Did I Say What You Heard? - Defining Leaders (Radical Candor series #3)
Wed, Jun 26
|Zoom
In our Final Lunch and Learn focusing on Radical Candor, we learn how measuring how our feedback is accepted is as essential as that we give it, and we discuss how to encourage more of this on our teams! This week, we focus on how to make the feedback and insights conversations collaborative.
Time & Location
Jun 26, 2024, 12:00 PM – 1:00 PM
Zoom
About the Event
Gauge it!
Pay attention to the other person’s reaction. Respond accordingly.
- Met with a strong emotion (sad/angry)? Acknowledge the emotion, and avoid the temptation to back off your challenge.
- Not sure if you’re being heard? Check to see if you’re understanding their reaction.
- Getting a brush-off? Let them know that you’re not feeling hear
Want to see more RADICAL Candor on your team? Encourage it!
- Model it, and celebrate it when you see it.
- Share your stories about feedback you’ve received, how you responded, and how it made a difference to you.
- Facilitate clean escalation. Encourage people to resolve issues directly before escalating.
And remember… SAYING “IN THE SPIRIT OF Radical CANDOR” while acting like a jerk still means you’re acting like a jerk
When Practicing Radical Candor, watch out for these common mistakes:
Obnoxious Aggression High Challenge/Low Care Also called brutal honesty or front stabbing, it’s what happens when you challenge someone, but don’t show you care about them, leaving people feeling a!acked.
Ruinous Empathy High Care/Low Challenge This is what happens when you want to spare someone’s short-term feelings, so you don’t tell them something they need to know. It’s the source of our most regre!able mistakes.
Manipulative Insincerity Low Care/Low Challenge It’s praise that is insincere; fla!ery to a person’s face and harsh cri"cism behind their back. Also called “playing poli"cs.” Most commonly, talking about someone instead of talking to them. It’s the source of low-trust workplace cultures