Building Pockets of Excellence: Introducing Radical Candor to Your Team 6 | 39

Radical Candor: Communication at Work

Radical Candor

Business, Management, Careers

4.7 • 729 Ratings

🗓️ 9 October 2024

⏱️ 36 minutes

🔗️ Recording | iTunes | RSS

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Summary

Start small to make change more achievable and impactful.

In this episode of the Radical Candor Podcast, Jason and Amy discuss how to introduce radical candor to teams effectively. They emphasize the importance of starting small, creating pockets of excellence, and the role of accountability and praise in fostering a feedback culture. The conversation also covers effective communication strategies for implementing change, real-world examples of cultural shifts, and practical tips for individuals and teams looking to embrace radical candor. The episode concludes with an invitation to join the Radical Candor community for ongoing support and resources.

Get all of the show notes at RadicalCandor.com/podcast.

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Chapters:

(00:00:00) Introduction
Jason and Amy introduce the topic of bringing Radical Candor into the workplace.

(00:00:27) Starting with Small Changes
Why starting with small steps is key to building a culture of Radical Candor.

(00:02:57) Pockets of Excellence
The concept of pockets of excellence and why they are crucial for cultural change.

(00:05:30) Highlighting Small Successes
The importance of highlighting successes rather than focusing on failures to drive cultural shifts.

(00:08:30) Avoiding Overwhelming Change
Effective communication about small wins to shift organizational perceptions and build optimism.

(00:10:49) Small Change Success Story
A story on how small experiments can create big organizational change.

(00:15:38) Making Feedback Visible and Accessible
Simple tools to share user feedback that can have a powerful impact on organizational culture.

(00:19:37) Effective Communication for Cultural Change
Communicating the rationale behind introducing Radical Candor to a broader team.

(00:24:07) Handling Executive Skepticism
Addressing skepticism from executives and making the case for Radical Candor.

(00:27:03) Building Momentum After Initial Success
Expanding Radical Candor across more teams after initial success.

(00:30:16) Individuals Practicing Radical Candor
Advice for individuals looking to start small and integrate Radical Candor into their work.

(00:33:09) Radical Candor Tips
Tips for developing a more radically candid culture individually and in organizations.

(00:34:56) Conclusion

Transcript

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0:00.0	Hello everybody. Welcome to the Radical Candor podcast. I'm Jason Rosoff. I'm Amy Sandler. Today we're
0:08.3	talking about a topic that we get lots of questions about, which is, how can I introduce radical
0:14.1	candor to my team? And Jason, you recently wrote a LinkedIn post about this recently. It offered a
0:20.6	fresh perspective that folks may not have considered.
0:24.0	And I'm just going to quote you, if I may.
0:26.5	Sure.
0:27.5	Thank you.
0:28.6	You wrote, quote, when building a more radically candid culture,
0:33.2	I found that starting small is the way to go.
0:36.4	As someone who loves to tinker and experiment,
0:38.7	I've seen firsthand how big changes often start with small tweaks.
0:44.4	Trying to change the culture of an entire company or organization all at once is like trying to boil the ocean.
0:51.4	It will take all of your energy and it's impossible. And I'm wondering
0:56.8	when you were reflecting on that, were you thinking of certain examples where companies have tried
1:03.9	to sort of just go so big that it wasn't able to be impactful? Or what was on your mind when you
1:09.5	were thinking about the Start Small guidance?
1:13.2	One of the reasons I recommend starting small is because you can't make people change.
1:19.1	People have to decide to change. And from my perspective, that means you need to create the conditions
1:23.9	that make change seem more interesting than staying the same.
1:29.2	And I've never found a way to do that really big.
1:32.8	Because when you try to do that a really large scale,
1:37.0	I think there's a little bit of like bystander syndrome.
	...

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