Much of it radical candor working really depends on the reports being open to feedback, open to feedback from the person giving it, respecting the person who is giving the feedback, acknowledging & accepting the feedback and having the motivation to work on improving based on the feedback. Job hoppers, layoffs and poor performing managers have created an environment where feedback is neither solicited, nor appreciated. People have realized that companies don't care about them and managers are far too detached from reality so the feedback is not meaningful.
Also I believe Radical Candor suits western civilized culture more than the eastern culture. If you apply radical candor to people from eastern culture who have a very scripted, controlled upbringing; they're mostly never open to feedback and it more often than not, confuses them because when they get feedback, it psychologically freezes them and then they expect you to handhold them and follow like a duckling. When you don't, they blame you for abandoning them or not giving clear "instructions". That's when you realize they've been perceiving your feedback not as "guidance" but as "instructions".
28:05 I’m always able to give hard feedback, by using the marketing technique of loss aversion. If some repetitively says something offensive in a meeting. I’ll at a point, ask them if we can have a conversation one to one, then I’ll say something like there are some team members that felt offended by some of the things you said, I won’t want you to start making enemies. Then I leave them to infer the likely consequences if they continue down the current path.
That's exactly my thought was towards the end. How to separate the weed from the chaff? How to ensure my manager has genuinely given me the feedback that is needed as opposed to directing me towards the garden path? @lenny
what's an awesome person! thanks for bringing her to podcast, Lenny
Fantastic episode! Thank you for this - added the book to my reading list.
Much of it radical candor working really depends on the reports being open to feedback, open to feedback from the person giving it, respecting the person who is giving the feedback, acknowledging & accepting the feedback and having the motivation to work on improving based on the feedback.
Job hoppers, layoffs and poor performing managers have created an environment where feedback is neither solicited, nor appreciated. People have realized that companies don't care about them and managers are far too detached from reality so the feedback is not meaningful.
Also I believe Radical Candor suits western civilized culture more than the eastern culture.
If you apply radical candor to people from eastern culture who have a very scripted, controlled upbringing; they're mostly never open to feedback and it more often than not, confuses them because when they get feedback, it psychologically freezes them and then they expect you to handhold them and follow like a duckling. When you don't, they blame you for abandoning them or not giving clear "instructions". That's when you realize they've been perceiving your feedback not as "guidance" but as "instructions".
If I want to grow the most, I have reward those who will correct me so that they will do it more
Great podcast!
Big fan!
28:05 I’m always able to give hard feedback, by using the marketing technique of loss aversion. If some repetitively says something offensive in a meeting. I’ll at a point, ask them if we can have a conversation one to one, then I’ll say something like there are some team members that felt offended by some of the things you said, I won’t want you to start making enemies. Then I leave them to infer the likely consequences if they continue down the current path.
50:50 What about if you get feedback that is outright false, and slanderous, that can put you disciplinary hearing. How do you handle that?
That's exactly my thought was towards the end. How to separate the weed from the chaff? How to ensure my manager has genuinely given me the feedback that is needed as opposed to directing me towards the garden path? @lenny