Radical Candor: Communication at Work

著者： Kim Scott Jason Rosoff & Amy Sandler
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  • Learn to love your job and kick ass at work without losing your humanity by practicing the principles of Radical Candor. Improve your feedback and communications skills, become a better leader, manager or team player, and drive your #careergoals in the direction of your dreams. Host Amy Sandler leads discussions with Radical Candor co-founders Kim Scott and Jason Rosoff about what it means to be Radically Candid, why it’s simple but not easy to Care Personally and Challenge Directly on the daily, and why it’s worth it. Tune in to get actionable tips for doing the best work of your life and building the best relationships of your career, and don't forget to read Kim Scott's New York Times and Wall Street Journal bestselling book Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity!

    Get this podcast early and ad-free when you join the Radical Candor Community! Sign up now and, in addition to the ad-free podcast, you'll get a 7-day FREE trial, access to Radical Candor courses, real-time, interactive learning opportunities, regular interaction with Radical Candor experts, and so much more! If you’ve ever struggled with communication at work, this is your community.
    Copyright Radical Candor 2024
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Learn to love your job and kick ass at work without losing your humanity by practicing the principles of Radical Candor. Improve your feedback and communications skills, become a better leader, manager or team player, and drive your #careergoals in the direction of your dreams. Host Amy Sandler leads discussions with Radical Candor co-founders Kim Scott and Jason Rosoff about what it means to be Radically Candid, why it’s simple but not easy to Care Personally and Challenge Directly on the daily, and why it’s worth it. Tune in to get actionable tips for doing the best work of your life and building the best relationships of your career, and don't forget to read Kim Scott's New York Times and Wall Street Journal bestselling book Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity!

Get this podcast early and ad-free when you join the Radical Candor Community! Sign up now and, in addition to the ad-free podcast, you'll get a 7-day FREE trial, access to Radical Candor courses, real-time, interactive learning opportunities, regular interaction with Radical Candor experts, and so much more! If you’ve ever struggled with communication at work, this is your community.
Copyright Radical Candor 2024
マネジメント マネジメント・リーダーシップ 出世 就職活動 経済学
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  • When the PIP Feels Disingenuous: The Ethics of Managing Out 7 | 11

    When the PIP Feels Disingenuous: The Ethics of Managing Out 7 | 11
    2025/03/12
    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 CandorManaging Challenging Conversations At Work | Radical CandorWhat Does Managing Out Mean? | Radical Candor Podcast 6 | 6Performance Improvement Plans | Radical Candor Podcast 5 | 20The Measurement Problem | Radical Candor Podcast 3 | 7How To Gauge Your Feedback | Radical CandorAre You 'Helping' or Micromanaging? | Radical Candor Podcast 5 | 2Is Your Employee In The Wrong Job? Don't Let Ruinous Empathy Ruin Your TeamAbsentee Management vs. Quiet Firing | Radical Candor Podcast 5 | 3Connect:WebsiteInstagramTikTokLinkedInFacebookYouTubeChapters:(00:00:00) IntroductionKim, Jason, and Amy introduce a listener’s question on handling a PIP with integrity.(00:02:28) Leadership FailuresHow 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 ManagementThe frustrations of the process for both the manager and the direct report.(00:13:51) Communicating Radical Candor During a PIPFraming tough conversations without misleading employees.(00:18:51) Why Informal PIPs ExistThe value of informal PIPs in ensuring fairness.(00:22:17) Responding to Employee PushbackHandling 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 TipsLessons 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
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    39 分
  • Scaling Smart: Leading Effectively When You Have 50+ Direct Reports 7 | 10

    Scaling Smart: Leading Effectively When You Have 50+ Direct Reports 7 | 10
    2025/03/05
    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 haveLeadership 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 CandorEffective 1:1s - Tips For One-on-One Meetings With Your TeamHave More Effective 1:1 Meetings | Radical Candor Podcast 2 | 9How To Get Shit Done | Radical Candor Podcast 4 | 2Radical Candor – Boost Leadership Capability | JoyousYou Have Too Many Managers | Kieran SnyderLeading Large Teams: How to Manage 50+ Direct Reports In an Open Office or Factory Setting | Radical CandorConnect:WebsiteInstagramTikTokLinkedInFacebookYouTubeChapters:(00:00:00) IntroductionKim and Amy introduce a listener’s question on managing one-on-ones with large teams.(00:01:27) The Limits of Scaling RelationshipsThe importance of creating an environment where employees feel heard.(00:02:47) Using an Ideas TeamWhy managers should set up an ideas team to filter and prioritize suggestions.(00:06:15) Purpose of One-on-OnesCreating structured feedback systems to improve efficiency and innovation.(00:07:29) Small Fixes, Big ImpactHow small operational changes can have a massive effect.(00:11:47) Management by Walking AroundObserving employees, asking how they’re doing, and being present.(00:14:15) Overcoming Employee HesitancyHow to introduce walking around without making employees anxious.(00:16:51) Small Talk & Active ListeningTips for managers who struggle with casual check-ins.(00:18:46) Structuring One-on-Ones for Large TeamsAvoiding emotional whiplash by spacing out conversations.(00:22:46) Managers Shouldn’t Solve EverythingHow to balance problem-solving with empowering employees.(00:27:42) Listening Versus FixingThe 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 StructureGiving 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
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    43 分
  • From Change Agent to Change Enabler: Aman Kochar On Leadership & Growth 7 | 9

    From Change Agent to Change Enabler: Aman Kochar On Leadership & Growth 7 | 9
    2025/02/26
    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 | LinkedInBaker & Taylor | About Our LeadershipJeet and FudgeTwo Years After Buying Baker & Taylor, Aman Kochar Considers Its MissionConnect:WebsiteInstagramTikTokLinkedInFacebookYouTubeChapters:(00:00:00) IntroductionKim and Amy welcome guest Amandeep (Aman) Kochar, CEO of Baker & Taylor.(00:00:58) The Meaning of a NameAman shares how his name reflects identity and leadership.(00:07:23) Leading a 200-Year-Old CompanyThe challenges of driving change in a legacy organization.(00:11:34) From Change Agent to Change EnablerGaining trust, embracing vulnerability, and leading with impact.(00:18:27) Overcoming ResistanceTackling workplace culture shifts and rebuilding trust.(00:24:18) Creating Open CommunicationImplementing town halls and fostering transparency.(00:30:00) Empowering EmployeesStrategies for shifting decision-making power to frontline employees.(00:34:28) Rethinking FeedbackTurning feedback into a tool for growth, not fear.(00:44:16) Repairing RelationshipsOvercoming negative perceptions and fostering collaboration.(00:47:15) Leadership & Self-ReflectionUnlearning cultural conditioning and using self awareness to grow.(00:52:51) Filtering FeedbackSeparating identity from work-related feedback to focus on growth.(00:53:58) Radical Candor TipsLessons on trust, feedback, and fostering change.(01:01:19) Conclusion
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