Radical Candor In 6 Minutes With Kim Scott
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- เผยแพร่เมื่อ 18 พ.ค. 2024
- Radical Candor author and co-founder breaks down the principles of Radical Candor in six minutes.
Radical Candor™ is Caring Personally while Challenging Directly. At its core, Radical Candor is guidance and feedback that’s both kind and clear, specific and sincere. - ตลก
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This is such a great example of a clear, easy to understand model, fluently delivered. Outstanding, well done Kim.
Thank you Kim, you have presented such an important topic in such a simple and clear manner.
Simply powerful.
Brutally true, well said.
Thank you for this summary!
Great book and perfect leadership mindset
Understand what you are saying means to the other person - empathy.
This is a great video.
Thank you for this video.
This is good stuff. Thanks, Kim.
This is a great primer for a team - not to mention a perfect example of a PechaKucha. Thanks!
This was so helpful, thank you!
Thank you so much
"All of life's hardest problems can be boiled down to a 2x2 framework." This is a prime example of the Dunning-Kruger effect in action.
It's more important to do the right thing in business than say the right thing. I did contract work for a company that supposedly used this technique but I didn't buy into it. They never paid on time, and everyone was overworked and underpaid. Their turnover was atrocious. My radical comment? "I'm sick of your bullshit. It's your loss." It's very simple for all the non-sociopaths. Treat people well and they'll return the favor. Treat them poorly and you'll get plenty of "radical candor."
well done
Hi Mrs Kim,,
I have one question about something i wish you to clarify in this video,
Where the feedback should take place, can a negative feedback of someone take place in front of his colleagues and other colleagues in a meeting, is it ok to mention his name and ask gently if he needs for example some training to improve his performance in a meeting
Thanks Kim
I have been applying such concept as part of an Agile mindset, I can hardly figure out where the radical thing sits in.
I feel that the concept of Radical Candor sits on the receiving end of feedback - which if you have an agile mindset, is being open to a new way of thinking, of change, of doing things differently. Once you are open to receiving feedback, you can take in all sorts of radical candor given that is your frame of mind....focused on making changes and continually growing. I see it working hand in hand.
😍
However, it is important not to get technically buried in it and miss the point in real work life situations.
😊😊😊
The no bullshit one minute manager.
Not the best for Autistics.
Just speaking personally, I prefer the framework of Nonviolent Communication since NVC doesn't subscribe to the concept of deciding who is an 'asshole'. Instead NVC encourages folks to listen to the basic human feelings/needs that are present underneath everyones' actions.
I haven't read the book, so I might be missing something. In this video, she specifically mentions that she relabelled to avoid boxing people into asshole/not-an-asshole. So I'm curious: where in the framework does it subscribe to deciding who is/isn't an asshole?
@@cheesiscool335444 At 2:55 we have "the asshole quadrant"
@@channel_panel193 And she immediately addresses that as being improper. It's like you stopped listening immediately after that phrase.
These parameters of "silence" and "rage" are not nearly thought out as your main points. If you're going to develop a spectrum or a graphical visual, why not be more thoughtful? At first glance there is no way the inverse of challenge directly is just silence. Decent points but rooted in almost nothing but anecdotal nonsense. Is the assumption that everyone is told that if you have nothing nice to say, don't say anything at all? I legitimately haven't heard that phrase in decades, I'm curious as to why this is where you develop the foundation of your idea here.
There’s a spectrum/scale..
your ex boyfriend was the moral oppisite
Please never criticize people's ideas and behaviors before explicitly asking them for permission. Never criticize people directly because we are all fallible.
I think doing the former privately when possible is also an obligation in a professional relationship.
Tell you a chinese wisdom which summaries the whole thing "软硬兼施" or “一个唱白脸，一个唱红脸”.
what a bunch of hogwash and straw man arguments, where is the data to support all your initial assumptions? The second half is just common sense, and doesn't even tie back to your intro spiel.
Sorry, im having a bad day, I forgot to add, that I agree with all the advice in this video, do be honest with employees, and do care about them, I definitely fit her original a-hole definition.
@@chuckwilmink5416 It is courageous of you to admit this. I struggle with ruinous empathy. I think this framework is very useful.
@@chuckwilmink5416 thank you for your courage. It is rare for someone to admit such a thing on the internet of all places.
Who needs data for qualitative information and anecdotes when some of the listeners say it works? Including me
Obnoxious is extremely unpleasant. Radical Candor, @Kin Scott I recon the person that edited your video miss spelled the word, Obnicious. Thanks 😊 🫂