Some may ask why I have decided to invest some of my extra time blogging and putting together a podcast. Well, I have always had the desire to help others, and I have had many years of blunders and lessons in my leadership journey. I have determined that if I can assist just one person in this gigantic world by sharing some of my own personal lessons or by sharing what I have observed in leadership, then it is worth the effort.
One of the most significant lessons I have learned along the way is the need for transparent communication with those I work with. There have been so many times when I put myself in challenging situations simply because I was afraid to hurt or infuriate someone on my team by giving them honest, transparent feedback. Unfortunately, at the time, I did not understand what a detrimental impact this had on the team member and even those around them. Through the years, I have learned the power and growth that come with this type of feedback.
In 2019, I read a book by Kim Scott that profoundly awakened me—this book was Radical Candor (2017). Applying the principles from this book transformed my leadership approach and gave me a sense of freedom. Below, I describe my journey of incorporating Radical Candor and the structured method I used to integrate it into my leadership style.
1: Understanding Radical Candor
Objective: Define Radical Candor and explore why it is critical for effective leadership.
Key Learnings:
Radical Candor balances two essential elements: Caring Personally and Challenging Directly.
The four quadrants of feedback:
Radical Candor (Care Personally + Challenge Directly) – The ideal approach to feedback.
Obnoxious Aggression (Challenge Directly but Don’t Care Personally) – Often mistaken for strong leadership but lacks empathy.
Ruinous Empathy (Care Personally but Don’t Challenge Directly) – Avoiding tough conversations to spare feelings but ultimately harming growth.
Manipulative Insincerity (Neither Care nor Challenge) – The most damaging leadership style, where feedback is either absent or dishonest.
Implementation:
Conducted team discussions about feedback experiences.
Used real-world case studies to illustrate different feedback styles.
Encouraged team members to self-assess their feedback approach.
2: Building a Culture of Radical Candor
Objective: Learn how to foster an environment where Radical Candor thrives.
Key Learnings:
Psychological safety is essential—people need to feel safe to speak openly.
Leaders must create an atmosphere where feedback is expected and valued.
Soliciting feedback is just as important as giving it.
Implementation:
Introduced role-playing exercises where leaders practiced requesting feedback from employees.
Taught the "CORE" feedback model: Clarify, Observe, Reflect, Engage.
Assigned team members the task of soliciting feedback from a direct report or peer before the next session.
3: Giving & Receiving Feedback Effectively
Objective: Develop techniques for delivering Radical Candor feedback and handling responses.
Key Learnings:
Feedback should be humble, immediate, specific, and balanced.
Praise is important, but constructive criticism is essential for growth.
Feedback should be structured using the "Situation-Behavior-Impact" model.
Implementation:
Conducted feedback role-play scenarios, focusing on difficult conversations.
Provided guidance on how to deliver candid feedback while maintaining trust.
Encouraged team members to prepare a real-life feedback scenario for implementation.
4: Embedding Radical Candor into Leadership
Objective: Develop a long-term strategy for sustaining Radical Candor in leadership.
Key Learnings:
Resistance to Radical Candor is normal; leaders must navigate fear and defensiveness.
Embedding feedback into regular processes prevents it from feeling forced.
Leaders must model Radical Candor in their own behavior to encourage team adoption.
Implementation:
Integrated Radical Candor into one-on-ones, performance reviews, and team meetings.
Created a culture of continuous feedback, reinforcing its importance.
Established feedback loops where employees felt encouraged to share their thoughts openly.
The Impact of Radical Candor on My Leadership
Since implementing Radical Candor, I have seen remarkable changes in my leadership and team dynamics. Conversations that were once difficult have become productive and growth-oriented. My team members have gained confidence, knowing they will receive honest yet caring feedback. More importantly, the fear of feedback has been replaced with a culture of trust and development.
Radical Candor is not just about giving feedback—it is about fostering meaningful relationships built on honesty, respect, and mutual success. If I had known these lessons earlier in my career, I could have avoided many leadership missteps. However, the journey has been invaluable, and I am committed to continuing this practice while helping others implement it in their own leadership paths.
If you are struggling with delivering honest feedback or creating a culture of transparency, I encourage you to take the leap. The freedom that comes with Radical Candor is worth it, and your team will thank you for it in the long run. Check Out a brief break down of the key elements of Radical Candor. https://youtu.be/YLBDkz0TwLM?si=sf9ec6DVDije1ECf
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