedback, emotions, and when to consider leaving a job.
(00:25:56) Conclusion

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Creating a Community 6 | 32 Aug 21, 2024

Jason and Amy discuss the creation of Radical Candor's new online community designed to help people leaders stress less, build stronger relationships, and connect with peers and pros. Jason emphasizes the importance of community-based learning and he and Amy reflect on the challenges and rewards of building a space for continuous learning and personal growth. Join them as they discuss how aspiring and experienced managers alike can benefit from this exciting new venture. Get all of the show notes at RadicalCandor.com/podcast.

Links:

YouTube

Chapters:

(00:00:00) Introduction
Jason and Amy introduce the episode, outlining a Radical Candor community Jason’s been working on.
(00:00:26) The Concept of Radical Candor Community
An overview of an upcoming Radical Candor online community.
(00:04:25) Project Management and Setting Goals
How the project started from two primary goals leading to the development of the community.
(00:06:13) Early Experiments and Surveys
The experiments and surveys conducted to gather data and test different ideas for the community.
(00:11:11) Key Learnings from the Experiments
How the idea of a community emerged as the most impactful way to teach Radical Candor.
(00:16:11) Community Tools and Platform
Choosing a platform for the community and the research process in selecting the right tools for the project.
(00:22:08) Tackling Unfamiliar Territory
Balancing familiar tasks with the challenge of learning new skills for community building.
(00:24:43) Collaboration and Team Communication
The importance of team collaboration and communication for the project.
(00:27:40) Soft Launch and Future Plans
The community’s soft launch and how listeners can get involved.
(00:31:05) Building Vulnerability in Community
The implicit need for vulnerability in an online community and the importance of creating a safe space.
(00:35:37) Radical Candor Tips
Tips for starting and managing new projects with an emphasis on experimentation and collaboration.
(00:38:37) Conclusion

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Remarkably Candid: Insights from Guy Kawasaki 6 | 31 Aug 14, 2024

Amy and Kim sit down with the remarkable Guy Kawasaki, Chief Evangelist at Canva and host of the Remarkable People podcast. The conversation delves into Guy's storied career, his insights on leadership, and his newest book, Think Remarkable: 9 Paths to Transform Your Life and Make a Difference. They explore the concept of being remarkable, the importance of saying yes, and the value of grit, growth, and grace in both personal and professional life. With humor and candor, Guy shares anecdotes from his journey, offering listeners valuable lessons on how to make a difference and lead a meaningful life. Get all of the show notes at RadicalCandor.com/podcast.

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Chapters:
(00:00:00) Introduction
Kim and Amy introduce guest Guy Kawasaki, chief evangelist, author and host of the Remarkable People podcast.
(00:03:31) The Power of Saying Yes
Guy discusses his "default to yes" philosophy and its impact on his career.
(00:07:29) Defining Remarkable
Exploring what it means to be remarkable and how everyone can make a difference.
(00:12:29) Jane Goodall on Remarkable People
The serendipitous chain of events that led to Jane Goodall being the first podcast guest.
(00:16:42) The Importance of Environment in Growth
How the right environment is crucial for fostering a growth mindset.
(00:22:02) The Difference Between Passion and Interest
Challenging the definition of passion, and the idea that interests can evolve into passions.
(00:25:23) Get Interested in Your People
A personal story that illustrates the importance of sharing interests with others.
(00:31:40) Dealing with Stereotypes
Personal experience with racial stereotyping and advice on handling it with humor and grace.
(00:40:14) Connecting with People of Opposing Viewpoints
The approach of asking “how” instead of “why” to foster understanding in difficult conversations.
(00:44:48) Be Curious, Solve Problems, Do Good
Stacey Abrams' mantra and how it aligns with the themes in Guy’s book.
(00:47:34) Overcoming Imposter Syndrome
Advice on recognizing and overcoming imposter syndrome.
(00:57:02) The Art of Making Decisions Right
Focus on making decisions right, not just making the right decision.
(01:01:26) Lessons in Motivation
A story about mistaken identity and the unexpected sources of motivation.
(01:07:44) Conclusion

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Workplace Harassment: Tackling Toxicity at Work 6 | 30 Aug 07, 2024

Kim and Jason tackle a challenging listener question about dealing with severe workplace harassment. They explore the importance of managerial action, share insights on effective documentation, and provide practical advice for identifying supportive work environments during job searches. Personal anecdotes highlight the nuances between bias and bullying, and the hosts emphasize the critical need for creating and enforcing consequences for toxic behavior. Tune in to this episode of Radical Candor for actionable tips on fostering a respectful and safe workplace. Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

Connect:

YouTube

Chapters:

Chapters:
(00:00:00) Introduction
Kim and Jason introduce the episode, featuring a listener's story of workplace harassment.
(00:02:30) Initial Reactions and Harassee’s Efforts
The severity of the harassment and acknowledgment of the proactive steps already taken.
(00:04:46) Analysis of Harassment
An outline of the harassing behavior and the question of why it was allowed to continue.
(00:07:02) The Role of Management
The importance of defining and creating consequences for bullying and harassment.
(00:09:45) The Impact of Workplace Bullying
The broader impact of unchecked bullying on team dynamics and company culture.
(00:15:48) Recognizing and Avoiding Toxic Workplaces
Tips on identifying supportive workplaces during job interviews.
(00:17:23) The Importance of a Code of Conduct
The value of a clear Code of Conduct in preventing and addressing workplace harassment.
(00:18:21) Past Experiences with Bullying
Personal anecdotes and differentiating between bias and bullying behavior.
(00:21:33) Radical Candor Checklist
Actionable tips for both employees and managers to handle and prevent workplace bullying.
(00:23:22) Conclusion

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Building Better Relationships: The FAQ Finale 6 | 29 Jul 31, 2024

In the finale of the Radical Candor FAQs series, together Kim, Jason, and Amy answer a new round of most frequently asked questions about Radical Candor. They explore how Radical Candor operates across different cultures and discuss strategies for managing defensiveness in feedback. Through personal anecdotes and practical advice, they illustrate how to apply Radical Candor both at work and at home. The episode also delves into the importance of building authentic relationships, increasing employee retention, and enhancing team productivity through clear and compassionate communication. Concluding with the handy Radical Candor checklist, this episode is packed with insights to help listeners become better leaders and communicators. Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

Connect:

Chapters:
(00:00:00) Introduction
Kim, Jason and Amy introduce the episode's topic of Radical Candor FAQs.
(00:00:24) Radical Candor in Different Cultures
How Radical Candor varies across cultures and the importance of adjusting communication styles.
(00:07:22) Defensive Reactions to Feedback
Advice for dealing with defensive reactions when giving feedback.
(00:09:16) Three Stories of Defensive Reactions
Three personal stories illustrating different approaches to handling defensive reactions to feedback.
(00:13:32) Managing Emotions and Defensiveness
Managing one's own emotions and defensiveness when providing feedback.
(00:20:13) Addressing Power Dynamics
Power dynamics when dealing with physically or hierarchically intimidating individuals.
(00:29:20) Radical Candor at Home
Applying Radical Candor in personal relationships and its benefits at home
(00:36:34) Radical Candor as a Communication Model
Radical Candor being not just a feedback model but a comprehensive communication model.
(00:38:25) Building Collaborative Relationships
How Radical Candor fosters collaboration, improves relationships, and increases employee productivity.
(00:44:21) Radical Candor Tips
Summary of key tips from the episode for practicing Radical Candor.
(00:45:43) Conclusion

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Feedback In Multigenerational Workplaces & More FAQs 6 | 28 Jul 24, 2024

Jason shares his perspective on defining Radical Candor, addressing its misuse, and handling feedback in various work environments, including remote, hybrid, and multi-generational workplaces. The conversation covers effective communication strategies, building relationships, and maintaining accountability. Jason also discusses navigating toxic work environments and offers rapid-fire answers to common questions. Tune in for a thoughtful exploration of how to apply Radical Candor in different contexts to foster better relationships and clearer communication. Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

Connect:

YouTube

Chapters:

(00:00:00) Introduction
Jason and Amy introduce the episode, in which Jason answers the same FAQs posed to Kim in the previous episode.
(00:01:08) Defining Radical Candor
Jason’s definition of Radical Candor and how it can differ based on personal interpretation.
(00:02:18) Misuse of Radical Candor
What to do when someone uses Radical Candor as an excuse to act like a jerk.
(00:06:53) Challenges in Remote and Hybrid Environments
The application of Radical Candor in remote and hybrid work settings.
(00:12:43) Building Relationships
Tips for building relationships, such as having regular one-on-one conversations outside of the usual work context.
(00:15:59) Multi-Generational Workplace Dynamics
Challenges and solutions for practicing Radical Candor in a multi-generational workplace.
(00:23:03) Accountability and Generational Differences
Clarifying expectations and appreciating different perspectives on work value.
(00:26:38) Being Radically Candid with Your Boss
Strategies for practicing Radical Candor with one's supervisor.
(00:29:51) Dealing with Toxic Work Cultures
Navigating and transforming toxic workplace environments using the principles of Radical Candor.
(00:36:03) Radical Candor Tips
A quick recap of key points from the episode in a lightning speed round.
(00:38:32) Conclusion

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Radical Candor is Not an Excuse to Act Like a Jerk 6 | 27 Jul 17, 2024

Kim and Amy answer some of the most frequently asked questions about Radical Candor in a fun and engaging quiz show format. They cover key topics such as handling people who misuse Radical Candor as an excuse to act like a jerk, the challenges and benefits of practicing Radical Candor in remote and hybrid work environments, and navigating generational differences in the workplace. They also provide actionable advice on being radically candid with your boss and dealing with toxic work cultures. Listen in for insightful discussions, practical advice, and a touch of humor as Kim and Amy share their experiences and answer your radically candid questions. Get all of the show notes at RadicalCandor.com/podcast.

Connect:

YouTube

Chapters:

(00:00:00) Introduction
Kim and Amy introduce the episode, a Q&A style discussion to address frequently asked questions about Radical Candor.
(00:02:39) Misuse of Radical Candor
Handling situations where Radical Candor is used as an excuse for aggressive behavior.
(00:07:04) Impact of Intent and Observations
Distinguishing between good intentions and bad behavior and how to address observed impacts.
(00:10:47) Radical Candor in Remote Settings
The challenges and adaptations necessary for implementing Radical Candor in remote or hybrid work environments.
(00:15:21) Intentionality in Communication
The importance of intentional check-ins and maintaining open communication channels in virtual settings.
(00:20:51) Radical Candor Across Generations
Applying Radical Candor in multi-generational workplaces, focusing on mutual respect and understanding.
(00:25:36) Candid Conversations with Leadership
Approaching conversations with leaders in a candid manner, especially when resistant to feedback.
(00:32:33) Radical Candor Tips
A quick recap of key points from the episode in a lightning speed round.
(00:33:51) Conclusion

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Radical Candor “Asks” Jeff Wetzler: The Foundational Skill of Asking Questions 6 | 26 Jul 10, 2024

The fundamental skill of asking questions to solicit feedback and create a culture of Radical Candor. Kim sits down with Jeff Wetzler, author of "Ask: Tap Into the Hidden Wisdom of People Around You for Unexpected Breakthroughs in Leadership and Life." Recorded live, the conversation explores the fundamental skill of asking questions to solicit feedback and create a culture of Radical Candor. Jeff shares insights from his book, discussing the importance of tapping into the knowledge and perspectives of those around us. They delve into the five practices of “The Ask Approach" and reflect on audience questions, offering valuable takeaways for leaders and individuals alike. Tune in to learn how to transform your communication and leadership through the power of asking questions. Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

Transcript
Jeff Wetzler: LinkedIn
Ask | Jeff Wetzler
Radical Candor Coffee Break: Exploring The Ask Approach YouTube

Connect:

YouTube

Chapters:

(00:00:00) Introduction
Amy introduces a conversation between Kim and Jeff Wetzler, founder of “The Ask Approach” and author of “Ask.”
(00:01:01) Jeff's Book "Ask"
Jeff explains the premise of his book and the importance of tapping into the hidden wisdom of those around us.
(00:02:50) The Desire to Read Minds
The common desire to read minds and how asking questions effectively achieves this.
(00:04:00) Misinterpretations and Feedback
The challenges of interpreting facial expressions and the importance of asking directly.
(00:05:08) Ruinous Empathy
The concept of ruinous empathy and the reasons people withhold valuable feedback.
(00:08:14) The Importance of Commitment Conversations
The need for clear commitment conversations in management and leadership.
(00:11:11) The Certainty Loop
The concept of the certainty loop, and how assumptions shape perceptions and limit curiosity.
(00:13:01) Expanding the Repertoire of Questions
The need for a variety of questions to uncover deeper insights and perspectives.
(00:14:30) Strategies for Quality Questions
Strategies for posing quality questions and highlights the importance of soliciting feedback.
(00:17:28) Inviting Critical Feedback
The importance of explicitly inviting critical feedback and how to respond to it constructively.
(00:19:22) Checking for Understanding
Better ways to check for understanding without sounding patronizing.
(00:23:04) Handling Emotional Responses
The value of curiosity in handling emotional responses and moving towards Radical Candor.
(00:25:32) Listening to Learn
The concept of listening to learn, focusing on content, emotion, and action.
(00:28:04) Choosing Curiosity
Curiosity as a choice and foundational step in the ASK approach, which focuses on learning from others.
(00:29:44) Making It Safe
Strategies to make it safe for others to share their thoughts and the role of psychological safety.
(00:33:40) Pose Quality Questions
Differentiating between clumsy and quality questions, and asking questions that seek to understand others genuinely.
(00:39:04) Listen to Learn
Listening effectively not just for content, but also the emotion and action in the words.
(00:40:37) Reflect and Reconnect
Reflecting on feedback and reconnecting with the person who provided it to ensure clarity and appreciation.
(00:43:32) Conclusion

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Radical Respect: The Jedi Mind Trick 6 | Bonus Jul 03, 2024

This week Radical Candor shares an episode of Radical Respect, where Kim and co-host Wesley Faulkner discuss the dreaded bloviating BSer with guest Tyler Chou, The Creators' Attorney.

Failing to call people on their BS breeds problematic overconfidence that can harm collaboration and team confidence, especially among team members who are systematically disadvantaged. In this episode, Kim and Wesley discuss bloviating BS with Hollywood attorney Tyler Chou, who shared her experience working under a boss with no entertainment experience but strong connections in the industry. Even though she was more knowledgeable, his BS made her feel gaslit and afraid to speak up.

Tyler Chou has been a Hollywood attorney for the last 15 years. Having worked in VP and SVP roles at companies like Disney, Skydance, BuzzFeed and Open Road Films. As well as large law firms. Tyler has been the lead attorney on 16 feature films including Saving Mr. Banks and Cinderella. She has some battle stories to share about how brutal it is to work as an Asian woman in a white, man dominated industry.

Now, Tyler is the Founder & CEO of Tyler Chou Law for Creators and her life’s mission is to protect creators. She’s deeply passionate about helping young creators with millions of subs grow their businesses to 6-7 figures and functions as a fractional COO and GC. She is a thought leader who discusses the intersection of Hollywood and digital media and believes YouTube is the new Hollywood.

A year ago Tyler started her own YouTube channel as a creative challenge and has been blown away by how quickly her channel has grown. Her channel focuses on creators, helping them build out their businesses.

Episode Links:

Transcript
Tyler Chou: The Creators' Attorney | YouTube
The Creator's Attorney | Linktree
Original Episode: Radical Respect S3 | Ep1 - The Jedi Mind Trick Website / YouTube

Connect:

YouTube

Chapters:

Chapters:
(00:00:00) Introduction
Kim and co-host Wesley introduce guest Tyler Chou, The Creators' Attorney.
(00:01:17) Creators' Attorney Explained
Tyler discusses her focus on YouTube creators and the legal challenges they face.
(00:02:10) Media Challenges and Solutions
The legal needs of creators and Tyler's personal journey to YouTube content creation.
(00:05:36) Workplace Dynamics and BS
Examination of 'bloviating BS', its impact on workplace dynamics, and systemic issues.
(00:08:27) Experiences with Bloviating BS
Personal experiences with bloviating BS in professional and personal life, reflecting on the challenges and impacts.
(00:13:51) Hollywood's Broken System
The systemic issues in Hollywood, including nepotism and gaslighting by bosses.
(00:17:35) Speaking Up and Taking Action
The difficulties and importance of speaking up against BS, especially for women and marginalized groups.
(00:24:00) Tyler's Hollywood Experience
Tyler elaborates on her challenging experiences in Hollywood, including job insecurity and gaslighting.
(00:26:36) Transition to the Creator Economy
Transition to the creator economy, the growth of the law firm, and the importance of protecting creators legally.
(00:31:07) Hiring and Work Culture
Tyler talks about her hiring philosophy and ensuring a positive work culture in her law firm.
(00:35:44) Explicit Agreements in the Workplace
The importance of making implicit agreements explicit in professional relationships and contracts.
(00:37:27) Contact Information
How listeners can reach Tyler for legal advice and support in the creator economy.
(00:38:58) Conclusion

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Breaking the 'Word Police' Myth: How Inclusive Language Builds Stronger Teams 6 | 25 Jun 26, 2024

Kim, Jason, and Amy discuss the importance of using inclusive language and the impact of non-inclusive language, often dismissed as being "too sensitive.” They explore the concept of "red words," terms that can shut down communication by triggering negative reactions, and emphasize that good communication is measured by its impact on the listener. They share personal anecdotes illustrating how specific words can cause offense and stress the importance of being mindful of the language used to foster an environment of mutual respect and understanding. The episode also delves into the resistance some people have to changing their language and how acknowledging and adapting to others' sensitivities can significantly improve communication and relationships. Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

Connect:

YouTube

Chapters:

(00:0:33) The Impact of 'Red Words'
The concept of "red words," phrases that trigger negative reactions and shut down communication.
(00:04:32) The Effect of Words
How certain words can create different responses and understanding these reactions.
(00:07:19) Addressing Non-Inclusive Language in Emails
Non-inclusive language in emails and how it can be handled to avoid excluding team members.
(00:08:59) Handling Public Criticism and Correction
A story about receiving feedback on social media, and the importance of accepting corrections publicly.
(00:11:18) ROI of Inclusive Language
The ROI of changing language to be more inclusive.
(00:14:58) Overcoming Resistance and Acknowledging Bias
Why some people resist changing their language, and acknowledging and addressing biases.
(00:17:46) Current Relevance of Biased Language
Current issues with language in society, emphasizing the need to avoid perpetuating harmful behaviors.
(00:20:47) The Impact of Words on Relationships
The role of words in building respectful environments and how using the right language can enhance relationships.
(00:26:19) Apologizing for Language Mistakes
How to handle mistakes in language use, and the importance of being open to reminders and corrections.
(00:29:38) Issues with Traditional Titles
Why certain terms can be problematic due to their prescriptive and exclusionary nature.
(00:32:01) Radical Candor Tips
Practical tips for implementing Radical Candor, including owning mistakes and responding with curiosity to feedback.
(00:34:57) Conclusion

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Faster, Smarter Communication: Matt Abrahams Gets Radically Candid 6 | 24 Jun 19, 2024

On this episode of the Radical Candor podcast, Kim Scott interviews Matt Abrahams, a Stanford lecturer and author of "Think Faster, Talk Smarter." Matt explains how his book is geared toward everyone, from introverts to extroverts, and provides advice for handling impromptu speaking situations. They also address workplace dilemmas, such as navigating feedback in fast-paced environments and managing team dynamics where quick problem solvers are favored. The episode emphasizes the importance of clear, concise communication and the value of diverse thinking styles in enhancing team performance. Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

Connect:

YouTube

Chapters:

(00:00:00) Introduction
Host Amy introduces the episode, a conversation between Kim Scott and Matt Abrahams, an expert in communication and lecturer at Stanford GSB
(00:00:59) Misunderstanding Radical Candor
Clarifying misunderstandings related to the books "Radical Candor" and "Think Faster, Talk Smarter."
(00:02:20) Addressing Workplace Dilemmas
Analysis of a listener-submitted workplace dilemma and strategies foreffective communication in fast-paced work environments.
(00:07:20) Strategies for Introverts in Meetings
Advice for introverts to contribute effectively in meetings, including listening actively and summarizing.
(00:09:48) Handling Spontaneous Speaking Situations
How to handle spontaneous speaking situations and turning challenging questions into opportunities.
(00:15:46) Addressing Unpreparedness and Difficult Questions
Strategies for admitting unpreparedness and effectively managing difficult questions.
(00:18:07) Next Level Feedback
Providing actionable feedback to help individuals develop executive presence.
(00:21:40) Managing Anxiety in Communication
Techniques to manage anxiety and handle situations when one blanks out during communication.
(00:28:30) Silence and Active Listening
Handling situations where the audience or colleagues are not actively listening.
(00:30:55) Addressing Bloviating BSers
How to deal with individuals who dominate conversations.
(00:38:17) Value of Improvisation in Communication
The benefits of improvisation classes for enhancing communication skills.
(00:40:27) Interrupting and Being Interrupted
Balancing the need to interrupt with maintaining respectful communication.
(00:44:31) Supporting Non-Native English Speakers
Advice for non-native English speakers to improve their communication.
(00:48:03) Conclusion

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The CORE of Radical Candor: A Deep Dive into Effective Feedback 6 | 23 Jun 12, 2024

Jason and Amy discuss the nuanced art of feedback using the CORE model—Context, Observation, Result, and nExt stEps, explaining how it can transform feedback into a powerful tool for growth and clarity. Whether it’s navigating simple day-to-day acknowledgments or tackling complex, emotionally charged feedback scenarios, they provide actionable strategies that can be immediately applied at work. This episode delves not only into the mechanics of CORE, but also how to implement it to foster a culture of open, productive dialogue and promote continuous development. Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

Connect:

YouTube

Chapters:

(00:00:00) Introduction
Hosts Jason Rosoff and Amy Sandler introduce the episode’s focus on feedback, particularly exploring the CORE model.
(00:01:07) The CORE Model Explained
An outline of the CORE model, emphasizing its importance in structuring feedback and improving communication clarity.
(00:02:16) Preparing for Feedback Conversations
The value of thinking through feedback before conversations using the CORE model, and the need for flexibility in discussions.
(00:04:08) Examples of CORE in Practice - Praise
Examples of using the CORE model for giving praise, including a quarterly budget review meeting scenario.
(00:08:09) Examples of CORE in Practice - Criticism
How to use CORE for criticism, detailing potential challenges and how to stay supportive and collaborative.
(00:13:29) Checking for Alignment and Understanding
Checking for alignment and understanding during feedback conversations, ensuring both parties are on the same page.
(00:17:56) Real-World Example of Miscommunication
A personal experience of miscommunication with a peer manager and how using the CORE model would have improved it.
(00:22:12) Empathy and Collaboration in Feedback
The importance of empathy and understanding the other person's perspective before giving feedback, enhancing collaboration.
(00:25:44) Addressing Complex Feedback Scenarios
Handling complex feedback situations and the need for ongoing conversations and incremental next steps.
(00:29:10) Radical Candor Tips
A checklist of tips to implement Radical Candor, emphasizing the CORE model, checking for alignment, and encouraging collaboration
(00:31:21) Conclusion

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Beyond 'Sorry': How to Apologize and Mean It 6 | 22 Jun 05, 2024

Kim, Jason, and Amy dive into the complexities of apologies, focusing on the difference between genuine regret and false apologies. Through role-play and insightful analysis, they explore common pitfalls such as deflecting blame, making excuses, and failing to acknowledge the impact of one’s actions. They emphasize the importance of sincere apologies and provide actionable tips for making amends and fostering better communication in the workplace. Tune in to learn how to transform “I’m sorry” from hollow words into meaningful actions. Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

Connect:

YouTube

Chapters:

(00:00:00) Introduction
Kim, Jason, and Amy introduce the episode on the importance of knowing how to apologize and explore false apologies.
(00:01:21) Role Play: "Sorry, Not Sorry" Sam vs. Patient Pam
A role play exercise to highlight common false apologies.
(00:04:28) Breakdown of False Apologies
The hosts analyze the role play, explaining why statements like "I'm an asshole" and "I was just kidding" are problematic.
(00:11:13) The Power of Humor and Apology
The role of humor in apologies, the impact of power dynamics, and why humor should never "kick down."
(00:13:13) The Narcissist's Prayer
Introduction to the Narcissist's Prayer, a pattern of defensive behavior.
(00:14:52) Structuring a Genuine Apology
Analysis of what constitutes a meaningful and effective apology, and insights on making amends and acknowledging mistakes.
(00:19:39) The Five A's of Apologizing
The five A's of a sincere apology based on Maimonides' principles.
(00:28:38) Apology as an Ongoing Process
The need for ongoing change after an apology and the challenges of altering long-standing habits.
(00:30:16) A Powerful Example of Apology
A poignant example of a sincere apology from a troll to Lindy West, highlighting the components of a good apology.
(00:33:06) Radical Candor Tips
Tips for a thoughtful apology process, emphasizing the importance of sincerity and accountability.
(00:34:54) Conclusion

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Digital Overwhelm: Navigating App Overload at Work 6 | 21 May 29, 2024

Unpack the complexities of digital communication in the workplace with Jason and Amy on this episode of the Radical Candor Podcast. They dissect the overwhelming world of app overload, highlighting how the excessive use of communication tools diminishes productivity and increases stress. Listen as they provide historical insights, discuss the enduring necessity of email, and offer actionable strategies for setting effective communication norms to streamline workflows and enhance team dynamics. Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

Connect:

YouTube

Chapters:

(00:00:00) Introduction
Jason Rosoff and Amy Sandler introduce the episode and the topic of app overload at work.
(00:02:16) The History of Email and Communication Tools
The history of email, its evolution since the 1980s, and how it has influenced workplace communication.
(00:05:01) The Shift in Administrative Roles
How the rise of email reduced the need for administrative assistants and changed project and work management practices.
(00:07:21) The Rise of Chat Tools
From early chat tools like Skype and AOL Messenger to modern tools like Slack, and their role in workplace communication.
(00:09:55) Integrating Tools at Radical Candor
How Radical Candor integrates various communication tools and the norms established to manage them effectively.
(0013:12) The Importance of Setting Communication Norms
Establishing clear norms for email and Slack use to ensure effective and less stressful communication.
(00:15:14) Personal Preferences vs. Team Norms
Balancing individual communication preferences with team-wide norms and the importance of having clear guidelines.
(00:18:18) Establishing Clear Guidelines
Advice for teams to establish clear communication guidelines and norms to reduce app overload.
(00:30:21) Managing Notifications
The importance of managing and turning off notifications to maintain focus and productivity during work hours.
(00:35:11) Handling External Communication
Strategies for managing communication with clients and external partners while maintaining internal communication norms.
(00:38:29) Radical Candor Tips
Practical tips to start applying Radical Candor in managing communication tools and reducing app overload.
(00:41:21) Conclusion

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Two Managers, One Team: Making Co-Management Work 6 | 20 May 22, 2024

Kim, Jason, and Amy address a listener's question about the challenges of implementing Radical Candor within a co-managed team. They dive into how differing management styles can impact team dynamics and explore strategies for aligning co-managers to foster a cohesive and productive environment. The discussion includes a role-play session illustrating potential conflicts and resolutions, providing listeners with practical advice on maintaining effective communication and respect between managers with contrasting approaches. Tune in to learn how to navigate the complexities of co-management while upholding the core principles of Radical Candor. Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

Connect:

YouTube

Chapters:

(00:00:00) Introduction
Hosts Kim Scott, Amy Sandler and Jason Rosoff outline a listener’s question about implementing Radical Candor in a co-managed team.
(00:02:02) Understanding the Listener's Challenge
The complexities of co-managing a team with different management styles and the potential issues that arise when only one manager practices Radical Candor.
(00:05:40) Co-Management and Radical Candor
The implications of having differing management approaches and the importance of clear reporting lines.
(00:10:18) Role Play - Addressing the Issue
Jason and Kim role-play a conversation between two co-managers to model how to address the issue of differing management styles.
(00:18:47) Debriefing the Role Play
Hosts discuss the role play, highlighting key moments and strategies for effectively managing co-manager dynamics and ensuring a unified approach.
(00:22:40) Order of Operations for Radical Candor
The Radical Candor order of operations: soliciting feedback, giving praise, and offering criticism, and the importance of humility and mutual respect.
(00:25:34) Feedback Debt and Team Norms
The concept of feedback debt and the importance of establishing clear team norms, particularly in co-managed environments.
(00:33:44) Radical Candor Tips
Radical Candor tips for co-managers to follow to improve their collaborative management approach.
(00:35:31) Conclusion

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What Should I be When I Grow Up? Cutting Through Career-Decision Chaos 6 | 19 May 15, 2024

Join Kim Scott and Amy Sandler to delve deep into the concept of choice overload, a common trap for many facing career decisions. They explain how choice overload affects our ability to make satisfying career choices. Plus, they offer practical advice for anyone struggling to make career decisions, emphasizing the importance of balancing ambition with personal happiness and the need to adapt as one's career evolves. This episode is a must-listen for anyone who feels stuck at a career crossroads or overwhelmed by the multitude of paths available. Get all of the show notes at RadicalCandor.com/podcast.

Episode links:

Radical Candor S3 Ep 9: The Problem With Passion
You Don't Have To Be Passionate About Your Job | Radical Candor

Connect:

YouTube

Chapters:
(00:00:00) Introduction
Hosts Kim Scott and Amy Sandler introduce the episode's theme of career choice overload
(00:01:11) The Burden of Abundant Choices
Personal experiences of having too many choices, illustrated by the story of "Balaam's Ass."
(00:03:18) Maximizers vs. Satisficers
Different decision-making styles: maximizers who seek the best possible outcome and satisficers who settle for good enough.
(00:10:16) Balancing Personal and Professional Life
Finding a balance between career aspirations and personal happiness, focusing on enjoying the process rather than fixating on specific outcomes.
(00:15:17) The Role of Advice in Career Decisions
The influence of career advice and the sometimes unhelpful stereotypes and expectations.
(00:17:51) The Importance of Prioritizing Desires and Interests
Identifying and pursuing one's passions and how they drive career choices and the importance of taking small steps and exploring various interests
(00:24:50) Practical Approaches to Career Choices
Hosts engage in exercises to envision different life scenarios based on varying career and personal goals.
(00:37:55) Philosophies of Wealth and Happiness
Comparing desire and income, and how they contribute to a sense of wealth and contentment.
(00:44:55) Radical Candor Tips
Key lessons from the episode with actionable tips on overcoming decision paralysis in careers.
(00:45:46) Conclusion

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Don't Let a Bad Boss Derail You: A Guide to Thriving 6 | 18 May 08, 2024

Understand and navigate the murky waters of toxic management.
Hosts Kim Scott, Jason Rosoff, and Amy Sandler delve into the detrimental impact abusive bosses can have on career trajectories. The hosts explore how such leadership styles can suppress assertiveness and hinder professional progression, especially contrasting the experiences of those in superstar and rockstar modes. With insights from the latest studies and rich personal narratives, this episode equips listeners with the tools to understand and navigate the murky waters of toxic management, aiming to empower individuals to protect and advance their careers despite challenging leadership.
Episode Links:

Episode show notes and resources
Psychological Abuse & Destructive Leadership
Leaving CNN Was How Brooke Baldwin Found Her Voice
Do You Want to be a Great Leader? Embrace Neurodiversity
Why You Should Embrace A Speak-Truth-To-Power Culture
Here’s How Speak-Truth-To-Power Meetings Can Make Your Workplace More Equitable
S4 Ep.1 Rock Star Mode Versus Superstar Mode Website / YouTube
S4 Ep.14 Quiet Quitting Speaks Loudly About Bad Bosses Website / YouTube
Radical Respect: How to Work Together Better

Connect:

Chapters:
(00:00:00) Introduction
Hosts Kim Scott, Jason Rosoff, and Amy Sandler introduce the episode’s topic of the impact of bad...

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Listen, Challenge, Commit 6 | 17 May 01, 2024

Strategies for managers to communicate distinguishing feedback that is up for discussion versus directives that need to be followed.
Kim and Jason answer a listener question addressing a critical aspect of leadership: how to ensure that feedback leads to actionable results. They dissect the listener's dilemma about differentiating between feedback that should be considered and feedback that must be implemented. Through a detailed discussion, the hosts provide invaluable advice on maintaining a balance between directive feedback and encouraging open, constructive dissent within teams. Listen as they share techniques for overcoming resistance to feedback, setting performance standards, and building a culture of commitment and collaboration.
Episode Links:

PMWorld 360 article about Andrew Grove and his “Listen, Challenge, Commit” philosophy

Connect:

Get all the resources and show notes at RadicalCandor.com/podcast
Chapters:
(00:00:00) Introduction
Hosts Kim Scott and Jason Rosoff introduce the episode and outline a listener's question on how to ensure feedback is implemented, not just considered.
(00:02:01) Discussing Feedback Acceptance
Strategies for managers to communicate distinguishing feedback that is up for discussion versus directives that need to be followed.
(00:04:08) Encouraging Disagreement
Handling resistance to feedback and strategies for managers to foster an environment where feedback is given and also constructively challenged.
(00:06:35) Listen, Challenge, Commit
The commitment phase of the feedback process, and the importance of committing to a path forward after feedback and disagreement.
(00:11:26) Subjective Feedback and Data-Driven Decisions
Challenges of subjective feedback and the importance of using data to support feedback and decisions when possible.
(00:13:55) Addressing Feedback Resistance
Methods to address and overcome resistance to feedback with focus on recognizing good ideas, even if they deviate from the manager's initial thoughts.
(00:16:39) Handling Personal Feedback
Kim shares a personal anecdote to illustrate how perceived aggression can impact feedback reception, and addressing such issues directly.
(00:26:22) Radical Candor Tips
Actionable tips for implementing radical candor in leadership, emphasizing listening, challenging directly, and committing to a course of action.
(00:27:46) Conclusion

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The Power of Rituals at Work 6 | 16 Apr 24, 2024

Everyday actions, when turned into rituals, can manage emotions and create a sense of control and purpose.
For Stress Awareness Month, here's another Bonus episode where Harvard Business School Professor Michael Norton joins Amy Sandler to discuss his latest book, "The Ritual Effect."
Norton explores the significance of rituals in reducing stress and enhancing productivity, both at work and in personal life. He shares compelling research and personal anecdotes that illustrate how everyday actions, when turned into rituals, can manage emotions and create a sense of control and purpose. The conversation covers the practical application of rituals in business settings, their emotional significance, and how they can foster team cohesion and workplace wellness.
Whether you're a skeptic or a believer in the power of rituals, this episode offers valuable insights into how structured routines can lead to greater emotional health and professional effectiveness.
Episode Links:

Michael Norton: Website
Norton’s Books
Harvard Business School Profile: Website
Norton’s paper on humblebragging: Humblebragging: A Distinct and Ineffective Self-Presentation Strategy
Norton’s paper on matchmaking: Matchmaking Promotes Happiness
Norton’s ritual quiz: What Are Your Rituals?

Connect:

Get all the resources and show notes at RadicalCandor.com/podcast
Chapters:
(00:00:00) Introduction
Amy Sandler introduces guest Michael Norton and his book "The Ritual Effect”
(00:02:05) The Importance of Rituals
An anecdote about knocking on wood introduces the relevance of rituals in different contexts and how rituals naturally form and help in stress management.
(00:09:46) Habit vs. Ritual
The difference between habits and rituals, highlighting the emotional connections that define rituals
(00:11:56) Rituals and Emotion Management
The emotional impact of rituals, termed as "emo-diversity," and how rituals help manage a wide spectrum of emotions.
(00:14:48) Collective Rituals and Emotional Bonds
Communal aspects of rituals, their historical and cultural...

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Best Of: Ally Love on Radical Candor and Real Success 6 | 15 Apr 17, 2024

Ally Love discusses the transformative power of Radical Candor in her career and personal life.
In this Best Of Radical Candor, we revisit one of our most popular episodes. Kim, Jason, and Amy chat with Ally Love, TODAY Show contributor, renowned Peloton instructor, and founder of Love Squad. They delve into Ally's integration of the Radical Candor framework into both her professional and personal life, exploring how it has bolstered her confidence and leadership skills. Listeners will gain valuable insights on maintaining wellness amidst a demanding career, the power of morning affirmations, and the impact of honest communication on relationships. This episode not only shares Ally's transformative journey but also provides practical advice for anyone looking to enhance their life through authenticity and mindful leadership. With a number of great episodes to choose from, check out our vast back catalog of episodes.
Connect:

Get all the resources and show notes at RadicalCandor.com/podcast
Chapters:
(00:00:00) Introduction
We introduce and guest Ally Love, founder of lifestyle brand Love Squad and Peloton instructor
(00:04:13) The Personal Happiness Recipe
Personal routines that contribute to happiness and well-being, highlighting the importance of staying centered and mindful.
(00:10:15) The Power of Morning Anchors
Ally’s morning routine of setting an emotional anchor, emphasizing the value of choosing how to feel and react to daily challenges.
(00:15:26) Career Journey and Challenges
Overcoming early career challenges and how personal setbacks have shaped Ally’s professional journey and leadership style.
(00:21:02) Implementing Radical Candor in Leadership
How Radical Candor shaped Ally’s leadership style at Love Squad and Peloton, focusing on understanding individual needs and communication styles
(00:25:52) The Impact of Leadership and Choreography in Team Dynamics
Similarities between leadership and choreography and how to curate effective team dynamics and maintain curiosity about team members' evolving goals.
(00:29:21) The Essence of Being a Boss
Ally’s definition of being a 'boss' in life and work, using her platform to foster positivity and standards.
(00:33:39) Radical Candor in Personal Life
Personal stories illustrating the application of ‘Radical Candor’ in marriage and professional interactions, underscoring its effectiveness in building trust and clarity.
(00:40:04) Radical Candor and Habit Building
Advice on using Radical Candor as a guide for building habits and healthy practices in daily life.
(00:44:06) Origins and Growth of Love Squad
The founding of Love Squad, from its beginning as a...

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Think Fast, Talk Smart 6 | Bonus Apr 10, 2024

The Radical Candor episode of the Think Fast, Talk Smart podcast, hosted by our friend Matt Abrahms, is up for the Webby award for Best Individual Podcast Episode in the Business category. We’re dropping it in this week so you can listen and we’re asking you to please vote for it at fastersmarter.io/webby. Voting is open until April 18th — let’s get that Webby! Vote and share it on social media to encourage others to do the same!
Have questions about Radical Candor? Let's talk >>
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Succession Problems (Who Wants to Be a Manager?) 6 | 14 Apr 03, 2024

We’ve talked about knowing whether or not being a manager is right for you and manager burnout, but what if no one wants to be a manager at all? Kim, Jason, and Amy discuss the challenges and motivations for becoming a manager. They explore the survey results that show a lack of interest in people management, the reasons behind it, the role of middle managers, and the emotional labor involved in being a manager.
Radical Candor Podcast Checklist

Define the role. Teach people what the job of management is and provide the training and resources to help them succeed.
Create a buddy or mentorship program so people interested in people management can experience some of the positive aspects of building relationships, guiding teams to achieve results and helping people take steps in the direction of their dreams.
If you want to explore the manager dilemma further, listen to S5, Ep.25: Should I be a manager? And S6. Ep.2: Managers are Burned Out, Too.

Get all the resources and show notes at RadicalCandor.com/podcast
Chapters
[00:00] Introduction
[00:38] Survey Results and TikTok Videos
[06:04] Motivations for Becoming a Manager
[10:11] The Role of Middle Managers
[12:21] The Challenges of Middle Managers
[21:19] Redefining the Role of Managers
[25:26] The Importance of Defining the Role
[28:06] The Value of Player Coaches
[29:41] Motivations for Becoming a Manager
[36:42] Inspiring Moments in Management
[43:14] The Radical Candor Checklist
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Are Conferences & Retreats Worth It? The Radical Recap 6 | 13 Mar 27, 2024

Kim is fresh back from SXSW where she was hosting a live episode of her other podcast Radical Respect — you may notice some bonus episodes of it in your feed — and officially launching her forthcoming book Radical Respect, available for pre-order everywhere books are sold. The team also discusses mentorship, the benefits and drawbacks of conferences and retreats, and they each paint a picture of their ideal Radical Candor getaway. Amy reflects on her 2013 SXSW experience, including an all-night hunt for Grumpy Cat.
Get all the notes and resources at RadicalCandor.com/podcast
Chapters
[00:00] SXSW Radical Respect podcast, and conference experiences.
[04:15] Radical Respect and Conference Experiences.
[10:31] Radical Candor and its Impact.
[16:40] Structuring a retreat for Radical Candor.
[21:21] Retreat format and what fills people up.
[23:37] Retreat planning for leaders with a focus on Radical Candor.
[28:45] Mentorship and finding mentors for career success.
[33:09] Mentorship dynamics and the importance of listening.
[35:08] Empathy, mentorship, and helping others in the workplace.
[37:22] Mentorship and networking in the industry.
[39:34] Mentorship and informal learning opportunities.
[42:18] Radical Respect in the Workplace.
[45:04] Mentorship, boondoggles, and effective communication.
Watch Kim and Wesley's live SXSW talk: Radical Respect: How To Work Together Better | SXSW 2024
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podcast@radicalcandor.com

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Disrupting Bias In Management 6 | 12 Mar 20, 2024

Kim, Jason, and Amy discuss a listener's question about how to confront and disrupt bias in management at work for women working in male-dominated fields. Jason and Kim role-play a scenario where a manager is clearly biased and explain how to disrupt bias in the moment. They also discuss documenting incidents and when it's time to go to HR.
Get all the show notes and resources at RadicalCandor.com/podcast.
Chapters
00:00 Confronting Bias at Work
08:26 Recognizing Bias and Growth Mindset
13:33 Going to HR or Addressing Bias Directly
19:09 Managing Up and Coaching Up
23:39 Role Play: Addressing Bias with Manager
28:15 Reflecting on the Role Play
34:59 Double Standards and Prejudice
37:11 Being Tough in the Workplace
39:03 Dealing with Biased Perceptions
41:40 Coaching Managers
43:26 Building Relationships with Managers
46:02 Addressing Bias and Prejudice
48:57 Creating Cultures of Open Communication
52:41 Building Solidarity and Documenting Incidents
54:49 Tips and Closing Remarks
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AI at Work 6 | 11 Mar 13, 2024

Amy and Jason engage in a thought-provoking conversation about the impact of AI at work in the realm of Radical Candor. They delve into the evolution of AI, its impressive and limiting aspects, and the challenges of its adoption. They also highlight the importance of interpersonal skills and domain expertise in the age of AI, and how it can be a game-changer in conflict resolution and communication. Jason showcases the Radical Candor Knowledge Bot and Practice Partner as prime examples of AI applications in the field.
Get all of the show notes and resources at RadicalCandor.com/podcast.
Chapters
00:00 Introduction and AI Identity
02:26 The Evolution of AI and the Role of Large Language Models
05:25 The Impressive and Limiting Aspects of AI
08:56 The Relevance of AI and the Challenges of Adoption
12:01 The Importance of Interpersonal Skills and Domain Expertise
25:16 The Role of AI in Clarity and Conflict Resolution
29:16 The Radical Candor Knowledge Bot and Practice Partner
34:56 The KnowledgeBot and Self-Assessment
36:20 Using AI for Therapy and Existential Questions
39:35 The Practice Partner for Radical Candor
45:26 AI in the C-Suite and Business Value
48:09 The Shift of Roles and Talent Management
52:45 AI Making Leaders Smarter and Faster
58:05 AI's Impact on Writing and Journalism
01:06:19 Ethical Considerations and Responsible AI
01:08:10 Tips for Getting Started with AI
01:10:20 Tips for Learning AI
01:10:32 Finding Interesting AI Applications
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Radical Collaboration With Vijaya Kaza 6 | 10 Mar 07, 2024

Collaboration is probably the most used buzzword in the corporate world, yet it is often misunderstood. Vijaya Kaza, Chief Security Officer & Head of Engineering for Trust and Safety at Airbnb, joins Kim for a Radically Candid Conversation about Radical Collaboration.
Get all of the resources and show notes at RadicalCandor.com/podcast
An impact and results-driven C-level technology and business executive with experience leading engineering, product management, design, information security and operations, Vijaya Kaza was recently named as one of The Female Quotient and Deloitte’s Top 30 Women in Cyber for 2023.
Chapters
Collaboration and Radical Candor in Leadership. (00:00)
Collaboration, disagreement, and feedback in the workplace. (07:38)
Collaboration and communication in the workplace. (16:55)
Collaboration types and their impact on workplace culture. (20:58)
Fostering collaboration and debate in teams. (31:31)
Effective collaboration and disagreement in the workplace. (37:58)
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Radical Respect — Indivisible Mar 05, 2024

This bonus episode is from the Radical Respect podcast with Kim Scott and Wesley Faulkner based on Kim's forthcoming book, Radical Respect: How to Work Together Better. On this episode, Kim and Wesley talk to workplace culture expert Denise Hamilton about her new book, Indivisible: How to Forge Our Differences into a Stronger Future. Denise reads passages from her book, prompting some real conversations. Are you trying to figure out how to prepare for this election year mentally? Denise's new book will help you!
Plus catch Kim and Wesley Live at SXSW on March 8th!
Denise Hamilton is the founder and CEO of WatchHerWork, a digital learning platform for professional women, and All Hands Group, a workplace culture consultancy. As an in-demand speaker and facilitator, she has consulted for and presented to dozens of Fortune 500 companies, including GE, Apple, IBM, Shell, BP, and Meta. Her thought leadership has been featured in Harvard Business Review, Morning Joe, FOX, Bloomberg, s+b, and Newsweek and she is a regular contributor to MIT Sloan Management Review. watchherwork.com
Chapters
Workplace culture and diversity with author Denise Hamilton. (0:00)
Racial disparities in maternal mortality rate in the US. (01:22)
Gender disparities in medical research and treatment. (05:07)
Race, power dynamics in healthcare, and personal experiences. (08:07)
Race, empathy, and personal responsibility. (14:11)
Racism and compassion in society. (21:44)
Police brutality, language, and solidarity. (26:29)
Police power and accountability. (32:29)
The impact of capitalism and personal responsibility on mental health. (39:52)
Political polarization and the importance of empathy. (46:36)
Watch the video of this episode >>
Become a supporter of this podcast: https://www.spreaker.com/podcast/radical-candor-communication-at-work--5711404/support.

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Etiquette at Work 6 | 9 Feb 28, 2024

Sixty percent of employers will reportedly send employees to “office etiquette” training in 2024. Whether it’s folks returning to the office after years of working remotely, or recent college grads without office experience — apparently people don’t know how to act around one another anymore. The team discusses the impact of decreased human interactions and the need to establish office behavior norms. Kim, Brandi and Jason also emphasize the importance of open communication and creating explicit norms, especially in hybrid and remote work environments. And if you work in person, don't touch other people's keyboards or drop Dorito crumbs onto their desks.
Get all the show notes and resources at RadicalCandor.com/podcast
Chapters
00:00 Introduction
05:08 Challenges of Returning to the Office
10:27 Creating Norms for Office Spaces
14:54 The Challenge of Remote Work
19:30 Setting Norms for Hybrid Teams
32:21 Addressing Time Zone Challenges
39:18 The Goal of Radical Candor: Connecting Through Conversation
40:21 Bottoms Up Norm Setting vs Top Down Rulemaking
41:21 Inefficiency as a Path to Efficiency
43:31 Radical Candor Checklist
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The Case for Common Human Decency 6 | 8 Feb 21, 2024

Common human decency is something everyone deserves, but not everyone gets. Especially at work. Kim and Amy discuss a case study Kim learned about during a recent visit to Harvard Business School. In this case, the co-founders of CloudFlare considered the implications of five employees' resignations over the prior three months and whether or not the resignations were symptomatic of bigger issues with CloudFlare's culture and management processes. The HBS alums then put on their case study hats as they explore the recent attention CloudFlare has received for its poor handling of layoffs after Brittany Pietsch filmed her own layoff and it subsequently went viral on TikTok. Get all of the show notes and resources at RadicalCandor.com/podcast.
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Episode Summary
The effectiveness of case studies in business education. 00:00
Business case analysis and decision-making. 04:31
Work culture and management practices in a tech startup. 09:58
Workplace layoffs and accountability. 18:14
Workplace layoffs and performance evaluations. 24:04
Layoffs, performance management, and HR practices. 30:19
Firing employees and accountability in the workplace. 38:38
Leadership mistakes and feedback. 45:13
Effective feedback and criticism in the workplace. 52:50

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Don't Criticize Your Employees In Public 6 | 7 Feb 14, 2024

You've heard us say often that it's important to praise your employees in public (if they're comfortable with it) but to always give criticism in private. While there is almost always something for others to learn from an individual's mistake, criticizing or shaming them in public has been shown to make the person more likely to hide mistakes in the future, hurting them and the company. So how can we separate and honor our concern for the individual with the needs of the team? Get all the show notes and resources at RadicalCandor.com/podcast.
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What Does Managing Out Mean? 6 | 6 Feb 07, 2024

For a podcast about communication at work, we sometimes use corporate jargon that doesn't always make sense—even to us. We disagree about corporate speak and what it means. Case in point, managing out. What does managing out mean? How do you know if you're being managed out? There’s definitely some misalignment on what “managing people out” means versus what it’s supposed to mean — maybe we need a new word. According to the business dictionary Jargonism, The definition of Managing Someone Out is, “The practice of giving an employee undesirable tasks, so that the employee leaves a company voluntarily.” It means something else to Kim, and Brandi thinks "managing out" is a term rife with manipulative insincerity. Listen to the conversation then let us know what you think about managing out!
Get all the resources and show notes at RadicalCandor.com/podcast
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Trust and Inspire With Stephen M.R. Covey 6 | 5 Jan 31, 2024

Learn how the shift from command and control to a culture focused on collaboration. Stephen M.R. Covey joins us for our first Radically Candid Conversation of 2024 to discuss how trust-and-inspire leadership leads to happier teams, improved retention, increased productivity, and improved company culture because telling people what to do doesn't work.
Get all of the show notes at RadicalCandor.com/podcast.

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Loud Laborers: All Talk, No Action 6 | 4 Jan 24, 2024

Loud laborers talk big about their projects at work while accomplishing very little. Join us to explore the characteristics of these self-proclaimed workplace heroes, as they often gravitate toward tasks that boost visibility rather than genuine productivity. Discover the impact of "loud laborers" on team dynamics and how to navigate this common workplace scenario. Don't miss out on this insightful discussion shedding light on the not-so-quiet world of office chatter!
Get all of the show notes at RadicalCandor.com/podcast

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Elevating Introverts at Work 6 | 3 Jan 17, 2024

Hey there you introvert in an extrovert culture — we see you! Extroverts are often overrepresented on management teams and many leaders are unsure how to coach, give feedback to, and advocate for a thoughtful introverted employee in a culture where multi-tasking extroverts are rewarded. On this episode of the Radical Candor podcast, Kim, Jason and Amy answer a listener's question about how to communicate the unseen efforts and accomplishments of introverted employees to senior management.
View all of the show notes at RadicalCandor.com/podcast

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Managers are Burned Out, too 6 | 2 Jan 10, 2024

Managers are burned out AF. A boss’s job is to guide a team to achieve results. However, in the current landscape of constant disruptions, this job is feeling impossible for some managers. What’s more, disengaged managers lead to disengaged teams. Is all hope lost? Kim, Amy and Jason weigh in.
Get all of the show notes at RadicalCandor.com/podcast

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Storytelling at Work 6 | 1 Jan 03, 2024

What makes a good story and why do leaders need to know? Kim and Amy discuss storytelling at work, how our brains are wired for stories and why Kim focuses so much on stories in Radical Candor.
Get all the show notes and resources at RadicalCandor.com/podcast

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Surviving Holiday Communication With Your Family 5 | 30 Dec 20, 2023

Holiday communication with your family can be rife with stress. But you can survive it by practicing Radical Candor with your nearest and dearest. this holiday season to avoid defaulting to Obnoxious Aggression, Manipulative Insincerity or Ruinous Empathy.
Get all of the show notes and resources at RadicalCandor.com/podcast

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A 'Hot Potato' Management Dilemma 5 | 29 Dec 13, 2023

The team explores a year-end management dilemma — how to fairly evaluate a hot potato employee who's been bounced from team to team and manager to manager. They also reveal why everyone needs an "I love me" folder.
Get the complete show notes at RadicalCandor.com/podcast

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Identify the Elephant 5 | 28 Dec 06, 2023

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/podcast

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Toxic Positivity at Work 5 | 27 Nov 30, 2023

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/podcast

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Managerial Musings With Dick Costolo 5 | 26 Nov 22, 2023

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/podcast

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Is Being a Manager Right for Me? 5 | 25 Nov 15, 2023

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/podcast

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Making Masterclass — Radically Candid Conversations 5 | 24 Nov 08, 2023

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/podcast

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We Have Some Feedback About Feedforward 5 | 23 Nov 01, 2023

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/podcast

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Leading With Compassion 5 | 22 Oct 25, 2023

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/podcast

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Ally Love is In the House for Radically Candid Conversations 5 | 21 Oct 12, 2023

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/podcast

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What is Mobbing at Work? 5 | Bonus Oct 04, 2023

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/podcast

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What's Up With Performance Improvement Plans? 5 | 20 Sep 27, 2023

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/podcast

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Giving Feedback About Nervous Laughter — Funny (Not Funny) 5 | 19 Sep 21, 2023

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/podcast

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Amy Edmondson On the Science of Failing Well — Radically Candid Conversations 5 | 18 Sep 05, 2023

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/podcast

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Coming Out at Work 5 | 17 Aug 31, 2023

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/podcast

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Appreciation (That's What The Money's For!) 5 | 16 Aug 15, 2023

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/podcast

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Creating Consequences for Bullies 5 | Bonus Aug 02, 2023

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 >>

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The Feedback Sandwich (Kiss Me, Kick Me, Kiss Me) 5 | 15 Jul 27, 2023

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."

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Don't Be Suspicious ... Get Curious 5 | 14 Jul 12, 2023

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 >>

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Feedback vs. Nitpicking (If It's Yellow Let it Mellow) 5 | 13 Jun 28, 2023

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 >>

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The #1 Skill Leaders Need to Succeed — Radically Candid Conversations with Muriel Wilkins 5 | 12 Jun 14, 2023

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 >>

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Stuck In a Ruinous Empathy Rut 5 | 11 May 31, 2023

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 >>

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How to Make Work Less Like Junior High (A Tale of 2 Jasons) 5 | 10 May 17, 2023

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 >>

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The 'Oops, Just Kidding' Job Offer 5 | 9 May 03, 2023

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 >>

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The Fundamental Attribution Error 5 | 8 Apr 19, 2023

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 >>

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Fears for Tears 5 | 7 Apr 05, 2023

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 >>

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'Radical Candor' Rescued From an Abandoned Apartment 5 | 6 Mar 22, 2023

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 >>

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Quiet Hiring—Opportunity or Dumpster Fire? 5 | 5 Mar 08, 2023

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 Checklist

If 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.

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The Emotional Toll of Being Laid Off 5 | 4 Feb 22, 2023

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 >>

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Absentee Management vs. Quiet Firing — What’s the Difference? 5 | 3 Feb 08, 2023

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 Checklist

Don’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 podcast@radicalcandor.com

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Are You 'Helping' or Micromanaging? 5 | 2 Jan 25, 2023

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.

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What's Your Radical Candor Story? 5 | 1 Jan 10, 2023

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 podcast@radicalcandor.com.

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Radical Candor Wipeouts Reimagined 4 | 17 Nov 30, 2022

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.

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What Do Managers of Managers Do? (The Crank Call From Kim) 4 | 16 Nov 01, 2022

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.

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What Do Managers (of Small Teams) Do Anyways? 4 | 15 Oct 12, 2022

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.

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Quiet Quitting Speaks Loudly About Bad Bosses 4 | 14 Sep 21, 2022

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!

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Create a Culture of Learning Where it's Safe to Fail—Get Sh*t Done Step 7 ~ 4 | 13 Sep 07, 2022

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!

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Implement Your Brilliant Idea—Get Sh*t Done Step 6 ~ 4 | 12 Aug 24, 2022

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.

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Persuade Uncle Scrammy—Get Sh*t Done Step 5 ~ 4 | 11 Aug 03, 2022

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.

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Push Decisions Into the Facts—Get Shit Done Step 4 ~ 4 | 10 Jul 13, 2022

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.

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How to Be a Thought Partner Instead of a Micro or Absentee Manager 4 | 9 Jun 30, 2022

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.

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Debate (Don't Squish) Ideas—Get Shit Done Step 3 ~ 4 | 8 Jun 16, 2022

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.

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Kim Scott & Russ Laraway—Radically Candid Conversations 4 | 7 May 19, 2022

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.

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Leverage Staff Meetings to Help Clarify Ideas—Get Sh*t Done Step 2 (Part 2) ~ 4 | 6 May 05, 2022

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 Glance
An 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 Checklist

Avoid 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.

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Clarify Your Thinking—Get Sh*t Done Step 2 ~ 4 | 5 Apr 22, 2022

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.

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Create a Culture of Listening—Get Stuff Done Step 1 ~ 4 | 4 Apr 07, 2022

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.

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Skill and Will—Steep Growth Trajectory & Poor Performance 4 | 3 Mar 16, 2022

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.

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How to Get Sh*t Done Like a Boss 4 | 2 Feb 25, 2022

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.

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The "Um" Story 4 | Mini Feb 10, 2022

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.

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Rock Star vs. Superstar Mode 4 | 1 Jan 28, 2022

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.

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The Bob Story, a Tale of Ruinous Empathy 4 | Mini Jan 10, 2022

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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How to Choose A Radically Candid Boss 3 | 12 Dec 14, 2021

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 learn how to find a Radically Candid boss.

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How to Get Feedback 3 | Mini Nov 29, 2021

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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Retain Your Team During the Great Resignation 3 | 11 Nov 15, 2021

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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How to Give Feedback 4 | Mini Nov 01, 2021

There are a few things we suggest for folks looking to give Radically Candid Feedback, our HIP and CORE framework. Kim breaks it down on our latest mini-episode of the Radical Candor podcast. Here’s a way to think about how to be more kind and clear with criticism and more specific and sincere with praise. Radical Candor is HIP: Humble, Helpful, Immediate, In person (or on video), Private criticism / Public praise and Not about Personality. Radically Candid praise and criticism both include caring and a challenge. In order to make sure your praise tells the other person what was good and shows them what to do more of and your criticism shows them what to do less of, use the CORE method. C — Context (Cite the specific situation), O — Observation (Describe what was said or done), R — Result (What is the most meaningful consequence to you and to them?) E — nExt stEps (What are the expected next steps?). Read the show notes >>

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How to Encourage Feedback Between Others 3 | 10 Oct 18, 2021

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.
Read the show notes >>
Show the Radical Candor store >>

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Eliminate the Phrase 'Don't Take It Personally' from Your Vocabulary 3 | Mini Sep 23, 2021

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. View the show notes >>

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How to Practice Radical Candor With Your Boss 3 | 9 Sep 08, 2021

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. View the show notes >>

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The Problem With Passion 3 | 8 Aug 09, 2021

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! Read the show notes >>

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Development Versus Management—The Measurement Problem 3 | 7 Jul 08, 2021

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. Read the show notes >>

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It's Not Mean, It's Clear 3 | Mini Jun 08, 2021

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. Read the show notes >>

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Practicing Radical Candor In Remote Workplaces 3 | 6 May 31, 2021

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. Read the show notes >>

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What is Radical Candor? Radical Candor 6-Minute Crash Course 3 | Mini May 13, 2021

Welcome to the Radical Candor podcast's first mini-episode. 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.

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Let's Talk About Bullying In Remote Workplaces 3 | 5 Apr 28, 2021

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. See the show notes >>

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Gauge the Feedback You're Giving & Getting 3 | 4 Apr 05, 2021

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'd 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. Read the show notes >>

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Bias, Prejudice & Bullying at Workplace 3 | 3 Mar 09, 2021

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. Read the show notes, order the book and download the transcript >>

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Context Matters — Share Your Radical Candor Stories 3 | 2 Feb 25, 2021

On this week's 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. See the transcript and show notes: https://www.radicalcandor.com/podcast/share-your-radical-candor-stories/

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Are You a Quiet or Loud Listener? Listening Lessons from Apple 3 | 1 Feb 10, 2021

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 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! Read the show notes for actionable Radical Candor tips and more information about quiet and loud listening: https://www.radicalcandor.com/podcast/quiet-or-loud-listener

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Navigating Emotional Reactions at Work 2 | 16 Dec 14, 2020

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.
We’re offering Radical Candor podcast listeners 10% off our self-paced e-course and workplace comedy series, The Feedback Loop, starring Kim Scott and David Alan Grier. Go to radicalcandor.com/services and enter the promo code FEEDBACK at checkout.

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What's In It for Me? Weighing Your Peer-to-Peer Feedback Options 2 | 15 Nov 16, 2020

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. See the show notes: www.radicalcandor.com/podcast/peer-to-peer-feedback/

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Manipulative Insincerity, Talking ABOUT People Instead of TO Them 2 | 14 Oct 20, 2020

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.

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Intersection of Technology & Human Relations: Radically Candid Conversations 2 |13 Oct 06, 2020

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 Debora Spar, a Harvard Business School professor and former Barnard College president. Kim talks to Debora about her new book Work Mate Marry Love: How Machines Shape Our Human Destiny. Kim and Debora discuss the intersections of technology and human relationships.

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Relationships, Not Power, Drive You Forward 2 | 12 Aug 27, 2020

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).

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Building for Everyone: Radically Candid Conversations 2 | 11 Aug 19, 2020

Our podcast series, “Radically Candid Conversations,” features experts and guests who will help us learn, reflect and put our insights into action. This episode 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.

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You Can't Talk to Me That Way 2 | 10 Aug 06, 2020

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. 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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Meet Like A Boss — The 411 On 1:1s 2 | 9 Jul 30, 2020

If you're a boss, 1:1 meetings with your direct reports are a must-do. The purpose of a 1:1 meeting is to listen and clarify — to understand what direction each person working for you wants to head in, and what is blocking them. These meetings are your single best opportunity to listen, really listen, to the people on your team to make sure you understand their perspective on what’s working and what’s not working. On this episode of the Radical Candor podcast, Kim, Amy and Jason share tips about how to have effective 1:1s, even when you can't be together in person, and Kim sings a few notes from the Hall and Oats song "One On One."

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The Go-To Question 2 | 8 Jul 23, 2020

Being the boss doesn’t mean you automatically get respect from people, but the authority does have an automatic impact on what people will say to you. Unfortunately, people are primed to mistrust you based on all the preconceived notions against bosses. As the boss, you’ll tend to get more flattery than critical feedback that can help you learn and grow. Kim, Jason and Amy talk about how bosses can get real talk from employees by asking a go-to question.

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Proactive Forbearance 2 | 7 Jul 16, 2020

Kim, Jason and Amy discuss how doing less can lead to more success. Kim recommends creating a proactive forbearance list where you list all of the things you're not going to do. Instead of feeling guilty about not doing the things on your list, celebrate them. This allows you to focus on the things you actually need to get done now. In addition, Jason explains the spoon theory and Amy talks Radical Dandor.

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Digging In to Toxic Stew 2 | 6 Jul 08, 2020

Radical Candor readers regularly reach out to us for advice about how to Care Personally and Challenge Directly. On this episode, Amy and Jason shed some light on how to give upwards feedback, how to give feedback to direct reports without making them develop a fear of coffee, how introverts can manage expectations about impromptu feedback, and how to Care Personally about someone you have nothing in common with.

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Using Radical Candor to Improve DEI Conversations 2 | 5 Jun 26, 2020

Our new podcast series, “Radically Candid Conversations,” features experts and guests who will help us learn, reflect, and put our insights into action. Our second episode features Tiffani Lee, a partner at the law firm Holland & Knight, who recently wrote in an article about addressing racial injustice for Law360: "Our response to the grave injustice of this moment must be informed by Radical Candor." In this discussion, Kim and Tiffani explore how practicing Radical Candor can be a helpful framing when addressing systemic racism; why it’s so important to have the difficult conversations so many of us were trained not to have in the workplace; the importance of metrics and storytelling in creating a diverse, equitable and inclusive workplace; and what we all can learn, whatever industry we’re in, from lawyers and law firms working to create more just workplaces.

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Radically Candid Conversations: Anti-Racism 2 | 4 Jun 15, 2020

Our first discussion with Kim Scott and Dr. A. Breeze Harper, Ph.D., a diversity and inclusion strategist, antiracism scholar and facilitator, explores how to practice Radical Candor when addressing systemic racism; the historical origins and research-based understanding of white, racialized consciousness; what it means to be antiracist and how to practice anti-racism, and how we can be antiracist leaders, parents and citizens.

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Unhappy Cats In a Pond: Challenging Directly During a Crisis 2 | 3 May 20, 2020

In its most basic form, Radical Candor is a framework to facilitate communication that is kind, clear, specific and sincere. It’s about being able to Care Personally and Challenge Directly at the same time. While this kind of communication is always important for building trust and maintaining relationships, it’s even more important during a crisis when anxieties are heightened and everything is uncertain. Kim, Jason and Amy unpack how to Challenge Directly during a crisis without losing your humanity. Go to www.radicalcandor.com/podcast/challenging-during-a-crisis for comprehensive show notes.

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Zoom Roulette & Other Ways to Check In With Remote Teams 2 | 2 May 06, 2020

Even though we're physically distant at work, that doesn't mean we can't cultivate caring and candid relationships with peers, managers and direct reports. On this episode of the Radical Candor podcast, Kim, Jason and Amy talk about how to effectively check in with teams of all sizes while working remotely.

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Leading With Kindness & Clarity During a Crisis 2 | 1 Apr 22, 2020

Radical Candor author and co-founder Kim Scott talks with Kelly Leonard, executive director of insights and applied improvisation at Second City Works and author of the book, Yes, And: Lessons from The Second City, talk about how an improv mindset coupled with practicing Radical Candor can help managers lead remote teams with kindness and clarity during times of uncertainty. This special discussion is moderated by Radical Candor CEO Jason Rosoff.

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Can I Give Feedback to Peers? Should I? | 23 Jun 06, 2017

The purpose of feedback is to help people find more success, so it’s CRAZY to think it’s only the manager’s job to give feedback. It’s everyone’s job! In this episode, Kim and Russ share stories and advice for giving feedback to your peers… and avoiding the pitfalls.

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It’s About Humans, Not Resources | 22 May 30, 2017

Do you ever get so caught up in achieving results at work that you forget that the people around you are real people? Even the most empathetic of us can make this mistake. This episode, Kim and Russ are joined by guest Al Guido, President of the San Francisco 49ers, to share stories and advice for putting the human back in human resources.

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More Time Hiring = Less Time Firing | 21 May 23, 2017

Building a great team is critical for bosses, but how do you bring on the right people? Interviewing and hiring is so hard to do — in this episode, Kim and Russ share some of their mistakes, what they’ve learned, and advice for a better hiring process.

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Help! My Boss is an Absentee Manager | 20 May 16, 2017

Absentee managers may not be as frustrating as micromanagers, but they’re even more common and can have a negative impact on your career. Kim and Russ share stories of absentee managers, talk about whether to just make do with this type of boss, and give their tips for what to do when you find yourself with an absentee manager.

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Being a Boss Isn’t for Everyone… Including Some Bosses | 19 May 09, 2017

How do you know if management is right for you? Maybe you’re thinking about becoming a boss, or you’re already a boss but aren’t sure you want to be. Kim and Russ are joined by guest Hunter Walk, Partner at Homebrew, to share stories and advice for making this decision.

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We Couldn't Decide on a Title for This Episode | 18 May 02, 2017

Decisions are critical to keeping your team moving forward, but a lot of people struggle to make them. Kim and Russ share advice to help you make sure that perfect doesn’t become the enemy of good.

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Promotion Schmomotion | 17 Apr 25, 2017

Everyone loves promotions, right? Well…not so fast. Kim and Russ talk about how promotions might be hurting you and your team and suggest some other ways to think about recognizing high performers.

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Take Feedback Like a Boss | 16 Apr 18, 2017

Feedback helps you grow, right? So why is it so hard to take? Kim and Russ share their tips and techniques for what to do after you get feedback.

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What's Your Body Language Telling Me? | 15 Apr 11, 2017

We keep saying that in person feedback is best...why is that? Body language! You can learn a lot from someone else's body language, and you can also use your own body language to communicate. Join Kim, Russ, and guest Amy Chang of Accompany to learn how body language can help you out at work.

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Guide for New Managers | 14 Apr 04, 2017

Maybe you're a first-time manager at a new company. Maybe you've been promoted within your current company. Either way, you probably have a lot of questions about how to work best with your team and get the best results. Rest assured, Kim and Russ are here to help.

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Help! My Boss is a Micromanager | 13 Mar 28, 2017

If you’ve ever had a micromanager boss, you know how frustrating and demotivating it is to be micromanaged. You feel powerless — what can you do? Kim and Russ have some advice for these situations.

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Make Meetings Less Awful | 12 Mar 21, 2017

Meetings can be an extremely frustrating part of work. But they don't have to be! Listen to this episode with guest Claire Johnson of Stripe to discover a meeting opportunity you may be missing, learn how to combat the worst meeting habit, and get some tips you can use to start improving your meetings this week.

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Creating a Culture of Radical Candor | 11 Mar 14, 2017

By now you're familiar with the ideas behind Radical Candor -- Care Personally and Challenge Directly. How can you take these ideas and make organizational change? In this episode, Kim and Russ talk about how to create a culture of Radical Candor in your own workplace.

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Staying Connected with Remote Teams | 10 Mar 07, 2017

When your team or boss doesn't work in the same location you do, communicating and building a strong relationship are much harder! Kim and Russ share stories of their challenges and successes and give advice for staying connected with remote teams.

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Showing Appreciation Makes Work More Fun | 9 Feb 28, 2017

In honor of Employee Appreciation Day, this Friday, March 3rd, Russ and Kim talk about cultivating a sense of appreciation within your team. They explain why many bosses aren’t great at this and share some tips for showing appreciation this week!

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How to Give Feedback to Your Boss | 8 Feb 21, 2017

Being able to give your boss feedback is one of the key ways not to hate the boss you have! But this can be extremely daunting and sometimes risky…how do you do it so that you’ll be heard and not shut down?

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How to Get Feedback from Your Boss | 7 Feb 14, 2017

Feedback is critical for success, so what happens if you aren’t getting the feedback you need? It can feel hard to ask for feedback, especially from your boss, but Russ and Kim have some advice! This episode is all about how to get feedback from your boss.

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Telling People What to Do Doesn't Work | 6 Feb 07, 2017

One of the most common mistakes bosses make is thinking their job is to tell people what to do. But that doesn’t work! So how can you get people moving in the same direction and achieving results collaboratively? Listen to this week’s episode for tips from Russ and Kim about how NOT to tell people what to do.

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Career Conversations | 5 Jan 31, 2017

As a manager, your job is to help your people grow. But have you ever asked yourself, “Grow into what?” This week, Russ and Kim talk about a technique for getting to know the people on your team, understanding the things that motivate them, learning about their dreams, and helping them make tangible progress towards those dreams.

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Ruinous Empathy and Criticism | 4 Jan 24, 2017

Giving criticism isn't usually something that people look forward to, but it needs to be done! If you don't give criticism when it's needed, you end up hurting people you care about by being "too nice." Kim and Russ both share stories about learning this the hard way, and some tips to help you avoid Ruinous Empathy.

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Ruinous Empathy and Praise | 3 Jan 17, 2017

Have you ever received praise that made it feel like you were just getting a pat on the head? Or have you ever given someone praise because you wanted them to like you? This episode is for you! This week on the Radical Candor podcast: Ruinous Empathy and praise, with special guest, Dick Costolo!

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Radically Candid Criticism | 2 Jan 10, 2017

Radical Candor Episode 2 is here! In this week’s episode, Russ and Kim talk about Radically Candid criticism. What is it and why does it work? They share stories about times they screwed up and then received Radically Candid criticism. Russ and Kim also give concrete tips for offering Radically Candid criticism in your own workplace.

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What is Radical Candor? | 1 Jan 02, 2017

Our first podcast episode is available now! This week Kim and Russ introduce the ideas behind Radical Candor, tell how they learned these lessons the hard way, and share practical tips for better relationships at work.

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