The Radical Candor Framework: a compass, not a personality test! Source: Kim Scott, in Radical Candor: Fully Revised & Updated Edition (2019: p. xii). St. Martin's Publishing Group. Kindle Edition.
Have you ever encountered someone who shook you to your core with honest, eye-opening feedback? I have, and I'm forever grateful to those mentors for changing my life through their constructive criticism. One of my professors and a leader I worked with decades ago exhibited this unique approach to team management: Radical Candor. Characterized by a blend of genuine care and a determination to see people excel, these two influential women laid the foundation for my personal and professional values. When I learned about 'radical candor,' I realized that these two most meaningful people had given me radical candor feedback. As a result, I decided to use this concept to inspire my continued personal, professional, and leadership development. Today, I aim to help you understand Radical Candor better and see how it can revolutionize your feedback, team, and overall outcomes.
Kim Scott, who first conceptualized Radical Candor, defines it as a management philosophy built around caring personally while directly challenging others. In essence, it's assertive empathy. With Radical Candor, praise and criticism are offered directly, honestly, and empathetically, providing support and encouragement.
Radical Candor in practice can be summarized using the HHIPP acronym: It is Humble, Helpful, Immediate, In-Person, and doesn't Personalize. Positive or negative feedback should be given promptly and respectfully, avoiding personal attacks or generalizations.
Kim Scott emphasizes the importance of emotional labor in leadership, urging us to see it not as an afterthought but as a crucial component of being a good boss.
"It is a leader's moral obligation to provide candid feedback."
So, how exactly can you tap into Radical Candor to improve your feedback, team, and outcomes?
1. Be genuine: Show sincere interest and concern for your team members, listening and understanding their perspectives.
2. Find a balance: Avoid being overly aggressive or passive; strike the right balance between giving honest feedback and showing empathy towards your team members.
3. Give immediate feedback: Address praise and criticism as it arises, offering timely, constructive guidance to your team.
4. Keep it personal but not too personal: While showing kindness in your interactions, avoid attacking or generalizing individuals. Instead, focus on specific behaviors requiring improvement.
Ultimately, the harmonious interplay of relationships and responsibilities in the workplace can either propel your management career forward or leave you stagnating. Likewise, your relationships with your team members impact their relationships with their direct reports, shaping the overall team culture. Embracing the principles of Radical Candor, you can improve your approach to feedback, strengthen team dynamics, and, ultimately, achieve better results. So, take the plunge into Radical Candor and discover the rewards of assertive empathy, honest communication, and genuine care for your team's well-being. Get inspired by checking out the below sources:
References
Scott, K. (2015). Radical Candor – The surprising secret to being a good boss. First Round Review. https://firstround.com/review/radical-candor-the-surprising-secret-to-being-a-good-boss/.
https://www.radicalcandor.com/radical-candor-not-brutal-honesty/ [Accessed 10 April 2023] Brutal Honesty and Radical Candor: 6 Ways You're Getting Radical Candor Wrong and 6 Ways to Get It Right
Radical Candor 1-Pager (radicalcandor.com) [Accessed 10 April 2023]
Radical-Candor_CORE_Feedback.pdf (radicalcandor.com) [Accessed 10 April 2023]
Source: Scott, Kim. Radical Candor: Fully Revised & Updated Edition (2019: p. 299). St. Martin's Publishing Group. Kindle Edition.
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