Ellen Pao On Breaking Tech’s Toxic Status Quo 7 | 3 Radical Candor: Communication At Work podcast

38:12

Are you the cool boss that everyone loves, but no one respects? Join Kim and Jason as they address a pressing question from a production supervisor struggling with their team's lack of accountability. Learn the importance of sharing personal stories, soliciting feedback, and giving timely criticism, all while remembering that accountability is an act of kindness. If you're struggling with setting boundaries and holding people accountable, we've got your back. Get all of the show notes at ⁠RadicalCandor.com/podcast⁠ . Episode Links: ⁠Transcript⁠ Why Being a “Cool Boss” Backfires — And What to Do Instead ⁠ Stuck In a Ruinous Empathy Rut 5 | 11 Navigating Workplace Tensions: Stuck Between Ruinous Empathy and Obnoxious Aggression Managing Resistance: How to Reset Expectations With Challenging Direct Reports Connect: ⁠Website⁠ ⁠Instagram⁠ ⁠TikTok⁠ ⁠LinkedIn⁠ ⁠YouTube⁠ Bluesky Chapters: (00:00:00) Introduction Kim and Jason introduce a listener’s question from a self-described “too nice” boss. (00:01:23) The Difference Between Nice and Kind The distinction between being "nice" and being "kind" in leadership. (00:03:13) Holding People Accountable How accountability is a core leadership skill, not an act of cruelty. (00:06:33) The Cost of Avoiding Accountability Why Leadership requires addressing difficult behaviors early. (00:11:39) Two Kinds of Respect: Earned vs. Given The two definitions of respect and how managers can earn it. (00:14:45) Emotional Labor of Leadership How management is giving more than you get—by design. (00:19:16) Confusing Strictness with Respect Challenging the misconception that punishment creates respect. (00:23:45) Holding Yourself Accountable Using vulnerability to open a dialogue and reset expectations. (00:25:44) Share Your Radical Candor Story Sharing personal stories to introduce a cultural reset. (00:28:27) Create a Shared Culture and Vocabulary Advice on resetting workplace culture and team alignment. (00:32:26) Radical Candor Tips Actionable steps for building a culture of Radical Candor. (00:33:24) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices…

Radical Candor: Communication at Work

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Returning to the Office & Remembering Why We Left 7 | 18 44:21

10 days ago44:21

44:21

From malfunctioning WiFi to epic commutes and offices mysteriously out of toilet paper, the “return to office” era is serving up workplace absurdity on a silver platter. Jason and Amy blow past the corporate spin and get Radically Candid about the “back to the office” push: why it’s often more about control than collaboration, how companies overlook basic human needs, and the ways these policies can quietly erode trust, productivity, and psychological safety. From generational gripes to the myth that face time means innovation, they call out the real reasons so many leaders want butts in seats—and why those reasons rarely hold up. Who’s actually benefiting from all this office hoopla? Because at Radical Candor, we believe real leadership means listening, adapting, and making work suck a whole lot less—even if it means challenging the status quo. Get all of the show notes at RadicalCandor.com/podcast . Episode Links: Transcript Cockroaches And Working In A Closet: Inside Trump's Return-To-Office Order | Reuters No Toilet Paper And No Privacy: Returning To The Office, Federal Workers Walk Into Chaos | The New York Times Return To Office. Not Sure What To Do, A Bit Stressed. : R/Fednews What Happened At Your Org After They Implemented Their Return To Work Policy? : R/Jobs The Official List Of Every Company’s Back-To-Office Strategy | Hubble Federal Workers Ordered Back To Office Find Shortages Of Desks, Wi-Fi And Toilet Paper Does Returning To The Office Support Your Company’s Strategy? | HBR How To Get Return To Office Right | McKinsey RTO Mandate Trends In 2025: Why Forcing Employees Back To The Office Hurts Business | Hub Staff New Research Suggests Remote Jobs Are Best For Company’s Bottom Line | Forbes The Strength Of Weak Ties | Stanford Report Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) Introduction Jason and Amy introduce the episode’s topic on return to office trends. (00:01:28) The Radical Candor Remote Philosophy Why the company is remote-first and the downsides of in-person work. (00:06:41) Office Productivity & Innovation Whether productivity and innovation improve when in office. (00:10:27) Navigating Unwanted Change Advice for employees facing unwanted return-to-office changes. (00:16:13) Should You Stay or Should You Go? Evaluating if you should start job hunting or try to adapt to the new reality. (00:19:17) Burnout, Hybrid, and Hidden Costs Research on burnout and the importance of workplace social connections. (00:24:19) The Cost of Constant Interruptions Challenges with distractions and productivity in office environments. (00:30:22) Generational and Gender Gaps Differences in RTO satisfaction in different demographics. (00:32:07) Having Effective RTO Conversations Advocating for your needs and establishing new office processes. (00:35:29) Radical Candor Tips Tips for employees and managers navigating return-to-office mandates. (00:39:48) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices…

Radical Candor: Communication at Work

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The Cost of the Move-Fast-Break-Things Mentality 7 | 17 47:33

17 days ago47:33

47:33

Move fast, break things, and hope no one notices? Not so fast. In this episode, Kim and Jason rip into the shiny promise of speed at all costs—and the very real damage it leaves behind. From slashing vital research to chasing clicks with outrage bait, they expose how a lack of debate, accountability, and thoughtful decision-making can spiral into chaos. This isn’t just about tech; it’s about what happens when leaders skip the hard conversations and dodge the consequences. Drawing from their own experiences, they make the case for cultures that value learning over ego, action over excuses, and why psychological safety isn’t just nice to have—it’s non-negotiable. It’s a no-BS look at what happens when no one’s allowed to say, “Hey, maybe let’s not.” Get all of the show notes at RadicalCandor.com/podcast . Episode Links: Transcript How To Get Shit Done | Radical Candor Podcast 4 | 2 Leaders Can Move Fast And Fix Things CEO Of $4.2 Billion Tech Giant Says Defying Silicon Valley's ‘Move Fast And Break Things’ Mantra Was Essential To Growing His Business | Fortune Amy Edmondson—The Science Of Failing Well | Radical Candor Podcast 5 | 18 The Measurement Problem—Development Versus Management | Radical Candor Podcast 3 | 7 Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) Introduction Kim and Jason introduce the episode's topic of the "move fast and break things" philosophy. (00:00:31) Mistakes, Innovation, and Safety Why admitting errors is key to progress—even in high-stakes fields. (00:02:44) Ebola Funding Fallout A case study in reckless decisions and real-world impact. (00:05:08) When Speed Isn’t the Answer How context matters—from search engines to nuclear plants. (00:08:10) Accountability & Power The erosion of checks and balances in tech and government. (00:10:30) Scale Changes the Stakes Why today’s tech giants can’t play by startup rules. (00:14:40) Metrics That Mislead How measuring engagement drives harmful content. (00:20:01) Debate Fuels Innovation Why creating space for disagreement leads to better outcomes. (00:23:43) Power, Politics, and Platforms How tech companies avoid regulation and the need for public input (00:28:52) Inside Content Moderation Kim’s Google stories and the need for democratic input. (00:36:46) Why Oversight Is So Hard The difficulty of encouraging informed debate in organizations. (00:41:37) Radical Candor Tips Tips for moving fast without breaking what matters most. (00:42:52) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices…

Radical Candor: Communication at Work

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From Bottlenecks to Buy-In: Overcoming Bureaucracy 7 | 16 46:10

24 days ago46:10

46:10

Cut through workplace red tape—without burning bridges. Ever feel like getting anything done at work means running a marathon through molasses? You’re not alone. In this episode, Amy and Jason go full throttle on the soul-sucking systems that slow teams down and wear people out. Sparked by a listener stuck in a tangle of outdated processes, they unpack how well-meaning rules morph into momentum killers—and what to do when speaking up feels like you’re just making it worse. With a blend of straight talk, lived experience, and a whole lot of Radical Candor, they offer a new playbook: lead with curiosity, advocate with clarity, and stop waiting for permission to fix what’s broken. This one’s for anyone who's tired of navigating systems built to say "no" when the work is begging for a "hell yes." Get all of the show notes at RadicalCandor.com/podcast . Episode Links: Transcript Aman Kochar Change Enabler | Radical Candor Podcast 7 | 9 Get Shit Done Step 4 — Push Decisions Into the Facts 4 | 10 How to Practice Radical Candor With Your Boss 3 | 9 How To Give Candid Feedback With the Radical Candor CORE Method Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) Introduction Jason and Amy introduce a listener’s question about streamlining approval processes. (00:01:36) When Process Becomes a Trust Killer How approval bottlenecks erode trust and lead to burnout. (00:02:46) Approvals That Make Sense Differentiating between meaningful and meaningless approvals. (00:06:10) The Inertia of Bureaucracy Why process isn’t evil—but rarely gets reexamined when it should. (00:07:50) Communicating Up Without Escalating How to discuss change without putting managers on the defensive. (00:13:22) What Problem Is the Process Solving? A practical script for questioning approval thresholds constructively. (00:15:45) Software Purchase Saga A story about approvals that made no one’s life better. (00:20:19) Getting Specific vs. Talking in Patterns Why it’s better to present one example rather than broad frustration. (00:26:01) Role Play: The Rental Car Scenario How to challenge a flawed process without triggering a shutdown. (00:34:38) Finding a Third Way Creating solutions that meet both employee and organizational goals. (00:37:45) Radical Candor Tips Tips to help you navigate bureaucracy with clarity, care, and results. (00:43:34) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices…

Radical Candor: Communication at Work

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How NDAs Protect Power Instead of People 7 | 15 44:05

4 weeks ago44:05

44:05

When contracts hide misconduct, it’s not policy—it’s a cover-up. What do NDAs, forced arbitration, and emotionally manipulating teenagers have in common? Sadly, more than you'd hope. Kim, Jason and Amy rip the lid off the corporate culture of hush-hush harm, legal gymnastics and why emotional manipulation is a feature—not a bug—in some marketing strategies. They dig into the story behind Careless People by Sara Wynn-Williams, the book someone definitely doesn’t want you to read, and expose how companies use contracts to silence the truth and protect power—not people. From creepy ad targeting to leaders who dodge accountability like it’s dodgeball, the crew gets real about why “just business” is a lazy excuse for bad behavior. Kim even owns up to the time she played the NDA game—and why she’ll never do it again. Because real leadership doesn’t mean covering your ass—it means doing the damn right thing, even when it costs you. Get all of the show notes at RadicalCandor.com/podcast . Episode Links: Transcript Watch the episode Meta Tries To Stop Sarah Wynn-Williams From Further Selling Scathing Memoir | The New York Times Meta Tries To Bury A Tell-All Book | Wired Radical Respect Newsletter Ex-Meta Executive: ‘People Deserve To Know What This Company Is Really Like’ | CNN Business Careless People: A Cautionary Tale Of Power, Greed, And Lost Idealism | Sarah Wynn-Williams Lift Our Voices Lessons From A Whistleblower: Susan Rigetti | Radical Candor Podcast 6 | 44 She Said | Jodi Kantor and Megan Twohey Catch And Kill | Ronan Farrow Ellen Pao: Tech’s Meritocracy Is Broken | Radical Candor Podcast 7 | 3 The Facebook Whistleblower Book Mark Zuckerberg Doesn’t Want You To Read | Vox How Mandatory Arbitration Weakens Workplace Laws And Lets Employers Off The Hook | Nelp Facebook’s Secrets, By The Insider Zuckerberg Tried To Silence | The Times Speaking Truth To Power: The Cost-Benefit Analysis | Radical Respect Jennifer Joy Freyd, PhD. The Best Bookstore In Palm Springs Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) Introduction Kim, Jason, and Amy introduce the topic of NDAs and forced arbitration. (00:02:11) Why Careless People Matters The impact of NDAs and the importance of supporting the author. (00:03:17) Understanding Forced Arbitration A breakdown of arbitration and its role in silencing workplace harm. (00:06:20) Emotional Targeting at Facebook A disturbing passage about targeting vulnerable teens. (00:09:43) Harm, Silence, and Scapegoats The role of toxic cultures and fear play in keeping employees silent. (00:17:40) The Measurement Problem How profit-driven metrics ignore the human harm they cause. (00:22:14) Loyalty vs Integrity Balancing between professional loyalty and moral responsibility. (00:26:29) Kim’s NDA Regret A candid story of using an NDA to silence an employee. (00:32:40) Building Better Systems Strategies for leaders to design accountability into workplace culture. (00:34:42) A Better Way Forward Why transparency and early action are more effective than silence. (00:38:02) Culture Is Design How treating culture like a product helps fix systemic issues. (00:39:49) Radical Candor Tips Tips for eliminating NDAs, ending forced arbitration, and building trust (00:41:30) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices…

Radical Candor: Communication at Work

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Surviving Assholes and Building Better Organizations with Bob Sutton 7 | 14 59:23

5 weeks ago59:23

59:23

Being the boss isn’t about power trips—it’s about leaving your jerk card at the door. Turns out, surviving the workplace often comes down to one simple rule: don’t be an asshole. Kim Scott and Amy Sandler sit down with Stanford’s Bob Sutton, author of The No Asshole Rule and The Friction Project, to talk about how real leadership means treating people like people, not just cogs in a machine. Bob gets straight to the point about why toxic behavior kills productivity, how organizational “friction” can be both helpful and harmful, and what it takes to build teams that fight fair and thrive together. They also tackle why efficient isn’t always effective, how to spot—and stop—assholes before they do lasting damage, and why the best bosses aren’t afraid to show up with both candor and care. As Kim puts it, sometimes it’s better to have a hole than an asshole . Whether you're leading a team or just trying to survive one, this conversation is your reminder that treating people with decency is never optional—and if you're stuck choosing between keeping an asshole or leaving a hole, always go with the hole. Get all of the show notes at RadicalCandor.com/podcast . Episode Links: Transcript Radical Friction: The Editor/Author Relationship Books | Bob Sutton Work Matters | Bob Sutton How To Get A Radically Candid Boss | Radical Candor Podcast 3 | 12 Don't Let A Bad Boss Derail You | Radical Candor Podcast 6 | 18 Are Assholes More Effective? Bob Sutton Weighs In Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) Introduction Kim and Amy introduce Stanford Professor Emeritus Bob Sutton. (00:01:35) The No Asshole Rule Origin Story How Bob’s research into organizational decline led to a focus on workplace jerks. (00:07:02) Layoffs Done Right (And Wrong) Kim and Bob trade stories on compassionate vs. catastrophic layoffs. (00:11:16) Good Friction vs. Bad Friction The Friction Project and why not all efficiency is actually efficient (00:16:23) Building Emotional Trust How emotional trust grows and fuels creative partnerships. (00:24:58) The Asshole Survival Guide: 4 Ways to Deal Strategies for handling difficult people and navigating toxic environments. (00:29:50) Certified vs. Clueless Assholes Recognizing the moments when you might actually be the asshole. (00:33:47) It Happens at the Listener’s Ear How context shapes whether something feels candid or cruel. (00:38:59) Decision-Making, Simplicity & Reversibility Questions friction-fixers ask to decide when to slow down or speed up. (00:46:15) Gossip as a Strategic Tool The ways gossip can help you avoid toxic work environments. (00:52:03) Fixing Friction at Stanford Bob shares his current work helping Stanford reduce internal friction. (00:55:54) Where to Find Bob Sutton Where to find Bob and his books — plus a final note on long emails. (00:56:50) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices…

Radical Candor: Communication at Work

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The Wild Courage to Get What You Want, With Jenny Wood 7 | 13 52:23

6 weeks ago52:23

52:23

Stop playing it safe—embrace the bold, unexpected traits that actually get you ahead. Success doesn’t come to those who wait—it comes to those who take it. For years, you’ve been told to be humble, play nice, and wait your turn. Jenny Wood says that’s exactly why so many talented people stay stuck. As a former Google executive turned author of Wild Courage: Go After What You Want and Get It, she’s here to expose the real traits that drive success—ones that might make you uncomfortable. Forget the polite career playbook, being selfish, obsessed, even a little manipulative (the right way) can actually be your biggest advantage. Jenny gets radically candid with Kim and Amy on why risk-taking beats waiting for permission, why saying “no” is a career superpower, and how to self-promote without sounding like a jerk. If you’re sick of playing it safe and watching others pass you by, this episode is your permission slip to take bigger swings and get what you want. Get all of the show notes at RadicalCandor.com/podcast . Episode Links: Transcript Wild Courage by Jenny Wood The Story of “How About Never” | The New Yorker Newsletter | Jenny Wood Watch on YouTube Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) Introduction Kim and Amy welcome Jenny Wood, author of Wild Courage: Go After What You Want and Get It . (00:1:02) The Nine Traits That Will Get You Ahead Nine controversial traits that are actually career superpowers. (00:4:26) The Subway Story That Changed Everything Jenny shares a story on ignoring self-doubt and taking action. (00:10:16) Calculated Risks vs. Playing It Safe Why taking smart risks is essential for personal and professional success. (00:13:04) The Google Factor: How It Shaped Wild Courage How Google built confidence, encouraged risks, and sparked creativity. (00:17:09) Owning Your Weird Advice for staying authentic in workplaces that don’t naturally foster it. (00:21:38) Identifying Your Power Assets Identifying your power assets to make self-promotion feel natural. (00:25:22) Managing Up, Higher, and Diagonally A tactical guide to workplace influence through strategic senior connections. (00:31:54) Overcoming Bias in the Workplace Strategies to counter workplace biases in recognition and self-promotion. (00:36:56) Why Saying No is a Superpower How learning to say no without guilt protects your time and energy. (00:42:40) Get in Front of the Right People The importance of standing out and getting noticed by leadership. (00:44:57) Pull It and Bullet It The “Pull It and Bullet It” method for impactful, time-saving emails. (00:48:05) Where to Find Jenny Wood Where to get Wild Courage and find Jenny for keynotes and workshops. (00:49:41) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices…

Radical Candor: Communication at Work

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How to TALK So People Actually Listen with Dr. Alison Wood Brooks 7 | 12 47:38

7 weeks ago47:38

47:38

Ditch the awkwardness and start owning every conversation. Talking to people shouldn’t feel like a struggle—but let’s be honest, it often does. Maybe you’re stuck in small talk hell, getting ignored in meetings, or watching conversations die mid-sentence. Why is this so hard? Amy sits down with Dr. Alison Wood Brooks, Harvard Business School professor and author of Talk: The Science of Conversation and the Art of Being Ourselves, to expose the hidden science behind great conversations—and why most of us are getting it wrong. They break down the TALK framework (Topics, Asking, Levity, and Kindness) and unpack the subtle mistakes that make people tune out, disengage, or just not like talking to you. Whether you want to command the room, sound sharper in meetings or just stop replaying every interaction in your head, Alison delivers straight-shooting, science-backed strategies to help you talk better, connect faster, and stress less. Get all of the show notes at RadicalCandor.com/podcast . Episode Links: Transcript Alison Wood Brooks Talk: The Science Of Conversation and the Art Of Being Ourselves Alison Wood Brooks | LinkedIn Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) Introduction Amy Sandler welcomes Dr. Alison Wood Brooks, Harvard Business School professor and author of Talk: The Science of Conversation. (00:01:44) The Power of Connection in Conversation How small, personal connections can create deeper conversations. (00:02:53) What Inspired Talk? Dr. Wood Brooks shares how she became fascinated with conversation science. (00:07:25) Giving Conversation Feedback Why most people receive little feedback on their conversational skills. (00:13:17) The Hidden Coordination Game How small, unconscious decisions shape every conversation. (00:18:54) The TALK Framework Topics, Asking, Levity, and Kindness—the four keys to better conversations. (00:20:24) Practicing Listening Guided exercises and listening techniques from the Talk course. (00:21:39) The Science Behind Mind-Wandering Why we tune out during conversations and how to stay present. (00:29:06) The Challenges of Group Conversations Why group conversations are harder to manage than one-on-one talks. (00:34:05) Digital vs. In-Person Talk How virtual communication changes conversations. (00:36:51) Designing Better Meetings Strategies for leaders to create inclusive and effective meetings. (00:39:37) Boomer Asking The conversational habit that makes people disengage. (00:44:28) Where to Find Dr. Wood Brooks Dr. Wood Brooks shares where to find her work and book tour details. (00:45:32) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices…

Radical Candor: Communication at Work

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When the PIP Feels Disingenuous: The Ethics of Managing Out 7 | 11 40:29

8 weeks ago40:29

40:29

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: Transcript The Radical Candor Order of Operations | Radical Candor Managing Challenging Conversations At Work | Radical Candor What Does Managing Out Mean? | Radical Candor Podcast 6 | 6 Performance Improvement Plans | Radical Candor Podcast 5 | 20 The Measurement Problem | Radical Candor Podcast 3 | 7 How To Gauge Your Feedback | Radical Candor Are You 'Helping' or Micromanaging? | Radical Candor Podcast 5 | 2 Is Your Employee In The Wrong Job? Don't Let Ruinous Empathy Ruin Your Team Absentee Management vs. Quiet Firing | Radical Candor Podcast 5 | 3 Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) Introduction Kim, Jason, and Amy introduce a listener’s question on handling a PIP with integrity. (00:02:28) Leadership Failures How 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 Management The frustrations of the process for both the manager and the direct report. (00:13:51) Communicating Radical Candor During a PIP Framing tough conversations without misleading employees. (00:18:51) Why Informal PIPs Exist The value of informal PIPs in ensuring fairness. (00:22:17) Responding to Employee Pushback Handling 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 Tips Lessons 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 Learn more about your ad choices. Visit megaphone.fm/adchoices…

Radical Candor: Communication at Work

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Scaling Smart: Leading Effectively When You Have 50+ Direct Reports 7 | 10 44:58

9 weeks ago44:58

44:58

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 have Leadership 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: Transcript 7 Ways To Improve One-on-One Meetings | Radical Candor Effective 1:1s - Tips For One-on-One Meetings With Your Team Have More Effective 1:1 Meetings | Radical Candor Podcast 2 | 9 How To Get Shit Done | Radical Candor Podcast 4 | 2 Radical Candor – Boost Leadership Capability | Joyous You Have Too Many Managers | Kieran Snyder Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) Introduction Kim and Amy introduce a listener’s question on managing one-on-ones with large teams. (00:01:27) The Limits of Scaling Relationships The importance of creating an environment where employees feel heard. (00:02:47) Using an Ideas Team Why managers should set up an ideas team to filter and prioritize suggestions. (00:06:15) Purpose of One-on-Ones Creating structured feedback systems to improve efficiency and innovation. (00:07:29) Small Fixes, Big Impact How small operational changes can have a massive effect. (00:11:47) Management by Walking Around Observing employees, asking how they’re doing, and being present. (00:14:15) Overcoming Employee Hesitancy How to introduce walking around without making employees anxious. (00:16:51) Small Talk & Active Listening Tips for managers who struggle with casual check-ins. (00:18:46) Structuring One-on-Ones for Large Teams Avoiding emotional whiplash by spacing out conversations. (00:22:46) Managers Shouldn’t Solve Everything How to balance problem-solving with empowering employees. (00:27:42) Listening Versus Fixing The 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 Structure Giving 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 Learn more about your ad choices. Visit megaphone.fm/adchoices…

Radical Candor: Communication at Work

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From Change Agent to Change Enabler: Aman Kochar On Leadership & Growth 7 | 9 1:04:03

10 weeks ago1:04:03

1:04:03

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: Transcript Amandeep Kochar - Baker & Taylor | LinkedIn Baker & Taylor | About Our Leadership Jeet and Fudge Two Years After Buying Baker & Taylor, Aman Kochar Considers Its Mission Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) Introduction Kim and Amy welcome guest Amandeep (Aman) Kochar, CEO of Baker & Taylor. (00:00:58) The Meaning of a Name Aman shares how his name reflects identity and leadership. (00:07:23) Leading a 200-Year-Old Company The challenges of driving change in a legacy organization. (00:11:34) From Change Agent to Change Enabler Gaining trust, embracing vulnerability, and leading with impact. (00:18:27) Overcoming Resistance Tackling workplace culture shifts and rebuilding trust. (00:24:18) Creating Open Communication Implementing town halls and fostering transparency. (00:30:00) Empowering Employees Strategies for shifting decision-making power to frontline employees. (00:34:28) Rethinking Feedback Turning feedback into a tool for growth, not fear. (00:44:16) Repairing Relationships Overcoming negative perceptions and fostering collaboration. (00:47:15) Leadership & Self-Reflection Unlearning cultural conditioning and using self awareness to grow. (00:52:51) Filtering Feedback Separating identity from work-related feedback to focus on growth . (00:53:58) Radical Candor Tips Lessons on trust, feedback, and fostering change. (01:01:19) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices…

Radical Candor: Communication at Work

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Resetting Expectations With Resistant Direct Reports 7 | 8 58:23

11 weeks ago58:23

58:23

Undermining, defiant and disengaged direct report—coach them or cut them loose? Dealing with a direct report who questions everything, isolates their team, and actively undermines leadership? YIKES. That’s not just frustrating—it’s a full-blown leadership headache. When radical candor turns into outright defiance, how do you respond without losing your mind (or your team’s trust)? In this episode, Kim and Amy tackle the tricky reality of managing someone who refuses to engage, blames leadership for team turnover, and resists every attempt at coaching. From figuring out whether this is a communication breakdown or a serious performance issue, to deciding if a PIP is the right move, they walk through strategies to reset expectations, shut down toxicity, and lead with confidence. Because at the end of the day, if you’ve ever thought, I literally don’t know what to do with this person, keeping a toxic presence around does more damage than having a tough talk. Get all of the show notes at RadicalCandor.com/podcast . Episode Links: Transcript Creating Consequences For Bullying At Work | Radical Candor Podcast 5 | Bonus Performance Improvement Plans | Radical Candor Podcast 5 | 20 How To Gauge Your Feedback | Radical Candor 4 Things To Do When Firing Someone | Radical Candor What Does Managing Out Mean? | Radical Candor Podcast 6 | 6 The Go-To Question | Radical Candor Podcast 2 | 8 Listen, Challenge, Commit | Radical Candor Podcast 6 | 17 How To Care Personally When You Don't Care | Radical Candor Podcast 6 | 48 Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) Introduction Kim and Amy introduce a manager’s challenge: a disengaged, undermining direct report. (00:04:46) Generational Gap or Performance Problem? Whether this is a workplace culture clash or a deeper issue. (00:06:28) Red Flags: Undermining & Resistance Signs of bad-faith questioning, team isolation, and leadership defiance. (00:14:18) The Tough Feedback Conversation Role-playing a direct, no-nonsense conversation to reset expectations. (00:23:49) Handling Pushback & Defiance When a direct report resists leadership—what’s your next move? (00:26:38) PIP or Part Ways? How to decide if coaching, a PIP, or letting them go is the right call. (00:34:03) Emotions in Leadership Handling a direct report who dismisses the emotional impact of their behavior. (00:38:06) Accountability Without Micromanaging Creating clear expectations and consequences without constant oversight. (00:42:53) Next Steps: Coach, Challenge, or Cut Ties? How to assess whether a direct report can grow—or if it’s time to move on. (00:53:22) Radical Candor Tips Balancing Caring Personally with Challenging Directly to lead effectively. (00:55:43) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices…

Radical Candor: Communication at Work

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Temple Grandin On Why Clarity is the Key to Candor 7 | 7 53:18

12 weeks ago53:18

53:18

Vague feedback is a fail—neurodivergent minds need clear, direct guidance to thrive. Is vague feedback just bad management, or are we failing neurodivergent employees by not giving them what they actually need? Kim sits down with the legendary Dr. Temple Grandin to challenge common misconceptions about feedback and explore why clarity is key—especially for those who think and process the world differently. They break down the myth that all employees should “just know” how to adjust their behavior and highlight how direct, actionable guidance can be a game-changer. From a welding mishap that turned into a major learning moment to the unexpected impact of a blunt deodorant comment (yes, really), Temple shares firsthand experiences that prove why specific, actionable feedback is a game-changer and how neurodivergent thinkers bring immense value when given the right support. Spoiler: generic platitudes and abstract advice won’t cut it. The bottom line? Guesswork isn’t leadership. Be clear, be kind, and stop making people read between the lines. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript Temple Grandin Temple Grandin: The world needs all kinds of minds | TED Talk 7 Leadership Communication Skills For Managing A Remote Team | Radical Candor Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) Introduction Amy and Kim introduce Dr. Temple Gradin, an autism activist, author, and expert on animal welfare and behavior. (00:02:04) Giving Feedback to Neurodivergent Employees Temple shares a story on how clear, direct feedback works best. (00:08:32) The Concept of Project Loyalty Prioritizing team needs and focusing on the bigger picture to get work done. (00:13:51) How Visual Thinkers Process Information Temple explains her way of thinking through mental imagery and memories. (00:19:10) Three Types of Thinkers The different cognitive styles and why diverse teams need all types. (00:23:20) The Importance of Hands-On Learning Why real-world exposure matters for education. (00:30:57) Managing Autistic Employees The importance of setting clear goals and specific expectations. (00:35:13) Transforming the Livestock Industry Gaining credibility and transforming animal welfare through writing and advocacy. (00:38:57) Workplace Accommodations for Autistic Employees Strategies for supporting autistic employees in the workplace. (00:42:18) Improving Animal Welfare Standards Temple’s five key metrics for humane treatment in the meat industry. (00:49:34) Why Verbal and Visual Thinkers Must Collaborate The importance of collaboration between different cognitive styles. (00:51:10) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices…

Radical Candor: Communication at Work

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Russ Laraway’s “Gravity Assist” Approach to Career Conversations 7 | 6 50:57

13 weeks ago50:57

50:57

Why most career conversations fail—and how to make them actually matter. Are career conversations a game-changer, or just another corporate mirage? In part two of this two-part episode, Kim, Amy, and Russ Laraway cut through the fluff and expose why most career talks fail before they even start. Managers love to preach growth, but when it comes to actually helping their people build meaningful careers, too many fall flat. Russ brings the fire with his “gravity assist slingshot” method—forget the outdated career ladder, it’s time to propel people toward their real ambitions. Why do leaders dodge these conversations? Why does “career development” feel like an HR buzzword instead of a real priority? And what happens when you actually invest in your team’s future? No sugarcoating here—if you’re ready to stop playing it safe and start leading with impact, this episode is your wake-up call. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript When They Win, You Win Russ Laraway On How To Be A Great Manager | Radical Candor Podcast 4 | 7 How To Win At Managing - 3 Core Principles Stop Overcomplicating It: The Simple Guidebook To Upping Your Management Game “When They Win, You Win”: Russ Laraway Unpacks His New Guide For The Modern Manager Eagles' Sirianni Is A Players' Coach, No Matter What You Think Of Him | ESPN Connect: Website Instagram TikTok LinkedIn Facebook YouTube Chapters: (00:00:00) Introduction Kim and Amy welcome back Russ Laraway to discuss career conversations. (00:00:52) The Gravity Assist Slingshot Russ’s framework for career growth and thinking beyond promotions. (00:04:51) Why Managers Should Invest in Careers How helping employees grow improves retention and engagement. (00:09:35) The Three Career Conversations A step-by-step guide to drive meaningful career development. (00:14:20) Life Story Conversation How past career pivots reveal deep-rooted motivations. (00:20:52) Avoiding Pitfalls and Gotchas Where leaders go wrong in the career development framework. (00:25:25) Framing Career Conversations Framing the life story conversation to build trust and respect boundaries. (00:30:51) Finding True Career Vision An outline of helping employees set bold, authentic goals. (00:34:26) Supporting Unconventional Goals How managers can turn unconventional career goals into actionable steps. (00:43:43) Career Action Plan Turning career aspirations into progress with a clear, strategic approach. (00:46:27) Radical Candor Tips Where managers should start in Russ’s career conversations framework. (00:48:14) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices…

Radical Candor: Communication at Work

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Russ Laraway Shares Why “The Big 3” Are the Secret to Being a Successful Leader 7 | 5 49:27

14 weeks ago49:27