Make Radical Candor Just Work

Make Radical Candor Just Work

One of the most important skills for succeeding and being seen at work is the ability to communicate clearly and effectively, especially when confronted with tricky situations. Our CEO and Founder, Jessica Chen, recently hosted a Soulcast Media | LIVE event on LinkedIn, where she interviewed the Author of “Just Work” & “Radical Candor,” Kim Scott. They shared tips and personal stories about how to clearly and honestly communicate what you want.

📍LISTEN TO THE EPISODE ON OUR PODCAST

1. Radical Candor

Radical Candor requires two essential elements: caring personally and challenging directly. Consider the following:

• Caring – When it comes to showing others we care, we have to get on the same page as the other person we’re communicating with. For example, let’s say we are working with someone and we want to make a suggestion, instead of just diving in and saying, “Hey, I’ve got some ways to make this better,” we can start off by acknowledging their hard work. We might say , “Wow, I can tell you’ve invested a lot of time and effort into this project. It’s impressive!” And then, we gently introduce our ideas for improvement. So, we might say, “You know, I have a few suggestions that could take this project to an even higher level. Would you like to hear them?” By acknowledging other peoples  efforts first and approaching the suggestions with a willingness to collaborate, you’re showing genuine care. It’s not about criticizing or tearing down what they’ve done; it’s about uplifting and working together to make things even better.
• Challenging – We all have this sense of responsibility to look out for one another. It’s like this obligation we feel to help someone out when we see they might be heading down the wrong path. During the Soulcast Media | LIVE, Kim shared a really eye-opening experience. She talked about how her former manager, being a caring individual, took her aside one day. They had this heart-to-heart conversation about something seemingly small but significant – Kim’s use of the word “um” during her presentations. Now, here’s the thing: that manager could have just ignored it, brushed it off, or even complained about it behind Kim’s back. But no, they chose a different path, one of genuine concern and a desire to help Kim grow. They saw the potential in her and realized that addressing this issue early on could prevent it from getting worse. So, they had that open and honest chat, not to criticize or embarrass Kim, but to offer some constructive feedback. And you know what? Kim appreciated it. She saw it as an opportunity to improve and refine her presentation skills. This story beautifully showcases how caring personally and challenging directly can make a huge difference in someone’s development. It’s not about pointing fingers or making someone feel bad about their mistakes. It’s about stepping up and supporting each other on our journey to become better versions of ourselves.

Sometimes people tend to think being kind means sugarcoating things or avoiding tough conversations altogether. However, it’s entirely possible to be both kind and clear at the same time.

2. Critical Feedback

Giving and receiving critical feedback can be quite a nerve-wracking experience for many of us. Many of us get a little anxious when it comes to those tough conversations. That’s why being strategic about how we approach feedback is essential.

Consider the following:

• Feedback – When it comes to giving feedback, starting off from a neutral place can be really helpful. It’s like finding that middle ground where both parties feel comfortable and open to the conversation. Imagine this scenario: you share your feedback with someone, and they react with sadness or anger. In that moment, it’s crucial to amp up the care direction. It’s like showing them that you genuinely care about their feelings and that your intention is not to hurt or upset them. It’s about being understanding and empathetic, creating a safe space for them to express their emotions. On the flip side, if the person brushes off your feedback and seems dismissive, it’s a signal to shift a bit toward the challenge directly direction. It’s like gently emphasizing the importance of what you’re saying and making sure they understand the gravity of the situation. It’s not about being confrontational, but rather ensuring that your message gets across effectively.
• Emotions – When it comes to dealing with emotions, it’s crucial not to sweep them under the rug. We can’t just ignore how people feel because emotions play a significant role in how we process things. Instead, we should strive to stay present with those emotions and approach them with a curious mindset, not a furious one. It’s like this: when someone expresses their feelings, we shouldn’t immediately get upset or angry about it. Instead, let’s be curious about why they feel that way. What’s causing those emotions? What can we learn from their perspective? By being genuinely curious, we open up the opportunity for deeper understanding and empathy.
• Make Adjustments – When it comes to giving feedback, being flexible is key to success. It’s like adapting our approach based on the situation and the person we’re interacting with. Not everyone responds the same way to feedback. Some may appreciate a more direct approach, while others might need a gentler touch. Being flexible means understanding what works best for each individual and tailoring our feedback accordingly. It’s like customizing our communication style to ensure it resonates with them.

Feedback is most effective when it’s a collaborative process. It’s not just about telling someone what to do or what they’re doing wrong; it’s about working together to find solutions and grow. Encouraging that open dialogue creates an environment where both parties can share their insights, learn from each other, and arrive at a common understanding.

3. Disrupting Bias

During the Soulcast Media | LIVE event, Kim shared some valuable insights about tackling bias in the workplace. When these moments of bias occur, it can feel pretty overwhelming – like a mix of panic and shame bubbling up inside us. In those moments, we need to analyze what’s happening. Let’s try to understand whether we just encountered bias, prejudice, or even bullying. By analyzing the situation, we gain clarity and a better grasp of what’s at play.

Consider the following:

• Bias – Bias often stems from unconscious thoughts or beliefs that we might not even be aware of. And when we come face to face with bias, responding with “I” statements can be a powerful way to handle the situation. Here’s how it works: Instead of pointing fingers or getting defensive, we can express our feelings and observations using “I” statements. It’s like saying, “Hey, I noticed this, and here’s how it made me feel.” For example, we might say, “I don’t think you meant it the way that it sounded.” By using “I” statements, we open up the conversation and invite the other person to understand our perspective.
• Prejudice – Prejudice, unlike bias, is a consciously held belief based on unfair and inaccurate stereotypes. And when we come across prejudice, using “It” statements can be a powerful way to address the issue head-on.

  So, picture this: Instead of dancing around the problem or trying to avoid it, we can confidently respond with an “It” statement. For instance, we might say, “It is an HR violation” or “It is illegal.” These statements draw a clear line and make it known that such behavior is not acceptable.

• Bullying – Bullying is indeed a hurtful behavior, and when we encounter it, using “You” statements can be an assertive way to address the issue head-on. Imagine this: Instead of staying silent or feeling powerless in the face of bullying, we can stand up for ourselves with confidence. Using “You” statements allows us to directly address the person responsible for the hurtful behavior. For instance, we might say, “You can’t talk to me like this,” or “You need to stop treating me this way.” By using “You” statements, we assertively communicate our boundaries and make it clear that we won’t tolerate being mistreated.