Digital Overwhelm: Navigating App Overload at Work 6 | 21

Radical Candor: Communication at Work

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We're trying something different this week: a full post-show breakdown of every episode in the latest season of Black Mirror! Ari Romero is joined by Tudum's Black Mirror expert, Keisha Hatchett, to give you all the nuance, the insider commentary, and the details you might have missed in this incredible new season. Plus commentary from creator & showrunner Charlie Brooker! SPOILER ALERT: We're talking about the new season in detail and revealing key plot points. If you haven't watched yet, and you don't want to know what happens, turn back now! You can watch all seven seasons of Black Mirror now in your personalized virtual theater . Follow Netflix Podcasts and read more about Black Mirror on Tudum.com .…

ongeveer een jaar geleden 42:38

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The impact of app overload at work and strategies to manage communication tools effectively.
Unpack the complexities of digital communication in the workplace with Jason and Amy on this episode of the Radical Candor Podcast. They dissect the overwhelming world of app overload, highlighting how the excessive use of communication tools diminishes productivity and increases stress. Listen as they provide historical insights, discuss the enduring necessity of email, and offer actionable strategies for setting effective communication norms to streamline workflows and enhance team dynamics.
Get all of the show notes at RadicalCandor.com/podcast.
Episode Links:

Connect:

Chapters:
(00:00:00) Introduction
Jason Rosoff and Amy Sandler introduce the episode and the topic of app overload at work.

(00:02:16) The History of Email and Communication Tools
The history of email, its evolution since the 1980s, and how it has influenced workplace communication.

(00:05:01) The Shift in Administrative Roles
How the rise of email reduced the need for administrative assistants and changed project and work management practices.

(00:07:21) The Rise of Chat Tools
From early chat tools like Skype and AOL Messenger to modern tools like Slack, and their role in workplace communication.

(00:09:55) Integrating Tools at Radical Candor
How Radical Candor integrates various communication tools and the norms established to manage them effectively.

(0013:12) The Importance of Setting Communication Norms
Establishing clear norms for email and Slack use to ensure effective and less stressful communication.

(00:15:14) Personal Preferences vs. Team Norms
Balancing individual communication preferences with team-wide norms and the importance of having clear guidelines.

(00:18:18) Establishing Clear Guidelines
Advice for teams to establish clear communication guidelines and norms to reduce app overload.

(00:30:21) Managing Notifications
The importance of managing and turning off notifications to maintain focus and productivity during work hours.

(00:35:11) Handling External Communication
Strategies for managing communication with clients and external partners while maintaining internal communication norms.

(00:38:29) Radical Candor Tips
Practical tips to start applying Radical Candor in managing communication tools and reducing app overload.

(00:41:21) Conclusion

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Digital Overwhelm: Navigating App Overload at Work 6 | 21

Radical Candor: Communication at Work

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Radical Candor: Communication at Work

1
How NDAs Protect Power Instead of People 7 | 15 42:36

7 dagen geleden42:36

42:36

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

Radical Candor: Communication at Work

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Surviving Assholes and Building Better Organizations with Bob Sutton 7 | 14 57:54

14 dagen geleden57:54

57:54

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

Radical Candor: Communication at Work

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The Wild Courage to Get What You Want, With Jenny Wood 7 | 13 50:54

21 dagen geleden50:54

50:54

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: Wild Courage by Jenny Wood The Story of “How About Never” | The New Yorker Newsletter | Jenny Wood Watch on YouTube Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) Introduction Kim and Amy welcome Jenny Wood, author of Wild Courage: Go After What You Want and Get It . (00:1:02) The Nine Traits That Will Get You Ahead Nine controversial traits that are actually career superpowers. (00:4:26) The Subway Story That Changed Everything Jenny shares a story on ignoring self-doubt and taking action. (00:10:16) Calculated Risks vs. Playing It Safe Why taking smart risks is essential for personal and professional success. (00:13:04) The Google Factor: How It Shaped Wild Courage How Google built confidence, encouraged risks, and sparked creativity. (00:17:09) Owning Your Weird Advice for staying authentic in workplaces that don’t naturally foster it. (00:21:38) Identifying Your Power Assets Identifying your power assets to make self-promotion feel natural. (00:25:22) Managing Up, Higher, and Diagonally A tactical guide to workplace influence through strategic senior connections. (00:31:54) Overcoming Bias in the Workplace Strategies to counter workplace biases in recognition and self-promotion. (00:36:56) Why Saying No is a Superpower How learning to say no without guilt protects your time and energy. (00:42:40) Get in Front of the Right People The importance of standing out and getting noticed by leadership. (00:44:57) Pull It and Bullet It The “Pull It and Bullet It” method for impactful, time-saving emails. (00:48:05) Where to Find Jenny Wood Where to get Wild Courage and find Jenny for keynotes and workshops. (00:49:41) Conclusion…

Radical Candor: Communication at Work

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How to TALK So People Actually Listen with Dr. Alison Wood Brooks 7 | 12 46:09

28 dagen geleden46:09

46:09

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

Radical Candor: Communication at Work

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When the PIP Feels Disingenuous: The Ethics of Managing Out 7 | 11 39:00

5 weeks geleden39:00

39:00

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

Radical Candor: Communication at Work

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Scaling Smart: Leading Effectively When You Have 50+ Direct Reports 7 | 10 43:29

6 weeks geleden43:29

43:29

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: 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 Leading Large Teams: How to Manage 50+ Direct Reports In an Open Office or Factory Setting | Radical Candor Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) Introduction Kim and Amy introduce a listener’s question on managing one-on-ones with large teams. (00:01:27) The Limits of Scaling Relationships The importance of creating an environment where employees feel heard. (00:02:47) Using an Ideas Team Why managers should set up an ideas team to filter and prioritize suggestions. (00:06:15) Purpose of One-on-Ones Creating structured feedback systems to improve efficiency and innovation. (00:07:29) Small Fixes, Big Impact How small operational changes can have a massive effect. (00:11:47) Management by Walking Around Observing employees, asking how they’re doing, and being present. (00:14:15) Overcoming Employee Hesitancy How to introduce walking around without making employees anxious. (00:16:51) Small Talk & Active Listening Tips for managers who struggle with casual check-ins. (00:18:46) Structuring One-on-Ones for Large Teams Avoiding emotional whiplash by spacing out conversations. (00:22:46) Managers Shouldn’t Solve Everything How to balance problem-solving with empowering employees. (00:27:42) Listening Versus Fixing The value of asking: "Do you want me to listen or help?" (00:30:37) Practicing Active Listening Amy leads an exercise on listening and discusses its impact. (00:38:39) Scaling Management Structure Giving high-performing employees leadership opportunities. (00:39:47) Radical Candor Tips Tips on fostering a culture of feedback with large teams. (00:42:07) Conclusion…

Radical Candor: Communication at Work

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From Change Agent to Change Enabler: Aman Kochar On Leadership & Growth 7 | 9 1:02:34

7 weeks geleden1:02:34

1:02:34

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

Radical Candor: Communication at Work

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Resetting Expectations With Resistant Direct Reports 7 | 8 56:54

8 weeks geleden56:54

56:54

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

Radical Candor: Communication at Work

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Temple Grandin On Why Clarity is the Key to Candor 7 | 7 51:49

9 weeks geleden51:49

51:49

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

Radical Candor: Communication at Work

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Russ Laraway’s “Gravity Assist” Approach to Career Conversations 7 | 6 49:28

10 weeks geleden49:28

49:28

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

Radical Candor: Communication at Work

1
Russ Laraway Shares Why “The Big 3” Are the Secret to Being a Successful Leader 7 | 5 47:58

11 weeks geleden47:58

47:58

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

Radical Candor: Communication at Work

1
Middle Managers: Dinosaurs or Essential Glue? 7 | 4 36:17

12 weeks geleden36:17

36:17

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

Radical Candor: Communication at Work

1
Ellen Pao On Breaking Tech’s Toxic Status Quo 7 | 3 43:24

13 weeks geleden43:24

43:24

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

Radical Candor: Communication at Work

1
Heather McGowan On Rebuilding Connection and Collaboration 7 | 2 49:48

14 weeks geleden49:48

49:48

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

Radical Candor: Communication at Work

1
Best of: Unlock the Power of Rituals to Transform Your Work and Life 7 | 1 46:33

15 weeks geleden46:33

46:33

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

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