Radical Candor: Communication at Work

While the podcast team takes a Radical Sabbatical, Kim interviews authors of books that have had a big impact on her over the past two years.  We live in a world where the list of off-limits topics keeps growing. Age, failure, succession, failure, death, work-family conflict, money, fear, layoffs, governance, race, religion, and politics: these subjects often feel too hot to touch. So we avoid them and stick to small talk. But avoidance comes at an enormous cost. When we can't address the realities shaping our lives and careers, trust and relationships suffer, making it impossible to achieve results together. There IS a better way! In this episode, Kim Scott speaks with Christina Wing about her latest book, Unspeakable: The Taboo Topics We Avoid and How to Talk About Them.   They start their conversation by talking about explained how and why Christina decided to take the risk to confront an abusive boss, and why staying silent would have been more risky in the end. Her Radical Candor paid off for both of them. He hadn't realized how his behavior was affecting others, and ultimately his career. When she explained the consequences, he changed his behavior.  Christina and Kim explore the costs of avoiding uncomfortable conversations, and some tactics for how and why to embrace the discomfort. Christina shares a story about a family business where people were arguing about where to invest–but nobody knew how much was available to invest. Next, Christina explains how she’s learned to be more open about race, religion, and politics.    Guest Background: Christina Wing is a Senior Lecturer in the Technology and Operations Management Unit at Harvard Business School. Her research focuses on families in business, and she is the creator of Demystifying the Family Enterprise, a course that explores family dynamics, operating companies, family offices, and legacy opportunities. In recognition of her contributions to the field, she was named a Top 25 Family Enterprise Academic by Family Capital.  CHAPTERS (00:40) Introduction to Radical Sabbatical and Christina Wing (01:30) Facing Bullying in the Workplace (03:58) Confronting a Difficult Boss (06:54) The Transformation of a Bully (09:21) The Importance of Direct Communication (10:41) Ruinous Empathy vs. Radical Candor (13:14) The Consequences of Avoiding Difficult Conversations (13:14) The Role of Respect in Communication (13:14) The Need for Open Conversations (14:11) Curiosity and Understanding in Conversations (17:20) Navigating Difficult Moments vs. Difficult Conversations (19:07) The Art of Role-Playing in Conversations (21:21) Understanding Different Perspectives (23:40) Navigating Difficult Conversations (27:43) The Importance of Timing in Discussions (29:49) The Impact of Technology on Communication (33:50) Addressing Money Matters in Family Dynamics (38:25) The Power of Money and Its Societal Impact (41:00) The Necessity of Open Dialogue Connect with the Radical Candor team: ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠ Keywords Christina Wing, Unspeakable, workplace bullying, direct communication, radical candor, empathy, difficult conversations, respect, curiosity role-playing, perspectives, timing, technology, money matters, family dynamics, societal impact, open dialogue, emotional intelligence Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Scott speaks with Dr. Kecia Thomas, an organizational psychologist renowned for her research on workplace dynamics.  Kim discusses Dr. Thomas’ research on the 'Pet to Threat' framework, which explores the experiences of women, particularly women of color, in organizational settings. They discuss the transition from being seen as a 'pet' to a 'threat' in the workplace, the impact of gender and leadership dynamics, and the resistance to diversity within organizations. Dr. Thomas emphasizes the importance of recognizing covert forms of discrimination and the need for organizations to embrace discomfort to foster inclusivity. They also explore the complexities of race, advertising, microaggressions, and the challenges faced by marginalized groups in leadership roles. They discuss the impact of colorblind messaging in organizations, the emotional labor involved in diversity work, and the intersectionality of class and race in higher education. The dialogue emphasizes the importance of understanding and addressing these issues to create more inclusive environments. Both Kim and Dr. Thomas agree that embracing discomfort is crucial for organizations to evolve. They discuss how rejecting these feelings only exacerbates issues within workplace cultures. Instead, recognizing and addressing this discomfort can create pathways for growth and improvement. Guest Background: Dr. Kecia Thomas is an industrial-organizational psychologist, diversity scientist, keynote speaker, board advisor, and leadership coach. She helps leaders align culture, trust, belonging, and performance to build healthier, higher-performing organizations. Dr. Thomas is the lead psychologist behind Pet to Threat™, a groundbreaking framework examining how high-potential marginalized employees can experience celebration and exploitation, followed by promotion and alienation, at work. Her expertise has been sought by major corporations, national institutions, universities, school districts, and healthcare organizations. CHAPTERS (00:21) Introduction to Pet to Threat Framework (03:16) Experiences of Women in Leadership (06:10) Understanding the Pet to Threat Transition (09:01) The Impact of Gender and Leadership (11:45) Diversity Resistance in Organizations (14:39) The Role of Organizational Culture (17:12) The Importance of Naming Experiences (19:26) The Covert Forms of Resistance (22:27) The Consequences of Exclusion (24:56) Good Intentions Gone Awry (27:22) The Impact of Advertising on Racial Perceptions (29:31) Microaggressions and Their Consequences (32:54) Colorblindness in Organizational Messaging (36:57) Navigating Unintended Offenses in Communication (39:33) The Emotional Labor of Diversity Work (40:51) Leadership Challenges for Marginalized Groups (48:43) Class Bias in Higher Education (52:13) Intersectionality and Social Distance Connect with the Radical Candor team: ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠ Keywords Pet to Threat, organizational psychology, diversity, inclusion, women in leadership, gender bias, workplace culture, resistance, covert discrimination, leadership dynamics advertising, racial perceptions, microaggressions, colorblindness, diversity, emotional labor, leadership, class bias, intersectionality Learn more about your ad choices. Visit megaphone.fm/adchoices

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.  Today, employees working in organizations both large and small are faced with incredible pressure to integrate AI into their workflows both to save costs and to do more.  But many of those same employees express fears, “am I just training robots to put me out of a job?!”  While it can be tempting for leaders in the C-suites to use AI to “finally get the upper hand on these whiny/needy/entitled employees!”, they risk damaging their core mission, specifically providing value to their customers.  In fairness, those same leaders in the C-suite are rightly under pressure to integrate these new tools or risk getting wiped out by more nimble competition.  So, what’s the best way to go about this?  In this episode, Kim Scott speaks with Tiffani Bova about her latest book The Experience Mindset.   In this conversation, they explore the critical relationship between employee experience and customer experience, emphasizing the importance of self-reflection, effective feedback mechanisms, and the necessity of training employees. The discussion also highlights the disconnect between executives and employees regarding training and feedback, illustrated through real-world examples like the 'Undercover Boss' show. Ultimately, the conversation underscores the need for organizations to prioritize employee engagement and actionable feedback to foster a positive workplace culture and drive business success. They discuss specifics such as the importance of addressing workplace irritations, the need for effective management training, and the significance of streamlining processes to enhance productivity.  Tiffani especially stresses the critical role of office culture in fostering open communication and the necessity of training managers to improve employee satisfaction.  The discussion also highlights the impact of automation and technology in optimizing processes and the importance of aligning incentives to encourage growth and innovation. They explore the intersection of technology and human experience, particularly focusing on the role of AI in the workplace. They discuss the importance of understanding the human element in technology adoption, the balance between tech and human interaction, and the critical role of company culture in driving business success. The conversation highlights real-world examples of AI implementation, the challenges of technology overload, and the necessity of fostering a cohesive culture that aligns with organizational values. Guest Background: As both a practitioner and academic Tiffani Bova offers a unique perspective and has helped lead the tech industry through several evolutions over her nearly 30-year career as Salesforce’s former Growth and Innovation Evangelist, and previously as a Research Fellow at Gartner and a sales, marketing and customer service executive for start-ups and Fortune 500 companies. She is the author of two Wall Street Journal bestsellers: GrowthIQ and The Experience Mindset. At The Futurum Group, she runs the research and strategy organization, while working closely with the entire leadership team to develop and scale its data and intelligence platform and insights for its clients. She also leads the team’s efforts within the technology and telecom channels, demonstrating the power and performance of connected go-to-market strategies and alliances. While at Gartner, her forward-looking insights and guidance helped some of the largest technology companies in the world including Microsoft, Cisco, Salesforce, Hewlett-Packard, IBM, Oracle, SAP, AT&T, Dell, Amazon-AWS, expand their market share and grow their revenues. She was a trusted advisor to multiple senior executives who were responsible for shifting from on-premise to as-a-service business models resulting in new billion-dollar divisions. In the late 90’s and early 2000s she was a pioneer of cloud computing, she previously led direct and indirect sales, marketing and customer service for two of the largest web-based start-ups in the US and spearheaded a newly formed division of a Fortune 500 company to $300 million in revenue over two and a half years. Tiffani has been featured in Harvard Business Review, Fortune, Fast Company, Bloomberg, MSNBC-TV, Yahoo Finance, INC and Forbes. She is also the host of the podcast What’s Next! with Tiffani Bova. More info here: https://www.tiffanibova.com/ [links for YouTube description] (Bio) https://www.tiffanibova.com/biography/ (book: The Experience Mindset) https://www.tiffanibova.com/the-experience-mindset/ (how to contact) https://www.tiffanibova.com CHAPTERS (00:44) Introduction to the Experience Mindset (02:19) Self-Reflection and Critical Feedback (04:56) The Importance of Employee Experience (05:39) Understanding Employee Feedback (07:23) The Undercover Boss Example (11:25) The Value of Training Employees (15:29) Disconnect Between Executives and Employees (17:30) Real-World Application of Employee Feedback (20:05) Identifying and Fixing Workplace Irritations (24:31) The Importance of Management Training (27:58) Understanding Processes and Their Impact (36:36) Streamlining Processes for Productivity (41:51) Understanding the Human Element in Technology (44:33) AI: Triumphs and Disasters in Implementation (47:32) The Balance of Technology and Human Experience (50:17) Creating a Cohesive Company Culture (55:20) The Impact of Culture on Business Success Connect with the Radical Candor team: ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠ Learn more about your ad choices. 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While the podcast team is taking a Radical Sabbatical, Kim is interviewing authors whose books have had a big impact on her over the past two years.  In this episode, Kim Scott speaks with Ron Friedman, PhD.  Ron has written extensively about the sciences of building high-performing teams.  Ron’s latest book is Superteams: The Science and Secrets of High-Performing Teams.  They discuss the importance of the creative process, the role of restoration in productivity, and the key strengths that distinguish super teams from average teams. The conversation delves into effective meeting strategies, communication norms, and the significance of laughter in fostering team cohesion. Ultimately, they emphasize the need for customized approaches to team dynamics and the value of building supportive relationships within teams.  They also explore the dynamics of effective teamwork, the importance of maintaining focus in a distracted world, and the role of hobbies in enhancing productivity. They discuss the attributes of great teammates, the significance of productive disagreement, and the necessity of effective feedback for continuous improvement. The dialogue emphasizes that super teams thrive on collaboration, shared goals, and a culture of open communication. Guest Background: Ron Friedman, PhD, is an award-winning psychologist who helps leaders build high-performing teams. He is the bestselling author of The Best Place to Work and Decoding Greatness, and the founder of Superteams, Inc., where he delivers keynotes, workshops, and executive advisory to senior leaders around the world. An expert on human motivation, Friedman has served on the faculties of the University of Rochester, Nazareth College, and Hobart and William Smith Colleges. He contributes regularly to Harvard Business Review, and his work has been featured in The New York Times, Financial Times, Bloomberg, NPR, CBS, FOX, NBC, Fast Company, The Washington Post, Forbes, and Inc. To learn more about his work, visit SuperteamsInc.com. CHAPTERS (00:41) Introduction to Super Teams (01:45) The Creative Process and Incubation (04:12) Restoration and Productivity (06:27) Research Behind Super Teams (07:50) Key Strengths of Super Teams (09:00) Meetings: The Double-Edged Sword (11:24) Effective Meeting Strategies (12:51) Customizing Team Dynamics (15:06) Communication Norms and Email Management (18:05) The Role of Laughter in Teams (20:57) Building Relationships Through Support (23:00) Navigating Humor and Inclusivity (26:52) Time Affluence and Productivity Strategies (30:08) Staying Focused in a Distracted World (32:51) The Power of Hobbies and Side Hustles (36:10) Attributes of Great Teammates (39:10) Building Effective Teams (41:40) The Importance of Productive Disagreement (45:02) Mastering Feedback for Improvement Connect with the Radical Candor team: ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠ Keywords Super Teams, productivity, creative process, meetings, team dynamics, communication, laughter, leadership, time management, workplace culture focus, hobbies, teamwork, feedback, productivity, super teams, attributes, disagreement, communication, leadership Learn more about your ad choices. Visit megaphone.fm/adchoices

While the podcast team is taking a Radical Sabbatical, Kim is interviewing authors whose books have had a big impact on her over the past two years.  In this episode, Kim Scott speaks with Caroline Webb about her latest book, Leadership Intelligence.  They explore the principles of effective leadership: the importance of widening perspectives; the role of cognitive load in decision-making; and the significance of intrinsic motivation through competence and connection. The conversation also delves into the dynamics of disagreement, the necessity of feedback, and practical strategies for fostering a collaborative team environment. They review effective feedback techniques and the significance of public praise.  Caroline also emphasizes the role of gratitude and giving praise in building strong workplace relationships, the importance of understanding stress and resilience in leadership, and how leaders can foster team resilience through structured conversations and practices. The discussion culminates in the introduction of the five C's of team resilience, emphasizing the need for communication, clarity, calm, connection, and capacity in creating a supportive work environment. Guest Background: Caroline Webb is a leadership coach, economist, and speaker known for being one of the world's leading experts in using insights from behavioral science to improve professional life. She is the author of Leadership Intelligence and of How To Have A Good Day, a global bestseller published in 20 editions and over 60 countries. She is also a Senior Advisor to McKinsey, where she was previously a Partner. She has been rated one of the top 50 leadership and management thinkers by Inc. magazine, and one of Thinkers50's top 50 executive coaches in the world. CHAPTERS (00:38) Introduction to Leadership Intelligence (03:24) Deliberate Wisdom: Widening Perspectives (06:29) Causal Maps and Driver Trees (09:27) Navigating Disagreements in Leadership (12:30) The Importance of Turn-Taking in Discussions (15:22) Lightening Cognitive Load for Better Leadership (19:19) Intrinsic Inspiration: Competence and Connection (22:21) The Power of Feedback in Engagement (30:29) Effective Feedback and Praise Techniques (32:57) The Importance of Public Praise (37:01) Cultivating Gratitude and Appreciation (37:32) Understanding Stress and Resilience (44:45) Building Team Resilience with the Five C's Connect with the Radical Candor team: ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Scott speaks with Angela Duckworth. Her first book Grit: The Power of Passion and Perseverance, is a #1 New York Times bestseller. Her second book is Situated: Find the People and Places That Bring Out Your Best. In this conversation, Kim interviews Angela about her new book, 'Situated.' They explore a deceptively simple three-box model that explains all of human behavior. Angela emphasizes the power of environment in shaping our thoughts and leading us to–or away from–the results we want. She and Kim discuss the limitations of willpower. Angela describes the two key ingredients of a good situation: challenge and support. Kim and Angela explore why it is important to seek managers and peers who both challenge and support us. They discuss the importance of feedback and why Ruinous Empathy is so damaging to both personal and professional growth. If you’re looking for one thing you can control to get better situated, Angela shares some practical advice on curating your personal space to foster positive habits and growth. Guest Background: Prof. Angela Duckworth, PhD, is the Rosa Lee and Egbert Chang Professor at the University of Pennsylvania and faculty co-director of the Penn-Wharton Behavior Change for Good Initiative.  Prior to her career in research, Angela founded an academic enrichment program for low-income children that was profiled as a Harvard Kennedy School case study and today serves hundreds of students each year. She has also been a McKinsey management consultant and a math and science teacher at public schools in New York City, San Francisco, and Philadelphia. Angela co-founded Character Lab, a nonprofit dedicated to advancing scientific insights that help children thrive. Angela completed her undergraduate degree in Advanced Studies Neurobiology at Harvard, graduating magna cum laude. With the support of a Marshall Scholarship, she completed an MSc with Distinction in Neuroscience from Oxford University. She completed her PhD in Psychology as a National Science Foundation Graduate Fellow at the University of Pennsylvania. Angela's TED talk is among the most viewed of all time. CHAPTERS (00:00) Introduction to Radical Sabbatical and Angela Duckworth's New Book (03:23) The Snorkeling Incident: A Metaphor for Situational Awareness (05:58) Finding Your Best Situations: The Power of Environment (08:31) The Three Boxes Model: Understanding Behavior and Thoughts (11:13) The Role of Situations in Shaping Our Thoughts (14:16) Changing Your Situation vs. Changing Your Thoughts (17:10) The Limitations of Willpower and Self-Control (20:13) The Quest for Control: Understanding Human Nature (23:15) Creating Supportive and Challenging Situations (27:11) Understanding Radical Candor (32:56) Navigating Ruinous Empathy (33:19) The Dilemma of Short-Term Comfort vs Long-Term Growth (34:30) Feeding the Good Wolf: A Metaphor for Growth (36:40) Economic Disparities and Their Impact (39:23) Agency and the Power of Choice (43:09) Curating Your Personal Space for Better Outcomes Connect with the Radical Candor team: ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Rebecca Hinds, the author of Your Best Meeting Ever: 7 Principles for Designing Meetings That Get Things Done.  They explore the evolution of meetings from wartime sabotage tools to the challenges and strategies for improving meetings in today's technology-driven workplace. They discuss the increasing time spent in meetings, especially post-pandemic, and present seven solutions to eliminate unnecessary meetings and to redesign the necessary ones. They discuss the impact of distractions, the importance of effective meeting structures, and the need for a culture that encourages open disagreement. The conversation also highlights the significance of asynchronous communication, preparation, and technology's role in enhancing collaboration. Ultimately, they emphasize the need for meetings to be engaging and aligned with natural rhythms to foster productivity and creativity. Guest Background: Rebecca Hinds, PhD, is the author of Your Best Meeting Ever: 7 Principles for Designing Meetings That Get Things Done.  She is a leading expert on organizational behavior and the future of work. For more than 15 years, she has helped organizations rethink how work gets done, challenging outdated management playbooks and offering leaders a more ambitious and more human vision for the future. Rebecca has founded and led two first-of-their-kind research institutes dedicated to reinventing work. In 2022, she launched the Work Innovation Lab at Asana, building it into an influential source of practical workplace research. In 2025, she founded the Work AI Institute at Glean to help organizations navigate the next transformation of work. CHAPTERS (00:00) The Origins of Meetings as Sabotage Tools (02:45) The Evolution of Meeting Culture (05:14) Radical Meeting Solutions (08:20) Measuring Meeting Effectiveness (11:05) The Minimalism Approach to Meetings (14:06) Optimizing Meeting Flow and Communication (16:56) The Role of Tools in Meeting Efficiency (23:40) Managing Distractions in a Tech-Heavy World (25:58) The Importance of Effective Meetings (28:58) Creating a Culture of Open Disagreement (29:49) Building Strong Asynchronous Communication (32:01) The Role of Preparation in Meetings (36:51) Designing Engaging Meetings (38:47) Timing and Rhythm in Meetings (41:31) Leveraging Technology for Better Meetings Connect with the Radical Candor team: ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠ Keywords meetings, productivity, communication, meeting culture, meeting effectiveness, meeting solutions, meeting minimalism, meeting flow, tools for meetings, workplace efficiency distractions, technology, meetings, asynchronous communication, open disagreement, engagement, timing, productivity, collaboration, AI Learn more about your ad choices. Visit megaphone.fm/adchoices

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 the Albert 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 Connect with the Radical Candor team: ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Connect with the Radical Candor team: ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Connect with the Radical Candor team: ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Connect with the Radical Candor team: ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

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' Connect with the Radical Candor team: ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Connect with the Radical Candor team: ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Connect with the Radical Candor team: ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Connect with the Radical Candor team: ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Connect with the Radical Candor team: ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Connect with the Radical Candor team: ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Connect with the Radical Candor team: ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Connect with the Radical Candor team: ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Connect with the Radical Candor team: ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Connect with the Radical Candor team: ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

“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. ⁠⁠⁠Website⁠⁠⁠ ⁠⁠⁠Instagram⁠⁠⁠ ⁠⁠⁠TikTok⁠⁠⁠ ⁠⁠⁠LinkedIn⁠⁠⁠ ⁠⁠⁠YouTube⁠⁠⁠ ⁠⁠Bluesky Resources: Fast Company: To create psychological safety, don't bring your whole self to work TEDx Talk: Why Do So Many Incompetent Men Become Leaders? Next Big Idea Club: The Surprising Science of Why Being Authentic Can Hold You Back HBR Podcast: Why Are We Still Promoting Incompetent Men? Why Do So Many Incompetent Men Become Leaders? (And How To Fix It) [book] Don't Be Yourself: Why Authenticity Is Overrated and What to Do Instead [book] I, Human: AI, Automation, and the Quest to Reclaim What Makes Us Unique [book] Dr. Tomas Chamorro-Premuzic [website] 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:  Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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. ⁠⁠⁠⁠Website⁠⁠⁠⁠ ⁠⁠⁠⁠Instagram⁠⁠⁠⁠ ⁠⁠⁠⁠TikTok⁠⁠⁠⁠ ⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠ ⁠⁠⁠⁠YouTube⁠ ⁠⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠ Resources for show notes: ⁠Adam Becker’s website⁠ ⁠More, Everything, Forever book page⁠ ⁠Adam Becker on Star Talk podcast⁠ ⁠Dave Troy presents: Understanding TESCREAL with Dr. Timnit Gebru and Émile Torres⁠ ⁠Why Silicon Valley’s Most Powerful People Are So Obsessed With Hobbits⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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: ⁠⁠⁠Website⁠⁠⁠ ⁠⁠⁠Instagram⁠⁠⁠ ⁠⁠⁠TikTok⁠⁠⁠ ⁠⁠⁠LinkedIn⁠⁠⁠ ⁠⁠⁠YouTube⁠⁠⁠ ⁠⁠Bluesky⁠⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠Transcript⁠⁠ About Adrion Porter⁠⁠ Follow Adrion on LinkedIn⁠⁠ ⁠Learn More About Mid-Career Mastery⁠ ⁠Listen to Adrion's Podcast, Gen X Amplified⁠⁠ Explore Adrion's Framework, The Mastery Map⁠⁠ Connect: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠"I Thought I Knew Silicon Valley, I was Wrong" ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠About Steven Levy⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Steven Levy's Newsletter⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Steven Levy's Books⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠"Virtual Love" by Kim Scott ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠"Enshittification" by Cory Doctorow⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠"The Age of Extraction" by Tim Wu⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Connect: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Transcript⁠ Get a Copy of "Move Fast and Fix Things" Learn more about Anne & Frances Listen to the Fixable podcast Connect: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠Transcript⁠ ⁠Jeff Wetzler ⁠Book | Ask ⁠Article | The Right Way To Prepare for High Stakes Conversations ⁠Jason Rosoff : Get Curious Not Furious | YouTube Connect: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Transcript Guy Kawasaki Books | Guy Kawasaki  Guy Kawasaki's Remarkable People Podcast  Think Remarkable | Guy Kawasaki Guy Kawasaki | Substack Is There Better Than Better | Ellen Langer  Developing a Growth Mindset with Carol Dweck Mindset | Carol Dweck Kim Scott: The Power of Radical Respect and Candor | YouTube The Problem With Passion 3 | 9 | Radical Candor Beyond 'Sorry': How to Apologize and Mean It 6 | 22 | Radical Candor Remarkably Candid: Insights from Guy Kawasaki 6 | 31 Connect: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠Transcript⁠ Order The Compass Within Core Values Discovery Course ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠The Six Core Values Questions⁠ Robert's Newsletter: Friday Forward⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Connect: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ 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. Learn more about your ad choices. Visit megaphone.fm/adchoices

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:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Transcript ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Grow the Film ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Grow the Film ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Grow Theme Song by KT Tunstall Adam Richman ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Double Nickel Entertainment⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Connect: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Transcript Middle Managers: Dinosaurs or Essential Glue? 7 | 4 Get Shit Done Step 4 — Push Decisions Into the Facts 4 | 10 Connect: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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:⁠⁠⁠⁠⁠⁠⁠⁠⁠ Gardiner Harris No More Tears: The Dark Secrets of Johnson & Johnson  The Weekly | A Secret Opioid Memo That Could Have Slowed an Epidemic | The New York Times A Devastating New Exposé of Johnson & Johnson Indicts an Entire System | The New Republic The Johnson & Johnson Cancer Drug Scandal That Encapsulates Corruption In Health Care | STAT News J&J Is Back On The Legal Warpath After Striking Out In Baby Powder Bankruptcy | Reuters Antipsychotic Drugs and Nursing Home Residents: What Do the Different Numbers Mean? | Center for Medicare Advocacy Empire of Pain: The Secret History of the Sackler Dynasty The Least of Us: True Tales of America and Hope in the Time of Fentanyl and Meth  Physician Payments Sunshine Act (also known as the Open Payments program) Watch Cold Case: The Tylenol Murders | Netflix  Connect: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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:⁠⁠⁠⁠⁠⁠⁠ Transcript Steven Rogelberg We Asked a Meeting Scientist How to Make Meetings Better — Here's What He Said 7 Ways To Improve One-on-One Meetings | Radical Candor Effective 1:1s - Tips For One-on-One Meetings With Your Team | Radical Candor 3 Tips For How To Run Effective Staff Meetings | Radical Candor Glad we Met: The Art and Science of 1:1 Meetings — Steven Rogelberg, Ph.D. The Surprising Science of Meetings — Steven Rogelberg, Ph.D. Meet Like A Boss — The 411 On 1:1s | Radical Candor Podcast S2, Ep. 9 Making Meetings Suck Less: Advice From Dr. Steven Rogelberg   Connect: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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:⁠⁠⁠⁠⁠ Transcript Barings Bank: Its Collapse, Acquisition, and Lessons Learned | Investopedia I Fell Behind At Work And Fucked Up: How Do I Move Forward? | Reddit Resources For Feedback Training, Coaching & Development | Radical Candor How Delivering Bad News Early Strengthens Your Relationships at Work | Radical Candor Why Procrastinators Procrastinate | Wait But Why 6 Steps for Setting Measurable Goals to Avoid "Productivity Paranoia" | Radical Candor The Bob Story, a Tale of Ruinous Empathy | Radical Candor Podcast 4 | 1 Connect: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠⁠⁠⁠⁠⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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:⁠⁠⁠ Transcript Julia Austin After the Idea: What It Really Takes to Create and Scale a Startup Connect: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠⁠⁠⁠⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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:⁠ Transcript Accidentally Landed A Director Role | Reddit What Do Managers of Managers Do? (The Crank Call From Kim) 4 | 16 Five Principles For Successfully Managing Managers Are You a Manager of Managers? Here's How Speak-Truth-To-Power Meetings Can Make Your Workplace More Equitable Leading Large Teams: How to Manage 50+ Direct Reports In an Open Office or Factory Setting Context Matters — Share Your Radical Candor Stories 3 | 2 Connect: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠⁠⁠⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript Communicating Change with Clarity and Care—A Framework for Leaders The Biggest Reason We Run from Challenging Conversations What's Your Radical Candor Story? Candor Coaches Share The Feedback They're Most Grateful For Farrah Mitra | LinkedIn Lead Change Better: A New Way to Communicate What’s Coming Connect: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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. Episode Links: Transcript Michael Norton Behavioral Science Books | Michael Norton  Michael I. Norton | Harvard Business School  Humblebragging: A Distinct—and Ineffective—Self-Presentation Strategy  Matchmaking Promotes Happiness | Social Psychological and Personality Science  Rituals Quiz | What Are Your Rituals? | Michael Norton  The Calming Power of Rituals | WSJ Connect: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript Effective 1:1s - Tips For One-on-One Meetings With Your Team | Radical Candor 7 Ways To Improve One-on-One Meetings | Radical Candor Have More Effective 1:1 Meetings | Radical Candor Podcast 2 | 9 Resistant Direct Reports | Radical Candor Podcast 7 | 8 The Go-To Question | Radical Candor Podcast 2 | 8 Some direct reports have nothing to say during 1-on-1s | Reddit Connect: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠⁠⁠⁠⁠⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript Kim Scott Portrait From Google Labs | Radical Candor Kim Scott’s Portrait | Google Labs Try My Google Portrait | YouTube ​​Humanizing AI: Meet the Kim Scott Google Portrait | Radical Candor Podcast 7 | 27   Radical Candor, Real-Time With Google's AI Portraits | YouTube As a European, The U.S. Work Culture Looks Like Dystopia With Better Branding: r/antiwork European Employee Blasts US Work Culture in Viral Post: 'Dystopia' | Newsweek What Is The Lazy Girl Job Trend And Why Should You Care? | Radical Candor A Brief History: Universal Health Care Efforts in the US | PNHP Connect: ⁠⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠⁠⁠⁠⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript Now You Can Talk Radical Candor 24/7 With the Kim Scott Portrait Google Portrait | Kim Scott Ryan Germick - Google | LinkedIn Connect: ⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠⁠⁠⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Transcript Andrew Palmer  Managing Is Hard—Here’s What Actually Helps | Radical Respect LinkedIn Boss Class podcast  Bartleby | The Economist  Connect: ⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠⁠⁠ Chapters: (00:00:00) Introduction Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Transcript The Evil Translator & The Fundamental Attribution Error | Radical Candor Podcast 7 | 21 How To Measure Feedback | Radical Candor Podcast 6 | 41 The Word Police | Radical Candor Podcast 6 | 25 The Importance Of Communication In The Workplace | Radical Candor 8 Ways To Fix Communication Issues In The Workplace | Radical Candor Are You Giving Biased Feedback? 5 Ways To Overcome Protective Hesitation | Radical Candor How To Give Candid Feedback With the Radical Candor CORE Method Radical Candor Community: CORE Course Radical Respect Newsletter Textio Connect: ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript⁠⁠ Chloé van Bergen | LinkedIn  Nick Carissimi Secretly Group Secretly Canadian | Info Granny Alice Avoid The Feedback Sandwich | Radical Candor Podcast 5 | 15 Toxic Positivity | Radical Candor Podcast 5 | 27 Navigating Radical Candor and Cultural Differences How To Navigate Feedback Conversations On Diverse Teams | Radical Candor Unreasonable Hospitality: The Remarkable Power of Giving People More Than They Expect | Will Guidara  Scaling People: Tactics for Management and Company Building | Claire Hughes Johnson  Pivot: Eight Principles for Transforming your Business in a Time of Disruption | Will Page  Secretly Group: Workers at Indie-Music Company Begin Efforts to Unionize | Rolling Stone Secretly Group Union Earns Contract In Major Milestone for Indie Music Organizing | Rolling Stone Connect: ⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠ ⁠⁠⁠⁠Bluesky⁠⁠⁠⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript Radically Candid Pride: Coming Out at Work Coming Out – Human Rights Campaign 7 Myths About Coming Out at Work Coming Out at Work Pride Month Shows Employers Have a Long Way to Go Supporting LGBTQ+ Workers’ Mental Health Beyond rainbow washing: Supporting LGBTQ+ at work and beyond How to support the LGBTQ+ community at work and beyond What Not To Say to Someone Who Has Come Out As Bisexual Coming out at work: transgender scientists share their stories Nearly half of LGBTQ employees in the US think being “out” at work is a bad career move Why Bisexual Adults Report Higher Rates of Mental Distress – The New York Times The 10 Most Groundbreaking Bisexual Characters of All Time Your Guide to the Best Online LGBTQ+ Counseling Options in 2023 Read the ‘Yep, I’m Gay’ Ellen DeGeneres Interview From 1997 Attitude: As Bisexual Awareness Week approaches, four bisexuals tell us if they feel accepted in 2023 Connect: ⁠⁠⁠⁠Website⁠⁠⁠⁠ ⁠⁠⁠⁠Instagram⁠⁠⁠⁠ ⁠⁠⁠⁠TikTok⁠⁠⁠⁠ ⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠ ⁠⁠⁠⁠YouTube⁠⁠⁠⁠ ⁠⁠⁠Bluesky⁠⁠⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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: ⁠⁠⁠Website⁠⁠⁠ ⁠⁠⁠Instagram⁠⁠⁠ ⁠⁠⁠TikTok⁠⁠⁠ ⁠⁠⁠LinkedIn⁠⁠⁠ ⁠⁠⁠YouTube⁠⁠⁠ ⁠⁠Bluesky⁠⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript Beware The Fundamental Attribution Error: Radical Candor Podcast 5 | 8  6 Tips for Giving Helpful Feedback Get to the CORE of Giving Radically Candid Feedback Fundamental attribution error – Wikipedia Fundamental Attribution Error: What It Is & How to Avoid It Giving Feedback: 4 Ways To Avoid Personalizing It Fundamental Attribution Error – The Decision Lab The Three Components of Self-Compassion Connect: ⁠⁠Website⁠⁠ ⁠⁠Instagram⁠⁠ ⁠⁠TikTok⁠⁠ ⁠⁠LinkedIn⁠⁠ ⁠⁠YouTube⁠⁠ ⁠Bluesky⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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: ⁠⁠Transcript⁠⁠ ⁠Debbie Millman  Debbie Millman: Creativity, Leadership And The Courage To Tend | Radical Candor Design Matters Love Letter to a Garden Connect: ⁠⁠Website⁠⁠ ⁠⁠Instagram⁠⁠ ⁠⁠TikTok⁠⁠ ⁠⁠LinkedIn⁠⁠ ⁠⁠YouTube⁠⁠ ⁠Bluesky⁠ 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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: ⁠Transcript⁠ Why Being a “Cool Boss” Backfires — And What to Do Instead ⁠Stuck In a Ruinous Empathy Rut 5 | 11 Navigating Workplace Tensions: Stuck Between Ruinous Empathy and Obnoxious Aggression Managing Resistance: How to Reset Expectations With Challenging Direct Reports Connect: ⁠Website⁠ ⁠Instagram⁠ ⁠TikTok⁠ ⁠LinkedIn⁠ ⁠YouTube⁠ Bluesky 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript Cockroaches And Working In A Closet: Inside Trump's Return-To-Office Order | Reuters No Toilet Paper And No Privacy: Returning To The Office, Federal Workers Walk Into Chaos | The New York Times Return To Office. Not Sure What To Do, A Bit Stressed. : R/Fednews What Happened At Your Org After They Implemented Their Return To Work Policy? : R/Jobs The Official List Of Every Company’s Back-To-Office Strategy | Hubble Federal Workers Ordered Back To Office Find Shortages Of Desks, Wi-Fi And Toilet Paper Does Returning To The Office Support Your Company’s Strategy? | HBR How To Get Return To Office Right | McKinsey RTO Mandate Trends In 2025: Why Forcing Employees Back To The Office Hurts Business | Hub Staff New Research Suggests Remote Jobs Are Best For Company’s Bottom Line | Forbes The Strength Of Weak Ties | Stanford Report Connect: Website Instagram TikTok LinkedIn YouTube 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript How To Get Shit Done | Radical Candor Podcast 4 | 2 Leaders Can Move Fast And Fix Things CEO Of $4.2 Billion Tech Giant Says Defying Silicon Valley's ‘Move Fast And Break Things’ Mantra Was Essential To Growing His Business | Fortune Amy Edmondson—The Science Of Failing Well | Radical Candor Podcast 5 | 18 The Measurement Problem—Development Versus Management | Radical Candor Podcast 3 | 7 Connect: Website Instagram TikTok LinkedIn YouTube 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript Aman Kochar Change Enabler | Radical Candor Podcast 7 | 9 Get Shit Done Step 4 — Push Decisions Into the Facts 4 | 10 How to Practice Radical Candor With Your Boss 3 | 9 How To Give Candid Feedback With the Radical Candor CORE Method Connect: Website Instagram TikTok LinkedIn YouTube Chapters:(00:00:00) IntroductionJason and Amy introduce a listener’s question about streamlining approval processes.(00:01:36) When Process Becomes a Trust KillerHow approval bottlenecks erode trust and lead to burnout.(00:02:46) Approvals That Make SenseDifferentiating between meaningful and meaningless approvals.(00:06:10) The Inertia of BureaucracyWhy process isn’t evil—but rarely gets reexamined when it should.(00:07:50) Communicating Up Without EscalatingHow 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 SagaA story about approvals that made no one’s life better.(00:20:19) Getting Specific vs. Talking in PatternsWhy it’s better to present one example rather than broad frustration.(00:26:01) Role Play: The Rental Car ScenarioHow to challenge a flawed process without triggering a shutdown.(00:34:38) Finding a Third WayCreating solutions that meet both employee and organizational goals.(00:37:45) Radical Candor TipsTips to help you navigate bureaucracy with clarity, care, and results.(00:43:34) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript Watch the episode Meta Tries To Stop Sarah Wynn-Williams From Further Selling Scathing Memoir | The New York Times Meta Tries To Bury A Tell-All Book | Wired Radical Respect Newsletter Ex-Meta Executive: ‘People Deserve To Know What This Company Is Really Like’ | CNN Business Careless People: A Cautionary Tale Of Power, Greed, And Lost Idealism | Sarah Wynn-Williams Lift Our Voices Lessons From A Whistleblower: Susan Rigetti | Radical Candor Podcast 6 | 44 She Said | Jodi Kantor and Megan Twohey Catch And Kill | Ronan Farrow Ellen Pao: Tech’s Meritocracy Is Broken | Radical Candor Podcast 7 | 3 The Facebook Whistleblower Book Mark Zuckerberg Doesn’t Want You To Read | Vox How Mandatory Arbitration Weakens Workplace Laws And Lets Employers Off The Hook | Nelp Facebook’s Secrets, By The Insider Zuckerberg Tried To Silence | The Times Speaking Truth To Power: The Cost-Benefit Analysis | Radical Respect Jennifer Joy Freyd, PhD. The Best Bookstore In Palm Springs Website Instagram TikTok LinkedIn YouTube Chapters:(00:00:00) IntroductionKim, Jason, and Amy introduce the topic of NDAs and forced arbitration.(00:02:11) Why Careless People MattersThe impact of NDAs and the importance of supporting the author.(00:03:17) Understanding Forced ArbitrationA breakdown of arbitration and its role in silencing workplace harm.(00:06:20) Emotional Targeting at FacebookA disturbing passage about targeting vulnerable teens.(00:09:43) Harm, Silence, and ScapegoatsThe role of toxic cultures and fear play in keeping employees silent.(00:17:40) The Measurement ProblemHow profit-driven metrics ignore the human harm they cause.(00:22:14) Loyalty vs IntegrityBalancing between professional loyalty and moral responsibility.(00:26:29) Kim’s NDA RegretA candid story of using an NDA to silence an employee.(00:32:40) Building Better SystemsStrategies for leaders to design accountability into workplace culture.(00:34:42) A Better Way ForwardWhy transparency and early action are more effective than silence.(00:38:02) Culture Is DesignHow treating culture like a product helps fix systemic issues.(00:39:49) Radical Candor TipsTips for eliminating NDAs, ending forced arbitration, and building trust(00:41:30) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript Radical Friction: The Editor/Author Relationship Books | Bob Sutton Work Matters | Bob Sutton How To Get A Radically Candid Boss | Radical Candor Podcast 3 | 12 Don't Let A Bad Boss Derail You | Radical Candor Podcast 6 | 18 Are Assholes More Effective? Bob Sutton Weighs In Website Instagram TikTok LinkedIn Facebook YouTube Chapters:(00:00:00) IntroductionKim and Amy introduce Stanford Professor Emeritus Bob Sutton.(00:01:35) The No Asshole Rule Origin StoryHow 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 FrictionThe Friction Project and why not all efficiency is actually efficient(00:16:23) Building Emotional TrustHow emotional trust grows and fuels creative partnerships.(00:24:58) The Asshole Survival Guide: 4 Ways to DealStrategies for handling difficult people and navigating toxic environments.(00:29:50) Certified vs. Clueless AssholesRecognizing the moments when you might actually be the asshole.(00:33:47) It Happens at the Listener’s EarHow context shapes whether something feels candid or cruel.(00:38:59) Decision-Making, Simplicity & ReversibilityQuestions friction-fixers ask to decide when to slow down or speed up.(00:46:15) Gossip as a Strategic ToolThe ways gossip can help you avoid toxic work environments.(00:52:03) Fixing Friction at StanfordBob shares his current work helping Stanford reduce internal friction.(00:55:54) Where to Find Bob SuttonWhere to find Bob and his books — plus a final note on long emails.(00:56:50) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript Wild Courage by Jenny Wood The Story of “How About Never” | The New Yorker Newsletter | Jenny Wood Watch on YouTube Website Instagram TikTok LinkedIn Facebook YouTube Chapters:(00:00:00) IntroductionKim 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 AheadNine controversial traits that are actually career superpowers.(00:4:26) The Subway Story That Changed EverythingJenny shares a story on ignoring self-doubt and taking action.(00:10:16) Calculated Risks vs. Playing It SafeWhy taking smart risks is essential for personal and professional success.(00:13:04) The Google Factor: How It Shaped Wild CourageHow Google built confidence, encouraged risks, and sparked creativity.(00:17:09) Owning Your WeirdAdvice for staying authentic in workplaces that don’t naturally foster it.(00:21:38) Identifying Your Power AssetsIdentifying your power assets to make self-promotion feel natural.(00:25:22) Managing Up, Higher, and DiagonallyA tactical guide to workplace influence through strategic senior connections.(00:31:54) Overcoming Bias in the WorkplaceStrategies to counter workplace biases in recognition and self-promotion.(00:36:56) Why Saying No is a SuperpowerHow learning to say no without guilt protects your time and energy. (00:42:40) Get in Front of the Right PeopleThe importance of standing out and getting noticed by leadership.(00:44:57) Pull It and Bullet ItThe “Pull It and Bullet It” method for impactful, time-saving emails.(00:48:05) Where to Find Jenny WoodWhere to get Wild Courage and find Jenny for keynotes and workshops.(00:49:41) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript Alison Wood Brooks Talk: The Science Of Conversation and the Art Of Being Ourselves Alison Wood Brooks | LinkedIn Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters:(00:00:00) IntroductionAmy 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 ConversationHow 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 FeedbackWhy most people receive little feedback on their conversational skills.(00:13:17) The Hidden Coordination GameHow small, unconscious decisions shape every conversation.(00:18:54) The TALK FrameworkTopics, Asking, Levity, and Kindness—the four keys to better conversations.(00:20:24) Practicing ListeningGuided exercises and listening techniques from the Talk course.(00:21:39) The Science Behind Mind-WanderingWhy we tune out during conversations and how to stay present.(00:29:06) The Challenges of Group ConversationsWhy group conversations are harder to manage than one-on-one talks.(00:34:05) Digital vs. In-Person TalkHow virtual communication changes conversations.(00:36:51) Designing Better MeetingsStrategies for leaders to create inclusive and effective meetings.(00:39:37) Boomer AskingThe conversational habit that makes people disengage.(00:44:28) Where to Find Dr. Wood BrooksDr. Wood Brooks shares where to find her work and book tour details.(00:45:32) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript The Radical Candor Order of Operations | Radical Candor Managing Challenging Conversations At Work | Radical Candor What Does Managing Out Mean? | Radical Candor Podcast 6 | 6 Performance Improvement Plans | Radical Candor Podcast 5 | 20 The Measurement Problem | Radical Candor Podcast 3 | 7 How To Gauge Your Feedback | Radical Candor Are You 'Helping' or Micromanaging? | Radical Candor Podcast 5 | 2 Is Your Employee In The Wrong Job? Don't Let Ruinous Empathy Ruin Your Team Absentee Management vs. Quiet Firing | Radical Candor Podcast 5 | 3 Website Instagram TikTok LinkedIn Facebook YouTube Chapters:(00:00:00) IntroductionKim, Jason, and Amy introduce a listener’s question on handling a PIP with integrity.(00:02:28) Leadership FailuresHow 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 ManagementThe frustrations of the process for both the manager and the direct report.(00:13:51) Communicating Radical Candor During a PIPFraming tough conversations without misleading employees.(00:18:51) Why Informal PIPs ExistThe value of informal PIPs in ensuring fairness.(00:22:17) Responding to Employee PushbackHandling 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 TipsLessons 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript 7 Ways To Improve One-on-One Meetings | Radical Candor Effective 1:1s - Tips For One-on-One Meetings With Your Team Have More Effective 1:1 Meetings | Radical Candor Podcast 2 | 9 How To Get Shit Done | Radical Candor Podcast 4 | 2 Radical Candor – Boost Leadership Capability | Joyous You Have Too Many Managers | Kieran Snyder Website Instagram TikTok LinkedIn Facebook YouTube Chapters:(00:00:00) IntroductionKim and Amy introduce a listener’s question on managing one-on-ones with large teams.(00:01:27) The Limits of Scaling RelationshipsThe importance of creating an environment where employees feel heard.(00:02:47) Using an Ideas TeamWhy managers should set up an ideas team to filter and prioritize suggestions.(00:06:15) Purpose of One-on-OnesCreating structured feedback systems to improve efficiency and innovation.(00:07:29) Small Fixes, Big ImpactHow small operational changes can have a massive effect.(00:11:47) Management by Walking AroundObserving employees, asking how they’re doing, and being present.(00:14:15) Overcoming Employee HesitancyHow to introduce walking around without making employees anxious.(00:16:51) Small Talk & Active ListeningTips for managers who struggle with casual check-ins.(00:18:46) Structuring One-on-Ones for Large TeamsAvoiding emotional whiplash by spacing out conversations.(00:22:46) Managers Shouldn’t Solve EverythingHow to balance problem-solving with empowering employees.(00:27:42) Listening Versus FixingThe 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 StructureGiving 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript Amandeep Kochar - Baker & Taylor | LinkedIn Baker & Taylor | About Our Leadership Jeet and Fudge Two Years After Buying Baker & Taylor, Aman Kochar Considers Its Mission Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionKim and Amy welcome guest Amandeep (Aman) Kochar, CEO of Baker & Taylor.(00:00:58) The Meaning of a NameAman shares how his name reflects identity and leadership.(00:07:23) Leading a 200-Year-Old CompanyThe challenges of driving change in a legacy organization.(00:11:34) From Change Agent to Change EnablerGaining trust, embracing vulnerability, and leading with impact.(00:18:27) Overcoming ResistanceTackling workplace culture shifts and rebuilding trust.(00:24:18) Creating Open CommunicationImplementing town halls and fostering transparency.(00:30:00) Empowering EmployeesStrategies for shifting decision-making power to frontline employees.(00:34:28) Rethinking FeedbackTurning feedback into a tool for growth, not fear.(00:44:16) Repairing RelationshipsOvercoming negative perceptions and fostering collaboration.(00:47:15) Leadership & Self-ReflectionUnlearning cultural conditioning and using self awareness to grow.(00:52:51) Filtering FeedbackSeparating identity from work-related feedback to focus on growth.(00:53:58) Radical Candor TipsLessons on trust, feedback, and fostering change.(01:01:19) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript Creating Consequences For Bullying At Work | Radical Candor Podcast 5 | Bonus Performance Improvement Plans | Radical Candor Podcast 5 | 20 How To Gauge Your Feedback | Radical Candor 4 Things To Do When Firing Someone | Radical Candor What Does Managing Out Mean? | Radical Candor Podcast 6 | 6 The Go-To Question | Radical Candor Podcast 2 | 8 Listen, Challenge, Commit | Radical Candor Podcast 6 | 17 How To Care Personally When You Don't Care | Radical Candor Podcast 6 | 48 Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionKim 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 & ResistanceSigns of bad-faith questioning, team isolation, and leadership defiance.(00:14:18) The Tough Feedback ConversationRole-playing a direct, no-nonsense conversation to reset expectations.(00:23:49) Handling Pushback & DefianceWhen 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 LeadershipHandling a direct report who dismisses the emotional impact of their behavior.(00:38:06) Accountability Without MicromanagingCreating 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 TipsBalancing Caring Personally with Challenging Directly to lead effectively.(00:55:43) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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. Episode Links: Transcript Temple Grandin Temple Grandin: The world needs all kinds of minds | TED Talk 7 Leadership Communication Skills For Managing A Remote Team | Radical Candor Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionAmy and Kim introduce Dr. Temple Gradin, an autism activist, author, and expert on animal welfare and behavior.(00:02:04) Giving Feedback to Neurodivergent EmployeesTemple shares a story on how clear, direct feedback works best.(00:08:32) The Concept of Project LoyaltyPrioritizing team needs and focusing on the bigger picture to get work done.(00:13:51) How Visual Thinkers Process InformationTemple explains her way of thinking through mental imagery and memories.(00:19:10) Three Types of ThinkersThe different cognitive styles and why diverse teams need all types.(00:23:20) The Importance of Hands-On LearningWhy real-world exposure matters for education.(00:30:57) Managing Autistic EmployeesThe importance of setting clear goals and specific expectations.(00:35:13) Transforming the Livestock IndustryGaining credibility and transforming animal welfare through writing and advocacy.(00:38:57) Workplace Accommodations for Autistic EmployeesStrategies for supporting autistic employees in the workplace.(00:42:18) Improving Animal Welfare StandardsTemple’s five key metrics for humane treatment in the meat industry.(00:49:34) Why Verbal and Visual Thinkers Must CollaborateThe importance of collaboration between different cognitive styles.(00:51:10) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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. Episode Links: Transcript When They Win, You Win Russ Laraway On How To Be A Great Manager  | Radical Candor Podcast 4 | 7 How To Win At Managing - 3 Core Principles Stop Overcomplicating It: The Simple Guidebook To Upping Your Management Game “When They Win, You Win”: Russ Laraway Unpacks His New Guide For The Modern Manager Eagles' Sirianni Is A Players' Coach, No Matter What You Think Of Him | ESPN Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) IntroductionKim and Amy welcome back Russ Laraway to discuss career conversations.(00:00:52) The Gravity Assist SlingshotRuss’s framework for career growth and thinking beyond promotions.(00:04:51) Why Managers Should Invest in CareersHow helping employees grow improves retention and engagement.(00:09:35) The Three Career ConversationsA step-by-step guide to drive meaningful career development.(00:14:20) Life Story ConversationHow past career pivots reveal deep-rooted motivations.(00:20:52) Avoiding Pitfalls and GotchasWhere leaders go wrong in the career development framework.(00:25:25) Framing Career ConversationsFraming the life story conversation to build trust and respect boundaries.(00:30:51) Finding True Career VisionAn outline of helping employees set bold, authentic goals.(00:34:26) Supporting Unconventional GoalsHow managers can turn unconventional career goals into actionable steps.(00:43:43) Career Action PlanTurning career aspirations into progress with a clear, strategic approach.(00:46:27) Radical Candor TipsWhere managers should start in Russ’s career conversations framework.(00:48:14) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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. Episode Links: Transcript When They Win, You Win Russ Laraway On How To Be A Great Manager  | Radical Candor Podcast 4 | 7 How To Win At Managing - 3 Core Principles Stop Overcomplicating It: The Simple Guidebook To Upping Your Management Game “When They Win, You Win”: Russ Laraway Unpacks His New Guide For The Modern Manager Eagles' Sirianni Is A Players' Coach, No Matter What You Think Of Him | ESPN Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) IntroductionKim 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 HouseKim and Russ share stories about the unique office space of Candor Inc.(00:10:31) Defining Direction in LeadershipThe importance of clarity in expectations and ruthless prioritization.(00:15:11) Long-Term Leadership ToolsHow managers can collaboratively define purpose and vision.(00:17:24) Crafting Team Goals and PrioritiesSetting measurable goals and the role of weekly prioritization.(00:26:12) Purpose and Vision StatementsExamples of vision statements and their impact on team alignment.(00:31:43) Coaching for EngagementCoaching elements that drive employee engagement.(00:33:29) The Book and Specific PraiseUsing praise to motivate teams and reinforce standards.(00:38:59) Soliciting Feedback from TeamsThe importance of creating a culture where feedback flows both ways.(00:43:53) Leadership and Power DynamicsStrategies to balance authority and empower team collaboration.(00:45:25) Radical Candor TipsPractical tips for applying direction, coaching, and career insights.(00:47:29) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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. Episode Links: Transcript What Do Managers Of Managers Do? | Radical Candor Podcast S4, Ep.16 Who Wants To Be A Manager? | Radical Candor Podcast S6, Ep.14 Should I Be A Manager? | Radical Candor Podcast S5, Ep.25 Middle Manager Hiring Has Plunged, And Those Jobs May Never Come Back | Business Insider Don’t Eliminate Your Middle Managers | HBR Amazon's Great Un-bossing: Why Eliminating Middle Managers Could Hurt Employee Engagement 😮 It’s Time To Rethink The Role Of The Middle Manager | Mckinsey The Resurrection Of The Middle Manager | Achurch Heroes Or Villains? Recasting Middle Management Roles, Processes, And Behaviours | Tarakci The Hidden Risks Of Eliminating Middle Managers: A Critical Insight Mass Layoffs Often Hit Middle Managers. The Cuts Are Largely Short-Sighted | BBC Who Wants To Be A Manager? | Radical Candor Podcast S6, Ep.14 The Measurement Problem | Radical Candor Podcast S3, Ep.7 How To Get Shit Done | Radical Candor Podcast S4, Ep.2 Connect: Website Instagram TikTok LinkedIn YouTube Chapters:(00:00:00) IntroductionJason and Amy introduce the topic of eliminating middle management.(00:02:17) The Great Flattening ExplainedThe trend of eliminating middle management roles in organizations.(00:05:37) Blaming Middle ManagersWhy middle managers are often seen as costly and ineffective.(00:10:00) The Role of Middle ManagersThe role middle managers play in strategy, coaching, and alignment. (00:15:21) Risks of Flattening OrganizationsThe unintended consequences of cutting middle management.(00:20:10) Case for Middle ManagementTips for demonstrating the value of middle managers to leadership.(00:25:29) Redefining Middle ManagementHow organizations can reshape the role to meet modern demands.(00:33:11) Radical Candor TipsPractical tips for navigating The Great Flattening.(00:35:07) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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. Episode Links: Project Include Data & Society — Ellen Pao @ekp.bsky.social on Bluesky Reset: My Fight for Inclusion and Lasting Change Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionKim and Wesley introduce Ellen Pao, founder of Project Include.(00:01:37) The Genesis of Project IncludeHow Project Include started and its impact on improving workplace inclusivity.(00:05:25) Challenges of Virtual WorkspacesThe increase in bias and harassment in virtual work environments. (00:06:38) Meritocracy and the Tech IndustryThe role of meritocracy in shaping tech’s culture and DEI challenges.(00:09:24) Overcoming Resistance to DEIData-backed methods for fostering DEI support among skeptics.(00:13:46) DEI as a Business ImperativeThe importance of CEO involvement in creating and sustaining DEI initiatives.(00:19:50) Balancing Morality and Market PressureHow leaders can make ethical decisions that align with DEI principles.(00:25:31) Governing AI in the WorkplaceKey considerations for ethical and inclusive AI adoption in workplaces.(00:28:33) Social Media’s Role in Amplifying HarmThe need for accountability in curbing online hate and misinformation.(00:37:26) Impactful Investments in DEI-Focused VenturesStories of innovative ventures improving equity in healthcare and workplaces.(00:41:27) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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. Episode Links: Transcript Heather E. McGowan - ImpactEleven | LinkedIn Heather McGowan Navigating the once a century shifts: cultural, social, demographic, technical, and economic Loneliness Epidemic is Leaving Us Distracted and Divided Managing Post-Election 2024 Tension At Work 6 | 43 I Never Thought of It That Way: How to Have Fearlessly Curious Conversations in Dangerously Divided Times Bowling Alone: Revised and Updated: The Collapse and Revival of American Community The Adaptation Advantage: Let Go, Learn Fast, and Thrive in the Future of Work The Empathy Advantage: Leading the Empowered Workforce Loonshots: How to Nurture the Crazy Ideas That Win Wars, Cure Diseases, and Transform Industries Braver Angels The No Asshole Rule Connect: Website Instagram TikTok LinkedIn YouTube Chapters:(00:00:00) IntroductionKim and Amy introduce the episode’s focus on workplace polarization with guest Heather McGowan.(00:02:12) Why We’re DividedThe societal and workplace factors fueling polarization.(00:06:42) Balancing Rights and Income InequalityThe interplay between workplace equity and broader societal trends.(00:09:02) Short-Term Thinking in LeadershipHow short-term decisions undermine long-term organizational health.(00:12:03) Intentional Conversations Across DividesPractical tips for engaging with diverse perspectives meaningfully.(00:16:21) Finding Common Ground at WorkBuilding relationships through shared experiences and lighthearted topics.(00:22:12) Drawing Ethical BoundariesKnowing when to disengage while maintaining openness elsewhere.(00:26:32) The Future of Work and LearningWhy adaptability and continuous learning matter more than ever.(00:33:46) Loneliness in the WorkplaceCombating workplace isolation with intentional connection and empathy.(00:41:27) Embracing Discomfort and CuriosityWhy great leaders lean into questions, not answers.(00:45:53) Radical Candor TipsStart conversations, focus on humanity, and take small steps to connect.(00:49:10) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript Michael Norton Michael Norton’s Books Harvard Business School Profile Michael's Paper on Humblebragging Michael's Paper on Matchmaking Rituals Quiz | What Are Your Rituals? | Michael Norton Connect: Website Instagram TikTok LinkedIn YouTube Chapters:(00:00:00) IntroductionAmy Sandler introduces guest Michael Norton and his book The Ritual Effect.(00:02:16) A Quick Ritual ExerciseA fun and engaging ritual exercise to explore emotional connections.(00:04:18) From Skeptic to AdvocateMichael’s journey from being a ritual skeptic to writing The Ritual Effect.(00:07:40) The Meaning of RitualsHow rituals naturally emerge to provide structure and meaning.(00:10:04) Rituals vs. HabitsThe emotional difference between habits and rituals.(00:12:13) Rituals as Emotion GeneratorsThe dual role of rituals in generating and managing emotions.(00:15:05) The Power of Collective RitualsHow shared rituals strengthen bonds and create collective experiences.(00:16:30) Rituals at WorkExamples of team rituals that foster bonding and purpose.(00:20:46) Fostering Meaning in TeamsBalancing team pride and inclusivity when designing rituals to reflect shared values.(00:23:38) Creating Work RitualsAdvice for leaders to cocreate rituals for new work teams.(00:26:24) Adapting Rituals for Remote WorkHow teams have developed virtual rituals to maintain connection online.(00:29:05) Meaningful Rituals in the WorkplaceThe significance of rituals in the workplace for individuals and leaders.(00:32:54) Evaluating the Benefits of RitualsHow rituals contribute positively to mental health and well-being.(00:36:49) Leaders Supporting Organic RitualsTips for leaders to encourage authentic rituals without imposing corporate mandates.(00:39:59) Aligning Rituals with Team ValuesUsing rituals to express and reinforce organizational values creatively and authentically.(00:41:50) Discovering Your RitualsExploring the rituals in your life through Michael’s Ritual Quiz.(00:45:21) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript Applying Radical Candor To Dysfunctional Family Dynamics 7 Ways Radical Candor Transforms Relationships, According To ChatGPT A Happy Marriage Of Growth And Stability | Radical Candor Radical Candor – Speaking Directly and Caring Personally – The Veterinary Idealist The Overton Window – Mackinac Center How to Use Radical Candor to Communicate Clearly With Your Family During the Holidays Connect: Website Instagram TikTok LinkedIn YouTube Chapters:(00:00:00) IntroductionKim, Jason, and Amy introduce the topic of navigating difficult family dynamics during the holidays.(00:02:53) Radical Candor and the HolidaysThe struggle with practicing Radical Candor with families during the holidays.(00:04:36) Generational and Cultural DifferencesHow cultural and generational gaps complicate family communication.(00:07:12) Family Role Expectations and Childhood PatternsReverting to childhood behaviors and role expectations during family visits.(00:9:18) Taking the Bait: Avoiding EscalationStrategies for turning down conversational "volume" and avoiding conflict bait.(00:20:20) Overreacting to AdviceHow understanding intent can improve family dynamics.(00:24:37) Why Gifts Sometimes BackfireThe alternate perspectives on gifts dependant on the giver or receiver.(00:27:42) Gifts Gone WrongPersonal anecdotes of gift-giving mishaps and lessons learned.(00:33:33) The Strain of Gift GivingHow gift giving can be especially hard in strained family dynamics.(00:35:59) Setting Boundaries with FamilyAsserting personal boundaries when saying yes takes its toll.(00:39:22) Gifting with IntentReleasing the obligation of the perfect gift for the giver and receiver.(00:43:51) Radical Candor at Family GatheringsGuidance on when to lean into Radical Candor and when to let things slide.(00:50:12) Appreciating Moments TogetherThe finite nature of time with loved ones and making the most of family gatherings.(00:54:51) Radical Candor TipsTips on setting boundaries, practicing care, and avoiding unnecessary conflict.(01:00:01) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript Give Candid Feedback With the CORE Method | Radical Candor Feedback from Your Boss | Radical Candor Asking for Feedback | Radical Candor The Radical Candor Order of Operations | Radical Candor Make Work Less Like Jr. High: Radical Candor Podcast 5 | 10 Managing Challenging Conversations At Work | Radical Candor Navigating Workplace Tensions: Stuck Between Ruinous Empathy and Obnoxious Aggression Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionAmy 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 AggressionWhat it means to care without challenging and to challenge without caring.(00:04:44) It’s the Boss’s Job: Accountability MattersWhy the manager has ultimate responsibility and how to provide feedback.(00:07:53) Raising the Issue with Your BossHow to approach a ruinously empathetic boss with care and directness.(00:11:46) Involving Your Boss EffectivelyHow to engage your boss in resolving team tensions without blame or shame.(00:17:55) Using the CORE MethodA step-by-step approach to delivering clear and constructive feedback.(00:20:55) Role-Play: Navigating a Clean Escalation ConversationHow to handle a tough conversation between a team member and an aggressive lead.(00:31:11) Building Common GroundTips for fostering mutual understanding and creating actionable steps.(00:34:02) Radical Candor TipsKey takeaways and practical tips for addressing conflict.(00:36:35) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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. Episode Links: Transcript What It Means to Care Personally About Your Team What's the Ideal Manager-Employee Relationship? What does it mean to Care Personally? How to Develop Empathy for Someone Who Annoys You What Is Radical Respect? Learn Why It's Crucial for a Healthy Workplace Culture Beware The Fundamental Attribution Error: Radical Candor Podcast 5 | 8 How to Give Difficult Feedback While Still Caring Personally Adam Grant | Instagram How to Care Personally About Someone You Don’t Like How to Care Personally When You Don’t Like Someone Connect: Website Instagram TikTok LinkedIn YouTube Chapters:(00:00:00) IntroductionKim, Jason and Amy introduce ​​a listener’s question about caring personally for someone you don’t like.(00:02:09) Radical RespectHow respect forms the core of caring personally, even when someone annoys you.(00:03:48) Reframing PerspectivesReframing narratives to foster empathy in difficult workplace interactions.(00:05:05) Addressing Irritating BehaviorsTwo stories from differing perspectives on personal irritations at work.(00:08:17) Curiosity as a BridgeThe power of curiosity in understanding and seeing humanity in others.(00:11:02) Unspoken DisagreementsHow assumptions and unspoken disagreements corrode relationships.(00:14:16) Repairing Relationships at WorkThe journey from conflict to rebuilding a strained relationship with a peer.(00:22:17) Different Work StylesRespecting differing approaches to work and optimizing collaboration.(00:24:14) The Role Self-AwarenessSelf-awareness and transitioning from internal frustration to constructive dialogue.(00:33:08) Indifference vs. Engagement at WorkThe inefficiencies of emotional detachment from colleagues.(00:34:29) Balancing Connection and BoundariesMaintaining professional relationships while respecting personal boundaries.(00:37:38) Radical Candor TipsKey tips from the episode, including respect, curiosity, and addressing biases.(00:40:24) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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. Learn more about your ad choices. Visit megaphone.fm/adchoices

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. Episode Links: Transcript 7 Steps for Radical Pay Transparency to Narrow Disparities New Laws Force Honesty About Pay. Companies Are Catching Up. Designing Fair Compensation Systems Pay Transparency: What It Is and How to Do It Right | Built In Your Right to Discuss Wages | National Labor Relations Board Payscale Connect: Website Instagram TikTok LinkedIn ⁠YouTube Chapters: (00:00:00) IntroductionKim and Jason introduce the episode and the listener's question about pay transparency.(00:03:09) Legality of Pay DiscussionsThe legal landscape of discussing salaries in the workplace.(00:06:32) Real Stories of Pay InequityA personal experience of discovering and addressing pay gaps. (00:10:18) Building a Compensation PhilosophyThe importance of having a framework for determining salaries.(00:12:09) Why Pay Disparities HappenExamples of pay disparities in the workplace and the reasons behind them.(00:16:09) Theory of CompensationThe process of setting a fair salary band based on market data.(00:21:38) Efficiency of Salary FormulasHow setting a compensation framework saves time and prevents inequality.(00:28:06) Transparency in RecruitingThe benefits of sharing salary ranges in job postings and clarifying compensation processes.(00:33:13) Fixing Pay Disparities with CandorStrategies to proactively identify and address inequities in compensation.(00:42:12) Radical Candor TipsPractical tips for creating transparent compensation systems.(00:43:33) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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. Episode Links: Transcript Managerial Musings With Kim Scott & Dick Costolo 5 | 26 Dick Costolo | LinkedIn Kim Scott & Dick Costolo Unpack the Messy Truth About Management Dilemmas What Happens When Promotions Go Sideways? Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionKim Scott introduces Dick Costolo, former Twitter CEO and stand-up comedian.(00:01:45) The Promotion PredicamentA listener's dilemma about missing out on a promotion.(00:05:00) Missteps by the First ManagerThe mistakes of the listener's first manager, focusing on false promises.(00:08:20) The Boss’s Boss BlundersThe dismissive and damaging responses from the listener's boss’s boss.(00:09:36) Advice for EmployeesStrategies for employees to clarify expectations with management.(00:12:29) Addressing Subjectivity in PromotionsThe challenge of fairness and transparency in dynamic organizations.(00:14:54) Navigating Difficult ConversationsThe value of candid, constructive dialogue over avoidance in leadership.(00:18:20) A Call for Transparent ProcessesHow structured processes can prevent workplace dissatisfaction.(00:20:30) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionAmy, Kim and Jason introduce the episode around a listener’s question on oversharing at work.(00:01:26) Listener's Question on OversharingA listener seeks advice on managing sensitive information more effectively.(00:03:58) Communication and Cultural AssumptionsHow 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 StructureInsights into structured vs. open communication styles and their impact.(00:12:09) Developing Effective Information ChannelsStrategies for ensuring efficient communication and reducing redundancy.(00:17:12) Soliciting Feedback and Building TrustSoliciting feedback from team leads after communication missteps.(00:22:16) Framework for Information SensitivityThe “Category” framework to clarify communication roles and boundaries.(00:24:56) Initiative and Respecting BoundariesThe balance of taking initiative versus respecting organizational boundaries.(00:28:55) Communication and Problem PreferenceBeing clear on workplace communication styles to tackle preferred challenges.(00:33:43) Personalizing Communication StylesInsights on managing communication impulsivity and biases.(00:38:47) Radical Candor TipsChecklist for managing sensitive information and improving communication.(00:41:05) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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. Episode Links: Transcript How Susan Fowler Rigetti Inspired Me to Step Up and Speak Out Susan Fowler Rigetti Reflecting on One Very, Very Strange Year at Uber Whistleblower: My Unlikely Journey to Silicon Valley and Speaking Out Against Injustice Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionAmy introduces the Radical Respect podcast with Kim, Wesley and guest Susan Rigetti, author of Whistleblower.(00:03:24) Whistleblower and Lessons from UberSusan discusses her book, Whistleblower, and her challenges at Uber.(00:07:13) Advice to Younger SelfThe hard lesson of recognizing when a system can’t be fixed from the inside.(00:10:33) The Cost of Staying SilentThe psychological and financial struggles many face when they stay silent.(00:14:25) Staying True to Your ValuesHow keeping a list of values helped navigate a toxic work culture.(00:16:20) Writing WhistleblowerAddressing misconceptions and setting the record straight with Whistleblower.(00:21:18) Understanding Systemic BarriersThe systemic barriers that individuals face in the workplace.(00:23:55) Reporting to HRDocumenting and reporting issues to hold organizations accountable. (00:26:20) Keeping the ReceiptsAdvice on documenting conversations and emails to protect oneself.(00:29:07) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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. Episode Links: Transcript Navigating Political Discussions At Work | Radical Candor Podcast S6, Ep. 34Radical Respect — Indivisible Indivisible Book — Denise Hamilton WatchHerWork Denise Hamilton Radical Candor Community Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionKim and Amy introduce Denise Hamilton, author of Indivisible.(00:03:32) Discussing Politics at WorkInsights into the discomfort around political conversations in professional settings.(00:05:01) Contradictory MessagesThe conflicting messages people face around authenticity at work.(00:07:22) Building a Respectful Work CultureHow workplace culture influences political discussions.(00:10:59) Personal and Workplace BoundariesBalancing personal beliefs and professionalism at work.(00:12:59) The Role of Respect in UnderstandingRespect as the foundation for understanding others.(00:16:42) Holding Space for Emotions Post-ElectionThe importance of allowing emotional expression at work after tense events.(00:21:36) Leaders Counteracting NegativityThe role leaders play in intentionally fostering positivity.(00:24:03) Common Ground in Heated TimesFinding common ground with people who hold different views.(00:27:05) Approaching Sensitive Topics MindfullyDenise shares her “four-question rubric” for starting difficult conversations.(00:31:52) Navigating Information CurationThe pitfalls of curated news and incomplete information.(00:35:43) Misinformation and a Leader’s ResponsibilityHow leaders should address misinformation in their organizations.(00:39:23) Owning vs. Renting: Social ResponsibilityAdopting a long-term, invested mindset for societal change.(00:44:06) The Vision for a Relationship-Centered FutureHope for a future rooted in personal connections and humanity.(00:46:05) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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. Episode Links: Transcript Injustice At Work: 4 Effective Ways To Respond | Radical Candor Right To Be Upstanders Vs. Bystanders: A Story Every Manager Needs To ReadWhen The A**Holes Begin To Win, The Culture Begins To Lose It’s Better To Have A Hole Than An A**Hole Shirts When Your Worst Co-Worker Is The Boss' Kid Ceo's Son Harassing Me At Work | Reddit How To Survive A Job You Hate (But Can't Leave – Yet) | Careershifters Hrm’s Response To Workplace Bullying: Complacent, Complicit And Compounding | Journal Of Business Ethics Workplace Harassment | Radical Candor Podcast 6 | 30 Don't Let A Bad Boss Derail You | Radical Candor Podcast 6 | 18 Reflecting On One Very, Very Strange Year At Uber — Susan Fowler What Are Skip-Level Meetings & How To Conduct Them | Radical CandorUnpacking False Apologies & Embracing The 'aaaaac' Method The Asshole Survival Guide: How To Deal With People Who Treat You Like Dirt | Bob Sutton What Is An Employee Assistance Program (EAP)? Connect: Website Instagram TikTok LinkedIn YouTube Chapters:(00:00:00) IntroductionKim, Jason, and Amy introduce the episode’s topic on a listener’s question about workplace nepotism.(00:02:52) Listener Question: Nepotistic BullyA listener’s challenging situation involving a CEO's son who is bullying employees.(00:03:48) Strategies for Workplace BullyingDocumenting incidents and preparing for a conversation with higher-ups.(00:11:43) Building Solidarity and Seeking SupportStrategies for finding allies to support you and sharing experiences with others.(00:15:44) Challenges of Confronting NepotismThe difficulty of escalating issues involving family ties at work.(00:19:25) Exit Strategies and Self-ProtectionKnowing your exit options and protecting your well-being.(00:31:17) Direct Conversations and EscalationPreparing for a direct conversation with the bully and their higher-ups.(00:38:52) The Role and Limitations of HRWhen HR should be involved in addressing workplace bullying.(00:49:06) Seeking External Legal SupportGuidance on consulting a lawyer for severe or unresolved bullying cases.(00:52:43) Radical Candor TipsTips for handling bullying, documenting, building solidarity, and escalating issues.(00:54:44) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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. Episode Links: Transcript How to Gauge Feedback You’re Giving & Getting 3 | 4 How To Gauge Your Feedback | Radical Candor When Someone You Love Is Upset, Ask This One Question | NY Times The Motivational Value Of Listening During Intimate And Difficult Conversations What is Radical Candor? Radical Candor 6-Minute Crash Course 3 | Mini 1 Closing the Loop: Radical Candor FAQ Finale 6 | 29 How To Give Fast, Meaningful Feedback | Radical Candor The Guest House by Mewlana Jalaluddin Rumi | All Poetry How to Deal with Strong Emotions | Thich Nhat Hanh (short teaching video) How to Measure Feedback: It's Not What You Say, But How They Hear It Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionKim, 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 FeedbackThe different reactions people may have to feedback and how to adapt.(00:09:14) Staying Present in Emotional ConversationsStrategies for staying present when emotions rise during difficult conversations.(00:15:59) Brushing Off FeedbackSituations where people brush off feedback and how to address it.(00:26:21) Tailoring FeedbackHow 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 FeedbackA scenario to illustrate how to handle a defensive response in real time.(00:50:59) Role-Play: Emotional FeedbackA scenario to illustrate how to handle an emotional response in real time.(01:00:08) Radical Candor TipsFrom checking in on feedback delivery to fostering a supportive environment.(01:03:36) Conclusion     Learn more about your ad choices. Visit megaphone.fm/adchoices

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. Episode Links: Transcript How to Respond to Negative Feedback at Work That You Disagree With | Radical Candor Listen, Challenge, Commit | Radical Candor Podcast 6 | 17 Radical Candor Community 6 Tips For How To Receive Feedback Well | Radical Candor Follow These 4 Steps to Create Psychological Safety in Your Teams | Fast Company Tell Me Why I'm Wrong: Resolving Disagreements with Your Direct Reports | LinkedIn The Power Of Rituals At Work | Radical Candor Podcast 6 | 16 How To Get Stuff Done | Radical Candor Podcast 4 | 2 How To Give Candid Feedback Using The CORE Method | Radical Candor How To Encourage Feedback Between Others In The Workplace | Radical Candor Alan Mullaly of Ford at Stanford Graduate School of Business | YouTube Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionJason and Amy introduce the live streaming episode about disagreeing with feedback.(00:02:23) Listener Question: Disagreeing with FeedbackA listener's question about how to handle feedback they disagree with.(00:03:42) The Pocket Veto: The Dangers of Silent DisagreementThe concept of a "pocket veto" and why it's harmful to silently disagree with feedback.(00:05:27) Strategies to Handle DisagreementTips on how to approach feedback in the moment.(00:11:02) How to Create Space for DisagreementInviting challenges during feedback conversations to foster honest communication.(00:16:19) The “Listen, Challenge, Commit” FrameworkThe “Listen, Challenge, Commit” approach, which helps to handle feedback.(00:19:10) Personal Experiences with FeedbackA personal story about learning to approach feedback with curiosity and humility.(00:27:51) Following Up After Formal FeedbackHow to approach follow-up conversations after receiving formal feedback.(00:34:58) Psychological Safety and Radical CandorA listener question on the link between psychological safety and Radical Candor.(00:41:11) Creating a Culture of Learning with Radical CandorExamples of workplace rituals that reinforce Radical Candor and continuous learning.(00:45:29) Metaphors for Radical CandorUsing 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 TipTips on practicing Radical Candor, emphasizing listening, identifying, and committing to feedback.(00:57:17) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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. Episode Links: Transcript Building a Radically Candid Culture | LinkedIn 6 Steps for Rolling Out Radical Candor | Radical Candor 3 Ways to Introduce Radical Candor's Feedback Framework to Your Organization | Radical Candor Radical Candor Book Discussion Guide | Radical Candor Radical Candor Community How To Give Candid Feedback With the Radical Candor CORE Method | Radical Candor Connect: Website Instagram TikTok LinkedIn YouTube Connect: Website Instagram TikTok LinkedIn Facebook X YouTube Chapters:(00:00:00) IntroductionJason and Amy introduce the topic of bringing Radical Candor into the workplace.(00:00:27) Starting with Small ChangesWhy starting with small steps is key to building a culture of Radical Candor.(00:02:57) Pockets of ExcellenceThe concept of pockets of excellence and why they are crucial for cultural change.(00:05:30) Highlighting Small SuccessesThe importance of highlighting successes rather than focusing on failures to drive cultural shifts.(00:08:30) Avoiding Overwhelming ChangeEffective communication about small wins to shift organizational perceptions and build optimism.(00:10:49) Small Change Success StoryA story on how small experiments can create big organizational change.(00:15:38)  Making Feedback Visible and AccessibleSimple tools to share user feedback that can have a powerful impact on organizational culture.(00:19:37) Effective Communication for Cultural ChangeCommunicating the rationale behind introducing Radical Candor to a broader team.(00:24:07) Handling Executive SkepticismAddressing skepticism from executives and making the case for Radical Candor.(00:27:03) Building Momentum After Initial SuccessExpanding Radical Candor across more teams after initial success.(00:30:16) Individuals Practicing Radical CandorAdvice for individuals looking to start small and integrate Radical Candor into their work.(00:33:09) Radical Candor TipsTips for developing a more radically candid culture individually and in organizations.(00:34:56) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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. Episode Links: Transcript Denial: Why Business Leaders Fail to Look Facts in the Face—and What to Do About It | Richard Tedlow Leading with Vulnerability: Unlock Your Greatest Superpower to Transform Yourself, Your Team, and Your Organization | Jacob Morgan Performance Improvement Plans | Radical Candor Podcast 5 | 20 What Does Managing Out Mean? | Radical Candor Podcast 6 | 6  Beware The Fundamental Attribution Error | Radical Candor Podcast 5 | 8 How To Give Candid Feedback Using The CORE Method | Radical Candor 5 Proven Ways Checks And Balances In Management Bolster Teams | Radical Candor Follow these 4 steps to create psychological safety in your teams | Fast Company Shrill | Lindy West The Vulnerable Leader Equation: A critical leadership development model for successful change management | HRD Jacob MorganFortune lists tough bosses | UPI Archives Can Workplaces Have Too Much Psychological Safety? | HBR Connect: Website Instagram TikTok LinkedIn YouTube Chapters:(00:00:00) IntroductionAmy and Kim introduce guest Jacob Morgan, author of Leading with Vulnerability. (00:00:38) Defining Vulnerability in LeadershipThe concept of vulnerability in leadership and how it can be misinterpreted.(00:03:45) Denial in LeadershipHow denial impacts leadership and the challenges leaders face when addressing mistakes.(00:06:48) Exploiting VulnerabilityAn example of a leader who used an exployee’s vulnerability against them.(00:10:41) Self-Compassion in LeadershipThe need for self-compassion, particularly when vulnerability is exploited.(00:12:46) Vulnerability in Uncertain SituationsA step-by-step approach to assessing when and how to display vulnerability at work.(00:18:36) Knowing Who to TrustHow leaders and employees can discern when it’s appropriate to be vulnerable.(00:21:11) Effective Leadership in Times of CrisisA success story about Fleetwood Grobler’s leadership during a financial crisis at Sasol.(00:25:28) Dealing with Workplace BulliesThe complexities of vulnerability when facing workplace bullying.(00:33:03) Following with VulnerabilityTips on how to assertively respond to challenging leaders while maintaining professionalism.(00:37:18) Fundamental Attribution ErrorThe importance of not jumping to conclusions about people's intentions.(00:43:22) Creating Psychological SafetyThe balance between accountability and psychological safety.(00:45:37) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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.Episode Links: Transcript Steven Rogelberg 7 Ways To Improve One-on-One Meetings | Radical Candor Effective 1:1s - Tips For One-on-One Meetings With Your Team | Radical Candor 3 Tips For How To Run Effective Staff Meetings | Radical Candor Glad we Met: The Art and Science of 1:1 Meetings — Steven Rogelberg, Ph.D. The Surprising Science of Meetings — Steven Rogelberg, Ph.D. Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters:(00:00:00) IntroductionKim and Amy introduce guest Dr. Steven Rogelberg, organizational psychologist and an expert on meetings.(00:04:18) The Impact of MeetingsThe surprising volume of meetings globally and the underestimated economic impact.(00:07:03) Misconceptions and Optimizing Meeting StrategiesMisconceptions 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 MeetingsThe 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 MeetingsAdvice on encouraging team members to speak up in meetings.(00:20:03) The Importance of 1:1 MeetingsResearch that highlights the desire for more 1:1 meetings.(00:23:21) Relationship Building in 1:1sThe importance of building genuine relationships through consistent 1:1 meetings.(00:28:42) How to Start 1:1 MeetingsTips on starting 1:1 meetings, their appropriate cadence and setting the right tone.(00:31:24) Locations and Structure for 1:1 MeetingsThe best locations for 1:1 meetings and structuring the agenda for them.(00:41:16) Preparing for Meetings with Your ManagerHow employees should prepare for meetings with their managers.(00:46:19) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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. Episode Links: Transcript Praise & Ruinous Empathy | Radical Candor Tips to Avoid Ruinously Empathetic Praise | Radical Candor Appreciation (That's What The Money's For!) | Radical Candor 5 | 16 Radical Candor Podcast: A Tale Of Ruinous Empathy Beyond 'Sorry': How to Apologize and Mean It 6 | 22 DARVO | Wikipedia Being 'Nice' Instead of Kind is One of the Biggest Mistakes Well-Intentioned Bosses Make Connect: Website Instagram TikTok LinkedIn YouTube Chapters:(00:00:00) IntroductionKim, 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. CriticismWhat constitutes praise, how it differs from criticism and the dangers of insincere praise(00:06:06) Effective Public Support and PraiseGuidance for leaders on how to support team members publicly after a mistake.(00:11:51) Consequences of Praising FailureWhy offering praise after failure can be misleading and harmful.(00:17:04) The Role of Specificity in PraiseThe importance of specificity in making praise feel sincere and useful.(00:22:11) Ruinous Empathy and Manipulative InsincerityThe nuances between ruinously empathetic praise and manipulatively insincere praise.(00:33:07) Insincere PraiseAvoiding the common pitfalls of insincere praise in leadership and team management.(00:36:53) Offering Effective PraisePractical tips on how to offer specific and sincere praise that drives improvement.(00:40:56) Radical Candor TipsTips for applying Radical Candor to praise, ensuring feedback is specific, sincere, and purposeful.(00:42:18) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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. Episode Links: Transcript Dear Manager, You’re Holding Too Many Meetings | HBR Why Gender Bias Makes Giving Feedback Hard For Everyone | Radical Candor Radically Inclusive Virtual Workshops: Real-Time Learnings From Zoom | Radical Candor 7 Leadership Communication Skills For Managing A Remote Team | Radical Candor Nerd Processor Kieran Snyder - Nerd Processor | Linkedin Performance Review Gender Bias: High-Achieving Women Are 'abrasive' | Fortune The Price All Women Pay For Gender Bias | Forbes Connect: Website Instagram TikTok LinkedIn YouTube Chapters:(00:00:00) IntroductionAmy and Kim introduce Kieran Snyder, founder of Nerd Processor, to discuss inclusivity in meetings.(00:02:36) The Abrasive TrapThe abrasiveness trap and how high-performing women are more often criticized.(00:07:27) Power Dynamics in MeetingsHow power dynamics influence interruptions in meetings.(00:14:27) In-Person vs. Remote Meetings: ResearchKieran’s study comparing remote and in-person meetings to measure inclusivity.(00:18:02) Meeting Participation RatesThe 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. SpotlightingThe 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 InclusivityThe trade-offs between diversity and ensuring inclusivity in meetings.(00:47:53) Leadership in Meeting InclusivityThe importance of leadership in setting inclusive meeting norms.(00:51:10) How to ConnectInformation on how to connect with Kieran Snyder.(00:52:38) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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. Episode Links: Transcript ResumeHelp’s Politics in the Workplace Study 2024 | Resume Help Reacting To Trump's Bloviating BS With Radical Candor | Radical Candor What to Do When Your Coworker Brings Up Politics | HBR The Story of Basecamp’s Disastrous Policy | The Verge Radical Candor Podcast Swag Kim Scott & Tiffani Lee Discuss Using Radical Candor to Improve DEI Conversations | Radical Candor 2 | 5 Q&A: Why 'Respect' Is A Radical Workplace Concept | Yahoo Finance Another Contentious US Election Means A Worker Productivity Dip | The Seattle Times Sarah Palin and Hillary Address the Nation | SNL Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionKim, Jason, and Amy introduce the episode’s focus on the impact of political discussions in the workplace.(00:02:55) The Value of Being ChallengedThe 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 WorkplaceThe boundaries of expressing political beliefs without personalizing or offending.(00:16:31) Building Bridges Over BoundariesBuilding bridges between differing viewpoints, using curiosity and respect.(00:21:49) The Challenge of Constant Election CyclesHow perpetual election cycles can deepen divisions and polarize discussions.(00:23:20) Working Through Political DifferencesManaging team members with conflicting political views and policies.(00:27:09) The Dangers of Silence Around Sensitive TopicsWhy avoiding discussions on polarizing subjects can lead to more significant conflicts.(00:33:24) Setting Clear Boundaries on Political ExpressionWhether companies should set proactive policies on political expression.(00:36:13) Balancing Productivity and Political DiscussionsWays to address the potential productivity dip during heated political periods.(00:39:51) When Humor Crosses the LineA time when sharing a politically charged joke at work made a team member feel excluded.(00:45:18) Radical Candor TipsPractical tips for fostering respectful discourse and maintaining professional boundaries.(00:48:18) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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. Episode Links: Transcript Fears For Tears | Radical Candor Podcast 6 | 7 Navigating Emotional Reactions at Work | Radical Candor Podcast 2 | 16 Absentee Management Vs. Quiet Firing | Radical Candor Podcast 5 | 3 How To Apologize And Mean It | Radical Candor Podcast 6 | 22 Emotional Reactions At Work Are Awkward: Here’s How To Deal | Radical Candor When Your Employee Feels Angry, Sad, or Dejected | HBR Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionJason and Amy introduce the episode and outline the listener's challenging feedback scenario.(00:00:49) Listener's Story: Feedback IgnoredA listener's story about workplace toxicity and a strained relationship with their boss.(00:02:26) Insights on Conflicting PerceptionsThoughts on the listener's situation, drawing parallels with similar experiences.(00:07:57) Role Play: The Listener and the Neglectful BossA 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 RelationshipPractical steps for the listener to rebuild trust and communication with their boss.(00:17:31) The Value of Regular Check-InsThe importance of scheduling regular one-on-ones to maintain alignment and trust.(00:21:17) Managing Expectations: When to Ask for an ApologyThe need for apologies versus focusing on practical solutions to improve the work relationship.(00:23:19) Radical Candor TipsActionable tips on managing feedback, emotions, and when to consider leaving a job.(00:25:56) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript Community Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionJason and Amy introduce the episode, outlining a Radical Candor community Jason’s been working on.(00:00:26) The Concept of Radical Candor CommunityAn overview of an upcoming Radical Candor online community.(00:04:25) Project Management and Setting GoalsHow the project started from two primary goals leading to the development of the community. (00:06:13) Early Experiments and SurveysThe experiments and surveys conducted to gather data and test different ideas for the community.(00:11:11) Key Learnings from the ExperimentsHow the idea of a community emerged as the most impactful way to teach Radical Candor.(00:16:11) Community Tools and PlatformChoosing a platform for the community and the research process in selecting the right tools for the project.(00:22:08) Tackling Unfamiliar TerritoryBalancing familiar tasks with the challenge of learning new skills for community building.(00:24:43) Collaboration and Team CommunicationThe importance of team collaboration and communication for the project.(00:27:40) Soft Launch and Future PlansThe community’s soft launch and how listeners can get involved.(00:31:05) Building Vulnerability in CommunityThe implicit need for vulnerability in an online community and the importance of creating a safe space.(00:35:37) Radical Candor TipsTips for starting and managing new projects with an emphasis on experimentation and collaboration.(00:38:37) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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. Episode Links: Transcript Guy Kawasaki Books | Guy Kawasaki  Guy Kawasaki's Remarkable People Podcast  Think Remarkable | Guy Kawasaki Guy Kawasaki | Substack Is There Better Than Better | Ellen Langer Developing a Growth Mindset with Carol Dweck Mindset | Carol Dweck Kim Scott: The Power of Radical Respect and Candor | YouTube The Problem With Passion 3 | 9 | Radical Candor Beyond 'Sorry': How to Apologize and Mean It 6 | 22 | Radical Candor Connect: Website Instagram TikTok LinkedIn YouTube Chapters:(00:00:00) IntroductionKim and Amy introduce guest Guy Kawasaki, chief evangelist, author and host of the Remarkable People podcast. (00:03:31) The Power of Saying YesGuy discusses his "default to yes" philosophy and its impact on his career.(00:07:29) Defining RemarkableExploring what it means to be remarkable and how everyone can make a difference.(00:12:29) Jane Goodall on Remarkable PeopleThe serendipitous chain of events that led to Jane Goodall being the first podcast guest.(00:16:42) The Importance of Environment in GrowthHow the right environment is crucial for fostering a growth mindset.(00:22:02) The Difference Between Passion and InterestChallenging the definition of passion, and the idea that interests can evolve into passions.(00:25:23) Get Interested in Your PeopleA personal story that illustrates the importance of sharing interests with others.(00:31:40) Dealing with StereotypesPersonal experience with racial stereotyping and advice on handling it with humor and grace.(00:40:14) Connecting with People of Opposing ViewpointsThe approach of asking “how” instead of “why” to foster understanding in difficult conversations.(00:44:48) Be Curious, Solve Problems, Do GoodStacey Abrams' mantra and how it aligns with the themes in Guy’s book.(00:47:34) Overcoming Imposter SyndromeAdvice on recognizing and overcoming imposter syndrome.(00:57:02) The Art of Making Decisions RightFocus on making decisions right, not just making the right decision.(01:01:26) Lessons in MotivationA story about mistaken identity and the unexpected sources of motivation.(01:07:44) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript The No Asshole Rule: Robert Sutton | Amazon Workplace Bullying: Ignoring Bullies Doesn't Work - Try This Instead | Radical Respect LinkedIn Reflecting On One Very, Very Strange Year At Uber | Susan Fowler Firstround Review: Tips for Leaders - Code of Conduct | Radical Candor Connect: Website Instagram TikTok LinkedIn YouTube Chapters: Chapters:(00:00:00) IntroductionKim and Jason introduce the episode, featuring a listener's story of workplace harassment.(00:02:30) Initial Reactions and Harassee’s EffortsThe severity of the harassment and acknowledgment of the proactive steps already taken.(00:04:46) Analysis of HarassmentAn outline of the harassing behavior and the question of why it was allowed to continue.(00:07:02) The Role of ManagementThe importance of defining and creating consequences for bullying and harassment.(00:09:45) The Impact of Workplace BullyingThe broader impact of unchecked bullying on team dynamics and company culture.(00:15:48) Recognizing and Avoiding Toxic WorkplacesTips on identifying supportive workplaces during job interviews.(00:17:23) The Importance of a Code of ConductThe value of a clear Code of Conduct in preventing and addressing workplace harassment.(00:18:21) Past Experiences with BullyingPersonal anecdotes and differentiating between bias and bullying behavior.(00:21:33) Radical Candor ChecklistActionable tips for both employees and managers to handle and prevent workplace bullying.(00:23:22) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript How To Navigate Feedback Conversations On Diverse Teams | Radical Candor Radical Candor Cultural Differences Radical Candor Knows No Boundaries Responding To Negative Feedback: 5 Ways To Disagree | Radical Candor Navigating Emotional Reactions at Work | Radical Candor 2 |16 Tacoma Narrows Bridge history - Bridge - Lessons from failure Radical Respect | Amazon Books Applying Radical Candor To Dysfunctional Family Dynamics | Radical Candor The Four Horsemen: Criticism, Contempt, Defensiveness, and Stonewalling Radical Candor Q&A: Jason Answers Our Most Frequently Asked Questions 6 | 28  Radical Candor Q&A: Kim Answers Our Most Frequently Asked Questions 6 | 27 Connect: Website Instagram TikTok LinkedIn YouTube Chapters:(00:00:00) IntroductionKim, Jason and Amy introduce the episode's topic of Radical Candor FAQs.(00:00:24) Radical Candor in Different CulturesHow Radical Candor varies across cultures and the importance of adjusting communication styles.(00:07:22) Defensive Reactions to FeedbackAdvice 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 DefensivenessManaging one's own emotions and defensiveness when providing feedback.(00:20:13) Addressing Power DynamicsPower dynamics when dealing with physically or hierarchically intimidating individuals.(00:29:20) Radical Candor at HomeApplying Radical Candor in personal relationships and its benefits at home(00:36:34) Radical Candor as a Communication ModelRadical Candor being not just a feedback model but a comprehensive communication model.(00:38:25) Building Collaborative RelationshipsHow Radical Candor fosters collaboration, improves relationships, and increases employee productivity.(00:44:21) Radical Candor TipsSummary of key tips from the episode for practicing Radical Candor.(00:45:43) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript The Evolution of Email: From DARPA to Daily Overwhelm | LinkedIn Frequently Asked Questions About Radical Candor Radical Candor Q&A: Kim Answers Our Most Frequently Asked Questions 6 | 27  App Overload At Work | Radical Candor Podcast 6 | 21 How to Practice Radical Candor With Your Boss | Radical Candor Podcast 3 | 10 Don't Let A Bad Boss Derail You | Radical Candor Podcast 6 | 18 Practicing Radical Candor In Remote Workplaces | Radical Candor Podcast 3 | 7 How to Choose a Radically Candid Boss | Radical Candor Podcast 3 | 13 Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionJason and Amy introduce the episode, in which Jason answers the same FAQs posed to Kim in the previous episode.(00:01:08) Defining Radical CandorJason’s definition of Radical Candor and how it can differ based on personal interpretation.(00:02:18) Misuse of Radical CandorWhat to do when someone uses Radical Candor as an excuse to act like a jerk.(00:06:53) Challenges in Remote and Hybrid EnvironmentsThe application of Radical Candor in remote and hybrid work settings.(00:12:43) Building RelationshipsTips for building relationships, such as having regular one-on-one conversations outside of the usual work context.(00:15:59) Multi-Generational Workplace DynamicsChallenges and solutions for practicing Radical Candor in a multi-generational workplace.(00:23:03) Accountability and Generational DifferencesClarifying expectations and appreciating different perspectives on work value.(00:26:38) Being Radically Candid with Your BossStrategies for practicing Radical Candor with one's supervisor.(00:29:51) Dealing with Toxic Work CulturesNavigating and transforming toxic workplace environments using the principles of Radical Candor.(00:36:03) Radical Candor TipsA quick recap of key points from the episode in a lightning speed round.(00:38:32) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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. Transcript Radical Candor FAQs How to Be Radically Candid With Your Boss Practicing Radical Candor In Remote Workplaces Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionKim and Amy introduce the episode, a Q&A style discussion to address frequently asked questions about Radical Candor.(00:02:39) Misuse of Radical CandorHandling situations where Radical Candor is used as an excuse for aggressive behavior.(00:07:04) Impact of Intent and ObservationsDistinguishing between good intentions and bad behavior and how to address observed impacts.(00:10:47) Radical Candor in Remote SettingsThe challenges and adaptations necessary for implementing Radical Candor in remote or hybrid work environments.(00:15:21) Intentionality in CommunicationThe importance of  intentional check-ins and maintaining open communication channels in virtual settings.(00:20:51) Radical Candor Across GenerationsApplying Radical Candor in multi-generational workplaces, focusing on mutual respect and understanding.(00:25:36) Candid Conversations with LeadershipApproaching conversations with leaders in a candid manner, especially when resistant to feedback.(00:32:33) Radical Candor TipsA quick recap of key points from the episode in a lightning speed round.(00:33:51) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionAmy 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 MindsThe common desire to read minds and how asking questions effectively achieves this.(00:04:00) Misinterpretations and FeedbackThe challenges of interpreting facial expressions and the importance of asking directly.(00:05:08) Ruinous EmpathyThe concept of ruinous empathy and the reasons people withhold valuable feedback.(00:08:14) The Importance of Commitment ConversationsThe need for clear commitment conversations in management and leadership.(00:11:11) The Certainty LoopThe concept of the certainty loop, and how assumptions shape perceptions and limit curiosity.(00:13:01) Expanding the Repertoire of QuestionsThe need for a variety of questions to uncover deeper insights and perspectives.(00:14:30) Strategies for Quality QuestionsStrategies for posing quality questions and highlights the importance of soliciting feedback.(00:17:28) Inviting Critical FeedbackThe importance of explicitly inviting critical feedback and how to respond to it constructively.(00:19:22) Checking for UnderstandingBetter ways to check for understanding without sounding patronizing.(00:23:04) Handling Emotional ResponsesThe value of curiosity in handling emotional responses and moving towards Radical Candor.(00:25:32) Listening to LearnThe concept of listening to learn, focusing on content, emotion, and action.(00:28:04) Choosing CuriosityCuriosity as a choice and foundational step in the ASK approach, which focuses on learning from others.(00:29:44) Making It SafeStrategies to make it safe for others to share their thoughts and the role of psychological safety.(00:33:40) Pose Quality QuestionsDifferentiating between clumsy and quality questions, and asking questions that seek to understand others genuinely.(00:39:04) Listen to LearnListening effectively not just for content, but also the emotion and action in the words.(00:40:37) Reflect and ReconnectReflecting on feedback and reconnecting with the person who provided it to ensure clarity and appreciation.(00:43:32) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Website Instagram TikTok LinkedIn YouTube Chapters: Chapters:(00:00:00) IntroductionKim and co-host Wesley introduce guest Tyler Chou, The Creators' Attorney.(00:01:17) Creators' Attorney ExplainedTyler discusses her focus on YouTube creators and the legal challenges they face.(00:02:10) Media Challenges and SolutionsThe legal needs of creators and Tyler's personal journey to YouTube content creation.(00:05:36) Workplace Dynamics and BSExamination of 'bloviating BS', its impact on workplace dynamics, and systemic issues.(00:08:27) Experiences with Bloviating BSPersonal experiences with bloviating BS in professional and personal life, reflecting on the challenges and impacts.(00:13:51) Hollywood's Broken SystemThe systemic issues in Hollywood, including nepotism and gaslighting by bosses.(00:17:35) Speaking Up and Taking ActionThe difficulties and importance of speaking up against BS, especially for women and marginalized groups.(00:24:00) Tyler's Hollywood ExperienceTyler elaborates on her challenging experiences in Hollywood, including job insecurity and gaslighting.(00:26:36) Transition to the Creator EconomyTransition to the creator economy, the growth of the law firm, and the importance of protecting creators legally.(00:31:07) Hiring and Work CultureTyler talks about her hiring philosophy and ensuring a positive work culture in her law firm.(00:35:44) Explicit Agreements in the WorkplaceThe importance of making implicit agreements explicit in professional relationships and contracts.(00:37:27) Contact InformationHow listeners can reach Tyler for legal advice and support in the creator economy.(00:38:58) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Transcript The Word Police: Have We Become Too Sensitive? | Radical Respect Newsletter  Beyond 'Sorry': How to Apologize and Mean It 6 | 22 | Radical Candor Connect: Website Instagram TikTok LinkedIn 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 WordsHow certain words can create different responses and understanding these reactions.(00:07:19) Addressing Non-Inclusive Language in EmailsNon-inclusive language in emails and how it can be handled to avoid excluding team members.(00:08:59) Handling Public Criticism and CorrectionA story about receiving feedback on social media, and the importance of accepting corrections publicly.(00:11:18) ROI of Inclusive LanguageThe ROI of changing language to be more inclusive.(00:14:58) Overcoming Resistance and Acknowledging BiasWhy some people resist changing their language, and acknowledging and addressing biases.(00:17:46) Current Relevance of Biased LanguageCurrent issues with language in society, emphasizing the need to avoid perpetuating harmful behaviors.(00:20:47) The Impact of Words on RelationshipsThe role of words in building respectful environments and how using the right language can enhance relationships.(00:26:19) Apologizing for Language MistakesHow to handle mistakes in language use, and the importance of being open to reminders and corrections.(00:29:38) Issues with Traditional TitlesWhy certain terms can be problematic due to their prescriptive and exclusionary nature.(00:32:01) Radical Candor TipsPractical tips for implementing Radical Candor, including owning mistakes and responding with curiosity to feedback.(00:34:57) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices