Embrace Radical Candor: Mastering the Art of Giving Meaningful Feedback with Empathy and Honesty

Introduction

?“Can I give you some feedback?” Or ?“I have some feedback for you.”

?Those dreaded words!! At this point most people cringe with the thought of some awkward conversation that’s about to take place. Why?

?Well because I don’t think feedback is generally something that is done well universally. I’ve worked in a lot of companies or been on engagements in a lot of companies and I’ve never seen it tackled well.

?So, imagine my delight and surprise when I stumbled on Kim Scott’s Masterclass on Radical Candor and the book. I propose it should be mandatory learning for everyone entering the workplace. Unfortunately, though, many people who make Manager or even Director and above have had very little training whatsoever on the art of giving feedback.?

Gordon Brown the UK Prime Minster was famous at one stage for having to be given feedback in a so called “Sh!t sandwich.” A bit of good news, a bit of need to do better news, and a bit more good news.

It’s definitely true that people remember far more the negative feedback that the positive stuff you’ve told them. But it’s also true there is so much more to giving great, empowering feedback, that stimulates and motivates someone to give more and do more, than a “Sh!t sandwich”.

In today’s blog I discuss the art of giving feedback and what I’ve learnt from Kim Scott’s book called Radical Candor.

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?Why is feedback important??

Giving and receiving feedback is essential for personal and professional growth. As much as we might hate it, feedback helps us improve and increase our effectiveness in the workplace. However, feedback can be a double-edged sword. When feedback is not given appropriately, it can demotivate, disengage, or even demoralise staff. ?At worse, it could even make them leave your company. So it really is an imperative skill to get right.

Therefore, it is crucial to master the art of giving meaningful feedback. In this blog I will talk about Radical Candor, the book by Kim Scott that provides insights and techniques on how to give feedback effectively.

What is Radical Candor?

Radical Candor is a business book that emphasises developing a culture of open and honest communication in the workplace. The central premise of the book is that managers must strike a balance between Radical Candor and genuine care for their staff.

Radical Candor advocates for a feedback approach that is both direct and honest, with a focus on showing kindness and empathy towards others.

In her book Kim Scott talks about a model, with the horizonal axis being “Challenge Directly” and the vertical axis being “Care Personally.”

If you challenge directly and care personally, that’s Radical Candor, if you challenge directly, but don’t show you care, then that’s “Obnoxious Aggression.”

If you show you care but don’t challenge, then that’s “Ruinous Empathy” and if you don’t challenge and don’t care, the worst of the bunch - then that’s “Manipulative Insincerity.”

According to Scott, Radical Candor feedback can be classified into four types: praise, criticism, guidance and coaching. Praise is positive feedback that reinforces an individual's behaviour or performance. Criticism is constructive feedback aimed at highlighting areas that require improvement. Guidance offers advice on how to improve, while coaching aims to equip the recipient with the necessary skills or resources to improve.

One of the key principles of Radical Candor is that feedback should be given regularly, and in a timely manner. Feedback given weeks after the fact, or after the employee has moved on from the project or task, is unlikely to be helpful or effective. Ideally, feedback should be given in-person, face-to-face, and in a private setting. Feedback given in public or over email can come across as disingenuous, unprofessional, or even insulting.

Tips for Giving Feedback

The book also provides tips for soliciting feedback from others. Radical Candor suggests creating an environment where it is safe to give feedback and which empowers employees to initiate feedback discussions. For example, asking questions like “What could I have done differently?” or “What did you think worked well?” promotes a culture of transparency and openness.

Finally, the book stresses the importance of empathy in feedback. Radically candid feedback is only effective when it's delivered with genuine care and concern for others. Managers should take an interest in their employees' lives beyond their work, treat them with respect, and prioritise their growth and development.

They should also judge how the person is receiving the feedback. Kim Scott says feedback is only judged in the listeners ear, therefore it is important to request feedback whilst giving feedback, to make sure the person understands, and if there is anything they think you could have done to contribute to a better outcome.

She says we should start with asking for feedback before we give feedback to others. The reason being, is that we ourselves may not be being clear on the expectations or goals we are expecting others to achieve. So, before we start being so presumptive to give feedback we should ask “Is there something I can do to make your job / this project, easier?” “Do you understand what is expected of you, and are there any blockers or obstacles I can help you with?”

Conclusion

In conclusion, the art of giving feedback is a delicate but essential skill for any manager or leader. Radical Candor provides a solid foundation for developing effective feedback skills that promote growth, development, and personal improvement in the workplace. By adopting the principles of Radical Candor, any manager can become a better communicator, and create a culture of trust, respect, and growth in their organisation.

Copy right???Clair Green