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:

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

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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:

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

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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:

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

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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:

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

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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:

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

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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:

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

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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:

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

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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:

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

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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:

Chapters:

(00:00:00) Introduction

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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:

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

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